Identifying Effective Teachers Policy
The state should require instructional effectiveness to be the preponderant criterion of any teacher evaluation.
Oregon does not require that objective evidence of student learning be the preponderant criterion of its teacher evaluations.
The state requires local school districts to formulate their own evaluation instruments based on performance standards and performance goals established by the districts.
Oregon requires that evaluation systems are "based on significant consideration of student learning," which may include assessment data.
Also, as part of the Elementary and Secondary Education Act (ESEA) Flexibility Waiver process, the State Board endorsed the Oregon Framework for Teacher and Administrator Evaluation and Support Systems.
Under these guidelines, teacher evaluations must include a variety of evidence-based measures from three components: professional practice, professional responsibilities, and student learning and growth. Student learning and growth must count as a "significant" factor in teacher evaluations. Measures must include state assessment results, along with additional measures of student learning such as state, national, international or common district assessments; and other valid and reliable measures of student learning, growth and proficiency such as formative assessments, end-of-course tests, performance-based assessments; and collections or portfolios of student work.
Four performance levels must be used: Level 1 (lowest) to Level 4 (highest).
Classroom observations are required.
Oregon Revised Statutes 342.850 OAR 581-022-1723 Guidelines http://www.ode.state.or.us/search/page/?id=3637
Require instructional effectiveness to be the preponderant criterion of any teacher evaluation.
Oregon's requirement falls short by failing to require that evidence of student learning be the most significant criterion, and the state's vague language leaves room for interpretation as to the actual measure of "significant" in the overall evaluation score. Oregon should either require a common evaluation instrument in which evidence of student learning is the most significant criterion, or it should specifically require that student learning be the preponderant criterion in local evaluation processes. This can be accomplished by requiring objective evidence to count for at least half of the evaluation score or through other scoring mechanisms, such as a matrix, that ensure that nothing affects the overall score more. Whether state or locally developed, a teacher should not be able to receive an effective rating if found ineffective in the classroom.
Ensure that evaluations also include classroom observations that specifically focus on and document the effectiveness of instruction.
Although Oregon requires classroom observations as part of teacher evaluations, the state should articulate guidelines that focus classroom observations on the quality of instruction, as measured by student time on task, student grasp or mastery of the lesson objective and efficient use of class time.
Oregon asserted that it has established parameters for Student Learning and Growth (SLG) described in the Student Learning and Growth Guidance. The state also noted that in its ESEA Flexibility renewal, teachers in tested grades and subjects must use Student Growth Percentiles based on Oregon's Student Growth Model for measuring educator impact for one of their SLG goals. In addition, all educators must set Student Learning and Growth Goals and use schoolwide or districtwide assessments that meet state assessment criteria. Oregon's matrix is used to combine SLG results with professional practice and professional responsibilities.
Oregon added that it has adopted revised regulations that require local evaluation systems to align with the requirements as defined in the Oregon Framework for Teacher and Administrator Evaluation and Support Systems.
According to the state's matrix, a teacher could receive the lowest ranking for student growth and still be rated an overall Level 3. Oregon should rethink its scoring structure so that all teachers must meet student growth requirements in order to be considered effective.
Value-added analysis connects student data to teacher data to measure achievement and performance.
Value-added models are an important tool for measuring student achievement and school effectiveness. These models measure individual students' learning gains, controlling for students' previous knowledge. They can also control for students' background characteristics. In the area of teacher quality, value-added models offer a fairer and potentially more meaningful way to evaluate a teacher's effectiveness than other methods schools use.
For example, at one time a school might have known only that its fifth-grade teacher, Mrs. Jones, consistently had students who did not score at grade level on standardized assessments of reading. With value-added analysis, the school can learn that Mrs. Jones' students were reading on a third-grade level when they entered her class, and that they were above a fourth-grade performance level at the end of the school year. While not yet reaching appropriate grade level, Mrs. Jones' students had made more than a year's progress in her class. Because of value-added data, the school can see that she is an effective teacher.Teachers should be judged primarily by their impact on students.
While many factors should be considered in formally evaluating a teacher, nothing is more important than effectiveness in the classroom.
Unfortunately, districts have used many evaluation instruments, including some mandated by states, that are structured so that teachers can earn a satisfactory rating without any evidence that they are sufficiently advancing student learning in the classroom. It is often enough that teachers appear to be trying, not that they are necessarily succeeding.
Many evaluation instruments give as much weight, or more, to factors that lack any direct correlation with student performance—for example, taking professional development courses, assuming extra duties such as sponsoring a club or mentoring and getting along well with colleagues. Some instruments hesitate to hold teachers accountable for student progress. Teacher evaluation instruments should include factors that combine both human judgment and objective measures of student learning.
Evaluation of Effectiveness: Supporting Research
Reports strongly suggest that most current teacher evaluations are largely a meaningless process, failing to identify the strongest and weakest teachers. The New Teacher Project's report, "Hiring, Assignment, and Transfer in Chicago Public Schools", July 2007 at: http://www.tntp.org/files/TNTPAnalysis-Chicago.pdf, found that the CPS teacher performance evaluation system at that time did not distinguish strong performers and was ineffective at identifying poor performers and dismissing them from Chicago schools. See also Lars Lefgren and Brian Jacobs, "When Principals Rate Teachers," Education Next, Volume 6, No. 2, Spring 2006, pp.59-69. Similar findings were reported for a larger sample in The New Teacher Project's The Widget Effect (2009) at: http://widgeteffect.org/. See also MET Project (2010). Learning about teaching: Initial findings from the measures of effective teaching project. Seattle, WA: Bill & Melinda Gates Foundation.
A Pacific Research Institute study found that in California, between 1990 and 1999, only 227 teacher dismissal cases reached the final phase of termination hearings. The authors write: "If all these cases occurred in one year, it would represent one-tenth of 1 percent of tenured teachers in the state. Yet, this number was spread out over an entire decade." In Los Angeles alone, over the same time period, only one teacher went through the dismissal process from start to finish. See Pamela A. Riley, et al., "Contract for Failure," Pacific Research Institute (2002).
That the vast majority of districts have no teachers deserving of an unsatisfactory rating does not seem to correlate with our knowledge of most professions that routinely have individuals in them who are not well suited to the job. Nor do these teacher ratings seem to correlate with school performance, suggesting teacher evaluations are not a meaningful measure of teacher effectiveness. For more information on the reliability of many evaluation systems, particularly the binary systems used by the vast majority of school districts, see S. Glazerman, D. Goldhaber, S. Loeb, S. Raudenbush, D. Staiger, and G. Whitehurst, "Evaluating Teachers: The Important Role of Value-Added." The Brookings Brown Center Task Group on Teacher Quality, 2010.
There is growing evidence suggesting that standards-based teacher evaluations that include multiple measures of teacher effectiveness—both objective and subjective measures—correlate with teacher improvement and student achievement. For example see T. Kane, E. Taylor, J. Tyler, and A. Wooten, "Evaluating Teacher Effectiveness." Education Next, Volume 11, No. 3, Summer 2011, pp.55-60; E. Taylor and J. Tyler, "The Effect of Evaluation on Performance: Evidence from Longitudinal Student Achievement Data of Mid-Career Teachers." NBER Working Paper No. 16877, March 2011; as well as H. Heneman III, A. Milanowski, S. Kimball, and A. Odden, "CPRE Policy Brief: Standards-based Teacher Evaluation as a Foundation for Knowledge- and Skill-based Pay," Consortium for Policy Research, March 2006.