Making (Up) The Grade In Ohio

Every year, most schools (and districts) in Ohio get one of six grades: Emergency, Watch, Continuous Improvement, Effective, Excellent, and Excellent with Distinction. Schools that receive poor grades over a period of years face a cascade of increasingly severe sanctions. This means that these report card grades are serious business.

The method for determining grades is a seemingly arbitrary step-by-step process outlined on page eight of this guidebook. I won’t bore you with the details, but suffice it to say that a huge factor determining a school’s grade is whether it meets certain benchmarks on one of two measures: The aforementioned “performance index” and the percentage of state standards that it meets. Both of these are “absolute” performance measures – they focus on how well students score on state tests (specifically, how many meet proficiency and other benchmarks), not on whether or not their scores improve. And neither accounts for differences in student characteristics, such as learning disabilities and income.

As I have discussed before, there is a growing consensus in education policy that, to the degree that schools and teachers should be judged on the basis of test results, the focus should be on whether students are improving (i.e., growth), not how highly they score (i.e., absolute performance). The reasoning is simple: Upon entry into the schooling system, poor kids (and those with disabilities, non-native English speakers, etc.) tend to score lower by absolute standards, and since schools have no control over this, they should be judged by the effect that they have on students, not on which students they happen to receive. That’s why high-profile schools like KIPP are considered effective, even though their overall scores are much lower than those in affluent suburbs.

The strong relationship between district poverty and one of these absolute performance measures – the state’s performance index that Fordham’s Terry Ryan discussed – is clear in the graph below, which I presented in a previous post.

[...]

Perhaps the people who designed the Ohio system made a good-faith effort to achieve “balance” between the various components – a very difficult endeavor to be sure. But what they ended up with was a somewhat arbitrary formula that produces troubling, implausible results based on contradictory notions of how to measure performance. The grades are as much a function of income and other student characteristics as anything else, and they’re more likely to change than stay the same between years. So, while I can’t say what the perfect system would look like, I can say that Ohio’s report card grades, without substantial changes, should be taken with a shaker full of salt.

Unfortunately, that’s easy for me to say, but parents, teachers, administrators, and other stakeholders have no such luxury. These grades are used in the highest-stakes decisions.

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SB5 is very harmful to new teachers

When the supporters of SB5 talk about the teaching provisions, they use an ugly, divisive argument. The argument is mean to pit teacher against teacher, young vs old, like this example from "Better Ohio"

Or this from an extreme right wing blogger

It's an ugly argument, full of falsehoods on a number of levels, for a number of reasons. They not too subtly imply that because of seniority, young teacher get laid off - and that it's these young teachers that are "the best".

This should offend any veteran educator, in no other profession is experience denigrated or misrepresented in this manner.

The very best teachers in Ohio have some of the deepest and longest experience. Consider Ohio's teachers of the year

Tim Dove, 2011 Ohio Teacher of the Year - 29 years experience
Natalie Wester, 2010 Ohio Teacher of the Year - 7 years experience
Jennifer Walker, 2009 Ohio Teacher of the Year - over 14 years experience
Deborah Wickerham, 2008 Ohio Teacher of the Year - over 33 years experience
George Edge, 2007 Ohio Teacher of the Year - over 28 years experience
Eric Combs, 2006 Ohio Teacher of the Year - over 20 years experience
Deepa Ganschinietz, 2005 Ohio Teacher of the Year - over 20 years experience
Kathy Rank, 2004 Ohio Teacher of the Year - over 20 years experience
Doreen Uhas-Sauer, 2003 Ohio Teacher of the Year - over 35 years experience

The argument is particularly ugly because no one wants to argue that there are some fine young teachers, but all the evidence in the world indicates that if SB5 passes it is young teachers, not more experienced teachers, who would suffer to the greatest extent.

First, teaching is an incredibly hard, complex job, requiring lots of skill, practice and experience. This is one of the primary reasons why it is estimated that almost a third of America’s teachers leave the field sometime during their first three years of teaching, and almost half leave after five years (National Council for Accreditation of Teacher Education). If we were to rely predominantly on young teachers our schools would experience significant shortages and very distruptive turnover.

Moreover, study after study shows that teachers become more skilled with experience (see Rice, 2003; Murnane, 1975; Murnane & Phillips, 1981; Ferguson, 1991; Ferguson & Ladd, 1996; Greenwald, Hedges, & Laine, 1996; Hanushek, Kain, & Rivkin, 1998; Grissmer, Flanagan, Kawata, & Williamson, 2000; Rivers & Sanders, 2002; Rowan et al., 2002; Wayne & Youngs, 2003; Nye, Konstantopoulos, & Hedges, 2004; Hanushek & Rivkin, 2004; Hanushek, Kain, O’Brien, & Rivkin, 2005; Kane, Rockoff, & Staiger, 2006; Gordon, Kane, & Staiger, 2006; Harris & Sass, 2007; Aos, Miller, & Pennucci, 2007; Clotfelter, Ladd, & Vigdor, 2006, 2007a).

If teachers are to be evlauated, paid, hired and fired based on their performance, it is unlikely that most new, inexperienced teachers are going to benefit from this rubric when compared to their more experienced colleagues. Indeed, in the absence of preferential treatment or compensation level based decisions that seniority protects against, younger teachers should expect to be let go more often, not less. See their pay grow slower and not faster

How many people would want to enter such a profession?

To be explicit. If SB5 were to become law, young teachers entering the classroom would be harmed significantly by it.

Supporters of SB5 are not interested in rewarding the best teacher, or any teachers. If they were they would have included money in the bill, or the budget, to provide that reward. Instead they made unprecedented cuts to public education.

Cashing In on Education

StateImpactOhio has a great piece today, Charters Schools Part III: Cashing In on Education. It discusses at length to for-profit nature of Ohio's "non profit charters". It starts with the tale of one charter teacher experiencing her own kind of "Corporate innovation" - not getting paid.

Nagorsky says the it took her by surprise, but in hindsight, she says there were definitely some tell-tale signs: “I remember obviously the pay checks bouncing, which was huge. I remember the phone call telling me I was $900 in the hole in my account because everything I had sent out had bounced.”

Of course an article on profiteering charters would be incomplete without mention of White Hat Management and David Brennan

White Hat has been sued by some of its own schools, and critics keep pointing to the poor grades most of the schools get on annual report cards.
[...]
Minson says that would not have bothered him, if he felt like students in his schools were getting a good education.

He did not.

“We saw a lot of strategies put in play that tried to lessen the cost of educational delivery on a couple of different points, and that really gave us the vision that the number one priority of prosit was in direct competition at times with educational delivery.”

That's from the board chair of two of White Hat's own schools!

But lawyer April Hart says White Hat’s problem isn’t tough students. She argues it’s a teaching method that relies on computer instruction – a model she says is good for profits but not students.

“If you don’t care at the end of the day what’s going on in the school as long as your enrollment numbers are up, you’re going to have a problem in a for-profit situation,” says Hart.

So charters prefer not to hire too many teachers, and when they do, some even prefer not to pay them. Left holding the bag are thousands of students getting low quality, high profit educations from Ohio's accountability free charter school system.

UPDATE: Gahanna city council in the hot seat

Last night Gahanna city council met to discuss a resolution to support Issue 2. It drew a lot of attention as over 50 citizens of Gahanna flocked to the meeting to display their opposition to this resolution.

We are informed by sources that council members were inundated with emails opposing any reoslution in support of issue 2. The level of opposition clearly had an impact. 4 of the 6 council members (1 was absent) indicated that they oppose the resolution. No one offered any amendments. The vote on the resolution is scheduled to take place next Monday, October 17th.

The State of Charter Schools

NPR news's All sides considerdd had a great segment earlier this week "The State of Charter Schools". You can listen to it here, or there

The State of Charter Schools

Do your children go to public schools, charter schools, or private schools? Why? On this segment of “All Sides with Ann Fisher,” we’ll be discussing charter schools… Do they work?

Guests:

  • Molly Bloom (Digital Reporter, State Impact Ohio)
  • Ida Lieszkovszky (Broadcast Reporter, State Impact Ohio)
  • Stephen Dyer (Education Policy Fellow at Innovation Ohio)
  • Terry Ryan (Vice-President for Ohio Programs and Policy at the Thomas B. Fordham Institute and Foundation)

Teacher Quality Is Not A Policy

I often hear the following argument: Improving teacher quality is more cost-effective than other options, such as reducing class size (see here, for example). I am all for evaluating policy alternatives based on their costs relative to their benefits, even though we tend to define the benefits side of the equation very narrowly – in terms of test score gains.

But “improving teacher quality” cannot yet be included in a concrete costs/benefits comparison with class size or anything else. It is not an actual policy. At best, it is a category of policy options, all of which are focused on recruitment, preparation, retention, improvement, and dismissal of teachers. When people invoke it, they are presumably referring to the fact that teachers vary widely in their test-based effectiveness. Yes, teachers matter, but altering the quality distribution is whole different ballgame from measuring it overall. It’s actually a whole different sport.

I think it is reasonable to speculate that we might get more bang for our buck if we could somehow get substantially better teachers, rather than more of them, as would be necessary to reduce class sizes. But the sad, often unstated truth about teacher quality is that there is very little evidence, at least as yet, that public policy can be used to improve it, whether cost-effectively or otherwise.

Positing teacher quality as a concrete policy intervention represents circular reasoning. It’s saying that, if we had more teachers who increase test scores, this would increase test scores. Well, yes. But that’s more of an effect than a means. The relevant policy question is: How do we do so?

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