2017 Retaining Effective Teachers Policy
The state should require that tenure decisions are based on evidence of teacher effectiveness. This goal was reorganized in 2017.
Link to Evidence of Effectiveness: Idaho does not connect tenure decisions to evidence of teacher effectiveness.
Basis for Tenure: Idaho limits teacher contract terms to just one year; however, tenure in Idaho is awarded after the probationary period. There is no defined meaningful process that examines cumulative effectiveness in the classroom. During the third year of employment, an evaluation is required before the second semester. If performance is unsatisfactory, the board establishes a period of probation not fewer than eight weeks. After the probationary period, the board may retain, immediately discharge, discharge on termination of current contract or reemploy at the end of the current contract.
Idaho Code 33-514, -515
Ensure that evidence of effectiveness is the determinative factor in tenure decisions.
Idaho should make cumulative evidence of effectiveness, rather than number of years in the classroom, the most significant factor when awarding teachers the leap in professional standing that tenure represents.
Articulate a process that local districts must administer when deciding which teachers get tenure.
Idaho should require a clear process, such as a hearing, to ensure that the local district reviews a teacher's performance before making a tenure determination.
Idaho asserted that teachers may not receive a renewable contract unless they have the professional endorsement, which is based on performance and student achievement.
Idaho's requirements for licensure advancement are presented in that goal's analysis (see 9-A Licensure Advancement).
Tenure should be a significant and consequential milestone in a teacher's career. The decision to give teachers tenure (or permanent status) is usually made automatically, with little thought, deliberation or consideration of actual performance. State policy should reflect the fact that initial certification is temporary and probationary, and that tenure is intended to be a significant reward for teachers who have consistently shown effectiveness and commitment. Tenure and advanced certification are not rights implied by the conferring of an initial teaching certificate. No other profession, including higher education, offers practitioners tenure after only a few years of working in the field.
States should also ensure that evidence of effectiveness is the preponderant (but not the only) criterion for making tenure decisions. Most states confer tenure at a point that is too early for the collection of sufficient and adequate data that reflect teacher performance. Ideally, states would accumulate such data for four to five years. This robust data set would prevent effective teachers from being unfairly denied tenure based on too little data and ineffective teachers from being granted tenure.