Tenured educators get high marks on evaluations

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Most tenured teachers got high ratings last year, with 87 percent of those on biennial evaluation plans getting "excellent" or "proficient" ratings.

Photo by Grace Donnelly

Most tenured teachers got high ratings last year, with 87 percent of those on biennial evaluation plans getting "excellent" or "proficient" ratings.

More than 80 percent of all Chicago Public Schools educators rated under the REACH evaluation system last year received “excellent” or “proficient” ratings – a proportion that’s similar to ratings distributions under the district’s previous evaluation system.

Last year was the first time that most tenured CPS teachers and counselors received ratings under the Recognizing Educators Advancing Chicago (REACH) evaluation system, which takes into account principal evaluations and student growth on tests.

CPS notified teachers of their ratings last month and recently provided Catalyst with district-level data on educators’ performance. The REACH system uses four levels: unsatisfactory, developing, proficient and excellent.

reach 2014-2015 chartNon-tenured teachers are rated annually, as are some tenured teachers, including those who were previously rated as “unsatisfactory” or “developing.” The majority of tenured educators are on biennial plans.

The data show that:

  • Tenured teachers on biennial evaluation plans did far better than non-tenured teachers and teachers on an annual plan. While 35 percent of tenured teachers were rated as “excellent,” only 19 percent of non-tenured teachers and 9 percent of tenured teachers on annual plans received that rating.
  • Most tenured teachers who had received a “developing” rating in 2013-2014 improved last year. Just 15 percent received another “developing” score or an unsatisfactory. (Two developing scores in a row equal an “unsatisfactory” rating, if the second score is lower than the first – a distinction that’s important for the purposes of layoff order. Two “unsatisfactory” ratings can result in a dismissal.)
  • Just over half the educators who had received a REACH rating in the 2013-2014 school year got the same rating last year. Another third improved, while 12 percent got worse.
  • About 75 percent of the district’s nearly 23,000 educators received ratings last year. Another 14 percent received an interim report because they were already rated during the previous year and are on a biennial plan; the remainder weren’t rated for a variety of largely technical reasons.

In a statement, CPS chief education officer Janice Jackson said the results “point out what we know about our teachers—that they are hard-working and committed to the success of their students. These results also show that our teachers have improved and have benefited from the tailored supports and the increased accountability that these evaluations bring.”

Layoff worries

But with district officials looking at the possibility of 5,000 layoffs later this school year – after passing a budget that relied on non-existent aid from Springfield — teachers who earned an unsatisfactory rating last year or were marked as “developing” for a second year in a row are worried about their job security. Previously, layoffs were based mostly on seniority and not performance.

“It’s confusing and scary,” says a veteran teacher at a South Side elementary school who received two “developing” ratings in a row and asked not to be identified.

He says the instability makes it tough to put all his energy into the classroom or to stay positive: “You start to internalize things I’m ‘unsatisfactory.’ Nothing I do must be worthwhile.”

Jen Johnson, the special coordinator for teacher evaluations at the Chicago Teachers Union, says the “stress and anxiety levels are extremely high.” So many teachers are calling her these days about their evaluations that she’s set up a special voicemail and automatic email message to respond.

Johnson says it’s important to remember that ratings come into play for layoff purposes only after principals have determined programmatic cuts. Once those teachers have been identified, those rated “unsatisfactory” – tenured and non-tenured alike – would be the first to go, in rating category order. Next in line are non-tenured teachers and then tenured teachers — in rating category order and by seniority.

Tenured teachers are most at risk in schools that already have seen non-tenured teachers dismissed as a result of budget cuts. Johnson says she’s heard of one school where all non-tenured teachers were already let go – meaning that tenured teachers will definitely be affected if there are more layoffs.

“This can hit schools very differently,” she says. “That’s what makes this so stressful for so many teachers. There’s so many factors to take into account: the composition of the school, the priorities of your principal, what formula CPS is going to use to calculate layoffs if there are layoffs.”

On Monday CPS CEO Forrest Claypool said layoffs would take place before February if the district is unable to fill a $480 million budget gap. Officials have said closing the deficit would likely entail a combination of layoffs and more “unsustainable borrowing.” Over the summer, CPS laid 472 educators, of whom more than half were rehired, according to a CTU researcher. Just under 100 more educators were laid off after 10th- day enrollment counts.

“Our schools in many, many cases have been cut to bare bones,” says Johnson. “The thought of laying off more people is just unimaginable for teachers and their students at this point. How do they do even more with even less?”

REACH was created to comply with a 2010 state law that requires teacher and principal evaluations to factor in student growth on standardized tests. State lawmakers passed that legislation in order to better compete for a federal Race to the Top grant, which it did not receive that year.

Race to the Top prompted many states to revise their evaluation systems, and 16 have fully implemented their revisions, according to the National Council on Teacher Quality.

In Illinois, the Legislature tapped Chicago to go first. CPS responded in 2012 with a system that uses an observation tool based on the Charlotte Danielson Framework for Teaching rubric. Previously, Chicago used a “checklist” system, in which nearly half of all teachers received the highest possible rating. Last year, 28 percent of all teachers received the highest rating under REACH.

  • Christopher Ball

    Something’s odd with the biennial bar chart — the %s sum to over 100%.

    • Melissa Sanchez

      Thanks for pointing it out… didn’t realize Excel automatically turned “.4” into “40” percent….. Should be fixed now!

  • Shelagh Jackson

    you state tenured did better than nontenured, but the graph does not display this

    • Melissa Sanchez

      I had to correct an earlier graphic that had the wrong information…. Refresh the page and see if it makes more sense now! Sorry about that mistake.

  • CPS

    Nice Article Melissa..thanks for the useful information…..I hate to sound like the glass is 1/2 empty but I guess in this case the glass is 20 percent empty. If you look at ALL CPS teachers there 20 ( 1 in 5) percent of the teachers is either Unsatisfactory or on the road to unsatisfactory(basic). In other words 20 percent of the teachers are on the road to possible dismissal within the next few years. I think this should be a big wake up call FOR ALL CTU teachers. Even if you are an Excellent or Proficient rated teacher, you need to use this as a wake up call. These are your fellow CTU members that are on the road to losing their jobs. Once they are gone, you could be the next 20 percent to go. Even if you never are rated lower, I think we all owe it to our fellow CTU members for support. I see so many people online complain about cuts in pay, but I feel like there needs to be more unity for these teachers. I find it very distressing to think that 43 PERCENT of tenured teachers on Annual plans are rated in the lower to rating categories. It seems like once you get on that Annual Track as a tenured teacher, you are on a very difficult journey. Again, I would like to see CTU and Its members to show more unity for these teachers. I am sure some deserve their rating, but many are victims of Micro-Political battles. Reach is super subjective with the Principal being Policeman, Judge, Jury and Executioner. I would love to know exactly how Level the playing field is from one principal to another. I get a sense that Reach is not so much as a a great equalizer but rather principals using it as a Tool to force teachers into their teaching styles. In short, as the chart shows, once you get a basic you have a 43% chance of being on the road to dismissal of layoff. Oh well…..that’s CPS ……I really wonder what Charlotte Danielson thinks about this all now?

    • Bill Colson

      Charlotte Danielson has publicly criticized the way CPS uses her system in individual teacher ratings and consequences, in the same way that people at ACT have criticized states’ usage of average scores to rate schools and school districts. As with any programs based on quantification and data diving, the numbers don’t tell the complete story, neither do they necessarily result in more subjective analysis. Political, personal, and/or financial agendas, or just bad judgement, can corrupt the process.
      The above commenter is right to advise teachers to be very careful and knowledgeable about the REACH process, especially the pre- and post-conferences and the associated messages and opportunities for downloads. My own experience was 20+ years of Superior or Excellent ratings, regular communications of approval and thanks from students, parents, and colleagues, and local and national awards as a debate coach. In SY2014, our new principal gave me almost all Unsatisfactory scores on the Danielson checklist at both classroom visits. I won’t go into detail about why I disagreed, but the result was being placed on Remediation. In SY2015, I worked with a consulting teacher to tailor the lessons in my Film Studies class more closely to the wishes of the Principal (less talk from me, stop the film every five minutes, etc.). My overall rating moved up to Basic, but Remediation requires that you move to at least Proficient. In the end, my fate was determined by one visit, by one person, on one day, to one class. Once in Remediation, only the summative visit counts.
      It is possible to appeal, and the CTU will provide a lawyer. However, you have to provide evidence of a procedural error by the evaluator. The process may last well into the Spring, and go all the way to an ISBE hearing. In the meantime, you are suspended without pay, though you retain your health insurance. You cannot work at a district-run school, even as a substitute, though you can be hired at a charter. I know of someone who was suspended from South Shore, but was immediately hired at a flagship Urban Prep school. As I was about to turn 60, I chose to retire, especially once I learned that if I I challenged the suspension, and lost, I would lose payment of a 213 sick day bank. I still ended up on the Do Not Hire list, so I can’t substitute teach in a district-run school unless I win a challenge against that.
      Moral of this overlong story: Do everything possible to avoid getting on Remediation. The best way to do this is become an expert on the REACH process, and make strategic use of the pre- and post-evaluation conferences and Reflect and Learn system.

      • CPS

        I feel for you! I am headed into the process….not feeling too confident…I am like the Tween of workers..not a Starting Out nor Ready to retire…so I am in big problems….I am glad to hear at least you could retire!! good luck to you!! Please wish me a little luck too!! Something tells me that not even Charlotte herself could get past my Admin!!

  • Concerned Parent

    Wonder what Danielson got in return from CPS for the use of her system. Or should one say: bastardization of it?