A couple of weeks ago, Michelle Rhee published an op-ed in the Washington Post speaking out against the so-called “opt out movement,” which encourages parents to refuse to let their children take standardized tests.
Personally, I oppose the “opt-out” phenomenon, but I also think it would be a mistake not to pay attention to its proponents’ fundamental issue – that standardized tests are potentially being misused and/or overused. This concern is legitimate and important. My sense is that “opting out” reflects a rather extreme version of this mindset, a belief that we cannot right the ship – i.e., we have gone so far and moved so carelessly with test-based accountability that there is no real hope that it can or will be fixed. This strikes me as a severe overreaction, but I understand the sentiment.
That said, while most of Ms. Rhee’s op-ed is the standard, reasonable fare, some of it is also laced with precisely the kind of misconceptions that contribute to the apprehensions not only of anti-testing advocates, but also among those of us who occupy a middle ground – i.e., favor some test-based accountability, but are worried about getting it right. Read More »
A few months ago, the U.S. Department of Education (USED) released the latest data from schools that received grants via the School Improvement (SIG) program. These data — consisting solely of changes in proficiency rates — were widely reported as an indication of “disappointing” or “mixed” results. Some even went as far as proclaiming the program a complete failure.
Once again, I have to point out that this breaks almost every rule of testing data interpretation and policy analysis. I’m not going to repeat the arguments about why changes in cross-sectional proficiency rates are not policy evidence (see our posts here, here and here, or examples from the research literature here, here and here). Suffice it to say that the changes themselves are not even particularly good indicators of whether students’ test-based performance in these schools actually improved, to say nothing of whether it was the SIG grants that were responsible for the changes. There’s more to policy analysis than subtraction.
So, in some respects, I would like to come to the defense of Secretary Arne Duncan and USED right now – not because I’m a big fan of the SIG program (I’m ambivalent at best), but rather because I believe in strong, patient policy evaluation, and these proficiency rate changes are virtually meaningless. Unfortunately, however, USED was the first to portray, albeit very cautiously, rate changes as evidence of SIG’s impact. In doing so, they provided a very effective example of why relying on bad evidence is a bad idea even if it supports your desired conclusions. Read More »
A recent report from the U.S. Department of Education presented a summary of three recent studies of the differences in the effectiveness of teaching provided advantaged and disadvantaged students (with the former defined in terms of value-added scores, and the latter in terms of subsidized lunch eligibility). The brief characterizes the results of these reports in an accessible manner – that the difference in estimated teaching effectiveness between advantaged and disadvantaged students varied quite widely between districts, but overall is about four percent of the achievement gap in reading and 2-3 percent in math.
Some observers were not impressed. They wondered why so-called reformers are alienating teachers and hurting students in order to address a mere 2-4 percent improvement in the achievement gap.
Just to be clear, the 2-4 percent figures describe the gap (and remember that it varies). Whether it can be narrowed or closed – e.g., by improving working conditions or offering incentives or some other means – is a separate issue. Nevertheless, let’s put aside all the substantive aspects surrounding these studies, and the issue of the distribution of teacher quality, and discuss this 2-4 percent thing, as it illustrates what I believe is the among the most important tensions underlying education policy today: Our collective failure to have a reasonable debate about expectations and the power of education policy. Read More »
In 2009, The New Teacher Project (TNTP) released a report called “The Widget Effect.” You would be hard-pressed to find too many more recent publications from an advocacy group that had a larger influence on education policy and the debate surrounding it. To this day, the report is mentioned regularly by advocates and policy makers.
The primary argument of the report was that teacher performance “is not measured, recorded, or used to inform decision making in any meaningful way.” More specifically, the report shows that most teachers received “satisfactory” or equivalent ratings, and that evaluations were not tied to most personnel decisions (e.g., compensation, layoffs, etc.). From these findings and arguments comes the catchy title – a “widget” is a fictional product commonly used in situations (e.g., economics classes) where the product doesn’t matter. Thus, treating teachers like widgets means that we treat them all as if they’re the same.
Given the influence of “The Widget Effect,” as well as how different the teacher evaluation landscape is now compared to when it was released, I decided to read it closely. Having done so, I think it’s worth discussing a few points about the report. Read More »
The U.S. Department of Education has released a very short, readable report on the comparability of value-added estimates using two different tests in Indiana – one of them norm-referenced (the Measures of Academic Progress test, or MAP), and the other criterion-referenced (the Indiana Statewide Testing for Educational Progress Plus, or ISTEP+, which is also the state’s official test for NCLB purposes).
The research design here is straightforward – fourth and fifth grade students in 46 schools across 10 districts in Indiana took both tests, their teachers’ value-added scores were calculated, and the scores were compared. Since both sets of scores were based on the same students and teachers, this is allows a direct comparison of how teachers’ value-added estimates compare between these two tests. The results are not surprising, and they square with similar prior studies (see here, here, here, for example): The estimates based on the two tests are moderately correlated. Depending on the grade/subject, they are between 0.4 and 0.7. If you’re not used to interpreting correlation coefficients, consider that only around one-third of teachers were in the same quintile (fifth) on both tests, and another 40 or so percent were one quintile higher or lower. So, most teachers were within a quartile, about a quarter of teachers moved two or more quintiles, and a small percentage moved from top to bottom or vice-versa.
Although, as mentioned above, these findings are in line with prior research, it is worth remembering why this “instability” occurs (and what can be done about it). Read More »
The Washington Post reports that parents and alumni of D.C.’s Dunbar High School have quietly been putting together a proposal to revitalize what the article calls “one of the District’s worst performing schools.”
Those behind the proposal are not ready to speak about it publicly, and details are still very thin, but the Post article reports that it calls for greater flexibility in hiring, spending and other core policies. Moreover, the core of the plan – or at least its most drastic element – is to make Dunbar a selective high school, to which students must apply and be accepted, presumably based on testing results and other performance indicators (the story characterizes the proposal as a whole with the term “autonomy”). I will offer no opinion as to whether this conversion, if it is indeed submitted to the District for consideration, is a good idea. That will be up to administrators, teachers, parents, and other stakeholders.
I am, however, a bit struck by two interrelated aspects of this story. The first is the unquestioned characterization of Dunbar as a “low performing” or “struggling” school. This fateful label appears to be based mostly on the school’s proficiency rates, which are indeed dismally low – 20 percent in math and 29 percent in reading. Read More »
One of the (many) education reform proposals that has received national attention over the past few years is “extended learning time” – that is, expanding the day and/or year to give students more time in school.
Although how schools use the time they have with students, of course, is not necessarily more or less important than how much time they have with those students, the proposal to expand the school day/year may have merit, particularly for schools and districts serving larger proportions of students who need to catch up. I have noticed that one of the motivations for the extended time push is the (correct) observation that the charter school models that have proven effective (at least by the standard of test score gains) utilize extended time.
On the one hand, this is a good example of what many (including myself) have long advocated – that the handful of successful charter school models can potentially provide a great deal of guidance for all schools, regardless of their governance structure. On the other hand, it is also important to bear in mind that many of the high-profile charter chains that receive national attention don’t just expand their school years by a few days or even a few weeks, as has been proposed in several states. In many cases, they extend it by months. Read More »
In the three most discussed and controversial areas of market-based education reform – performance pay, charter schools and the use of value-added estimates in teacher evaluations – 2013 saw the release of a couple of truly landmark reports, in addition to the normal flow of strong work coming from the education research community (see our reviews from 2010, 2011 and 2012).*
In one sense, this building body of evidence is critical and even comforting, given not only the rapid expansion of charter schools, but also and especially the ongoing design and implementation of new teacher evaluations (which, in many cases, include performance-based pay incentives). In another sense, however, there is good cause for anxiety. Although one must try policies before knowing how they work, the sheer speed of policy change in the U.S. right now means that policymakers are making important decisions on the fly, and there is great deal of uncertainty as to how this will all turn out.
Moreover, while 2013 was without question an important year for research in these three areas, it also illustrated an obvious point: Proper interpretation and application of findings is perhaps just as important as the work itself. Read More »
In a post earlier this week, I noted how several state and local education leaders, advocates and especially the editorial boards of major newspapers used the results of the recently-released NAEP results inappropriately – i.e., to argue that recent reforms in states such as Tennessee and D.C. are “working.” I also discussed how this illustrates a larger phenomenon in which many people seem to expect education policies to generate immediate, measurable results in terms of aggregate student test scores, which I argued is both unrealistic and dangerous.
Mike G. from Boston, a friend whose comments I always appreciate, agrees with me, but asks a question that I think gets to the pragmatic heart of the matter. He wonders whether individuals in high-level education positions have any alternative. For instance, Mike asks, what would I suggest to Kevin Huffman, who is the head of Tennessee’s education department? Insofar as Huffman’s opponents “would use any data…to bash him if it’s trending down,” would I advise him to forego using the data in his favor when they show improvement?*
I have never held any important high-level leadership positions. My political experience and skills are (and I’m being charitable here) underdeveloped, and I have no doubt many more seasoned folks in education would disagree with me. But my answer is: Yes, I would advise him to forego using the data in this manner. Here’s why. Read More »
A couple of months ago, Bill Gates said something that received a lot of attention. With regard to his foundation’s education reform efforts, which focus most prominently on teacher evaluations, but encompass many other areas, he noted, “we don’t know if it will work.” In fact, according to Mr. Gates, “we won’t know for probably a decade.”
He’s absolutely correct. Most education policies, including (but not limited to) those geared toward shifting the distribution of teacher quality, take a long time to work (if they do work), and the research assessing these policies requires a great deal of patience. Yet so many of the most prominent figures in education policy routinely espouse the opposite viewpoint: Policies are expected to have an immediate, measurable impact (and their effects are assessed in the crudest manner imaginable).
A perfect example was the reaction to the recent release of results of the National Assessment of Educational Progress (NAEP). Read More »
The recently released study of IMPACT, the teacher evaluation system in the District of Columbia Public Schools (DCPS), has garnered a great deal of attention over the past couple of months (see our post here).
Much of the commentary from the system’s opponents was predictably (and unfairly) dismissive, but I’d like to quickly discuss the reaction from supporters. Some took the opportunity to make grand proclamations about how “IMPACT is working,” and there was a lot of back and forth about the need to ensure that various states’ evaluations are as “rigorous” as IMPACT (as well as skepticism as to whether this is the case).
The claim that this study shows that “IMPACT is working” is somewhat misleading, and the idea that states should now rush to replicate IMPACT is misguided. It also misses the important points about the study and what we can learn from its results. Read More »
Linda Darling-Hammond’s new book, Getting Teacher Evaluation Right, is a detailed, practical guide about how to improve the teaching profession. It leverages the best research and best practices, offering actionable, illustrated steps to getting teacher evaluation right, with rich examples from the U.S. and abroad.
Here I offer a summary of the book’s main arguments and conclude with a couple of broad questions prompted by the book. But, before I delve into the details, here’s my quick take on Darling-Hammond’s overall stance.
We are at a crossroads in education; two paths lay before us. The first seems shorter, easier and more straightforward. The second seems long, winding and difficult. The big problem is that the first path does not really lead to where we need to go; in fact, it is taking us in the opposite direction. So, despite appearances, more steady progress will be made if we take the more difficult route. This book is a guide on how to get teacher evaluation right, not how to do it quickly or with minimal effort. So, in a way, the big message or take away is: There are no shortcuts. Read More »
A new working paper, published by the National Bureau of Economic Research, is the first high quality assessment of one of the new teacher evaluation systems sweeping across the nation. The study, by Thomas Dee and James Wyckoff, both highly respected economists, focuses on the first three years of IMPACT, the evaluation system put into place in the District of Columbia Public Schools in 2009.
Under IMPACT, each teacher receives a point total based on a combination of test-based and non-test-based measures (the formula varies between teachers who are and are not in tested grades/subjects). These point totals are then sorted into one of four categories – highly effective, effective, minimally effective and ineffective. Teachers who receive a highly effective (HE) rating are eligible for salary increases, whereas teachers rated ineffective are dismissed immediately and those receiving minimally effective (ME) for two consecutive years can also be terminated. The design of this study exploits that incentive structure by, put very simply, comparing the teachers who were directly above the ME and HE thresholds to those who were directly below them, and to see whether they differed in terms of retention and performance from those who were not. The basic idea is that these teachers are all very similar in terms of their measured performance, so any differences in outcomes can be (cautiously) attributed to the system’s incentives.
The short answer is that there were meaningful differences. Read More »
The District of Columbia Public Schools (DCPS) has recently released the first round of results from its new principal evaluation system. Like the system used for teachers, the principal ratings are based on a combination of test and non-test measures. And the two systems use the same final rating categories (highly effective, effective, minimally effective and ineffective).
It was perhaps inevitable that there would be comparisons of their results. In short, principal ratings were substantially lower, on average. Roughly half of them received one of the two lowest ratings (minimally effective or ineffective), compared with around 10 percent of teachers.
Some wondered whether this discrepancy by itself means that DC teachers perform better than principals. Of course not. It is difficult to compare the performance of teachers versus that of principals, but it’s unsupportable to imply that we can get a sense of this by comparing the final rating distributions from two evaluation systems. Read More »
Our guest author today is Dan Goldhaber, Director of the Center for Education Data & Research and a Research Professor in Interdisciplinary Arts and Sciences at the University of Washington Bothell.
Let me begin with a disclosure: I am an advocate of experimenting with using value added, where possible, as part of a more comprehensive system of teacher evaluation. The reasons are pretty simple (though articulated in more detail in a brief, which you can read here). The most important reason is that value-added information about teachers appears to be a better predictor of future success in the classroom than other measures we currently use. This is perhaps not surprising when it comes to test scores, certainly an important measure of what students are getting out of schools, but research also shows that value added predicts very long run outcomes, such as college going and labor market earnings. Shouldn’t we be using valuable information about likely future performance when making high-stakes personnel decisions?
It almost goes without saying, but it’s still worth emphasizing, that it is impossible to avoid making high-stakes decisions. Policies that explicitly link evaluations to outcomes such as compensation and tenure are new, but even in the absence of such policies that are high-stakes for teachers, the stakes are high for students, because some of them are stuck with ineffective teachers when evaluation systems suggest, as is the case today, that nearly all teachers are effective. Read More »