Addressing the design flaws we have identified in teacher evaluation systems will bring districts closer to achieving the primary goal of meaningful teacher evaluation: assuring greater equity in students’ access to good teachers.
Pension benefit increases have been a painless way for politicians from both parties to provide something tangible to powerful interest groups without having to pay the costs immediately.
No one is seriously advocating for reducing the pensions of any individual teachers or retirees.
Contrary to claims that teacher evaluation reforms are leading to strict, one-size-fits-all policies, data suggests that local districts are implementing state-based teacher evaluation reforms inconsistently.
Mike Petrilli interviews Elizabeth Green about her new book on great teaching.
As states revamp their teacher evaluation systems, they continue to search for that magic number: the percentage of a teacher evaluation rating that should be based on student academic performance.
Any pedagogy, curriculum, approach, or technology has to be within the skills of ordinary teachers to implement well and effectively. If it takes a superstar teacher it’s a nonstarter.
Some Tennessee districts are much better at retaining highly effective teachers than others.
The power of educational technology does not come from replacing teachers, but from empowering teachers to provide better instruction.
Are state pension plans a recruitment or retention incentive for teachers? It’s complicated, but many of the claims about the value of pensions don’t stand up to scrutiny.
We’re in a period of profound change in teacher-union leadership, with more combative leaders in ascendance, But what the unions really need are leaders able to craft winning platforms with a new orientation.
The relative weakness of novice teachers is not proof of poor teacher preparation.
Ask a teacher about his or her first year in the classroom and you’ll hear, either with a smile or a shudder, how “nothing prepared me for my first year as a teacher.”
Addressing a Leading Educators conference, Arne Duncan says we need to give teachers more opportunities to influence education policy without having to leave their teaching jobs.
Tenure laws that protect grossly ineffective teachers actually harm better teachers, who are unfairly tarnished by association with unquestionably bad teachers.
Tenure is just one part of a dysfunctional approach to human resource management in U.S. schools that needs a complete overhaul.
Early, irreversible decisions about teacher tenure have real costs for students and ultimately all of society.
Yesterday, a California superior court overturned five state laws related to the employment of teachers. Here’s what you need to know.
In California, a court struck down the state’s teacher tenure and seniority system.
Are Maryland Teachers Leaving Because of the Common Core or New Teacher Evaluation Requirements? Probably Not.
There are a number of factors that may affect teacher retention in any given year. We should be wary about trying to pin down any one reason.
Instead of hiring more teachers or paying them more money, districts are devoting an increasing share of finite resources to employee benefits.
In the median state, teachers must wait 24 years before their pension is finally worth more than their own contributions.
There are flaws in new teacher evaluation systems that need correcting.
Redesigning jobs to extend the reach of excellent teachers to more students by having them work in collaborative teams will bring benefits to teachers, students, and the state as a whole.
Faced with a budget crisis, Illinois offered teachers a generous early retirement package. Large numbers of older, more experienced teachers took the offer, Here’s what happened next.