Sentences with phrase «teacher firing decisions»

The Shorr, Johnson and Magnus Strategic Media - produced ad comes as the mayor and UFT continue to spar over a new teacher evaluation system, which will eventually be used in teacher firing decisions.

Not exact matches

At issue is whether the Americans with Disabilities Act applies to hiring and firing decisions involving «ministerial employees» like teachers who may have primarily secular job duties.

United Federation of Teachers president Mike Mulgrew issued a statement saying he opposed giving the chancellor the authority to «unilaterally» fire a teacher and ignore an arbitrator's decision to the contrary.

In a precedent - setting decision, a Staten Island judge ruled last week that the Department of Education took illegal shortcuts in firing a tenured teacher.

The decision comes as battles over the way teachers are hired, fired and evaluated swirl through courtrooms and statehouses across the country.

The poll comes as the city and union are butting heads over a new teacher - evaluation system, which would be used in teacher - firing decisions.

The governor's plan, released Wednesday, would expedite plans already in the works to develop a statewide, «objective teacher evaluation system» that would play a yet - to - be-determined role in firing decisions.

Second, the school is run by a cooperative of teachers, who make all the key decisions about the school — from the learning program to the budget to hiring and firing.

He studies the economics of education, with a particular interest in employer - employee interactions between schools and teachers — hiring and firing decisions, job design, training, and performance evaluation.

I would change the way that many school systems currently make decisions - for example, by hiring and firing teachers in ways that do not ensure that all children get the best teachers available.

In this telling, valor is awarded to those willing to make «hard» decisions: these people support merit pay, firing bad teachers, holding schools accountable, and closing failing schools.

It uses two years of information before making any decisions, and it defers to districts and individual teachers to make the ultimate decisions (the teachers aren't necessarily fired, they just lose their tenured status).

While the intention of «savings for all» is a noble one, the system has come under fire as a potentially unfair method of funding distribution and seems to contradict the government's objective of devolving budgets and decisions to those at the «coal - face», namely the head teacher.

From teacher evaluation systems to value - added modeling to the recent Vergara decision in California, reformers have increasingly focused on selecting, measuring, developing, evaluating, and firing teachers as the key to educational improvement.

Because few charter schools are unionized, they hire and fire teachers and administrative staff without regard to the collectively bargained seniority and tenure provisions that constrain such decisions in many public schools.

Measuring teachers promises administrators and policymakers that they can make hiring and firing decisions with an eye toward quality of instruction.

[vi] The transformation model required replacing the principal, implementing curricular reform, and introducing teacher evaluations based in part on student performance and used in personnel decisions (e.g., rewards, promotions, retentions, and firing).

There are a number of potential explanations for this finding, including a limited supply of effective teachers (it's rational to keep a mediocre teacher if the likely replacement will be no better), a lack of administrator ability to discern teacher quality (their observations are less predictive of value - added than those of outside observers), or a simple unwillingness to make the unpleasant decision of firing someone.

Public - opinion surveys suggest that the proposal — which ties hiring, firing, and transfer decisions to teacher effectiveness, while still giving some consideration to seniority — may be more popular than the merit - pay or school - voucher proposals.

But if principals were taking advantage of their pre-tenure freedom to fire at will, we'd expect to see the lower - value - added teachers leaving schools at much higher rates than their higher - value - added counterparts, and an increase in dismissals at the tenure decision point between the fourth and fifth years.

The prosecution's suggested replacement to the «old» way of doing this, of course, was to use value - added scores to make «better» decisions about which teachers to fire and whom to keep around.

But critics of the contracts say that most teachers who do not perform well are encouraged to leave rather than outright fired, distorting the data available to decision makers.

In a subsequent post on its website, the union went bonkers, claiming, «Corporate millionaires and special interests have mounted an all - out assault on educators by attempting to do away with laws protecting teachers from arbitrary firings, providing transparency in layoff decisions and supporting due process rights.»

Eric studies the economics of education, with a particular interest in employer - employee interactions between schools and teachers — hiring and firing decisions, job design, training, performance evaluation.

The decision hands teachers» unions a major defeat in a landmark case, one that could radically alter how California teachers are hired and fired and prompt challenges to tenure laws in other states.

As per Weingarten: «Over a year ago, the Washington [DC] Teachers» Union filed a Freedom of Information Act (FOIA) request to see the data from the school district's IMPACT [teacher] evaluation system — a system that's used for big choices, like the firing of 563 teachers in just the past four years, curriculum decisions, school closures and more [see prior posts about this as related to the IMPACT prograTeachers» Union filed a Freedom of Information Act (FOIA) request to see the data from the school district's IMPACT [teacher] evaluation system — a system that's used for big choices, like the firing of 563 teachers in just the past four years, curriculum decisions, school closures and more [see prior posts about this as related to the IMPACT prograteachers in just the past four years, curriculum decisions, school closures and more [see prior posts about this as related to the IMPACT program here].

Now 35 states require student achievement to be a significant factor in teacher evaluations, and many school districts are using those evaluations to make decisions about teacher bonuses and as a basis for firings.

This matters to me because it means transitioning decisions regarding curriculum development, the hiring and firing of teachers, and determining how school funds are to be spent from bureaucracies into the hands of communities.

By contrast, decisions about firing teachers are inherently about trade - offs: It is important to dismiss ineffective teachers, but also to attract and retain effective teachers.

«Why is the teachers union against getting every dollar into the classroom... and why is it against hiring and firing decisions being made at the school site?»

They are the ones who literally hire and fire teachers and make salary decisions.

This overwhelming evidence prompted Tennessee's State Board of Education, one of the first adopters of the so - called Value Added Model («VAM»), to now abandon the use of VAM in any decisions to license or fire teachers.

As I wrote in City Journal, Senate Bill 1530 would have given firing decisions in certain cases of abuse to the school district, all the while maintaining a teacher's due process rights.

Now, their main tasks revolve around making teacher tenure decisions, conducting «Quality Reviews» of school's internal organizational structures, attending public hearings about schools in their districts, and putting out fires when they arise.

But it's not enough merely to measure effectiveness, according to many leading thinkers and policymakers; personnel decisions — from pay and promotions to layoffs and outright firings — should be based on teacher - effectiveness data, they say.

In what may be among the first of many lawsuits over the new evaluations — which have been adopted by multiple states — the Florida teachers union is challenging the state's use of test scores in decisions about which teachers are fired and which receive pay raises.

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The clearest example of that approach, Perry said, is the firing of more than 7,000 public - school teachers after Hurricane Katrina — a decision that a state appeals court has deemed wrongful termination.

Since teacher unions have vociferously opposed the use of test scores in evaluations, saying they are too unreliable for decisions on hiring and firing, the bill would probably weaken the movement to do so.

UTNO's ranks were decimated by the state takeover of failing schools after Hurricane Katrina and OPSB's decision to fire all its teachers.

Montgomery County, Maryland, for example, has received widespread attention for its «Peer Assistance and Review» plan, in which principals and «consulting teachers» evaluate teachers through observation, work closely with those in need of support or improvement, and make firing decisions when necessary.

plan, in which principals and «consulting teachers» evaluate teachers through observation, work closely with those in need of support or improvement, and make firing decisions when necessary.

Now to be clear, here, I do think that not just «grossly ineffective» but also simply «bad teachers» should be fired, but the indicators used to do this must yield valid inferences, as based on the evidence, as critically and appropriately consumed by the parties involved, after which valid and defensible decisions can and should be made.

In an era in which female teachers were routinely fired for getting married or wearing pants, teachers needed protection from paternalistic employment laws, unfair rules, and arbitrary decisions by administrators.

The ratings produced with the new system will be used in decisions to grant tenure and discipline or fire more than 75,000 city teachers and principals.

In praising the decision, American Federation of Teachers president Randi Weingarten dredged up every cliché in the book, including this golden oldie, «You can't fire your way to a teaching force.»

If we're wondering where all the Black teachers went, well, they got fired in the wake of the Brown v. Board decision, and the profession hasn't recovered.

I agree with what Diane Ravitch has to say about the wrong - headedness of organizing the public school experience around testing, as well as the inappropriateness of basing school funding decisions and teacher firings on test results.

Whether to use test - score data in teacher hiring and firing decisions has fueled heated debates in states across the country.

After the computers were stolen decisions were made (convert the lab space to a tiny classroom fire the wonderful instructor) with no input from the committee of parents and teachers that came together in the wake of the burglary.