Sentences with phrase «layoff teachers based»

«There's a simple test that we're going to apply to anything that he does... any proposal, and it is this: does it repeal the Last In, First Out law that would allow the city to layoff teachers based on merit this year?»

Not exact matches

By an overwhelming majority, (85 - 12), voters support the repeal of the «last in, first out» rule governing teacher layoffs, agreeing that the decision governing who loses a teaching job should be based on performance and not seniority.

City Hall says Cuomo's plan would simply expedite an already - underway process by the state Education Department to create guidelines for evaluating teachers but leave intact the legal language mandating layoffs be implemented based on seniority.

Mayor Michael Bloomberg has urged the state to repeal the seniority - based firing policy ahead of major teacher layoffs.

Bloomberg warned of more harsh cuts, but said he was «optimistic» about a deal on merit - based teacher layoffs.

At a news conference, the mayor said that Gov. Cuomo's bill does not rid the state of its seniority - based layoff system in time for his plan to lay off 4,600 teachers this year.

Bloomberg also pushed his plan to reform teacher hiring practices so that layoffs can be based on performance, not just how long a teacher has taught.

The new timeline is a win for Mayor Michael Bloomberg, who has spent recent months vigorously lobbying to replace the state's «Last in, first out» seniority - based teacher firing policy with one based on merit ahead of a massive layoff plan.

Changes would make it easier to fire workers and base teacher layoffs on performance instead of seniority.

In a new study, researchers find that seniority - based layoff policies — the norm in public schools — lead to higher numbers of teacher layoffs than would be necessary if administrators were allowed to make effectiveness the determining factor in issuing layoff notices, rather than length of service.

If districts instead adopted effectiveness - based layoff policies, they would be likely to lay off fewer teachers, achieve the same budgetary savings, and have a higher quality teacher workforce.

And, when layoffs are required, a final law requires that decisions can not take into account a teacher's effectiveness but must be based entirely on seniority.

The authors» analysis is based on a sample of 1,717 teachers who received a layoff notice in 2008 - 09 and 407 teachers who received one in 2009 - 10.

In the Buffalo case, Arthur v. Nyquist, the appeals court held that seniority - based layoffs, as called for under a teachers» contract,...

The effectiveness - based layoffs result in fewer layoff notices and are much more equitably distributed across student subgroups; black students in particular are only marginally more likely to have been in a classroom with a teacher who received a layoff notice under this system.

Even if Rhee was objectively justified in removing over two hundred teachers, her actions reinforced the fears of many teachers that linking teacher evaluations to student performance will result in wholesale layoffs that are based on scant data viewed by many as suspect.

It is interesting to note, however, that some teachers who receive layoff notices are well into their careers, implying that at least some districts in the state are making judgments about which teachers should be laid off based on criteria other than seniority.

The authors next look at what would happen if the existing seniority - driven system of layoffs were replaced by an effectiveness - based layoff policy, in which teachers are ranked according to their value - added scores and districts lay off their least effective teachers.

Beyond the effects of seniority - based layoffs on the teacher workforce as a whole are potential distributional consequences.

«If districts instead adopted effectiveness - based layoff policies, they would be likely to lay off fewer teachers, achieve the same budgetary savings, and have a higher quality teacher workforce,» Goldhaber and Theobald concluded.

With a seniority - based layoff policy, school systems may be forced to cut some of their most promising new talent rather than dismiss more - senior teachers, who may not be terribly effective in raising student achievement.

Besides challenging seniority - based layoffs, the shortage of experienced math and science teachers in inner - city districts — a problem that single salary schedules make worse — could inspire a lawsuit.

To get a more concrete sense of the extent to which various factors play into the targeting of teachers for layoffs, we ran simulations based on the effects calculated by our statistical model.

As Stephen Sawchuk notes, there has been a great deal of debate over whether teacher layoffs should be based on inverse seniority («last in, first out,» which many union contracts and state laws require) or based on teacher effectiveness.

First, to achieve a targeted budget reduction, school districts need to lay off a greater number of junior teachers than senior teachers (as junior teachers have lower salaries), meaning that a seniority - based layoff policy will cause class sizes to rise more than they would under an alternate arrangement.

As noted earlier, one of the prevailing critiques of seniority - based layoffs is that it is necessary to lay off more teachers in order to attain a specified budget objective than it would be if districts used alternative criteria.

We calculate that districts would only have to lay off 132 teachers under an effectiveness - based system in order to achieve the same budgetary savings they would achieve with 145 layoff notices under today's seniority - driven system, a difference of about 10 percent.

It created a slower, tougher tenure process for teachers, and would base layoff and recall procedures on teacher evaluations rather than on seniority.

States and districts can eliminate seniority - based layoffs, which should consider effectiveness instead, and make it easier to transfer or remove ineffective teachers who can not improve.

States and districts can establish a policy of «mutual consent» that gives principals the right to choose their own teachers... States and districts can eliminate seniority - based layoffs, which should consider effectiveness instead, and make it easier to transfer or remove ineffective teachers who can not improve.»

This report summarizes and analyzes two recent studies that demonstrate that more than 80 percent of seniority - based layoffs would result in better teachers leaving classrooms and worse teachers staying.

Using national examples from districts including LAUSD, the report also includes information about how seniority - based layoffs exacerbate the number of people who lose their jobs because districts have to layoff more teachers with low salaries to meet budgetary demands.

The Disproportionate Impact of Seniority - Based Layoffs on Poor, Minority Students Looking at the 15 largest districts in California authors Cristina Sepe and Marguerite Roza, demonstrate that teachers at risk of layoff are concentrated in schools with more poor and minority students, concluding that «last in, first out» policies disproportionately affect...

Such changes are controversial because the idea of measuring a teacher's contributions to student learning contests the predominant labor management model in education: salaries and benefits that increase with experience, and layoffs based on reverse order of seniority.

This report analyzes the impact of massive seniority - based layoffs» disproportionate effect on newer teachers in poorer, high - minority communities.

The district will bear the burden, in the event of another budget - based layoff, to establish that the training qualifies teachers for the exemption, said Jesus Quinonez, attorney for United Teachers Los teachers for the exemption, said Jesus Quinonez, attorney for United Teachers Los Teachers Los Angeles.

Keep great teachers when budget cuts hit: Eliminate the law that requires all teacher layoffs to be based solely on seniority.

When filed by attorneys on behalf of students at three Los Angeles Unified middle schools in 2010, the lawsuit challenged the state law mandating teacher layoffs based on seniority.

Moreover, the two premises represent a tautology — student test score growth is the most important measure, and we have to choose other teacher evaluation measures based on their correlation with student test score growth because student test score growth is the most important measure... This point, by the way, has already been made about the Gates study, as well as about seniority - based layoffs and about test - based policies in general.

Melvoin worked on the ACLU's Reed v. California lawsuit, which challenged LA Unified's seniority - based teacher layoff policies, by helping recruit former students and co-workers from Markham to join the lawsuit.

53 % of respondents believe that teacher layoffs should be based on whether or not a teacher had a poor classroom observation.

The ATR exists because the UFT has fought to protect weak teachers from quality - based layoffs.

Tuck, who supported the lawsuit and was heavily opposed by the teachers» unions, said he still believes the state needs «more rational policies around tenure and seniority - based layoffs,» but those would not be his first priorities were he to win.

Teacher layoffs in New Jersey are governed by a rigid quality - blind mandate, often referred to as the «last in, first out» policy, which forces schools to fire teachers based on district seniority alone.

With layoffs based solely on seniority rather than success in the classroom, good teachers are losing their jobs.

Within each those categories, the layoffs would then be based on seniority, but by the time it reached into teachers with «effective» ratings, only about a third of them would be affected.

In a survey this year by the New Teacher Project, a nonprofit teacher - recruiting organization, three - quarters of teachers said layoffs should be based on more than just senTeacher Project, a nonprofit teacher - recruiting organization, three - quarters of teachers said layoffs should be based on more than just senteacher - recruiting organization, three - quarters of teachers said layoffs should be based on more than just seniority.

The 2010 law requires districts to reimagine their talent - management and educator - support systems by requiring annual performance evaluations, ensuring tenure is earned and not the guarantee of lifetime employment, and ending both seniority - based layoffs and the forced placement of teachers into schools where they neither want to be nor fit well.

They said these additional resources will work in conjunction with existing seniority regulations to give teachers more training and other benefits that will better protect new teachers from any future budget - based layoffs.

By state law, those layoffs would have been conducted on a last - hired, first - fired basis, meaning most teachers hired after 2007 in New York City would lose their jobs, no matter how they performed in the classroom.