Getting Teacher Evaluation Right
This week, the American Education Research Association and National Academy of Education hosted Getting Teacher Evaluation Right: A Challenge for Policy Makers, which highlighted concerns of education researchers with using value-added modeling (VAM, a model that measures a teacher's contribution to student test scores) in teacher evaluations.
The consensus of the research community: Most believe VAM is not appropriate as a primary measure for evaluating individual teachers. The standardized test score data used in these models is just not reliable, given issues with the small sample size of classrooms, the nonrandom assignment of students to classrooms, and the fact that while a student might, for example, work on reading skills with a teacher, a parent, a tutor and a paraprofessional, the only one who gets credit (or blame) is the teacher.
Two studies were cited that I found particularly disturbing: One found that 27% of teachers who get an “A” rating one year on a VAM-based system get a “D” or “F” rating the next – and that 30% of “F” teachers get an “A” or “B” the next. Another found that these models predict the influence of a 5th grade teacher on their students 4th grade test scores – scores received prior to the teacher even meeting the students.*
Despite the concerns of the research community, districts all over the country are including VAM in teacher evaluations – and federal officials are encouraging it. As Howard Wainer points out in his new book Uneducated Guesses (not a part of this briefing):
Ironically, there is a marked contrast between the enthusiasm of those who accept the claims of VAM developers and would like to use it, and reservations expressed by those who have studied its technical merits. It appears, at least at the moment, that the more you know about VAM the less faith you have in the validity of inferences drawn from it.
Of course, those questioning the usefulness of VAM still recognize the inadequacy of many current teacher evaluation systems. Ideas for improving these systems include taking a standards-based approach to evaluation, using a peer review process, and including evidence of student learning as measured by indicators other than test scores.
New Haven's New Model for Evaluating Teachers
One evaluation model worth a closer look is New Haven’s, which was developed with a landmark teachers’ contract back in 2009. (At that time, LFA interviewed both New Haven Federation of Teachers President David Cicarella and district officials Garth Harries and William Clark about the contract and the process by which it was adopted).
The New Haven Independent recently celebrated this model for its effectiveness over its first full year. It rates teachers from 1 (needs improvement) to 5 (exemplary) [the previous system rated teachers simply as either satisfactory or unsatisfactory – a relatively common feature in evaluation systems] based on classroom observations and goals that they set for their students in meetings with supervisors. For teachers in subjects and grade levels subject to state tests, at least one goal is based on those tests.
Teachers are observed multiple times and alerted to potential problems. Those on their way to a “needs improvement” rating are given improvement plans and extra professional development. They hold a status conference with their supervisor to discuss progress and goals, and a series of visits from an outside validator confirms the initial rating checks out (it did in 87% of cases last year). In other words, they were given both concrete feedback on their performance and the support they needed to improve.
This past year, around 8% of the workforce was rated “exemplary,” 38% was considered “strong,” 28% “effective,” 9% “developing” and 3% “needs improvement.” Those with the highest ratings were offered the chance to lead “professional learning communities,” receiving a stipend paid for by a private grant.
Thanks at least in part to these evaluations, 34 teachers (16 tenured and 18 non-tenured; 1.3% and 2.8% of those workforces respectively) left the workforce.** These departures were peaceful – as Harries pointed out, all had the right to request a termination hearing if they felt wronged, and none did.
All stakeholders seem pleased with these evaluations. Superintendent Reggie Mayo calls the system “a model for the nation.” Mayor John DeStefano touts it as a successful component of the school reform strategy. Union President Dave Cicarella was quoted as saying “Teachers are much happier because everyone knows what’s expected of them.” And a survey of principals last May found they were pleased with the new system as well, especially because they had the change to help teachers improve in the classroom by giving specific feedback.
To be sure, there are still a number of challenges in New Haven. There are concerns about whether administrators have the capacity required to complete the paperwork, conferences and observations required under this system. And the Wall Street Journal recently pointed out that some argue that poorly performing teachers leave “turnaround” schools to go to other jobs in the system. In addition, test scores haven’t risen as rapidly as one would hope (though the reform efforts in the district are only a couple years old).
Still, it is a teacher evaluation system that is transparent, accepted by stakeholders and contributing to the development of the workforce. Perhaps more districts should consider similar models.
*These findings were cited at the briefing. I have not carefully reviewed the original studies.
**The district retained some teachers who rated “needs improvement” because they didn’t receive the support they needed to improve.
Click here to browse dozens of Public School Insights interviews with extraordinary education advocates, including:
- National PTA President Otha Thornton on the Common Core
- 2013 School Counselor of the Year Mindy Willard on the state of her profession
- Supervisor of Administration John Swang on saving money in energy costs
The views expressed in this website's interviews do not necessarily represent those of the Learning First Alliance or its members.
Excellence is the Standard
At Pierce County High School in rural southeast Georgia, the graduation rate has gone up 31% in seven years. Teachers describe their collaboration as the unifying factor that drives the school’s improvement. Learn more...
- AACTE's Ed Prep Matters
- ISTE Connects
- PTA's One Voice
- PDK Blog
- The EDifier
- School Board News Today
- Legal Clips
- Learning Forward’s PD Watch
- NAESP's Principals' Office
- NASSP's Principal's Policy Blog
- The Principal Difference
- ASCA Scene
- Always Something
- NSPRA: Social School Public Relations
- Transforming Learning
- AASA's The Leading Edge
- AASA Connects (formerly AASA's School Street)
- NEA Today
- Angles on Education
- Lily's Blackboard
What Else We're Reading
- Advancing the Teaching Profession
- The Answer Sheet
- Edutopia's Blogs
- Politics K-12
- U.S. Department of Education Blog
- John Wilson Unleashed
- The Core Knowledge Blog
- This Week in Education
- Inside School Research
- Teacher Leadership Today
- On the Shoulders of Giants
- Teacher in a Strange Land
- Teach Moore
- The Tempered Radical
- The Educated Reporter
- Taking Note
- Character Education Partnership Blog
- Why I Teach