Critical Analysis On The Philosophy Of Control

The quality of the candidate assessment can be affected by multiple factors such as the school context, support by teachers and administration, support provided by the teacher preparation program, the amount of time the candidate can spend on the portfolio, school schedules can disrupt lessons, unclear language of the assessment itself, and the technological problems. The edTPA only focuses on planning, instruction, and assessment of a few lessons and ignores professional responsibilities, collegiality, and working with families. There are some disconnects between the concepts of the edTPA and teacher evaluation systems or context specific philosophies or approaches. Finally, Stanford University hired Pearson to implement the edTPA across the country and the recent corporate testing backlash has cast a negative light on

Based on the Georgia Department of Education, Georgia has a new way of evaluating all of its teachers. Beginners teachers are held with the same standards as tenured teachers. The evaluation is through Teacher Keys Effectiveness System (TKES) which is consist of three components which gives to an overall Teacher Effectiveness Measure (TEM). First component is Teacher Assessment on Performance Standards (TAPS). The second component is Surveys of Instructional Practice (student perception surveys). Lastly Student Growth Percentile and Student Learning Objective. (SGP and SLO).

As schools across the nation look for a uniform method to evaluate teachers’ performances, concerns about both methods are highlighted. NYC is using the Danielson Framework to evaluate teachers this year; some concerns have been brought up by administrators and the teachers union. In the piliot program it was noted by one administrator that “some of her teachers are not scoring as high on the rubric as she would expect — precisely because the rubric expects the same general characteristics in all grades” (Cromidas, 2012). This is because in the Danielson Framework the observer is looking for weather a teacher is doing the behavior or not. Check mark - there is no distinction between a new teacher and a veteran teacher. The other thing that administrators are noting that the “practicing observing teachers using Danielson had proved to be time-consuming” (Cromidas, 2012). It is recommend that they observer spends a number of informal observations lasting at least 15 minutes in the classroom before the official observation and that the report be turned around in 48 hours to the teacher.

This paper will effectively detail the issues surrounding policy as it pertains to teacher reform for New Jersey Tenure Laws. I will discuss why this new reform has made it impossible to terminate non-effective teachers because of the protection that TEACHNJ provides. I will also discuss inaccuracies as it pertains to accountability and transparency under the new tenure laws. Lastly, I will discuss the teacher rating system and evaluation system that rates teachers in four categories, from highly effective to ineffective. Teacher evaluations would be based on measures of student learning, such as improvement of state test scores, student work, and other practices linked to student achievement. The New Jersey Education Association has proposed streamlining the legal process for removing teachers, but has adamantly defended the basic job protection of tenure, saying it prevents unfair dismissal, favoritism and attempts to save money by firing expensive veterans. The state’s largest teacher’s union also vehemently opposes judging teachers largely on test scores, saying that doing so penalizes teachers with the most difficult students, and that the data is unreliable. Teachers are fearful of losing their jobs if they don’t raise test scores, teachers will redouble their test-preparation efforts, and quality instruction will be sacrificed,” NJEA President Barbara Keshishian said in a statement. “Parents should be alarmed and dismayed at this proposal.” (Brody)

ravis Hirschi has dominated control theory for four decades. His influence today is undiminished and likely will continue for years, if not decades, to come (see, e.g., Britt & Gottfredson, 2003; Gottfredson, 2006; Kempf, 1993; Pratt & Cullen, 2000). Beyond the sheer scholarly talent manifested in his writings, what accounts for Hirschi’s enduring influence on criminological theory? Three interrelated considerations appear to nourish the appeal of his thinking. First, Hirschi’s theories are stated parsimoniously. This means that his theory’s core propositions are easily understood (e.g., the lack of

Countless of students are not being educated as well as they should be. The article argues, the wrong test can ineffectively evaluate quality of strong teachers. Therefore, those teachers become penalized. Whereas, the wrong test can fail to identify a weak teacher. As a result, the student is who suffers in the end. Secondly, the article discusses three primary purposes for the educational testing’s; compare, to instruct, and to evaluate. Comparison allows the educational system to identify score differences among students, whereas instructional testing is an ongoing evidence of a student’s level of achievements. Lastly, evaluation is to determine the quality of teachers. So, if the tests are appropriately implements, students can benefit. However, comparison has dominated the American education system.

This is also occurring by scoring of teachers in these diverse school districts negating individual school district needs. This viscous circle undercuts the needs of students and teachers, to make current informed performance goals in accurate and fair treatment for teachers and students. The intended purpose of feedback from these principals is to meet strategic goals, establish standards, compare performance to standards, and make corrections to the system thru the monitoring the organizations they represent, identifying the activities then taking corrective

I agree and disagree with the author in these articles. I thought the changing the teacher evaluation process can be a bad thing and a good thing. I think that teachers should be graded hard on their evaluations, but not too hard that it impossible for teacher to earn tenure. Teachers goals shouldn’t be to earn tenure, but if they teaching their students well. And making an impact in the students’ lives. Tenure is a good idea because everyone should feel safe in their jobs, and feel like they’re won’t get fired. I understand why the state want to make the evaluations harder for teacher, because they want the best teachers in the schools. If there are teachers that getting bad grades on their evaluations then they might not be the best teachers to be teaching children. I think teachers shouldn’t be evaluation be based on 50 percent on students’ standardized-test scores because students could be really bad at tests and then do badly on the test. Teachers could be scored badly on different reasons to like students in low- income families, and students who have disabilities. "Legislators are trying to justify their voting for this bill on the grounds that it increased funding, but that's in many respects to distract from the fact that they voted for things they didn't understand that might end up being damaging to teachers' careers.” I thought that was interesting because it will be damaging that the people who agreeing with these bills don’t understanding what they’re voting for things. This knowledge could be useful to me when I become a teacher because I will be evaluation as a teacher. It is good to know new laws that are being passed with teachers’ evaluations and tenure. It good to know how you are being evaluation, and how you can earn tenure.

Ohio will implement the new teacher evaluation system in the 2014-2015 school year. Teacher performance ratings will comprise 50 percent of the evaluation. The remaining 50 percent relies on improvements in student test scores.

For the purpose of this research activity, I wanted to focuses on Missouri and California. I have worked at both states, and have found both states to have their own systems for evaluation teachers, but at the same time they are very similar. Both states, like many other states, agree that our previous evaluation systems have not helped teacher grow to their potential. Both evaluation systems as set in place to help teachers grow, improve their practice, allow them to grow professionally, and overall enhance student learning. The purpose of having an evaluation system is to ensure we see higher student learning. Both states aim to use their evaluation process with helping teachers become professional educators who can have the tools necessary to work on student academic growth.

Podursky et. al. (2007) discussed the comparison of teacher performance on evaluations conducted by the principal to student achievement. It was concluded, “Research literature to date and particularly the recent work by Jacobs and Lefgren show that subjective evaluations of teacher performance are valid measures of teacher effectiveness as measured by student achievement gains.” (p. 562). Principal evaluations reflecting low stakes were used to acquire these results. The question still remains if these types of evaluations will continue to be of value in a merit based system. Also would a principal who would normally give a teacher a lower performance score, under regular circumstances-non-high stakes evaluations, do the same if it were

A review board is vital for educational institutions because they set the foundation for future careers. It is important for an organization to hire to best instructors for students so that they can get the best teaching which will build both the students and the organization itself. After reading the prompt for Valley of the Sun Academy (VSA), an excel sheet was created to provide the best recommendation for VSA to adopt. The Peer Faculty Performance Review (PFPR), proved to be more affirmative. With the use of statistical methods and the data provided, they gave clear understanding of each method, the pros and cons and which one would be more beneficial. Without calculating anything at first, both methods validated some positive points. With

BARS systems focus on a collection of statements that describe effective and ineffective behaviors and the evaluator simply selects the statements that best describe what the employee does. The best feature of this method is that personal bias is limited since the levels are selected based on evidence not feelings ("Performance Appraisal Methods," n.d.). As evidence of the effectiveness of this method, teachers in Illinois are measured on a scale like that was developed by Charlotte Danielson. Principles cannot unfairly evaluate teachers they either like or dislike since they can only give a rating based on evidence collected, bias and judgmental statements cannot be submitted as evidence (Danielsongroup, 2013). While this method does have some great positives it also has some downfalls. First the scoring system might be costly to develop if each secretary has very different job functions. If all the staff have similar job functions this issue would be minimized. The second major issue that arises from this method is that the person who is doing the evaluations needs to be trained on the system, and taught what evidence is and what is not. While this is not a major hurdle, it can cause some delay in the implementation of the process ("Performance Appraisal Methods,"

With this ongoing rapidly developing in our world; the changing is needed and must be beginning of the education. In our education system we provide many academic programs to students, teachers or educational supervisors or others. It’s obvious that evaluation these academic programs is very significant to bring out better outcomes. Moreover, it is a very important part of the development of an educational process in all its aspects. At some point, educators will need to evaluate an educational program to determine its worth and to get a proper outcome. Thus, there are many committees and accreditation of teacher education revealed lately. I find this very interesting subject to write brief paper and

Besides curriculum reform in the nation, PDE has attempted to implement two new evaluation systems for the 2013-2014 school year. One of them is designed for the teachers in order to offer more effective teachers to the children.