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.
A researcher and a skeptic engage in a candid discussion of what happens when value-added analysis is used to evaluate teachers.
Teachers need leaders willing to have courageous conversations about how to modernize and improve retirement security for all of our nation’s teachers.
High mobility rates and a 10-year service requirement for teachers to qualify ensure that less than half of Michigan’s new teachers will remain long enough to earn a pension
Teachers should insist that all forms of compensation—including retirement benefits—are paid for upfront and that benefit promises are matched by real contributions.
For the average full-career state worker, traditional defined benefit plans are working quite well.
Women are more likely to spend time out of the workforce than men, and defined-benefit pension plans tend to punish teachers who fail to meet specific targets, such as 30 years of service.
Teachers who seek to improve their own practice are primarily guided by common sense, intuition, word of mouth, personal experience, ideologically laden ideas about progressive or traditional instruction, the guidance of mentors, and folk wisdom—not a body of knowledge and practice that has been rigorously tested for its efficacy.
The majority of teachers in these cities do not remain in the same district long enough to qualify for even a minimal pension, and only a very tiny fraction of teachers stay long enough to receive a pension that would be sufficient for a stable retirement.