Press Editorial

May 3, 2011

By Staff

Teachers should not be exempt from evaluations

Last week, the Issaquah School District handed out a number of layoff notices to its education staff. Owing to state law, the newest teachers are the first to go.

The Legislature is considering changing that law to allow teacher layoffs based on performance, not seniority. The idea is good. The system where teacher layoffs are based on seniority needs to go.

Teachers’ union representatives often say there is no objective way to measure a teacher’s performance. In effect, they are saying it is not possible for administrators to determine who is a good teacher and who is bad.

Who are they kidding?

Every other profession in America manages to rate itself. In every office, supervisors rate the people who report to them. They establish performance criteria and judge how well the employee performs. In a well-run company, the system is reliable and predictable.

Yes, some of the measures are subjective. That’s the way the world works. Your boss judges you and can choose to fire you. It’s why Washington is an “at will” employment state. Nearly all employer-employee relationships — outside of education — work under this system.

We cannot believe that the schoolhouse is the one single workplace where it is impossible to know who does a good job and who does not. We understand the hesitance to use test scores. A teacher could get stuck with a class full of poor students in any given year, although with poor student test scores over a number of years, it’s probably time the teacher was let go.

There are other ways to evaluate teachers. Customer (parents and students) feedback matters. Principals know who on their staff is a good teacher, and who is not up to par. Find a way to codify this knowledge. Make expectations clear and fair.

There is a growing body of studies surrounding this issue. Tap into that knowledge and use it to form a rating system that is fair to the teachers, fair to the taxpayers and best for the students.

We hope state law changes, making this the last time seniority determines who gets the pink slip.

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Comments

One Response to “Press Editorial”

  1. bob on May 4th, 2011 10:45 pm

    The assertion that since businesses rate people, so should schools rate teachers is a false one. Businesses rates its employees that does not contribute sufficiently to its profits as otherwise the business would fall, suffer consequences. The situation is different in schools as I will explain.

    Rating teachers is fine as long as those who rate the teachers have the objective of preparing students for a full life. Sadly, we have seen that the officials – superintendents and so forth – have as their primary objective reducing school expenses. their actions over the past years – shutting down schools, increasing class sizes, hiking fees for atheltics, removing arts, closing libraries, firing librarians, counselors, school nurses etc, etc – convince us that educating the students is the last of their worries.

    Thus, if these superintendents and the beuracracy that extends from them upto Arne Duncan and the Obama administration – who drive this agenda against children – are asked to rate teachers, it is likely that they will rate teachers who reduce school expenses favorably, while rating other – more expensive – teachers poorly. And that is the driving motivation behind the whole “debate” of seniority. They want to fire more experienced senior teachers as they are more expensive. They want to hire young and inexperienced recent graduates from TFA to replace them, when these kids do not stick around as teachers, a large number of them – motivated more by money than a genuine desire to teach – move on to more lucrative career opportunities in the field of education, legislature and so forth.

    Thus, it is not in the best interest of students to have this type of teacher rating system.

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