I do not believe you can evaluate teachers objectively… that’s part of the reason for the multiple measures approach I’ve outlined all week.

All teacher effectiveness assessment is, in my opinion, going to be biased. Subjectivity rules.

Matter of fact, I don’t think teachers can even assess students in an unbiased manner – but that hasn’t stopped anyone from giving grades this year, has it?

Or stopped the bubble test makers from giving out all those scantron sheets to fill out, I’ll note.

Let’s say you gave a kid an 89 on their persuasive essay. If three other teachers read that essay, do you think they’d all agree it was an 89? Might not one see it as a 90? Thus we have an A- being given out as opposed to a B+ for the same exact work. Maybe it’s an 86 to someone else, a mere B.

Extrapolate the math out now for 3 million teachers across the country. Nope, there will be no objectivity in this process and only a fool would dare even try to promise it.

A multiple measures approach is about gaining representative insight. It will never be exact because I do not think we have even yet mastered the art of being exact with our student assessments, and we’ve been giving out evaluations to kids for years and years.

And kids have been complaining about the grades we’ve been giving them for just as long.

Assessment, like beauty, is ultimately, to some degree, going to be in the eye of the beholder. Jim Burke talks about how one of his high school teachers didn’t flunk him simply because the two of them played racquetball together – though Jim definitely feels he earned an F for the course. (And Jim turned out to be one our most keen thinkers in the field of teaching… yet to get through high school, he needed someone to simply cut him some slack. Was that a “wrong” decision by Jim’s teacher? Would Jim do something of similar sort for one of his students? Would I? Would you?)

Assessment, is it objective? No. Fair? Sometimes. The way the cookie crumbles. For sure!

Just like life!

However, if you diffuse the amount of assessors and modes of assessment and they all arrive at a similar conclusion, I’d say the conclusions that can be drawn will be more than just coincidence… and can work to better inform all of us about what is actually going on in a teacher’s classroom.

And it’s certainly better than trying to connect teacher effectiveness directly to high stakes bubbles tests – don’t even get me started on that silliness things for the ten-millionth time.

But come on, do you really grade the last essay of the night at 11:12 p.m. with the same attentive eye you graded the first essay at 4:45 in the afternoon with a cup of joe in your hand? The world is imperfect, everywhere, and when we do finally get around to measuring teacher effectiveness, I’d be most wary of the person that tries to sell you on the flawlessness of the accuracy, the perfection of the insight of the evaluation.

It ain’t gonna happen. Subjectivity, when it comes to assessment, is the order of the day. From college admissions to who flunks what class (racquetball anyone?) to how we will ultimately be measured once the U.S. Dept. of Education gets this measuring teacher effectiveness kite to fly, we are just gonna have to realize that there is no such thing as objectivity.

We live in a world where all opinions, even those of experts, (and assessment really is nothing more than a sophisticated term for putting forth an opinion) must be taken with a grain of salt.

Thus ends this series…

If you haven’t followed the prior few days of my blogs on the notion of evaluating teacher effectiveness you might want to go back and do some prep before you read this next post… cause today, I am going to go to bat for yet another key ingredient requisite to drafting a fair, multi-textual portrait of my professionalism as an educator.

I want the kids to weigh in. Yep, let the customers have their say!

The criticism I most often hear with this idea is that the kids can’t be trusted. I believe the opposite is true. I think the kids often give me the most honest insight into what happens in the rooms of other teachers.

When I want to know how a math or history or science teacher is, I go to my students. And you know what… they tell the truth.

The rigorous teachers don’t get slammed. They may get complained about for being too demanding but they don’t get torched. Kids want to learn and teachers that reach and teach them get love when the teacher is out of earshot.

However, the teachers that don’t teach do get scorched. Of course, face to face, the kids act as if the teacher who lets students “kick it” and not work hard and watch movies and the such, they think they are friends with the students… and that the students have their backs.

Nothing could be further from the truth. The kids do not respect these type of teachers and they get sold out as being “dudes who do nothing, who never do nothing in class” whenever someone asks.

The kids might very well be the MOST honest group of people on campus.

A teacher that works ‘em may not be adored, but they will be respected and when evaluation time comes around, the students will most certainly say as much.

“She demands too much and gives too much work and is always making me do stuff.” To the knowing eye, is this really a bad eval? Even if they say, “And she’s mean, too.”

I think we can all read between the lines on that one. One day, I hope my daughter says this. It’s beats the opposite. “Oh, she’s too easy. I’m bored.”

But kids will tell you the real deal. “All we do in that class is copy the problems from the textbook and the teacher doesn’t do hardly nothing,” or “All that teacher does is check their FaceBook page all day long” and on and on.

What should we not trust about this? Are we worried that kids will conspire to collectively lie to try and railroad a teacher? Well, in the anonymous system I propose (see earlier post from a few days ago) I believe kids will tell the truth. (Frankly, I’d be more worried about department wide conspiracies to oust someone by the teachers than I’d be worried about all students buying into a prank to screw over a good educator — and I already addressed that concern as not too legit a concern at all. The Atticus! argument).

Plus, all evals would be viewed over time. 3 years minimum.

Year 1 filled with THIS TEACHER STINKS! evals, well, hey, that could be an anomaly. Year 2 filled with THIS TEACHER STINKS! evals, well, this could be the start of a pattern. But three years in a row of THIS TEACHER STINKS! evals?

And then we look at the peer evals.
And then we look at the admin evals.
And then we look at the, hold your breath, students achievement levels via test scores.

And if all of them point to a “Whoa, this person is a bottom dwelling lemon in every category we consider,” well, that’s when the consequences of not measuring up on the teacher effectiveness scale do seem to have a bit of credibility, don’t they?

Let the kids speak. They will take the evals seriously (for the most part) and they should have a say if for no other reason than it’ll be quite honest.

Multiples measures for measuring teacher effectiveness will continue tomorrow… post is growing too long.

As I discussed yesterday, when it comes to measuring teacher effectiveness (it’s all the rage in national education policy these days), I, as an educator, want multiple measures to be used.

Yesterday I conceded the use of student test scores via bubble tests to measure my effectiveness because I know that this is a deal breaker for the policy makers in D.C. On this point they are intractable and if politics is the art of compromise, then fine — I’d rather accept multiple measures that include test scores than have no seat at the decision making table and have a host of ridiculous other stuff rammed down my throat.

And ram they will.

So what measures do I want? Yesterday, I said I wanted peer evaluations to count. Today I am going to ask for administrative evaluations.

Yep, I want them. But, the quid pro quo is that I want my administrators to be evaluated by the teaching staff as well. And I want the federal government to use whatever stick they will use to punish me for not meeting their targets to be the same stick they use to admonish admins who do not meet their targets.

Let’s level the playing field. Teacher effectiveness is related to administrative effectiveness so while we are re-inventing the “assess our school professionals wheel” let’s do it properly, huh?

We need to implement an administrative effectiveness tool side-by-side with this new teacher effectiveness tool.

It’s not biting off more than we can chew. It’s called doing it properly one time instead of perpetually re-doing it over and over and over again.

Truly, I repeat, it makes no sense not to do all of this at the same time. (Or else, let me guess, eight years from now some genius is going to look up and say, “Ya know, teacher effectiveness is related to administrative effectiveness. Maybe we should measure them, as well?”)

Suddenly, that cantankerous VP who makes every teacher’s life hell but sucks up to the Assistant Superintendent like a lap dog will not have a place to hide. Conversely, the principal that really goes to bat for their staff yet takes it on the chin from the Assistant Superintendent will have a means of not being forced into the role of subservient lap dog.

Let the admins measure my effectiveness. But theirs must be assessed as well.

And then we get to the juicy stuff… the district level measurements of effectiveness.

Why should they not also have to answer to the assessment and accountability God? I am not joking, either. A great Supe gets a lotta love from the peeps in the district. I know, I have seen it many, many times. And a bad Supe operates almost with impunity nowadays.

Tyrants in a fiefdom, unchecked and protected only by mammoth buy-out clauses.

Look, there are basically three levels to classroom education that are being funded by the state and nation: the classroom level, the administrative level and the district level. (The state level already has to answer in part to the Federal level and the state’s voters — plus, that realm of accountability is only growing these days so I don’t want to tread into that muck too much).

Admins, please feel free to measure my effectiveness. But know that your own effectiveness will be measured by me as well and whatever consequences can be meted out for my underperformance will apply to you as well should your measurements not measure up.

Justice is blind, no one is above the law, and take that, Mo Fo!

Fair is fair.

The VP who comes at 5:30 a.m., leaves at 7:45 p.m. and does the work of three distict level employees… give ‘em some love.

The bonehead principal who only has two more years to retirement and is playing out the string trying just not to cause any waves nor expend too much effort.

Meet your maker!

This game is gettin’ fun now, huh? Suddenly, everyone is accountable and teachers can’t be the only ones demonized with data.

Multiples measures for measuring teacher effectiveness will continue tomorrow… post is growing too long.

These past few days I have been blogging about this idea of measuring teacher effectiveness. To do this properly, the rule seems to me that the powers-that-be are going to have to use multiple measures.

And when I say multiple, I mean multiple.

First off, test scores. Fine, you want them so bad, I’ll put them on the table. (And this is coming from a guy who is Mr. Anti-Bubble test so this is no small concession on my part – but since I know how much they mean to you, I’ll toss in the first olive branch.)

But you gotta give me a few things in order for me to believe that measuring my effectiveness has been fairly rendered.

I want my peers weigh in on me. That’s right, my peers. They may be scallywags and rascals, but if you create an anonymous system whereby the teachers in my department can give me a score, I think that there will be some merit to be found in their aggravate evaluation.

Let’s say we use a 10 point scale. Is your peer, Mr. Alan an effective teacher? (Please, for the sake of me not having to explicate an entire survey, know that, of course, the peer survey will be more than 1 mere vague question — I am trying to make a point here, so please, cut me some slack.)

And so, back to the question: Please rank Mr. Alan on a scale from 1 to 10 (ten being the highest).

Throw out the top score and throw out the bottom and I think you get a picture. Not a crystal clear picture, but hey, fellow teachers know our peers to some extent and if across the board for 3 years in a row, a person is scoring 2′s and 1′s on the peer evaluation survey, I’d say that it reflects something bigger than a “nobody around here likes me” issue.

Year one is an anomaly. Year 2 is an indication. Three years in a row. That’s smoke… and perhaps there’s fire.

Besides, I will have to trust the professionalism of my colleagues to try and do what’s right. (I mean HOLY JEEZ, we have to start trusting one another!) Besides, the ELA Dept is not Lord of the Flies and railroading someone out of political conspiracy just for the sake of a power grab doesn’t seem very likely to happen to a teacher that colleagues feel is actually doing a good job of, well, teaching.

I know, the cynics will tell me, “Oh, I am SOOOOOOOO wrong!” (Did I mention the trust factor? We’re being trusted with the lives of kids but we can’t trust one another to simply be honest on a simple survey. We really need to get a grip.)

Ultimately, the dude down the hall might be a schmuck, but if he’s a good teacher, I am going to have to be a big enough boy to recognize that if the kids are being well served by him, that should count for something — and I can give him a 7 instead of a 9 because he has a grumpy disposition. Whatever. But if he’s not a 2 I won’t give that to him.

Plus, knowing that he’s gonna have a chance to weigh in on me, well, it certainly tamps down my desire to be contentious… at least with a person who is doing their job.

As far as the opposite conspiracy taking place (“Hey man, you give me a ten and I’ll give you a ten, okay?”) the thing about teachers is, way too many of us are like Atticus Finch and would respond with some kind of comment like, “It’s nothing personal, but my integrity prohibits me from making any such deal as aspects like this could undermine the entire American education system… and that’s a system to which I believe we must contribute honesty.”

Come on, you know you are out there. How many of you would really give a 10 to a teacher who you thought was a three simply so that they would return the favor in kind?

Like I said, Atticus lives.

Multiples measures for measuring teacher effectiveness will continue tomorrow… post is growing too long.

Are we hiding something? Really, are we?

Because let me be the first to call it like it is — when it comes to the conversation about teacher effectiveness, I think I am secretly harboring an inferiority complex about my own deficiencies to do this job of being a teacher… at least to do it in a manner that is beyond reproach.

And I don’t want other people to know about it.

And I certainly do not want this information revealed to my bosses. Why? Because I don’t sense that they are sympathetic to all the challenges, hurdles and generally unreasonable demands that are being placed on me.

Come on, I can’t turn water into wine. And yet, in a way, that’s what I am being asked to do when you take all the mitigating factors into consideration. Amazingly, I do pretty well at it — at times, that is. Let’s just say that some days are way better than others.

However, I certainly don’t feel that “measuring my effectiveness” is going to take all of the “peripheral issues” and “extenuating circumstances” into account and ultimately, I think that politicians are just going to use whatever information they glean from “measuring my effectiveness” to shame me and try to make me worker harder, work longer, and do it all for less money with less resources.

So am I hiding something when it comes to being transparent about measuring my effectiveness as a teacher?

I tell you this, my natural reflex is to want to hide. To want to cover up. To want to close my door and only seek the solace and company and empathy that someone else in like circumstances can understand.

Other teachers get me. Politicians, I feel, do not. Therefore, when they say they want to measure me, I recoil and think, “Up yours, Dude… you are the one who captained this ship to the rocks and now you want to blame the people rowing.”

So, is measuring teacher effectiveness even possible? Well first, for me to really play ball with this whole idea, I am going to have to trust the process.

That is the one of the first “hows” when it comes to measuring teacher effectiveness. The teachers must feel as if we are going to be given a fair shake, we must feel that our evaluations are going to be taken in proper context as opposed to being viewed through myopic, unfair prisms, and we must feel that we have been properly and fairly represented at the table when the rules of what constitutes this measurement is made.

And with NCLB being your latest foray into education policy, you are already starting behind the eight ball buddy. I have emotional baggage right now and let’s be honest, as an educator I am a tarnished, not a clean, slate.

And you are the one who tarnished me. I want to believe — really I do. But fool me once, shame on you. Fool me twice…

Think about the immense accomplishment of safely putting a human being on the moon and then returning that person back home to planet earth. Truly, it’s almost unreal when you think about the size and scope of the achievement… and yet, we did it.

But to listen to teachers in America today say, “There is no way to measure teacher effectiveness,” you’d think that interplanetary travel was nothing but a puny science activity compared to the beast that evaluating the professional work a 7th grade English teacher in Anaheim, California would be.

I just don’t buy it.

I mean right now I can fire off an email through a mobile, handheld device from the center of Detroit, Michigan that could be read in China, forwarded to South America and then replied to by a person in Israel all within a matter of minutes, yet gathering reasonable insight into the professional performance of the math teacher down the hall is entirely unachievable?

It’s not.

And we should stop saying it is.

Obviously, this opens up a whole can of worms as to “how” we can measure teacher effectiveness (because that is the real question) so over the course of the next few days, months, and so on, I will speak to a variety of the “how it can be done” aspects to this conversation.

Not that I actually have all, or even any of the answers.

But I do know that the first thing we all must recognize is that yes, it can be done. It is not impossible. It is not beyond human capability. It is not a smaller feat than inventing the wheel, discovering fire, harnessing electricity or slicing bread.

So how about we ask that all teachers in this country take a deep breath and admit the obvious: it’s possible. Truly, before we are able to measure teacher effectiveness, we are all going to have to calmly acknowledge that yes, indeed it can be done.

It might not be easy.
It might not be quick.
It might not be cheap.
It might not be impeccably flawless beyond the pale of any and all criticism (because so many other things in this world have risen to that level so why shouldn’t measuring teacher effectiveness do the same? Author’s note: dripping sarcasm.)
But it is not impossible.

I do wish cooler heads would prevail for this national conversation. Before we can measure teacher effectiveness we are going to have to realize that splitting the atom, mapping the human genome and getting a taxicab in New York City in the pouring rain have all been done.

Measuring teacher effectiveness can be done as well. The question is not one of “if” but of “how”.

And like I said, more on that in the posts ahead.