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evaluation teaching reading technology leadership PE coaching discipline classroom management population growth immigration math
shared by Jill Bergeron on 24 May 16
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In 2009, TNTP reported that teacher evaluation systems didn’t accurately distinguish among teachers with varying levels of proficiency, failed to identify most of the teachers with serious performance problems, and were unhelpful in guiding professional development.
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The Widget Effect study concluded that “school districts must begin to distinguish great from good, good from fair, and fair from poor.”
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On average, only 2.7 percent of teachers were rated below Proficient/Exemplary on a 4- or 5-point scale.
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The percent of teachers given the top rating ranged from 73 percent in Tennessee to 8 percent in Massachusetts and 3 percent in Georgia.
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Many districts are drawing important distinctions between good and excellent teaching, but there is less differentiation among good, fair, and poor performance.
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Why do so few teachers receive below-proficient ratings, despite the fact that school administrators estimate that more than a quarter of their teachers aren’t up to par?
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The daunting workload involved in giving low ratings
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Being merciful – Some principals said they were hesitant to give low ratings to rookie teachers out of kindness and a desire not to discourage (or lose) a teacher who had potential for growth.
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Personal discomfort
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Principals knew that teachers could lose their jobs as a result of a low rating, and were upset when teachers cried.
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Her policy: use e-mail for non-urgent questions and texts when time is an issue.
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2013 Gates-funded Measures of Effective Teaching (MET) study, which asserted that it’s possible to accurately evaluate teachers by triangulating data from student surveys, value-added scores, and classroom observations.
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Google, General Electric, and other corporations shifted from rating and ranking employees to providing real-time supervisor and peer feedback and coaching aimed at fostering professional growth to meet stretch goals. This rethinking was inspired by three findings from educational research: - Performance ratings tend to foster a “fixed” versus a “growth” mindset. - Numerical grades or ratings lead recipients to ignore detailed feedback. - Extrinsic rewards can discourage the behaviors they aim to improve.
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A 2012 initiative in Cincinnati suggests a different approach. Mid-career teachers who were observed four times by peers and given detailed feedback showed marked improvements in performance and student results. The key elements were frequency, credible observers, formative feedback, and a simple, low-stakes process with no direct ties to promotion and retention decisions.
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Studies point to the following levers for continuous improvement: • Peer collaboration – Veteran teachers continue to improve their skills if structures are in place that get them working with colleagues in focused, results-oriented instructional teams. • Teacher evaluation – The key is detailed, valid feedback on classroom practices and support for improvement from knowledgeable and well-trained administrators or peers. • Tailored on-the-job training – Most PD is ineffective, but intensive coaching focused on the specific needs of individual teachers and sustained over time can make a positive difference. • Organizational supports – These include an orderly, disciplined school environment, services available to address students’ social and emotional needs, and positive parent engagement. • Leadership – “Hiring principals who have the talent to identify organizational weaknesses, establish schoolwide systems to support teachers and students, and galvanize collective buy-in from teachers is a central lever for improving the teaching and learning environment,” conclude Papay and Kraft.
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Not having access to books in June, July, and August results in a two-month loss each summer for poor children compared to a one-month gain for more-advantaged children, and that accumulates over the years into a crushing achievement gap. Getting low-SES children reading over the summer is the most effective way to change that dynamic, but what works?
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a home library is as important as parental education and twice as important as the father’s occupation in predicting educational outcomes;
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Establish virtual office hours. Tucker tells students at the beginning of the year the dates and times when she’ll be available for a Google chat or Google Hangouts screen-sharing session. She has colleagues who tell students they can e-mail between 4:00 and 6:00 p.m. and any e-mails received after that will be answered the next day.
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Limit communication channels.
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Other reasons – These included racial concerns (for example, if a disproportionate number of minority teachers might receive low ratings); burdensome dismissal procedures; principals making deals in which teachers agreed to leave the school in exchange for a higher rating; and concern about ineffective replacement teachers.
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Make information available online.
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Set up a space where students can connect online. Tucker has a private Google+ community where students can share information, ask questions, and support one another.
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Protect unplugged time at home.
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Not every disagreement is a call to arms.
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How and when I use my voice matters. “As I see it,” says Gannon, “my job requires that I advocate for both faculty members and students, and for both teaching and learning. Sometimes that means speaking truth to power; other times it means speaking truth to colleagues.” This is especially important with issues of gender, race, and bullying.
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Don’t be afraid to ask for help
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“It’s all too easy to let the minutiae detract from the larger goal… I’m not useful to anyone I serve if I’m overcommitted.”
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Support, affirmation, and collegiality are more important. For me, leadership has become a matter of knowing and respecting my colleagues all over the campus, appreciating the work they do, and letting them know it… There’s no daily quota on thank you’s.”
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At their best, they promote academic achievement, stronger student connections to education, and improved initiative, teamwork, and social skills.
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Has a well-thought-out coaching philosophy aligned with the school’s educational, athletic, and programmatic goals – Winning isn’t the main goal, says Gould. Rather, “coaches work hard to help student-athletes learn important life lessons from their sport experiences.”
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Shares decision-making with students and provides rationales for coaching actions
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effective coaches meet their athletes’ need for autonomy, competence, and relatedness in an atmosphere where students feel they belong.
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Builds strong coach-athlete relationships in a caring, supportive climate – Each athlete is known as an individual, made to feel welcome, and knows that bullying and belittling others isn’t tolerated on or off the field.
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Is a knowledgeable and effective teacher – “Research reveals that coaches who give positive versus degrading and punitive feedback or no feedback at all have athletes who are more motivated, feel better about themselves, and achieve more positive developmental outcomes from sports participation,” says Gould.
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Is intentional in fostering positive youth development – This includes attention to leadership, teamwork, and a work ethic.
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What these parents didn’t understand, says Jones, is that “You are either consistent, or you are inconsistent. There is nothing in between.”
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“The irony of consistency,” says Jones, “is that the closer you come to being consistent before you fail, the worse off you are. If the parent cracks easily, the child does not need to be a world-class yammerer in order to succeed. But, if the parent does not crack easily, the child must learn to play hardball.”
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How does this apply to classrooms? Teachers must set clear, reasonable expectations, says Jones, and then be absolutely consistent in enforcing them.
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Never make a rule that you are not willing to enforce every time.
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If you are consistent, you can use smaller and smaller consequences to govern misbehavior. But if you are inconsistent, you must use larger and larger consequences to govern misbehavior.
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“it’s extremely unlikely you can greatly improve your reading speed without missing out on a lot of meaning…
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“If you want to improve your reading speed, your best bet – as old-fashioned as it sounds – is to read a wide variety of written material and expand your vocabulary.”
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you can’t take in words you don’t see, and you have a set-point for processing language that can be changed only by long-term improvements in vocabulary and knowledge.
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when it comes to reading for deep comprehension or enjoyment, there are no shortcuts.
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1. Why is it so difficult to improve the teacher-evaluation process? 2. Another look at the Measures of Effective Teaching study 3. Conditions for the continuous improvement of teaching 4. Counteracting summer reading loss 5. Using Reading Recovery techniques in guided reading groups 6. Keeping our technology use under control 7. Advice for leaders 8. The qualities of an effective high-school athletic coach 9. Consistency with classroom discipline 10. Are speed reading courses effective? 11. Short items: (a) World population growth animated; (b) Two centuries of U.S. immigration animated; (c) Common Core math sequence; (d) Survey on teacher evaluation
