• Investing In Children = Supporting Their Families

    Although some parents are better positioned than others to meet their families’ child care needs, very few parents are immune to the challenges of balancing work and family. Adding further stress to families is the fact that single-parent households are at a record high in the U.S., with more than 40 percent of births happening outside of marriage. Paid parental leave and quality early childhood education (ECE) are two important policies that can assist parents in this regard. In the United States, however, both are less comprehensive and less equally distributed than in most other developed nations.

    As a recent (and excellent) Forbes piece points out, we have two alternatives: hope that difficult family circumstances reverse themselves, or support policies such as paid parental leave and universal early childhood education and care — policies which would make it much easier for all parents to raise children, be it as a couple or on their own. So, what’s it going to be?

    In 2010, a global survey on paid leave and other workplace benefits directed by Dr. Jody Heymann (McGill University) and Dr. Alison Earle (Northeastern University) found that the U.S. is one of four* countries in the world without a national law guaranteeing paid leave for parents.** The other three nations are Liberia, Papua New Guinea, and Swaziland. Some might see this as evidence of American “exceptionalism," but what a 2011 Human Rights Watch report finds exceptional is the degree to which the nation is "Failing Its Families." In fact, according to a survey of registered voters cited in the report, 76 percent of Americans said they would endorse laws that provide paid leave for family care and childbirth. Yet, it is still the case in the U.S. that parental leave, when available at all, is usually brief and unpaid.

  • Senate's Harkin-Enzi ESEA Plan Is A Step Sideways

    Our guest authors today are Morgan Polikoff and Andrew McEachin. Morgan is Assistant Professor in the Rossier School of Education at the University of Southern California. Andrew is an Institute of Education Science postdoctoral fellow at the University of Virginia.

    By now, it is painfully clear that Congress will not be revising the Elementary and Secondary Education Act (ESEA) before the November elections. And with the new ESEA waivers, who knows when the revision will happen? Congress, however, seems to have some ideas about what next-generation accountability should look like, so we thought it might be useful to examine one leading proposal and see what the likely results would be.

    The proposal we refer to is the Harkin-Enzi plan, available here for review. Briefly, the plan identifies 15 percent of schools as targets of intervention, classified in three groups. First are the persistently low-achieving schools (PLAS); these are the 5 percent of schools that are the lowest performers, based on achievement level or a combination of level and growth. Next are the achievement gap schools (AGS); these are the 5 percent of schools with the largest achievement gaps between any two subgroups. Last are the lowest subgroup achievement schools (LSAS); these are the 5 percent of schools with the lowest achievement for any significant subgroup.

    The goal of this proposal is both to reduce the number of schools that are identified as low-performing and to create a new operational definition of consistently low-performing schools. To that end, we wanted to know what kinds of schools these groups would target and how stable the classifications would be over time.

  • The Irreconcilables

    ** Also posted here on “Valerie Strauss’ Answer Sheet” in the Washington Post

    The New Teacher Project (TNTP) has a new, highly-publicized report about what it calls “irreplaceables," a catchy term that is supposed to describe those teachers who are “so successful they are nearly impossible to replace." The report’s primary conclusion is that these “irreplaceable” teachers often leave the profession voluntarily, and TNTP offers several recommendations for how to improve this.

    I’m not going to discuss this report fully. It shines a light on teacher retention, which is a good thing. Its primary purpose is to promulgate the conceptual argument that not all teacher turnover is created equal – i.e., that it depends on whether “good” or “bad” teachers are leaving (see here for a strong analysis on this topic). The report’s recommendations are standard fare – improve working conditions, tailor pay to “performance” (see here for a review of evidence on incentives and retention), etc. Many are widely-supported, while others are more controversial. All of them merit discussion.

    I just want to make one quick (and, in many respects, semantic) point about the manner in which TNTP identifies high-performing teachers, as I think it illustrates larger issues. In my view, the term “irreplaceable” doesn't apply, and I think it would have been a better analysis without it.

  • Labor Market Behavior Actually Matters In Labor Market-Based Education Reform

    Economist Jesse Rothstein recently released a working paper about which I am compelled to write, as it speaks directly to so many of the issues that we have raised here over the past year or two. The purpose of Rothstein’s analysis is to move beyond the talking points about teaching quality in order to see if strategies that have been proposed for improving it might yield benefits. In particular, he examines two labor market-oriented policies: performance pay and dismissing teachers.

    Both strategies are, at their cores, focused on selection (and deselection) – in other words, attracting and retaining higher-performing candidates and exiting, directly or indirectly, lower-performing incumbents. Both also take time to work and have yet to be experimented with systematically in most places; thus, there is relatively little evidence on the long-term effects of either.

    Rothstein’s approach is to model this complex dynamic, specifically the labor market behavior of teachers under these policies (i.e., choosing, leaving and staying in teaching), which is often ignored or assumed away, despite the fact that it is so fundamental to the policies themselves. He then calculates what would happen under this model as a result of performance pay and dismissal policies – that is, how they would affect the teacher labor market and, ultimately, student performance.*

    Of course, this is just a simulation, and must be (carefully) interpreted as such, but I think the approach and findings help shed light on three fundamental points about education reform in the U.S.

  • The Real “Trouble” With Technology, Online Education And Learning

    It’s probably too early to say whether Massive Open Online Courses (MOOCs) are a "tsunami" or a "seismic shift," but, continuing with the natural disaster theme, the last few months have seen a massive “avalanche” of press commentary about them, especially within the last few days.

    Also getting lots of press attention (though not as much right now) is Adaptive/Personalized Learning. Both innovations seem to fascinate us, but probably for different reasons, since they are so fundamentally different at their cores. Personalized Learning, like more traditional concepts of education, places the individual at the center. With MOOCs, groups and social interaction take center stage and learning becomes a collective enterprise.

    This post elaborates on this distinction, but also points to a recent blurring of the lines between the two – a development that could be troubling.

    But, first things first: What is Personalized/Adaptive Learning, what are MOOCs, and why are they different?

  • The Unfortunate Truth About This Year's NYC Charter School Test Results

    There have now been several stories in the New York news media about New York City’s charter schools’ “gains” on this year’s state tests (see here, here, here, here and here). All of them trumpeted the 3-7 percentage point increase in proficiency among the city’s charter students, compared with the 2-3 point increase among their counterparts in regular public schools. The consensus: Charters performed fantastically well this year.

    In fact, the NY Daily News asserted that the "clear lesson" from the data is that "public school administrators must gain the flexibility enjoyed by charter leaders," and "adopt [their] single-minded focus on achievement." For his part, Mayor Michael Bloomberg claimed that the scores are evidence that the city should expand its charter sector.

    All of this reflects a fundamental misunderstanding of how to interpret testing data, one that is frankly a little frightening to find among experienced reporters and elected officials.

  • What Florida's School Grades Measure, And What They Don't

    A while back, I argued that Florida's school grading system, due mostly to its choice of measures, does a poor job of gauging school performance per se. The short version is that the ratings are, to a degree unsurpassed by most other states' systems, driven by absolute performance measures (how highly students score), rather than growth (whether students make progress). Since more advantaged students tend to score more highly on tests when they enter the school system, schools are largely being judged not on the quality of instruction they provide, but rather on the characteristics of the students they serve.

    New results were released a couple of weeks ago. This was highly anticipated, as the state had made controversial changes to the system, most notably the inclusion of non-native English speakers and special education students, which officials claimed they did to increase standards and expectations. In a limited sense, that's true - grades were, on average, lower this year. The problem is that the system uses the same measures as before (including a growth component that is largely redundant with proficiency). All that has changed is the students that are included in them. Thus, to whatever degree the system now reflects higher expectations, it is still for outcomes that schools mostly cannot control.

    I fully acknowledge the political and methodological difficulties in designing these systems, and I do think Florida's grades, though exceedingly crude, might be useful for some purposes. But they should not, in my view, be used for high-stakes decisions such as closure, and the public should understand that they don't tell you much about the actual effectiveness of schools. Let’s take a very quick look at the new round of ratings, this time using schools instead of districts (I looked at the latter in my previous post about last year's results).

  • How Often Do Proficiency Rates And Average Scores Move In Different Directions?

    New York State is set to release its annual testing data today. Throughout the state, and especially in New York City, we will hear a lot about changes in school and district proficiency rates. The rates themselves have advantages – they are easy to understand, comparable across grades and reflect a standards-based goal. But they also suffer severe weaknesses, such as their sensitivity to where the bar is set and the fact that proficiency rates and the actual scores upon which they’re based can paint very different pictures of student performance, both in a given year as well as over time. I’ve discussed this latter issue before in the NYC context (and elsewhere), but I’d like to revisit it quickly.

    Proficiency rates can only tell you how many students scored above a certain line; they are completely uninformative as to how far above or below that line the scores might be. Consider a hypothetical example: A student who is rated as proficient in year one might make large gains in his or her score in year two, but this would not be reflected in the proficiency rate for his or her school – in both years, the student would just be coded as “proficient” (the same goes for large decreases that do not “cross the line”). As a result, across a group of students, the average score could go up or down while proficiency rates remained flat or moved in the opposite direction. Things are even messier when data are cross-sectional (as public data lmost always are), since you’re comparing two different groups of students (see this very recent NYC IBO report).

    Let’s take a rough look at how frequently rates and scores diverge in New York City.

  • Examining Principal Turnover

    Our guest author today is Ed Fuller, Associate Professor in the Education Leadership Department at Penn State University. He is also the Director of the Center for Evaluation and Education Policy Analysis as well as the Associate Director for Policy of the University Council for Educational Administration.

    “No one knows who I am," exclaimed a senior in a high-poverty, predominantly minority and low-performing high school in the Austin area. She explained, “I have been at this school four years and had four principals and six algebra I teachers."

    Elsewhere in Texas, the first school to be closed by the state for low performance was Johnston High School, which was led by 13 principals in the 11 years preceding closure. The school also had a teacher turnover rate greater than 25 percent for almost all of the years and greater than 30 percent for 7 of the years.

    While the above examples are rather extreme cases, they do underscore two interconnected issues – teacher and principal turnover - that often plague low-performing schools and, in the case of principal turnover, afflict a wide range of schools regardless of performance or school demographics.

  • A Chance To Help Build Grassroots Democracy In China

    Our guest author today is Han Dongfang, director of China Labor Bulletin. You can follow him on Weibo in Chinese and on Twitter in English and Chinese. This article originally appeared on the China Labor Bulletin, and has been reprinted with permission of the author.

    The first of February this year was a historic day in the Chinese village of Wukan. Several thousand villagers, who had chased out their corrupt old leaders, went to the polls to democratically elect new representatives. A few months later, on 27 May, there was another equally historic democratic election in a factory in nearby Shenzhen, when nearly 800 employees went to the polls to elect their new trade union representatives. These two elections, one in the countryside, the other in the workplace, both represent important milestones on the road towards genuine grassroots democracy in China.

    Just like in Wukan, the Shenzhen election came about a few months after a mass protest at the ineptitude of the incumbent leadership. The workers at the Omron electronics factory staged a strike on 29 March demanding higher pay and better benefits and, crucially, democratic elections for a new trade union chairman.