A simple honest question for SB5 supporters

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As we await the official release of the 2011 Ohio school report card data due tomorrow, we were looking over the 2009/2010 data and a question occurred.

Here's the breakdown of charter school performance in Ohio, taken from the ODE community Schools rating table

Designation Total Percentage
Academic Emergency 76 23.8%
Academic Watch 53 16.6%
Continuous Improvement 97 30.4%
Effective 32 10.0%
Excellent 27 8.5%
Excellent with Distinction 1 0.3%
Not Rated 33 10.3%
     
Grand Total 319 100%

Here's the question. If charter schools can;

  • Compensate their teachers based on any criteria they choose since they are unencumbered by a union contract (ie merit pay)
  • Employ teachers without offering a continuing contract (ie tenure)
  • Fire or lay off teachers for any performance based criteria without need to follow a union contract (ie no seniority)
  • Avoid class size limits created by a union contract
  • Be free to impose any legal work place restrictions or rules they wish
  • Be unencumbered by any union contract provision and be free from a whole host of regulations

Why is it that their performance is so darn terrible (over 70% are less than effective!) as to be embarrassing even though they have been operating with SB5 like "tools" for years?

Why would anyone think applying these SB5 "tools" to traditional public schools will have any positive impact when we have evidence that when they are applied to charter schools the results are disastrous for students, teachers and the local school districts.? Can anyone answer that?

Why won’t Ms. Rhee talk to USA Today?

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Michele Rhee has suddenly gone tight lipped

It’s hard to find a media outlet, big or small, that she hasn’t talked to. She’s been interviewed by Katie Couric, Tom Brokaw and Oprah Winfrey. She’s been featured on a Time magazine cover holding a broom (to sweep away bad teachers). She was one of the stars of the documentary “Waiting for Superman.” ... And yet, as voracious as she is for the media spotlight, Ms. Rhee will not talk to USA Today.
[...]
On May 2, another Rhee spokeswoman e-mailed to say the reporters were too interested in cheating and not enough in StudentsFirst. She said they could submit a list of questions.

There were 21 questions; Ms. Rhee did not answer 10 of the 11 about cheating.

Mr. Gillum, who recently took a job at The Associated Press, said he was surprised by how unresponsive Ms. Rhee has been. “She talks about how important data is, and our story is data driven,” he said.

The whole article sheds an enormous amount of light on the shady way Michele Rhee and her "StudentsFirst" organization operates.

Only right wing partisans endorse SB5

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The Pro SB5 campaign "BetterOhio" is touting an endorsement today, that of the NFIB. The NFIB is a right wing business group that represents a tiny fraction of small businesses in the state (approximately 2.5%), so its support comes as no surprise.

Indeed in 2010 that NFIB contributed $10,000 to the Kasich for Governor campaign, and in 2006 it contributed $7,500 to the Ken Blackwell campaign - a candidate few argued was so extreme as to lie well outside of the mainstream.

The NFIB is so partisan that in the last 10 years (according to www.transparencydata.org) it has contributed just $2,550.00 to Democratic candidates while an astonishing $242,123.81 has been contributed to Republicans. 99% of NFIB political contributions over the last decade have gone to Republican party candidates, making the NFIB one of the most partisan organizations in the state and the country.

Below is that list of contributions the NFIB has made

NFIB Contributions

HEre at Join the Future we continue to maintain that repealing SB5 with a NO vote on issue 2 is personal not partisan. The anti worker forces however continue to be made up entirely and exclusively from the Republican party establishment.

Merit Pay: The End Of Innocence?

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The current teacher salary scale has come under increasing fire, and for a reason. Systems where people are treated more or less the same suffer from two basic problems. First, there will always be a number of "free riders". Second, and relatedly, some people may feel their contributions aren’t sufficiently recognized. So, what are good alternatives? I am not sure; but based on decades worth of economic and psychological research, measures such as merit pay are not it.

Although individual pay for performance (or merit pay) is a widespread practice among U.S. businesses, the research on its effectiveness shows it to be of limited utility (see here, here, here, and here), mostly because it’s easy for its benefits to be swamped by unintended consequences. Indeed, psychological research indicates that a focus on financial rewards may serve to (a) reduce intrinsic motivation, (b) heighten stress to the point that it impairs performance, and (c) promote a narrow focus reducing how well people do in all dimensions except the one being measured.

In 1971, a research psychologist named Edward Deci published a paper concluding that, while verbal reinforcement and positive feedback tends to strengthen intrinsic motivation, monetary rewards tend to weaken it. In 1999, Deci and his colleagues published a meta-analysis of 128 studies (see here), again concluding that, when people do things in exchange for external rewards, their intrinsic motivation tends to diminish. That is, once a certain activity is associated with a tangible reward, such as money, people will be less inclined to participate in the task when the reward is not present. Deci concluded that extrinsic rewards make it harder for people to sustain self-motivation.

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Big changes come to Wisconsin

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As the new school year begins, teachers in Wisconsin are just now finding out what work life will be like without a contract.

With the start of school approaching on Sept. 1, about two-thirds of Wisconsin's school districts are rushing to finalize employee handbooks to replace now-extinct collective bargaining agreements that for decades outlined duties and salaries for workers.

The passage of the state's new "Act 10" legislation - in effect for all districts that didn't extend a contract with teachers before the passage of the law - gives administrators the ability to make sweeping changes to teachers' pay scales, hours and working conditions without having to negotiate them with unions.

Some sacred cows are disappearing, such as teacher tenure, layoffs based on seniority and the guarantee of 10 years' worth of post-retirement health insurance. Other big and complex changes on the horizon include new salary structures and pay-for-performance plans.

Many teachers, especially those still feeling bruised from divisive union fights and the requirement to pay more for their health insurance and retirement, are concerned about the changes being made unilaterally by management, said Christina Brey, spokeswoman for the Wisconsin Education Association Council, the state's largest teachers union.

Some of the major changes will include

  • Changing health insurance options and reducing post-retirement benefits
  • Ending tenure and layoff decisions based on seniority, now teachers can be on year-to-year contracts, and nonrenewal decisions can be based on performance.
  • Modifying work expectations. Teacher contracts traditionally specify a variety of work-related conditions, from the maximum number of contact hours with students, to the number of prep periods, to the length and number of work days.

The other intended consequence was to reduce the teachers association to a shell, as they announce a 40% reduction in staff

The law strips teachers and most other public employees of rights to collectively bargain over issues like work conditions or vacation time. The extent of their collective bargaining rights are now limited to wages, and workers cannot argue for a salary increase larger than the rate of inflation. It also no longer permits unions to automatically withdraw dues from paychecks.

Similar effects will be felt in Ohio if SB5 survives the November election. It's not hyperbole to suggest that the teaching profession is on the line. And without strong advocates for public education, that too will come under great and greater duress.