A Report conducted by The New Teacher Project, http://www.tntp.org/
Please visit http://widgeteffect.org/ to view this report in its entirety.
If teachers are so important, why do we treat them like widgets?
"Effective teachers are the key to student success. Yet our school systems treat all teachers as interchangeable parts, not professionals. Excellence goes unrecognized and poor performance goes unaddressed. This indifference to performance disrespects teachers and gambles with students’ lives."
From the Overview:
The Widget Effect is a wide-ranging report that studies teacher evaluation and dismissal in four states and 12 diverse districts, ranging from 4,000 to 400,000 students in enrollment. From the beginning, over 50 district and state officials and 25 teachers’ union representatives actively informed the study through advisory panels in each state.
The Findings Revealed:
- All teachers are rated good or great. Less than 1 percent of teachers receive unsatisfactory ratings, even in schools where students fail to meet basic academic standards, year after year.
- Excellence goes unrecognized. When excellent ratings are the norm, truly exceptional teachers cannot be formally identified. Nor can they be compensated, promoted or retained.
- Professional development is inadequate. Almost 3 in 4 teachers did not receive any specific feedback on improving their performance in their last evaluation.
- Novice teachers are neglected. Low expectations for beginning teachers translate into benign neglect in the classroom and a toothless tenure process.
- Poor performance goes unaddressed. Half of the districts studied have not dismissed a single tenured teacher for poor performance in the past five years. None dismiss more than a few each year.
Though it is widely accepted that a teacher’s effectiveness matters more than any other school factor in student success or failure, it is almost never considered in critical decisions such as how teachers are hired, developed or retained.
The Resulting Recommendation:
The Widget Effect is deeply ingrained in the fundamental systems and policies that govern the teachers in our public schools.
Reversing it depends on better information about instructional quality that can be used as a primary factor in other important human capital decisions.
- ADOPT a comprehensive performance evaluation system that fairly, accurately and credibly differentiates teachers based on their effectiveness in promoting student achievement and provides targeted professional development to help them improve.
- TRAIN administrators and other evaluators in the teacher performance evaluation system and hold them accountable for using it fairly and effectively.
- INTEGRATE the performance evaluation system with critical human capital policies and functions such as teacher assignment, professional development, compensation, retention and dismissal.
- ADDRESS consistently ineffective teaching through dismissal policies that provide lower-stakes options for ineffective teachers to exit the district and a system of due process that is fair but efficient.
