Teacher pay matters – TN policymakers don’t get it
Yes, it’s about money.
Despite Gov. Bill Lee and his GOP allies claiming to invest in teachers, average teacher pay in the state is still among the lowest in the nation.
And a new report suggests the teacher pay penalty – the gap between teacher pay and the pay of other comparably-educated professionals – is at an all-time high.
The latest data says the “teacher pay penalty” – the gap between teacher compensation and the pay of other professionals – is now at an all-time high – 27%.
Of further concern:
Young people’s interest in education continues to slide as they recognize “many downsides” to teaching, including its unattractive pay.
Since 2009, Tennessee has identified shortages in the overall numbers of K-12 teachers needed for public schools as well as teachers for specific subjects. There is a critical need in the state for STEM teachers, as well as shortages in high school English, social studies, world languages, Pre-K through high school special education, and English as a second language.
In short, policymakers have been aware of this problem for a long, long time.
Now, the crisis is acute – and nothing is being done.
The following post is a submitted guest column by Greg O’Loughlin
Last Saturday, some teacher friends and I were having lunch, and the conversation turned to the conditions required for students to trust their teachers with questions about racism, equity, and justice.
One of the teachers was recounting a recent experience with some of her students who were discussing the use of a racial epithet by some other students. Some were quoting recent headlines and others were using it in full while questioning appropriate usage. It sounded very much like kids playing with fire – it was dangerous, potentially harmful, and if things got out of hand, there was the risk that people would be hurt. Lines were crossed and confusion was leading to injury, so they came to this teacher seeking some help and guidance.
She shared the details of the conversation she facilitated with them, in between classes, in the hallway, then later in the day for some follow up. It was tricky and sensitive, and it worked – everyone involved in the conversation reported leaving it with a better understanding of the risks, the consequences, and the humanity involved.
A member of our party asked, “How did those students know that they could trust you with questions like that? Why did they know that they could turn to an older White lady with questions about the N-word? I don’t think I would have trusted a teacher with a question that was so full of emotion and vulnerability.”
The teacher reflected for a moment and said, “I think it’s because I’ve been in that school for so long. I taught their older brothers, and I’ve taught so many siblings, I guess I have a reputation as being trustworthy and safe and engaged in the work of exploring topics like that one. I know all the families, and they know me. We don’t always see eye to eye but we feel connected and like we’re part of the larger community, and we trust one another.”
She was trusted because she had spent countless hours investing in the community building and relationship building that is essential to effective teaching and learning.
That’s not something that’s covered in most analysis and discussion of teaching and teachers. Teachers are leaving at unprecedented rates and the harm this is causing in our communities cannot be addressed by simply replacing them.
Recent news about the growth of a program that will bring new teachers into the profession is welcome. Teachers have been sounding the alarm for far too long about the need for more adults in the building and more teachers in classrooms, and it’s good to see people in positions around the state deciding to do something about that. But who will be on the faculties of the schools when these new teachers arrive for the first day of school?
Will these new teachers arrive at school buildings where the majority of the faculty know the families, the siblings, and surrounding community? Or will these new teachers arrive at schools with dozens of other new teachers, lacking the relationships that are essential for effective teaching and learning?
A study by the University of Pennsylvania found that in 1987-1988, the average American teacher had approximately 15 years of experience in the classroom. By 2016, the average was less than 3 years. Nearly 50% of new teachers quit teaching in the first 5 years in the classroom. The kinds of relationships my friend described as being essential to her ability to connect with her students and their families take time. Learning takes time. Community building takes time. If we can’t keep teachers in the classroom, we are not providing them or their students with the necessary components of teaching and learning.
It’s a good idea to hire more teachers, and plans for how to do so are clear, celebrated, and well funded. Teachers in the classroom now deserve at least the same. A failure to address the specific needs of teachers is a failure to support the students. Bringing thousands of new teachers to a system that does not effectively support current teachers with well-defined and effective retention efforts is a short-sighted idea that could prove to be more harmful than good.
Let’s be sure that our most creative and concerted efforts are oriented toward retaining teachers. It’s what EdCo does, and we know it makes a difference in the lives of teachers, students, and communities.
Greg O’Loughlin, Founder and Director of The Educators’ Cooperative, a nonprofit based in Nashville that supports ALL educators with workshops and resources that result in longer, healthier, and more effective careers in the classroom.
Belmont University’s College of Education has its first Dean, and he’s got a record of undermining public schools and attacking teachers. The Lexington Herald-Leaderreports that outgoing Kentucky Commissioner of Education Wayne Lewis will be the inaugural Dean of the College of Education at Nashville’s Belmont University. Here’s more:
Wayne D. Lewis Jr., who just resigned under pressure from Gov. Andy Beshear’s newly appointed Kentucky Board of Education, was on Monday named the inaugural Dean of the College of Education at Belmont University at Nashville, according to a news release from Belmont.
As Commissioner of Education in Kentucky, Lewis advanced an agenda focused on creating charter schools in Louisville and Lexington. He also helped then-Governor Matt Bevin crackdown on teacher strikes by requesting that districts provide him with a list of teachers who had taken sick days on days coinciding with demonstrations against Bevin’s privatization agenda in Frankfort.
In announcing the hire, Belmont Provost Thomas Burns said:
“We wanted to find a different kind of leader to build our ‘dream’ of a College of Education, who will lead the faculty and staff in the School of Education to develop and deliver world-class programs designed to educate teachers for students in our community and our world as the next generation of compassionate, confident and committed leaders in the classroom and beyond.”
Apparently, Belmont’s dream includes the privatization of public schools and the silencing of teachers voicing dissent over low pay and poor working conditions. Should be great for recruiting students to the program.
For more on education policy in Tennessee, follow @TNEdReport
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According to a recent report, Tennessee’s education policies have resulted in our state becoming a national leader in at least one category. The Learning Policy Institute notes that Tennessee has the highest percentage of 1st- and 2nd-year teachers of any state in the nation. Nearly 20% of Tennessee’s teacher workforce is very new to the profession. That’s well above the national average of 12.7%. When that number is combined with the percentage of uncertified teachers (4.1%), the outlook is not good: Our schools are not retaining experienced teachers. The national average for classrooms staffed by uncertified teachers is 2.6%.
Check out the data:
Teacher compensation in Tennessee is certainly one factor playing into this challenge. Our teachers are paid 27.3% less than individuals in similarly trained professions. In fact, we have among the highest teacher wage gaps in the country.
Helpfully, the Learning Policy Institute offers some recommendations for improving this situation:
Service scholarships and student loan forgiveness:
The cost of high-quality teacher preparation is a significant obstacle to those considering entering the teaching profession. To overcome such barriers, at least 40 states have established service scholarship and loan forgiveness programs to recruit and retain high-quality teachers. These programs underwrite the cost of teacher preparation in exchange for a number of years of service in the profession. Research has found that effective service scholarship and loan forgiveness programs leverage greater recruitment into professional fields and locations where individuals are needed, and support retention.
High-retention pathways into teaching:
Teacher turnover is higher for those who enter the profession without adequate preparation. However, teachers often choose alternative certification pathways that omit student teaching and some coursework because, without financial aid, they cannot afford to be without an income for the time it takes to undergo teacher training. High-retention pathways are developed to subsidize the cost of teacher preparation and provide high-quality training for incoming teachers. These pathways include teacher residencies and Grow Your Own programs that recruit and prepare community members to teach in local school districts
Mentoring and induction for new teachers:
Evidence suggests that strong mentoring and induction for novice teachers can be a valuable strategy to retain new teachers and improve their effectiveness. Well-mentored beginning teachers are twice as likely to stay in teaching as those who do not receive mentoring. However, the number of states supporting mentoring and induction programs decreased during the recent recession, and a 2016 review of state policies found that just 16 states provide dedicated funding to support teacher induction. Under ESSA, states can leverage federal Title II, Part A funds to support new teacher induction and mentoring. Indeed, a number of states, including Delaware and Ohio, are taking such an approach. Other states have invested state funds to support new teacher induction, including Connecticut and Iowa.
High-quality school principals:
Principals play a central role in attracting and retaining talented teachers. Teachers cite principal support as one of the most important factors in their decision to stay in a school or in the profession. Therefore, states can benefit from building effective systems of preparation and professional development for school leaders. Title II, Part A of ESSA provides states with new opportunities to invest in and improve school leadership in ways that could increase teacher retention, including by reserving up to 3% of their state Title II, Part A funds for school leader development. Many states—including North Dakota and Tennessee—are seizing this opportunity, with nearly half of states using the optional 3% set aside and 21 states using ESSA funds to invest in principal preparation. The North Carolina Principal Fellows program is an example of a long-standing, successful state effort to support principal development.
Competitive compensation:
Not surprisingly, the lack of competitive compensation is one factor that frequently contributes to teacher shortages, affecting the quality and quantity of people planning to become teachers as well whether people decide to leave the teacher workforce. Even after adjusting for the shorter work year in teaching, beginning teachers nationally earn about 20% less than individuals with college degrees in other fields—a wage gap that widens to 30% by mid-career. Large inequities in teacher salaries among districts within the same labor market leave some high-need, under-resourced districts at a strong disadvantage in both hiring and retaining teachers. More competitive compensation can be a critical strategy to recruit and retain effective educators, although different approaches may be necessary depending on the state, regional, and district context.
Recruitment strategies to expand the pool of qualified educators:
In light of fiscal constraints, many states are also opting for low-cost policy solutions that expand the pool of qualified teachers. Such strategies include recruiting recently retired teachers back into the classroom to fill open positions and strengthening licensure reciprocity to ease undue burdens to cross-state mobility and allow experienced and accomplished educators the opportunity to seamlessly transition into service in a different state. Colorado, for example, is actively pursuing both strategies, and Idaho, Oklahoma, and West Virginia are also recruiting retired teachers to help address teacher shortages.
Tennessee should certainly move forward with a serious effort to improve teacher compensation as well as an early career mentoring/induction program. Coupling these two items with meaningful new investments in our schools could make both coming to and staying in teacher a more attractive proposition in our state.
Until then, it’s likely we’ll continue to see teachers leave the profession at higher than the national rate. We simply haven’t been committed to investing in our teachers and it shows.
For more on education politics and policy in Tennessee, follow @TNEdReport
You might think Tennessee’s public schools of education are doing a poor job of turning out effective educators if you read this story in yesterday’s Tennessean.
The article notes:
Many of Tennessee’s teacher preparation programs aren’t at the quality the state expects. A number of those underperforming are at state colleges — with none of those schools performing at the highest level.
It’s a “sobering” data point education officials are highlighting as they work toward addressing fixes in Tennessee’s teaching programs.
The article references the redesigned teacher preparation report card produced annually by the Tennessee State Board of Education.
The revamped report includes candidate profile (who is enrolling in teacher prep programs), retention (whether grads stay in teaching), and “teacher effectiveness” (which is measured primarily by the flawed TVAAS system).
TVAAS scores of graduates account for 25 of the 75 points available to rate teacher prep programs. That means the rating formula is heavily skewed toward an unreliable statistical estimate of performance.
At best, TVAAS is a rough estimate of teacher performance. A fairly solid indicator that a teacher earning a “5” is NOT a “1,” but relatively meaningless otherwise.
Now, of course, Tennessee has transitioned to new tests. TNReady has been fraught with problems, but even if it hadn’t been, the results would render TVAAS data highly suspect. So, 33% — the largest single portion — of the score attributed to teacher prep programs comes from a number that is essentially meaningless. Let me be clear: Schools receiving grades of 4 (the highest) or 1 (the lowest) on this metric are getting numbers that have no basis in statistical reality.
The next area of importance to a program’s score is the profile of the candidates enrolled in their program. Here, the state is looking for high academic achievers and overall diversity.
As noted in the article:
McQueen also has plans for a statewide tour to schools with the purpose of getting high-achieving, young students into the education profession, especially since preparation programs are having trouble getting qualified candidates in the doors.
This is predicated on the assumption that students with higher ACT scores will ultimately become better teachers. Whether or not that’s true, it ignores the underlying reality: Teaching just may not be a very attractive field. That’s not the fault of schools of education and it certainly isn’t their responsibility to fix it.
In fact, Tennessee has been looking at a coming teacher shortage for years now. Districts like MNPS are already seeing the impact.
Why might teaching be unattractive? Well, for one, the pay is not exactly great. In fact, Tennessee teachers earn about 30% less than their similarly prepared peers. Boosting pay may be one way to help make the field more attractive. Alternatively (and much cheaper), the state could send the outgoing Commissioner of Education on a tour of schools to attempt to persuade high achieving students to enter a profession where they can expect to earn significantly less than other professionals and be subjected to a testing and evaluation system that according to some is “driving teachers crazy.”
Another factor? Our state under-funds the BEP (the state’s funding formula for schools) by around $500 million. So, new teachers face low pay, a problematic evaluation system, and under-resourced schools. Is it any wonder teacher prep programs aren’t getting enough qualified applicants?
Nevertheless, teacher prep programs are being held “accountable” for fixing problems over which they have little control. Makes perfect sense.
*NOTE: An earlier version of this story indicated TVAAS accounted for 40 points on the scale. That has been corrected to accurately reflect the 25 points TVAAS scores comprise.
For more on education politics and policy in Tennessee, follow @TNEdReport
Today, the State Collaborative on Reforming Education (SCORE) announced a statewide campaign to recruit millennials into the teaching profession. The campaign–Teach Today. Change Tomorrow–will include statewide radio ads, resources for prospective teachers, and recruiting current teachers to help recruit others into the teaching profession.
I love the forwardness of this campaign to actively recruit the next generation of teachers, and I hope it works in recruiting great teachers. We need teachers out on the front lines showing college students how important education is for our country’s future.
Here’s the press release:
Tennessee needs high-quality teachers across the state, and Teach Today. Change Tomorrow. is committed to helping place a great teacher in front of every student. With more than 20,000 anticipated job openings in education by 2024 in Tennessee, Teach Today. Change Tomorrow. seeks to motivate passionate young people to pursue a career in teaching and ensure future teachers are prepared.
The mission of Teach Today. Change Tomorrow. is to inspire talented young people across Tennessee to become our state’s next generation of teachers,” said Jamie Woodson, SCORE executive chairman and CEO. “By illustrating the positive impact that great teaching has on a community, we will show them that they have the power to change the future beyond the classroom.”
Teach Today. Change Tomorrow. will look to empower millennials to go into the teaching profession. Tennessee has many high-needs schools in rural and urban districts and needs to recruit more STEM (science, technology, engineering, math) teachers, an area where the state faces a critical shortage. Teach Today. Change Tomorrow. will also address the need for more diversity in Tennessee’s teacher ranks. Students of color make up 35 percent of the public school population, yet just 15 percent of teachers in the state identify as persons of color.
The campaign includes a website, TeachTodayTN.org, and presences on Facebook, Twitter and Instagram, supported with statewide radio advertising. The website contains information about the path to an education career, testimonials from current teachers and links to all Tennessee educator preparation programs.
From mentorship through its Ambassador program, made up of teachers and education professionals throughout the state, to providing the tools and information necessary to become a teacher in Tennessee, Teach Today. Change Tomorrow. will be an essential resource for millennials who want to make a difference through teaching.
“Kids all across Tennessee deserve adults who will support them, cheer for them, and are champions for them,” said Cicely Woodard, a teacher at West End Middle Prep. “Our students need more educators who will listen to them and who want them to be successful in the future.”
Partners in this work include the Hyde Family Foundations, Nashville Public Education Foundation, Memphis Education Fund, Public Education Foundation Chattanooga, Conexión Américas, Lipscomb University, Teach for America Nashville, Crisp Communications, Tennessee Charter School Center and the Tennessee Department of Education.
While the debate around vouchers is loud and needed, we must not forget about the other bills that are making their way through the legislative process. Here are four bills that teachers need to know that will change how teacher effectiveness and preparation are measured.
The proposed bills all look like they will pass and become law. Spread the word about these bills so teachers will have the most updated information.
There is a consensus that we need to improve the preparation of future teachers. Teachers need the most updated information from faculty that still have connections to the classroom.
The amended version of the bill requires education preparation faculty, including education deans, to have direct personal involvement in a school annually. The state summarizes that bill as follows:
Requires full-time educator preparation program faculty members, including academic deans, to have direct personal involvement in public schools or local education agencies (LEAs) annually. Requires faculty involvement to include professional learning targeted to pre-K through grade 12 teachers; learning focused on LEA specific initiatives; direct instruction to pre- K through grade 12 students; district-level partnership; or observation of pre-K through grade 12 teachers.
The bill has passed the Senate and is waiting to be taken up in the House Finance committee this week.
Right now, you are able to log on the Teacher Prep Report Card to find out information about how teacher preparation programs are doing in preparing teachers for the classroom. This bill will add teacher observation data into this mix.
The bill requires the department of education to provide all state board of education approved teacher training programs access to annual evaluation data for teachers and principals graduating from the programs for a minimum of five years following the completion of the program.
It’s not clear if the public will be able to see the evaluation data from the different preparation programs. Either way, I hope the programs will use the data to improve.
The bill has passed the Senate and is waiting for the House to take it up this weeks.
This bill deals with assessment data that are used in overall teacher evaluations. The bill makes permanent the flexibility to use the most recent year of TVAAS student growth, if it leads to a higher evaluation score for the teacher. I’ve heard that some superintendents like this bill because it could be used to reward a teacher for a large one year growth. The three year growth option will allow teacher flexibility to change schools, grade level, or move to support a higher need population.
And here’s the state’s summary:
Requires the student growth portion of teacher evaluations to account for 10 percent of the overall evaluation criteria in FY16-17 and 20 percent in FY17-18 and each year thereafter. Requires that the most recent year’s student growth evaluation composite account for 35 percent of growth data in a teacher’s evaluation, if such use results in a higher evaluation score. Authorizes the use of educational progress and evaluation data for research purposes at postsecondary institutions. Requires Tennessee Comprehensive Assessment Program (TCAP) subject-area scores to make up the following percentages of elementary and middle school students’ final spring semester grades in grades 3-8: 10 percent in FY16-17; 15 percent in FY17-18; and 15 to 25 percent in FY18-19 and subsequent years.
This bill has passed the House and is waiting to be passed in the Senate.
This bill is trying to solve the problem that arises with teachers who teach in non-tested subjects. The state summary is pretty clear in this case:
Requires local education agencies (LEAs), by the 2018-2019 academic school year, to adopt at least one appropriate alternative growth model approved by the State Board of Education in order to provide individual growth scores to teachers in non- tested grades and subjects. Requires the Department of Education (DOE) to develop valid and reliable alternative student growth models for non-tested grades and subjects currently without such models.
What do you think?
Teachers, what are thoughts on these four bills? Let us know in the comments.
For more on education politics and policy in Tennessee, follow @TNEdReport.
The Commercial Appeal in Memphis reported on the 10 year anniversary of Teach for America in Memphis. It was fascinating to see how the demographics of TFA Memphis has changed for the better over the last 10 years. What started out as mostly White teachers from outside Memphis has turned into a corps with more teachers of color and more teachers from Memphis.
“There were five people of color in the entire corps,” Turner, a member of that first local group, said. “Nobody from Memphis. In fact I think I might have been the only one in the corps who preferred to come to Memphis.”
This year’s incoming cohort has 138 teachers. A quarter are from Memphis. More than half are people of color, and half come from low-income backgrounds.
The demographic shift is intentional, Turner said, and indicative of the efforts TFA, and particularly the Memphis office, has made to respond to the needs of communities and critics of the organization’s work. The office added a local recruitment team that netted 24 corps members this year.
Compared to 10 years ago, more TFA teachers are staying in Memphis and many of those are still teaching.
I believe that TFA is a great way for mid-career professionals to come into the teaching profession with a great support network. Those support networks are not in place in some teaching colleges in Tennessee that offer transitional teaching programs.
Of the first cohort 10 years ago, 25 percent of the teachers remained in Memphis after their two-year commitment. The cohort that just wrapped its second year in schools this spring has 70 percent staying locally. Of those who are staying, 90 percent are still teaching, Turner said.
Corps members are also no longer nearly exclusively just out of college. Ten years ago, all but six were recruited their senior year of college. This year, 38 percent are just like Cassell — mid-career professionals looking for a change.
The 33-year-old former accountant came from an education nonprofit in New York City, passing up other big cities with TFA in favor of Memphis where she thought she could make the most difference. She also hopes to add an international flair — her family fled civil war in Liberia for the United States in 1991.
What’s great is that there are 250 TFA alumni in Memphis currently teaching and another 150 TFA alumni are still living and working in Memphis after their TFA time.
According to the Report Card on the Effectiveness of Teacher Training Programs, Teach for America Memphis teachers were better than beginning teachers in 4th-8th grade TCAP composite, science, and social studies and on the high school End of Course exam composite, Algebra I, and biology exams. The same group of teachers also struggled in reading and math compared to other teachers statewide.
For more on education policy and politics in Tennessee, follow @TNEdReport.
The U.S. Department of Education has put forth a new plan to evaluate teacher prep programs. The new plan is about making sure teacher prep programs are producing quality teachers, not just a lot of new teachers.
The biggest part of this new plan is allow more public information about the teacher prep programs. In Tennessee, this is already happening. Recently, the state of Tennessee released information on the state’s teacher prep programs.
The proposal would require states to report annually on the performance of teacher preparation programs – including alternative certification programs – based on a combination of:
Employment outcomes: New teacher placement and three-year retention rates in high-need schools and in all schools.
New teacher and employer feedback: Surveys on the effectiveness of preparation.
Student learning outcomes: Impact of new teachers as measured by student growth, teacher evaluation, or both.
Assurance of specialized accreditation or evidence that a program produces high-quality candidates.
I think providing teacher and employer feedback for teacher preparation programs is great for a few reasons. If a teacher gets out of a program and finds that it was lacking, there should be a way to let others know the program is lacking. The same goes for school districts. If they are receiving top-notch teachers from a school, let others know!
It also means that universities could gain or lose applicants to their universities based on their ranking. Especially for those teachers who want to go back to graduate school to further their education. The rankings from individual school could sway students to go else ware.
Out of the five programs that are consistently outperforming other programs, only two of those come from traditional teacher training programs. I think it’s time for higher education programs to step up their game to produce only the best teachers.
Last week, we reported (thanks to Nancy Bailey) on a proposed collaboration between the Relay Graduate School of Education and the University of Memphis to create a new teacher education program that would train teachers to serve in the lowest-performing schools in Memphis.
Now, Chalkbeat has the story of the Memphis Faculty Senate expressing its displeasure at the move.
The bottom line: The faculty in the Deparment of Education wasn’t consulted about the move and views it as unfriendly competition.
The Relay Project in Memphis is receiving funding from the Hyde Foundation there, among other supporters.
For more on education politics and policy in Tennessee, follow @TNEdReport