When it comes to evaluating teachers, a subject of unquestioned importance as well as increasing controversy, we should all be able to agree on this: The previous system needed replacing.
Too often it was a nominal process with principals–who may or may not have been competent enough to help–doing evaluative drive-bys. With tenured teachers, it was more a matter of a sinecure than a cure for ineffective teaching. Winks and nods and “attaboys” all around. Especially if coaches and activity sponsors were involved.
It practically took a criminal act to get rid of bad teachers. Merely being boring, lacking the respect gene or using the same lesson plan for 25 years wasn’t enough. And everybody–from the students and faculty to resource officers and PTA members–knew who they were.
So, yes, let’s hear it for more accountability in–and professionalization of–the ranks. It was too long coming. But that said, it doesn’t mean that anything–especially a nine-figure “anything”– other than the old status quo is acceptable. When it comes to teacher evaluations, you don’t replace laissez faire with “Big Brother.”
The latter is the reference used by Hillsborough County School Board member Stacy White. He’s the newest member, so maybe he’s less inclined to go along with whatever is done with $100 million in Gates Foundation money. Let’s hear it for White speaking truth to money–as well as to Superintendent MaryEllen Elia.
Principals, department chairs and “master teacher”-mentors should be doing the evaluating. Keep it within the school’s own extended professional family. Not pedagogical outsiders, especially those who may or may not have as much experience as the evaluatees and who may or may not even teach the same age group. It matters. And the students, of course, know when it’s another, every-other-month “show and tell” class.
Look, I’m all for meaningful evaluation–with the aim being improvement. Everyone is. The ultimate goal, of course, is better-taught students. But risking intimidation, insult and de-motivation is not the course of action to better productivity. Leave it for “Glengarry, Glen Ross” and boiler room industries. Not a unique profession that is really a calling.
As for that $100 million, too bad a major chunk can’t be channeled into recruitment. Attracting the best and brightest–and making the Hillsborough Education Foundation an exemplar of excellence in the process–is a more valid and viable approach. Yes, counseling and videotape can help. That gets you to competent and then, hopefully, to good enough.
But great teachers–a composite of values, work ethic, creativity, spontaneity and personality–are born. They need to be recruited. And there’s competition.