Teacher Eval at Aspire
Posted: December 9th, 2013 | Author: Michael Goldstein | | 7 Comments »
This from the SF Chronicle:
A few years ago, Aspire’s administrators and teachers tossed aside the traditional system. They wanted an evaluation process that took into account the numerous and complicated skills necessary to be a good teacher and a ranking system that they said gave teachers room to grow.
As a public charter school without unionized teachers, they had the freedom to buck the system.
“The young (teachers), they want the opportunity to demonstrate their effectiveness,” said James Gallagher, Aspire’s director of instruction.
They settled on a formula based on 40 percent observation by the principal, 30 percent on their students’ standardized test scores, and the rest on student, peer and family feedback, as well as the school’s overall test scores.
Our friends at Aspire, and other CMOs, have worked hard on this.
While the money is often better in traditional public schools than in charter schools, the support and feedback they get at Aspire is worth the pay cut, teachers said.
The bonuses are a plus.
“The money is great, but it’s not the part I’m interested in,” Kellogg said. “I don’t think that’s what motivates.”
My experience too is that some teachers will discount themselves to get better feedback is motivating. But it takes a ton of work, and trust, to get all the details right. Hope we can bring that to Kenya.
The evidence I’ve seen on the small bonuses in USA context (5% of salary or whatever) is that they do not change teachers. But it may be different elsewhere.
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