Difficulty in Differenciating Good Teachers from the Rest in the New Teacher Evaluation System
Fukuashiba Elementary School in Ibaragi Japan
Shinano Mainichi Shinbun (September 11, 2012)
*original article in Japanese
Nagano prefecture in Japan began adopting a merit pay system based on the result of the teacher evaluation in 2011. The recent report on the result of the 2011 evaluation indicate that the system doesn’t work effectively. The result shows that 16,767 out of 17,000 received C in the A to E scale. A former principal in Nagano commented that he had no choice but to give a C to all teachers because assigning low evaluation scores required an evidence-based account, which was not practically feasible. The Nagano Department of Education commented that the current teacher evaluation system has to be something that produces mostly average C scores. This is due to the reconciliation with the teacher union, which argued against the Nagano Department of Education about highlighting the differences among teachers in terms of their teaching effectiveness.
For more information (in Japanese):
A webpage of Fukuashiba Elementary School in Ibaragi Japan
Teachers could have pay frozen after poor school inspection reports
Vasagar, J. The Guardian
(30 May 2012)
The Office for Standards in Education, Children’s Services and Skills (Ofsted) has announced that teachers could have their salary frozen after school inspections under new measures aimed at linking teacher salary to classroom performance. According to Sir Michael Wilshaw, the chief inspector of schools, Ofsted will “consider whether there is a correlation between the quality of teaching and salary progression.” Inspectors will look at anonymized data to ensure that school heads are using performance pay to increase standards. Some government officials have called for such reforms to discourage weak teachers from staying in the field. But, Christine Blower, the general secretary of the National Union of Teachers, believes the measure would be detrimental to the teaching profession: “Performance management is supposed to be about encouraging teachers in developing their skills, not about judging pay or comparing pupil results…Teaching is a collegiate profession and this is a divisive, unrealistic and simplistic way of looking at how schools work.”
The following video highlights the methods and keys behind the new Ofsted observation of teachers to determine quality and pay:
Great Teachers: attracting, training and retaining the best
United Kingdom Parliament (1 May 2012)
The Education Select Committee has released its ninth report with a set of recommendations on teacher training and retention. The committee recommends that Performance Related Pay be introduced in England as a way of increasing the attainment of students by rewarding and retaining the most ‘effective’ teachers in the profession. Other studies, including this one conducted by the RAND Corporation in New York City, have called into question the effectiveness of teacher merit pay for improving student academic achievement.