Showing posts with label ctustrike. Show all posts
Showing posts with label ctustrike. Show all posts

Monday, January 7, 2013

Brothers and Sisters, Sisters and Brothers: the Autobiography of an Ex-Only Girl

Dear reader,

I am an only girl. Or, at least, I was once an only girl. Just like the Ex-Colored Man in James Weldon Johnson's novel, I'm not sure what it means to be an only girl, or when and whether I get to decide to stop being an only girl. But I've been thinking about it a little bit lately. I started to write a review of my year, just like all the education bloggers did, but it was so depressing that I decided to focus on one of the highlights instead, so here's one: In 2012, I became a sister.

My first delegates' meeting for the Chicago Teachers' Union was not an especially eventful or exciting one--those would come later--but it was much more thrilling than I could have hoped for. I arrived late, so I missed the part where I, as a new delegate, would be "recognized," but, as I slinked into the meeting already in progress, I was first overwhelmed by the sheer number of delegates. It seemed way more than one per school, I thought, and I was soon to learn that there are, indeed, multiple delegates per school--as many as one for every fifty or so teachers in a school building. What a proportion of representation! If only we could be so lucky in every aspect of our representative government.

At House of Delegates meetings, the officers always speak in reverse rank order. I missed the report of Michael Brunson, the recording secretary, and came in to the middle of financial secretary Kristine Mayle's report. I had met and already knew that I liked Kristine, but I was surprised at her sober tone on the stage. Then came the Vice-President: Jesse Sharkey. I had also met Jesse and I had already been tickled by how he called us teachers "trade unionists." Trade unionists! I guess that is, technically, what we are, but it of course feels like a throwback to a long-gone era, one I've become certain that Sharkey, a history teacher, knows plenty about, and one that I also know plenty about, having written a dissertation on it.

Sharkey has a fiery, extremist style of oratory that reminds me of the best moments of Huey Long, and his knowledge of the long and--apparently, very much still living--history of trade unionism was tremendously impressive and exciting to me. Had I, as a Chicago Public School teacher, really become a part of the history I was writing about? Had I, really and truly, become a sister soldier? When Karen Lewis said "Sisters and Brothers"--which she does, repeatedly, when she speaks--it made my heart flutter, like I finally belonged to a big family fighting for a real cause.

But what was the family, and what was the cause? That's still a little bit unclear to me. Having grown up in the 1980s and 1990s, in a non-union family, I was raised to treat trade unionism with the same suspicion as almost every other educated person in this country who has not belonged to a union. In college and early in graduate school, I had been skeptical about efforts of graduate students to organize, particularly because, to my mind, these were elite institutions who were making the lives of their graduate students pretty darn nice. I also remember explaining to a friend why it made me so uncomfortable: we are not sweatshop workers, I said. We were, in point of fact, grateful, at the University of Chicago, to receive any teaching appointments at all; we were not the overworked, underpaid graduate students of the large state universities. At the time, I thought it somewhat high and mighty to be demanding free health insurance when we were already getting so much for free--a tremendously prestigious education in exchange for little-to-no tuition, for example. (This is not to say that PhDs do not "pay" for their education, in blood, sweat, and tears. But, with some frugality and austerity, the living stipend we are given is not unlivable. Most of the payment comes in the form of tears.)

To be clear--at the University of Chicago, the first whisperings of graduate student organization came at a time when PhD students were not universally funded at the same level. In fact, it was through the efforts of organized graduate students--in some cases, against the professed wishes of their professors--that the University finally agreed to fund all PhD candidates equally, which meant a dramatic drop in enrollments in the Humanities and Social Science divisions. But it was being around and intimate with this organization and seeing its effects--only just before the whole world watched the United Auto Workers let themselves get royally screwed in order to save their existence--that made me think twice about the power of collective action, if not of collective bargaining.

So, when Karen Lewis called me "sister," it was as if she had said my name, even though I was just one among nearly 30,000 Chicago Teachers' Union members. It would be several months before I became more familiar with the various caucuses and curmudgeons, the in-fighting that happens in every big family.

In my own nuclear family, I am the only girl of five children. That's a big family, by the standards around which I grew up. And being the only girl could be a lonely existence, at times. It was sort of like being an only child, while also being a middle child--which I also am. When I tell people that I'm the only girl, they respond in one of two ways: "I'm sorry, that must have been rough" or, "You must have been really spoiled." Well, of course, both are true, as far as these things go. It was rough and I was spoiled. I was treated like an only child and like everyone's annoying kid sister, all at the same time, and by everyone in not only my immediate family, but also my extended family, in which, in my generation on my dad's side, there is but one girl: this one.

The second girl to come along came along around 1989 or thereabouts, and she was my first real sister: my sister-in-law, the one I wrote about some weeks ago who is Tim Kreider's sister. When I read Tim's essay in We Learn Nothing titled "Sister World," I felt an uncanny, and misplaced, sense of concern and anger when I read this paragraph, worth reproducing in its entirety:
I'd always thought of being adopted as being about as interesting and significant a fact about myself as being left-handed or having family in Canada. What seems freakish and fascinating to me is something so commonplace most people take it for granted: being related. As an outsider and a newcomer to this phenomenon--what people call kinship, or blood--I may have a privileged perspective on it, like Tocqueville visiting America. What's so familiar to you it's invisible still seems outlandish to me. For most people the bonds of blood and history are inextricable, but I experienced them in isolation from one another, just like my transgendered friend Jenny has had the rare vantage of living as both a man and a woman. Meeting biological relatives for the first time in midlife, I felt like one of those people, blind from birth, whose vision is surgically restored, and must blunder about in an unintelligible new world, learning, through trial and error, how to see. You can't understand the word blue until you see the sky for the first time.
My first thought when I read this, truly, was, "Hey! You can't talk about my sister like that!" Of course, that makes no sense--she is my sister by the law of marriage, and his by what seems like a firmer, more permanent law, the law of adoption. But it shows, with some clarity, the difference in idea that I might have about "relatedness" than someone like Tim, who grew up adopted and therefore always-already alone. You'll notice, for example, that he slyly equates being adopted with singularity: the "freakishness" of being left-handed and having relatives from Canada, both of which are, I think, true about him. I don't have figures in front of me, but I can recognize that being adopted puts one in a silent minority, just like having Canadian relatives or being left-handed does. (My sister-in-law is not left-handed, but my nephew is, which means left-handedness runs in her family, by law and by blood, as it does in mine, by blood and by law.)

Now that I re-read the passage with new eyes, I see that Tim is more ambivalent than I thought about having blood relatives vs. having legal relatives. He rightly historicizes blood relation as only one kind of "kinship," but he comes frighteningly close to qualifying it as a better kind of kinship than the other kind. If one could only have sisters by blood, then I still wouldn't have any. I could, in fact, never have any, a fact that became clear to me when I was 5 years old, and, when my fourth brother was born, I asked my mom, while still in the hospital, when she would be having another child. She responded, with memorable vehemence, "never!"

Walter Benn Michaels (that guy again), makes a very strong case in his book Our America that the idea of the nuclear family as it is developed in modern American literature is a cover story for another very American idea: race and racialism. One of the novels he reads (attacks) on these grounds is one of my favorites: Faulkner's The Sound and the Fury. In that novel, Walter reads everyone's love of Caddy, the absent sister, as not incest, per se, but rather, as a version of racism: preferring your family means preferring those of your own race. Similarly, the Ex-Colored Man in Johnson's novel endorses racism by his very renunciation of it: you can only refuse to be colored and choose to pass if there is something to being colored other than the color of your skin--something like blood, as in the famous "one drop rule," or, in Walter's argument, something like culture.

Learning this argument from taking a class with Walter and reading his book made me initially uncomfortable, as I have written before. I am a mixed-"race" child, and therefore a mixed-culture child, and that part--the culturally-other-part--of my identity has always been strong, even though I sort of "got over it" when I was in college and learned of more interesting and worrisome dilemmas having more to do with racial inequality, and less to do with me. But, in spite of Walter, and maybe, just a little bit, to spite him, I care about my people. The the reading of Faulkner, who I already knew as a white supremacist, was almost more painful than the reading of Johnson, who I already knew was not a white supremacist. I loved that novel! And I loved it first and foremost, I am ashamed to say, because I automatically love, blindly, all stories about families in which there is only one girl, from Duck Tales and Voltron to Emma and The Corrections. Caddy Compson's status as the only girl in her family is the least of the Compson family's worries, and The Sound and the Fury is, as even Walter admits, a great work of art, for other reasons. But, for me, just like he does in As I Lay Dying, Faulkner had me at the one girl, freaks though they are. Like me, the women in these stories have no sisters. It is my oldest, and weakest, soft spot.

Like Walter, Tim goes on, in his story, to discover that having cultural values in common can feel more like brother-sisterhood than having family in common. His biological sisters are more "like him": they are humanists, they like--oddly--the same kinds of food. But I have to say, though all four of my brothers are doctors, and we don't always find a lot to talk about, I still love all four of them tremendously, with much of the room in my admittedly roomy heart. And I love my sister who is Tim's sister. She and I have a lot in common, too: she is a fiery, assertive, professional woman, and she has been an inspiration to me ever since I met her, when I was very young and had very, very high expectations for my first sister. She is also, as it happens, a great mom. To say the least, it's not easy, these days, to be a fiery professional woman and a great mom at the same time.

My expectations were met not only by my sister-in-law, but also by my sister Karen Lewis and my 30,000 brothers and sisters in the Chicago Teachers Union when we went on strike and won. For the first time in my life, I closed ranks with my union family and Won! An! Argument! The argument was about more than just one thing, as they usually are: it was about teaching and teachers, about dignity and workers' rights, and about real education equality for students. But, in some ways, it didn't matter that what I was fighting for wasn't the same as what every single one of my sisters and brothers was fighting for. The fight, itself, felt good and right. And what we won has benefited my students, my colleagues, and me, personally, and other teachers, throughout the nation. And no one, not even Karen Lewis, knows just what causes or what people the CTU will benefit next, but the strike sure gave people a helluva lot of hope. There are only a few things I have done in my life of which I am prouder. And, after the strike, at my dissertation defense, I was able to say that I know, for a fact, that participating in a strike is fun. Like (I wrote "just like" and then decided to delete the "just") the workers and humanists in my dissertation, I sang songs and marched in the streets. I even sang one of the same songs, with different words. For Langston Hughes, Theodore Ward, and many others, the song was both "John Brown's Body" and "The Battle Hymn of the Republic." For me, it was "Solidarity Forever." I sang it over and over. It's my favorite.

Family really is forever, and forever is a long time. Has being a sister paid off for me? In the Barton family, I can say with certainty that it has. In the family of the brotherhood of teachers and educators? In the family of man? It remains to be seen. I am no longer a CTU delegate. I had to relinquish the position because I needed the time and energy I put into it for other purposes, being, as I was, a wounded soldier. But, happily, I have not yet had to give up being a sister in the struggle. What that struggle is remains for me to find out, in the only way we sometimes can find out: waiting.

I had a chance to see Walter Benn Michaels speak last week, and I also had the chance to ask him and his fellow panelists what should be done about the fact that very few people in K-12 teaching take any notice of him or the other impressive literary historians in his company. He told me that I should stop worrying about what goes on in the high school English classroom and keep following Karen Lewis! If that's not having my life come full circle, then it is something like that--a good ending to my story of sisterhood, at the very least.

Monday, November 12, 2012

Conversations with Students and Awesome Article Grab-Bag

Five
Student: Ms. Barton, you are seriously one of the sweetest people I've ever met in my whole life.
Me: Aw, that's sweet of you to say. I wish you would tell my freshmen.
Student: They don't like you?
Me: Yeah, they say that I'm mean.
Student: Well, you gotta be mean to freshmen. We put a freshman in a locker the other day.

Another student later insisted that the student who said the above was being sarcastic when he called me sweet, but I promise you he was not.

The student who called me sweet, by the way, has given me and my co-teacher hip-hop names. I am Dr. Jetlife, and my co-teacher is B-murder. Another student of my co-teacher's has started using this moniker:

Six (day after the election)
Student: B-murder, I knew Barack Obama was gonna get back to bidness.

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Some really great articles about education have come out in the last few days. Here they are:
Bill Ayers, "Open Letter to President Obama"
Charles Payne, "Getting the Questions Right on Chicago Schools"
Chicago Tribune Series on truancy, "An Empty Desk Epidemic"

Plus, by Charlie Tocci and yours truly, "What We've Learned about Unions Since the Strike" I think Charlie would agree with me that the articles listed above are way more powerful.

Saturday, November 10, 2012

Needs Improvement: An Evaluation of CPS's REACH Students

With the new contract, CPS has rolled out a new evaluation program called REACH students. This program was developed by a committee formed of CPS people and Chicago Teachers Union people. The committee was required by the 2010 Illinois State Law called the Performance Evaluation Reform Act (PERA), a law that was passed as a part of Illinois's application for federal education money under Race to the Top. Race to the Top required states to include pilot programs for performance-based pay, so PERA was designed to pave the way for "real" evaluations so that those ratings could be used to differentiate teachers in order to reward "the best" teachers and fire "the worst" teachers. (Does this line sound familiar from the presidential campaign? It should, since President Obama says it all the time, except when he sort of fudges it and leaves out the firing part. But most research shows that it's really, really hard to evaluate teachers with the purpose of ranking them in this way. I think one stat I heard said that only about 5% of teachers can be considered "the best" year after year, and only about 5% can be considered "the worst." The other 90% fall in the middle.)

So, PERA also made some rules for how the new evaluation systems would be formed. Funny thing is, the Illinois Senate, when they crafted this law, made different rules for the Chicago Public School District than for all the other districts in Illinois. In the rest of Illinois, teachers unions and districts would negotiate over the system, and if they couldn't reach an agreement, the system would default to a generic one formulated by the Illinois State Board of Education (ISBE). In CPS, if CPS and CTU couldn't reach an agreement, then CTU would be required by state law to accept CPS's "last best offer."

CTU walked away from the table after 4 months of negotiations. Publicly and on paper, the strike was about wages and benefits. State law dictates that these are the things over which unions can call a work stoppage. In reality, and not-so-secretly, the strike was about many more things, and the evaluation system was at the top of the list. CTU ended up winning concessions for the evaluations: before the strike, 40% of teacher's rating was going to ultimately depend  on student performance measures, i.e., test scores and performance-based assessments (different, district-created tests that teachers grade themselves). After the strike, that proportion will max out at 30% in year 3 of the new contract.

What is the other 70%? Classroom practice, i.e., observations by "qualified evaluators." Only administrators can become qualified evaluators. Every non-tenured teacher must be formally observed 4 times per year (this is a big improvement from the previous systems 1-2 times), and each formal observation must follow a very strict procedure involving pre- and post-conferences and the gathering of evidence. All of this is to the good: it is much, much harder, under the new system, for an administrator to give a teacher an unsatisfactory rating without proof that the teacher's performance really is unsatisfactory, and the system is designed to be, in theory, more supportive of teacher development. Instead of one observation and rating per year, this system requires that teachers receive some sort of coaching so that their practice can improve.

The rubric that CPS has adopted is called "The CPS Framework for Teaching Adapted from the Danielson Framework for Teaching and Approved by Charlotte Danielson." I call it a rubric because that's what it is--a gigantic rubric. And it's a great rubric--it really does describe some best practices and is research-based. I'm very familiar with the Danielson rubric because AUSL has used it for years, beginning just before my residency year. So we were given time to study it and we used it to evaluate ourselves when we were residents. It was also used to rate us when we were residents--something that Charlotte Danielson reportedly said should not be done. But apparently now Danielson (or "Charlotte," as many of AUSL's leaders call her) is OK with that, since the CPS Framework for Teaching was approved-by-her.

Interestingly, Danielson's 4 ratings have retained their names--Unsatisfactory, Basic, Proficient, and Distinguished. But CPS's evaluation system gives the equivalent ratings different names: "Basic" is "Developing" and "Distinguished" is "Excellent." Both of these changes are revealing. When I was a resident, we were constantly told that "Basic" was where a first-year teacher could be expected to be most of the time. They also had this saying about Distinguished: "It's a nice place to visit, but don't expect to live there." Now, in CPS, it seems like we're likely to experience some grade inflation, if you will. Teachers who would normally get "Basic," the equivalent of a C, might now get "Proficient," the equivalent of a B. When I taught college, I often gave Bs to students I thought deserved Cs in order to avoid the time suck of debating with students over their grades. I imagine that principals will feel the same way. Meanwhile, where "Distinguished" was once reserved for only award-winning teachers, it will now be given to any teacher deemed "Excellent." Now, I know that CPS has always pressured administrators to be very stingy with the "Excellent" rating, so this might not be as much of a problem. But when they try to reintroduce performance pay in the next contract, we'll see which teachers start angling for that Excellent rating.

From the union side, the change of "Basic" to "Developing" (a euphemism that the CTU won instead of having to use PERA's label, "Needs Improvement") creates an upward push to categorize teachers as "Proficient" who might not actually be proficient on Danielson's scale. CPS wanted to say that a teacher who earned a "developing" rating for two consecutive years would automatically be rated "unsatisfactory." This is how the CTU could say that the new system was putting thousands of teachers at risk for dismissal. In the final contract, two "developing" ratings will only turn into an "unsatisfactory" if you don't, in so many words, actually "develop."

In sum, not counting the use of test scores, which I will repeat are, at present, an unreliable indicator of teacher proficiency or student growth, the new evaluation system does a lot more to protect teachers.

But now let's look at implementation. Let me preface this with a BIG CAVEAT: What I'm writing below is not intended in any way to impugn the administrators at my school or any of the other CPS administrators who I know well. In fact, I think it will show the ways in which CPS administrators have had their hands tied by CPS even worse than teachers. After all, administrators do not have a union. They are the only people who work in a CPS building who are not in a union. Thus, they, like teachers, are forced to implement all kinds of policies that have not been well thought-through or are only, as I say below, in the "rudimentary" stages. Their job is tough. My beef is not with them. It is with CPS.

First, let's see how Charlotte Danielson describes a "Proficient" assessment system (Domain 1e):
(1) Teacher’s plan for student assessment is aligned with the standards-based learning objectives identified for the unit and lesson; (2) assessment methodologies may have been adapted for groups of students. (3) Assessments clearly identify and describe student expectations and provide descriptors for each level of performance. (4) Teacher selects and designs formative assessments that measure student learning and/or growth. (5) Teacher uses prior assessment results to design units and lessons that target groups of students.
I've numbered each of the sentences so that we can evaluate CPS's evaluation system, one at a time, and, for the sake of this argument, I've replaced the word "teacher" with "CPS" and "student" with "teachers."
(1) CPS's plan for student assessment is aligned with the standards-based learning objectives identified for the unit and lesson
This is somewhat true. If the objective is to produce "excellent" teachers, then CPS has identified a standard (Danielson's Framework) and they're using an assessment (Danielson's Framework) that is aligned with the standard. So I would give CPS a P (Proficient) in this element.
(2) assessment methodologies may have been adapted for groups of teachers
Again, this is somewhat true. Probationary Appointed Teachers (PATs or untenured teachers) are being observed 4 times, and tenured teachers will be observed once (a minimum) or twice (at least 50% of tenured teachers in a building must be observed twice). The framework for those teachers, however, is the same, and the point scales used to determine final ratings are the same. The descriptors for "Basic" and "Unsatisfactory" don't say anything about differentiating assessment for different groups, but I think I have to give CPS a B (Basic) in this element.
(3) Assessments clearly identify and describe student expectations and provide descriptors for each level of performance.
Expectations are certainly clearly identified--check. But many teachers in the district began this year with little or no familiarity with the Danielson Framework. We had our first PD about Danielson yesterday, after the first round of observations already took place. (It was a very good PD, because our administrators, unlike some, want us to be successful. Our administrators also have lots of familiarity with Danielson already because they have been in AUSL schools for years.) So I would give CPS a P- (Proficient-minus) here. The expectations are clearly described, but they are long and complex and have not been taught to us. We'll come back to that when we get to Component 3d.
(4) CPS selects and designs formative assessments that measure teacher learning and/or growth. 
The answer to this one is yes and no. We have four observations, and we don't get our "summative" final rating until the end of the year. But we still don't know (and our admin doesn't, either) how the four observations are being used to determine the final rating. Will they be averaged? Will growth be taken into account? We don't yet have enough information to say. I haven't yet received my grades from my first observation, so I don't know yet whether they are designed to reflect growth. Let's look at what Danielson says for "basic" in this part of the component:
Teacher’s approach to the use of formative assessment is rudimentary, only partially measuring student learning or growth.
Since this is the first year of the evaluation system, I might actually go along with a word like "rudimentary." The electronic system that admin will be using to deliver our scores and that we'll be using to see our scores is not yet up and running. So CPS gets a B here. One more:
(5) CPS uses prior assessment results to design units and lessons that target groups of teachers. 
Again, not sure about this one yet. I'm supposed to get my first scores on Tuesday, so I suppose I'll find out then what kinds of supports I'll be getting to improve. I feel bad for my administration here, though, because we don't have very much professional development time in our calendar at all this year. Will they differentiate instruction for teachers with different ratings? It remains to be seen. So we'll give CPS an N/A here. Not enough information available yet.

Overall rating for component 1e: B+ (Basic-plus. I averaged the scores using the numbers 1-4 for the ratings and got an average of 2.375.)

OK, phew. That took over an hour to write. Now let's look at the use of assessment in the Instruction domain (Domain 3). The relevant part is component 3d, "Using Assessment in Instruction." Here's the language for a Proficient rating:
(1) Teacher regularly uses formative assessment during instruction to monitor student progress and to check for understanding of student learning. (2) CPS uses questions/prompts/assessments for evidence of learning. (3) Students can explain the criteria by which their work will be assessed; some of them engage in self-assessment. (4) Teacher provides accurate and specific feedback to individual students that advance learning.
OK, let's take these one at a time. Again, I'm going to change the word "teacher" to "CPS" and the word "students" to "teachers."
(1) CPS regularly uses formative assessment during instruction to monitor teacher progress and to check for understanding of teacher learning.
Once again, the system requires 4 formal observations. There can also be any number of informal observations, i.e., "spot checks," where the evaluator can walk into your room at any time. For an informal observation, you're supposed to receive feedback. Every knows that working in an AUSL school turns your classroom into a fishbowl. So yes, I've had people walk in a lot. But I don't think any of those walk-ins have been official "informal observations," because I haven't gotten much feedback about them. (To be clear, this is not a criticism of my administrators!! They are doing their utmost with a system that was not designed by them.) CPS also says that teachers can opt to have their first of the four observations be treated as a "practice." So that means that you can use your feedback from that one to grow. If you take the first one as a practice, then there is a required end-of-year informal observation (at least, I think it comes after all four formals). So this piece remains to be seen, but as it's written in the REACH system, it's not clear what is "formative" and what is "summative." But it does seem like the observations are going to used to monitor progress. So CPS gets a P.
(2) CPS uses questions/prompts/assessments for evidence of learning.
Yes, this works. In our post-conference, we have a form with questions. And administrators have to provide evidence for our ratings. Another P.
(3) Students can explain the criteria by which their work will be assessed; some of them engage in self-assessment.
My students have this text lingo word that is spelled skuuuuuuuuuurrrrrr! It is the sound of a car putting on its brakes and means "back it up!" Teachers had a preliminary "training" about REACH during our week-long institute at the beginning of the school year where we were read a script and asked to sign a piece of paper that said we understood the script. Our next PD about REACH was yesterday. So, in the first quarter of the year, we've received about 2.5 total hours of PD about the evaluation system. People are confused. And in my building the majority of teachers were already intimately familiar with Danielson's Framework. And only 1 hour of the PD we've received was scripted by CPS--the other 2 hours were designed and given by our admin in order to support us. So I really can't imagine how teachers who have never seen Danielson before must be feeling. Plus, we still don't have a clue what the score ranges in our contract mean in real life. The language for "Unsatisfactory" sounds more appropriate to my empirical observations and my guesses based on how much PD has been required by CPS: "[Teachers] cannot explain the criteria by which their work will be assessed and do not engage in self-assessment." I'm an easy grader, so I'll give CPS a B- (Basic-minus) on this one, since some teachers in AUSL schools can describe the criteria and know how to self-assess. Next sentence, please.
(4) CPS provides accurate and specific feedback to individual teachers that advance learning.
OK, CPS created this reportedly awesome online system that evaluators can use to upload their observation data and provide feedback to teachers. I say "reportedly" because IT IS NOT ONLINE YET. It is only in its pilot stage. But most schools have already completed their first round of observations. While we are waiting for the system to go live, we're being given pencil-and-paper grades (which are sitting in my school mailbox as I write) and we're supposed to email CPS if we have a question. The language in Danielson for Unsatisfactory says "[CPS]’s feedback is absent or of poor quality." Now, remember my caveat! This is not a criticism of my administration. They are being asked to use a system that is not yet up-and-running to report our assessment results. How messed up is that? I'll give CPS a U+ on this one.

So, CPS's average score for component 3d is, at 2.19, is Basic.

Wow, that took me several hours to write. And I was only looking at 2 components out of a total of 19. My school has more than 50 non-tenured teachers, at 4 times a year, for 3 administrators. They have A TON OF WORK TO DO. Did anyone think through these logistics?

Two domains, two scores of Basic. Sounds like CPS Needs Improvement. Let's hope they have this up and running by next year, or they might get canned. Given their scores in the past in Component 4a, Reflecting on Teaching and Learning, I'm not optimistic.

Sunday, October 28, 2012

Guest Post by a Colleague: What We Won in the Strike

A colleague and friend at my school wrote this on her Facebook page. She is very, very smart.

We could call this another letter to my brother.
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For those of you that have been asking... Here is what we won in the teacher strike (see below)! This is just an outline, so if you're curious, I can explain in more detail why these are such great things.

Overall, we need a system that makes teaching a sustainable career that can attract and retain highly qualified teachers in the urban environment. The system must also be set up in such a way that teachers have a chance at being successful with all of their students, despite the great obstacles that many students face (poverty, crime, drugs, gangs, etc.). These small victories in the contract help move towards these goals.

  • Better resources for students with special needs and better support for special education teachers 
  • More transparency for teachers in evaluation 
  • Fairer, more detailed and reliable systems for evaluations and ratings
  • Less emphasis on student test scores 
  • Greater due process protections for non-tenured teachers
  • Better opportunities for teachers to take care of themselves so that they can be the best teachers they can be
  • Paid family and maternity leave
  • Continuation of our current pay scale and salary schedule (instead of a misguided version of "merit pay")
  • More art, music, and PE teachers [for elementary students. Most elementary schools only have one of these three "specials." --mb]
  • More social workers and nurses if we get gambling money from the state (fingers and toes crossed!!!!)
  • Slightly more money for supplies (from $100 per teacher per year to $250 per teacher per year)
  • Textbooks must be available for distribution on the first day of school
  • Current class size protection language kept the same (the board wanted to eliminate limits on class sizes) and $500,000 put aside to hire new teachers in order to alleviate problems with large class sizes
  • $500,000 to hire new special education teachers to alleviate exceptionally high case loads for SpEd teachers