A Texas Rerun

Teacher evaluation has always been a slippery slope. Back in the early part of this century, school districts became interested in using student growth measures, mainly from standardized test performance, to decide the best classroom instructors. But, student growth measures came under attack primarily from teacher unions questioning the validity and reliability of how standardized test performance connected to teacher evaluation. Because of this challenge, many of the performance-based teacher evaluation programs went away.

Until now.

Last week, the Houston Independent School District approved a new teacher evaluation system called the Teacher Excellence System (TES). Houston Public Media posted an article explaining the TES this way:

“Houston ISD teachers will be evaluated and ranked through a new locally designed system which – in addition to classroom observations and student’s test scores – will factor lesson plans, professionalism and ‘campus action plans’ into their annual scores.”

“HISD’s state-appointed board of managers unanimously approved the system, called the Teacher Excellence System (TES), during Thursday’s school board meeting…”

“The new system is expected to be used to help determine teachers’ salaries, starting at around $60,000 and reaching above $90,000 for the highest-scoring teachers. HISD teachers’ pay is largely determined by experience.”

“Jackie Anderson, president of the Houston Federation of Teachers, which represents thousands of teachers in the district, said the union was not involved in the process of designing TES.”

“’We have some serious concerns about the evaluation system, and any system that has a component of pay-for-performance,’ Anderson said.”

“Others also are reluctant about the new system, which will go into effect next school year, although some have said TES is a step toward a more fair evaluation model, its harshest critics have called it ‘destructive’ for encouraging teachers to ‘compete against one another’ since it will place teachers on a ranking system.”

“TES divides teachers’ evaluation into four categories:

Quality of instruction (45%)

Student outcomes (35%)

Planning and professionalism (15%)

Campus action plan (5%)”

“This will replace the district’s current system, the Texas Teacher Evaluation and Support System, or T-TESS, designed by the Texas Education Agency. That system had two evaluation categories: teacher performance (65%) and student performance (35%).”

“A controversial part of TES is its forced distribution method, also known as ‘stack ranking.’ Teachers annual scores will be ranked into seven categories based on where they stand compared to others.”

“The lowest 3% of teachers will be classified as ‘unsatisfactory,’ while the top 3% will be ‘exemplary II.’”

“There are five categories in between. After ‘unsatisfactory,’ the next lowest 12% will be ‘progressing I.’ The next 25% will be ‘progressing II.’ The middle 40% will be ‘proficient I,’ making it the largest group.”

“The top part of the list includes the next 12% of teachers labeled as ‘proficient II,’ with ‘exemplary I’ for the following 5%.”

…

“Carnegie Vanguard High School senior Hira Malik told the board she’s seen ‘more teacher leave than ever before, qualified teachers at that’ and she worries TES ‘will only further that exodus.’”

…

“I truly believe that the targeted distribution system is just another chaotic evaluation tactic designed to scare staff and pit them against each other for a better rating,’ Malik said. ‘Why is competition being prioritized more than healthy collaboration?’”

“Some, however, were in favor of the ranking system.”

“Judith Cruz, a former elected trustee for HISD, said TES ‘moves the district in the right direction and moves the district to be able to assess teachers on a continuous basis and provide ongoing coaching and feedback.’”

“Cruz is the Texas Assistant Director of the Houston region of EdTrust, an education advocacy group which sent a letter of support for TES to the board ahead of Thursday’s vote.”

“The letter notes that in 2019, although 90% of teachers were rated as ‘effective’ or ‘highly effective.’ 41% of students were considered behind in reading.”

One of the challenges HISD had back in the 2000’s with its teacher evaluation system was that no one really understood why some teachers were identified as top performers while others weren’t. It reminded Houston that you can’t really have a good system if those who are inside the system don’t understand how the system works.

That early pay-for-performance system struggled, mainly because the teacher unions wanted to have a compensation program based on years of service instead of one based on how students were performing while building their reading, writing, and problem-solving skills.

But a focus on years of experience as a basis for compensating teachers is probably a reason why 41% of Houston’s students are behind in their reading skills.

The best evaluation system might be comparing success versus goals on a youngster’s individualized learning plan. The most goals reached on those learning plans, the better the evaluation and the greater the compensation for the adult learning leader.

But it doesn’t seem like Houston, or any other traditional district for that matter, is thinking that way.

Oh well.

Friday News Roundup tomorrow. Til then. SVB