Why Doesn’t 4=4?

For the past two years, Gov. Haslam has proposed and the General Assembly has adopted education budgets that included four percent increases in state appropriations for the instructional salary component of the BEP. That means Tennessee teachers have received four percent raises in back-to-back years, right?

Wrong.

Instead, some teachers have seen no raise at all or very small salary increases while the average has hovered in the 2-2.5% range.

What’s going on?

I’ve attempted to explain this phenomenon here and here.

Those posts point to the State Board’s insistence on flexibility for local districts as a part of the equation. And, to be sure, the State Board’s refusal to adjust the state salary schedule by the same percentage as the salary appropriation does play a role.

But, there’s a bigger problem. The state is simply under-funding teaching positions through the BEP formula. I wrote about the Comptroller’s Office of Research and Education Accountability (OREA) study and pointed to a $400 million difference between the BEP-generated allocation of teaching positions and the actual number of teachers hired by local school systems. Since then, OREA has been informed by the Department of Education that some of those positions not funded by the state are entirely funded by federal dollars. The revised estimate, then, is that school districts in Tennessee are paying for between 12-18% of their teaching positions exclusively through local funds.

Yes, local districts are hiring between 12-18% more teachers than the state pays for through the BEP.  Imagine your school district with a teaching force reduced by an average of 15%. Could your schools function? Would students be well-served?

Since districts are responsible for 100% of the cost of any teacher hired beyond the BEP, they must make their available salary dollars stretch. So, when a district receives a 4% increase in salary funds, those funds are spread out among both the BEP-generated teachers and another 15% of teachers the district requires but which are not paid for at all by the state.

Stretching those dollars turns a 4% salary component increase into a raise of around 2% for most teachers. Some districts use 100% of their BEP salary allocation increase to hire new teachers, which means existing staff get no raise at all.

Fortunately, Governor Haslam just held budget hearings and Commissioner of Education Candice McQueen presented her proposed budget, including a recommended increase in the BEP. In fact, the issue of salary is discussed during the hearing when Finance Commissioner Larry Martin brings up BEP components. You can watch that discussion at around the 38 minute mark here. 

Unfortunately, McQueen is not proposing a solution to the BEP funding problem.

Grace Tatter reports:

Earlier in the day, Commissioner Candice McQueen asked for a 1.4 percent increase in education spending next school year, mostly to accommodate a projected 1.8 percent increase in student enrollment statewide, a driving component of the state’s school spending formula, called the Basic Education Program, or BEP.

In addition to wanting $58 million more for the BEP, McQueen asked for an extra $4.4 million for the state’s Read to Be Ready literacy initiative; $379,000 more on educator preparation programs; and $2 million to train teachers on new standards for science and the fine arts. She also is requesting $28.9 million for rural education programs.

It’s nice to see normal growth funded through the BEP, but districts will need a lot more than their share of $58 million to make up for the teacher funding shortfall under the current formula.

An increase of teaching positions of 15% through the BEP formula would cost $367 million. That’s without a salary increase. Of course, our state ended last year with a surplus of over $900 million and is starting this year with revenue coming in well over projections.

Here’s what Governor Haslam has to say about that:

Haslam said the increase would be substantial, although not as much as the state could afford with its considerable surplus. That’s because any pay hike must be sustainable in lean years, he said.

“We will continue to invest in education whenever we can, but we would like to be thoughtful,” Haslam told reporters after hearings on the budget for 2017-18.

If Haslam and the DOE were actually being thoughtful, they’d propose adjusting the BEP formula in a way that provides personnel funding that matches school system needs. Instead, teachers can likely expect that whatever raise is proposed and adopted will be cut in half as a result of the inadequacy of the BEP.

As for those “lean years,” we’re now in our third consecutive year of very significant surpluses. Investing 50% or so of last year’s surplus could beef up the BEP formula and still leave half a billion for other priorities or the rainy day fund.

The BEP is broken. A state experiencing significant budget surpluses should be able to fix it. What’s missing?

For more on education politics and policy in Tennessee, follow @TNEdReport


 

Tennessee Ranks 33rd in Climate for Teachers

WalletHub is out with a ranking of Best and Worst states for teachers based on factors including salary and work environment. Here’s how they describe their methodology:

In order to identify the teacher-friendliest states in the U.S., WalletHub’s analysts compared the 50 states and the District of Columbia across two key dimensions, including “Job Opportunity & Competition” and “Academic & Work Environment.” Because competitive salaries and job security are integral to a well-balanced personal and professional life, we assigned a heavier weight to the first category.

Tennessee received an overall rating of 33, about in the middle for neighboring states. Our neighbors in Virginia and Kentucky come in at 6th and 15th, respectively, while Mississippi is ranked 47th.

See the full map:

 

Source: WalletHub

WalletHub notes:

Most educators don’t pursue their profession for the money. Despite their critical role in shaping young minds, teachers across the U.S. are shortchanged every year. In fact, education jobs are some of the lowest-paying occupations that require a bachelor’s degree, and their salaries consistently fail to keep up with inflation.

Tennessee should aspire to be among the best in our region, and we have the resources to make it happen — including a $925 million surplus for the recently-ended fiscal year. Using this surplus to close the teacher wage gap would improve our rankings and improve the quality of life for teachers. Additionally, the state would do well to heed the priorities outlined by the BEP Review Committee.

For more on education politics and policy in Tennessee, follow @TNEdReport


 

Filling the Wage Gap

Yesterday, I reported on the national wage gap between teachers and other professionals and dug into the data to look at the impact on Tennessee.

It’s pretty disappointing nationally, but the Tennessee numbers are especially disturbing: Below the national average and even about 3 points below the Southeastern average.

We can do better.

Here’s the good news: The Department of Finance and Administration recently released revenue numbers for the fiscal year that ended June 30th. Turns out, we have LOTS of extra money.

Specifically:

Year-to-date revenues for 12 months were $925.0 million more than the budgeted estimate. The general fund recorded revenues in the amount of $852.4 million more than the budgeted estimate, and the four other funds $72.6 million more than the budgeted estimate.

Yes, that’s right, $925 million MORE than we planned on having.

To fully close the wage gap for teachers, we’d need around $500 million which would result in a raise of about $10,000 per teacher.

With this available surplus, Tennessee could become the first state in the nation to close the wage gap completely. And we could do it with $425 million to spare. That’s pretty conservative. Oh, and we could do it without raising a single tax.

An even more conservative approach would be to phase-in wage gap closure over two to three years to ensure revenue is keeping up. That could mean an average raise of about $5000 per teacher in the first year and slightly smaller, but significant raises in successive years.

A move like that would grab national attention. Suddenly, our neighbors in Kentucky and Alabama could no longer say they offer a better value proposition for their teachers.

We would not only deliver on becoming the fastest-improving state in teacher salaries, we’d be doing it in a fiscally responsible, conservative way.

If you’re in college and want to be a teacher, wouldn’t you want to go where you could make just as much as your professional peers? In Tennessee, you’re making 30% less at current numbers. But the budget situation in our state means it doesn’t have to be that way.

The first state in the nation to close the teacher wage gap. It could be Tennessee.

For more on education politics and policy in Tennessee, follow @TNEdReport


 

 

Teachers! Deep Discounts! 30% off in TN!

A new study of teacher pay relative to pay received by other, similarly-educated workers reveals a growing gap. Not surprisingly, teachers are on the losing end, earning roughly 23% less than their peers in other professions. Here in Tennessee, teachers earn 29.3% less than similarly-prepared professionals.

Tennessee’s wage gap for teachers is among the worst in the Southeast, in fact. The average of 11 southern states is a 26.5% gap, leaving Tennessee nearly three points behind.

Here are the numbers (showing what percentage teachers earn relative to their peers) for states in our region:

Louisiana                              80.5%

South Carolina                    79.2%

Kentucky                              78.8%

Mississippi                           74.8%

Arkansas                               74.8%

Florida                                   74.6%

West Virginia                       74.6%

Alabama                                71.8%

Tennessee                             70.7%

Georgia                                  69.3%

Virginia                                  66.9%

North Carolina                     65.4%

The study also addresses what it calls the “benefits-bias.” This is the fact that teachers and other public employees tend to receive more generous healthcare and retirement benefits than their private sector peers. Currently, that number stands at around 6% nationally in favor of teachers. Tennessee doesn’t have the most generous pension or benefits plan, but it’s likely similar to states in our region. Even if you assume the full 6% for Tennessee teachers, though, our teachers are still paid 23.3% less than their professional peers.

The weighted average teacher salary in Tennessee according to the BEP Review Committee is just under $44,000 a year. To fully close the gap, Tennessee teachers would need an average raise of about $10,000 a year.

While the state legislature has passed four percent BEP salary increases in the past two legislative sessions, those funds don’t always make it into teachers’ paychecks due to the Huffman pay plan and action by the State Board of Education.  

The bottom line: Teacher pay matters. It may not be the only factor impacting who chooses teaching and who stays in teaching, but it certainly is an important one. This report notes the disturbing fact that the pay gap between teaching and other professions is widening. That makes it difficult to encourage college students to consider teaching and it also makes it challenging to keep experienced teachers in the profession. A gap of 5-10% can be offset by the benefits earned by teachers. A nearly 30% gap such as exists in Tennessee is unacceptable. Closing this gap will require a sustained commitment to fund teacher pay at the state level. Alternatively, the value proposition for teachers in Tennessee will continue to lag behind that of our neighboring states, not to mention other professionals.

For now, school systems and the state can continue to hire teachers at deep discounts — nearly 30% off! While that may seem like a good deal, it’s one that will exacerbate teacher shortages and shortchange our students. We must do better.

 

For more on education politics and policy in Tennessee, follow @TNEdReport


 

 

 

 

MNPS Unveils New Pay Scale

WSMV reports that MNPS has unveiled its new teacher pay scale:

Metro Schools has unveiled a new pay scale for teachers, which will show as soon as their next paycheck.
The school district says the pay scale will deliver a “significant pay increase” for many teachers.

According to the old scale, teachers with eight years or less of experience were paid $42,082 and teachers with 10 years of experience were paid $44,536.

With the new pay scale, salaries will range between $42,100 and $44,750 for teachers with under 10 years of experience. Teachers with 10 years of experience will earn $47,000.

Here’s a link to the complete pay scale for certified teachers.

A previous analysis found that MNPS lags behind several similar districts in terms of teacher pay.

The upgraded scale shows that teachers with 10 years of experience are now closer to their peers in similar urban districts. However, teachers at the top end of the scale still lag behind their peers in similar districts. Still, the move marks progress and an important investment in the teachers of MNPS.

More on Teacher Pay:

The Importance of Teacher Pay

The Value Proposition for Teachers

You Can’t Buy Groceries with Gratitude

For more on education politics and policy in Tennessee, follow @TNEdReport


 

 

Now 4=3

Readers may remember that last year, after Governor Bill Haslam and the Tennessee General Assembly provided funds equivalent to a four percent increase in the BEP salary allocation, the State Board of Education accepted Commissioner Candice McQueen’s recommendation to increase the state’s salary schedule by two percent.

As McQueen wrote at the time:

We believe this proposal strikes the right balance between maximum flexibility for school districts and the recognized need to improve minimum salaries in the state. For the large majority of districts, the proposal does not result in any mandatory impact as most local salary schedules already exceed the proposed minimums. For these districts, the salary funds must still be used for compensation but no mandatory adjustments to local schedules exist.

This year, Governor Haslam and the General Assembly commendably added another four percent increase to BEP salary funds. The adjustment to the state’s minimum salary schedule, however, is up to the State Board of Education upon recommendation of the Commissioner of Education.

This year’s recommendation was a three percent increase. Today, the State Board of Education adopted that recommendation, making $32,445 the new base salary for Tennessee teachers, effectively the minimum a teacher in the state can earn.

As the State Board of Education notes:

An estimated total of 29  school districts will be required to make
increases to at least one level of their local salary schedule resulting in a specific and earmarked salary expenses.

Admittedly, this year’s increase in funding and the State Board action represent progress.

Last year, I made the following recommendations representing a way to truly improve teacher compensation in our state while supporting local districts:

  • Set the minimum salary for a first-year teacher at $40,000 and create a pay scale with significant raises at 5 years (first year a TN teacher is tenure eligible), 10 years, and 20 years along with reasonable step increases in between
  • Fund the BEP salary component at 75%
  • Adjust the BEP to more accurately account for the number of teachers a district needs
  • Fully fund RTI2 including adding a BEP component for Intervention Specialists
  • Adopt the BEP Review Committee’s recommendations on professional development and mentoring so teachers get the early support and ongoing growth they need

While the General Assembly did pass some BEP reforms this year, more should be done. For example, the new BEP formula freezes funding for the BEP salary component at 70%. Also, an adjustment in the calculation for number of teachers is still needed.

Again, however, this year’s legislative action and today’s State Board of Education action represent measurable progress.

 

For more on education politics and policy in Tennessee, follow @TNEdReport

Haslam on K-12 Education

Governor Bill Haslam delivered his annual budget address tonight. Here are his remarks on K-12 education as prepared for delivery:

Right now, the spotlight is on Tennessee. Who would have thought a decade ago that Tennessee would have significant positive attention around education? Strategic investments, increased accountability, and higher standards have changed the game.

We’ve always known that post-secondary education was not just about access. It’s really about success. And we knew that our students couldn’t succeed if they weren’t prepared when they left our high schools. It’s why we’ve worked so hard to improve student outcomes in our K-12 schools. And why it’s important that Tennessee students are still the fastest improving students in the country since 2011.

In Tennessee our public schools have roughly 1 million students. Since 2011, 131,000 more students are on grade-level in math and nearly 60,000 more are on grade-level in science. For the third straight year, Tennessee public high school students improved on their ACT. Our graduation rate has increased for the third year in a row and now stands at 88 percent.

We need to stop and take a moment – not to pat ourselves on the back – but to let all of that sink in.

A lot of you in this chamber remember when this state continually ranked near the bottom in national rankings, and you understand the progress Tennessee has made in just a few short years. Think about the teachers who continually rise to the challenges their students might bring through the door every day. Teachers and students are doing more than ever before, and their achievements must be recognized. We’ve raised our expectations and our standards. Through the process approved by the General Assembly last year we are well on the way to having in place our new Tennessee Standards that we spent so much time discussing over the last two years. Teams of educators have been working to review each standard, and their work is being reviewed by other professional educators with input from thousands of Tennesseans. The new standards should be voted on by the Board of Education this April.

While much of the rest of the country is still arguing about what to do on Common Core standards, Tennessee went to work developing our standards that continue to raise the bar of expectations. This is what we do. We respond to a changing world and make sure our students are prepared for tomorrow.

I personally believe that investing in education is the smartest thing we can do for economic development. But I also believe it’s a smart long-term investment. One of the things I want to make certain that we do with this budget is invest money that will save us money down the road. The facts are clear: a more educated population will spend less money on health care. Less money on incarceration. If we’re going to be about anything, it has to be about opportunity for all Tennessee students.

One of the things I think we should be the most proud of is that Tennessee – working together – has been a national leader in investing in K-12 during this administration. Tennessee is in the top 10 for elementary and secondary state education expenditures in the nation. We are also outpacing the national average increase in teacher salaries, and that’s before this year’s investment.

Hear me now, our commitment to education continues in a big way tonight. This budget proposal includes the largest investment in K-12 education in Tennessee’s history without a tax increase. We’re funding the Basic Education Program (BEP) portion of teacher salaries with $105 million. Between the current fiscal year’s $153 million and this year’s proposed $261 million investment in K-12 education, Tennessee state government will invest more than $414 million new dollars in our schools, more than $200 million of those additional dollars for teacher salaries.

We’re also including nearly $30 million for the 12th month of health insurance so teachers are offered year-round insurance through the state. And we’re doubling the state investment for a total of $30 million in recurring state dollars going to technology needs at our schools.

Our TCAP tests this year showed that we are making great progress in math and English in our high schools and that proficiency in math and science is increasing in all grades. However, those same tests showed that we are not making the kind of progress that we would like to see in third through eighth grade reading. Because of that, we’re investing $9 million to create a network of literacy coaches and regional coordinators supporting literacy efforts all across the state. Our students have shown incredible growth, but reading remains a challenging area that we have to get right.

What’s important in all of this is that we’re not investing in the same old public education system in Tennessee. We’ve raised our standards. We’ve linked teacher evaluations to student performance. And we’ve expanded education options for children. We are showing historic progress, and we can’t back up. We are a system that is committed to the basic premise that all children should have access to a quality public education regardless of zip code, and we are shrinking the achievement gap for historically underserved and low-income students. None of us should want to go back to ranking in the 40’s. This state will continue to do what has brought our students success: investing more in education while raising our standards and making certain that how well students are learning is reflected in teacher evaluations. I’m grateful to no longer be in the 40’s, but I’m not satisfied to be in the 30’s.

For more on education politics and policy in Tennessee, follow @TNEdReport

 

Pay For Test Scores: The Price of my Humanity

MNPS Teacher Molly Handler offers her thoughts on merit pay:

 

When I first began teaching 9 years ago in MNPS, Vanderbilt was beginning a pay for performance study in Nashville middle school mathematics classrooms. This was the first scientific study of its kind in the US, and it sought to answer if merit pay alone, independent of other resources and support, increased student achievement as measured by test scores. Teachers in my middle school were eligible to be part of this study; I declined to participate, and explained extensively in the questionnaire the ideological reasons for this. The results of this study suggest that performance pay alone did not improve student outcomes.

 

A few years later, the same school in which I was working was eligible for the TIF grant which, “supports efforts to develop and implement performance-based teacher and principal compensation systems in high-need schools.” Eligibility for performance awards is based on student achievement growth, educator effectiveness and professional growth. If you examine the matrix used by my district to determine these performance awards, there is one lone area in which a teacher may earn incentive pay that is not directly tied to standardized test scores. This was not something I could opt out of, as I had the Vanderbilt study so I vowed that if I ever received money from this grant that I would not be able to keep it.

 

My third year of working at a TIF eligible school (2013-2014) I received $1,000 via the grant. When I first found out I would receive this money I began to think about the organizations to which I would donate it, and was excited that I could represent an ideology in which I had strongly believed since my first year of teaching. I would be lying if I didn’t admit that my thought process strayed from this for a while, and I strongly considered keeping the money. It’s no secret that teachers don’t make great money, and I had some bills I could put it toward. I told myself I deserved this money that it would be a small token for the overwork and underpay scenario in which I had been living for my entire teaching career. While it did not incentivize me to do anything differently than I would otherwise, it was a small portion of the money I was owed. During this time I also heard Diane Ravitch speak at Vanderbilt, and one thing she discussed was how merit-based pay systems have never worked in the teaching profession. She called them a ‘zombie idea,’ something that fails over and over yet just won’t die. This made me realize I could not abandon this ideology that I held before I ever even began teaching, before I knew significantly less than I do now about the realities of this profession. I decided to give this money (which ended up being about $600 after taxes and other deductions) to the Metropolitan Nashville Education Fund (affiliated with Metro Nashville Education Association) and the Johnella H Martin Scholarship fund. This scholarship is awarded to an MNPS graduate who plans to study teaching and learning, and is awarded for all 4 years of college. The following outlines my ideologies of why I oppose merit-based pay, and why the cause to which I gave this money represents the complete opposite of what merit-based pay (and privatization of public schools) suggest.

 

  1. Our profession deserves to be compensated, not individuals within the profession whose students score well on tests. Money should support increasing pay for all teachers, rather than only given to some. I’m not suggesting that every teacher should make the exact same money; I believe that differences in pay should be reflected by experience, commitment to the profession, and education. When merit pay is given only to some and based on a flawed accountability system we are being forced into the competitive free market mentality on which privatization is dependent. Differences in pay should not be inconsistent and retroactive as they are when based on test scores, and they should represent equitable choices that all professionals in the field may access if they desire rather than based on the whim of a single score. The field of teaching is the most successful and best advanced when teachers work in collaboration not competition.

 

  1. Rather than awarding some people extra money for test scores, that money would be better spent on services that actually serve the needs of students and families. Schools need resources…not always physical resources, but resources to help support the failures of our society that seem to fall squarely on the shoulders of our public schools (health care, a living wage, affordable housing, hunger, etc.). Receiving the actual social services that are needed in schools and classrooms is more valuable, useful, and rewarding to teachers than possible incentive pay. It is certainly more valuable to the neediest students and families. I believe all teachers would choose support services for their students and classrooms as a job ‘incentive’ rather than merit-based pay.

 

  1. The field of teaching is being de-professionalized, and merit-based pay is one of many vehicles for such de-professionalization. Giving this money in support of MNEA suggests that the teacher voice should be the one guiding the field of education, not the bureaucratic one. Decision makers in our field have become people with little to no teaching experience, and this dynamic has run rampant. Returning decision-making (not to be confused with power and authority) to the collective teacher voice is vital.

 

  1. The Johnella H Martin Scholarship fund supports students of the school system in which I work who want to make a commitment to become career teachers. We need young people to study and commit to this field and profession, rather than filling our classrooms with teachers from programs like Teach For America.

 

  1. The testing and accountability movement is the foundation on which the privatization movement is based. Its use to credit or discredit individual students, teachers, schools, or school systems, is ill willed, and flawed. Tests are important and useful, but they are simply indicators that should be used as such. Teachers should use them in the classroom to guide specific aspects and topics of instruction, and systemically they might provide the ability to generalize information over a longer period of time. Interpreting and using them narrowly and then attaching a high stakes institutionalized practice to them, which is used to make sweeping generalizations and important decisions that affect peoples’ lives, for example, how much income they bring home is misuse, ill informed, and morally reprehensible.

 

  1. What I witnessed on the ground level, during the implementation of these various plans, at various schools, amongst various staff, is that they did nothing to change the actual practices of teacher pedagogy and student learning for better or worse. Despite the fact that matrices laid out the desired input a teacher must achieve in order to earn merit-based pay, such understanding of teaching practice is problematic and ignorant both pedagogically and logistically. I watched as extra money was awarded or not awarded to people who taught subjects never tested, to people who far exceeded the number of absences within the matrix, to teachers who actively improved their practice, to people who did not intend to be career teachers, to people who showed strong compassion for students, to teachers who worked in isolation or collaboration, and to teachers who did or did not focus exclusively on teaching to the test. My point is, that if the goal of such a system is to change the practice of teaching and learning in a consistent way for the better, there seemed to be no correlation between earning merit-based pay with such an outcome. The idea that matrices will somehow allow teachers to understand exactly what they need to do in order to get higher test scores amazes me to this day, as if teaching and learning is like a function table, and all we must do is understand the right input in order to get the desired output. Then, we must be rewarded for such output because otherwise we aren’t incentivized to implement the input in the first place. The over simplicity of such a system is linear in thought and organization, as compared to the cyclical complexities of classroom teaching. This juxtaposition speaks strongly to the alienation and true motives of those trying to implement merit-based pay in the first place.

 

It seems we, as teachers, are powerless over many of these changes that seek to devalue our profession both monetarily and pedagogically. Even if law imposes TIF-like plans on us, it is our money and we may do with it what we like. Much in the same way that sick banks are established in large group health insurance plans, teachers might find a way to establish group plans that seek to redistribute merit-based pay that recognizes the entirety of the profession rather than the narrow measures of the few. Such a system could interpret this redistribution in any way deemed fit, as it could be divided up equally amongst its members, donated to a valuable cause, or used to purchase additional supports and services that go unfunded but that its members felt were vital to their work and for their students. Most importantly, however, it might empower us to reclaim that the true nature of our profession is to work collaboratively in service of our students and our field, rather than to compete with one another for individualized monetary benefit that is awarded via a single measure.

 

Allowing our field to be stratified and quantified based on attaching payment to test scores dehumanizes the realities of our day-to-day work. This alienation robs us of our humanity. I feel this dehumanization seeping into my profession and the lives of my students and myself more and more each day, as data and test scores supersede true learning, service, and compassion. We accept practices and ideologies with which we do not agree, that our training and experience contradict, as we are fearful for our livelihoods and our profession. As a teacher, I needed something to reassert myself and the humanity of my career. For me, accepting this money would have further forfeited my ability to define the relationships, actions, and knowledge that have become part of my identity and the profession of teaching. Teaching is an art, talent, service, belief, career, and skill set, and I cannot trade those things for a practice that suggests otherwise, even if such a practice involves a thousand dollars.

 

For more on education politics and policy, follow @TNEdReport

 

 

 

 

 

 

 

 

Why Don’t They Want to Teach?

A recent article in the New York Times detailing a nationwide struggle to find and hire qualified teachers mentions Nashville as one of the large, urban districts “having trouble finding teachers.”

Data from the Appalachian Regional Comprehensive Center suggests the problem, in Tennessee at least, is not just limited to Nashville:

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.

But, looking specifically at Nashville, a review of teacher salaries in similar urban districts reveals that Nashville teachers don’t fare so well compared to their counterparts.

Just a few hours away, in Louisville, KY, teachers make significantly more money than their Nashville peers. While MNPS offers competitive starting pay, there’s a gap that widens as teachers gain more experience.

While in Nashville, mayoral candidates lamented the growing difficulty teachers face affording housing, in Louisville, teachers make a solid middle class income from the start to the end of their career.

Money isn’t the only factor behind the teacher shortage, but it certainly plays a role. Tennessee should take steps to improve the overall compensation of its teachers and begin building the supports and providing the resources teachers need to succeed.

For more on education politics and policy in Tennessee, follow @TNEdReport

 

Reform is Working

That’s the message from the Tennessee Department of Education based on recently released TCAP results and an analysis of the data over time.

You can see for yourself here and here.

The one area of concern is reading, but overall, students are performing better than they were when new TCAP tests were started and standards were raised.

Here’s the interesting thing: This is true across school districts and demographic subgroups. The trend is positive.

Here’s something else: A similar trend could be seen in results before the change in the test in 2009.

Tennessee students were steadily making gains. Teachers and schools were hitting the mark set for them by policymakers. This in an age of collective bargaining for teachers and no TVAAS-based evaluation or pay schemes.

When the standards were made higher — certainly a welcome change — teachers again hit the mark.

Of course, since the standards change, lots of other reforms have taken place. Most of these have centered around teachers and the incorporation of TVAAS in teacher evaluation and even pay schemes. The State Board of Education even gutted the old state salary schedule to promote pay differentiation, ostensibly based on TVAAS scores.

But does pay for TVAAS actually lead to improved student outcomes as measured by TVAAS?

Consider this comparison of Putnam County and Cumberland County. Putnam was one of the original TIF recipients and among the first to develop a pay scheme based on teacher evaluations and TVAAS.

Putnam’s 2014 TVAAS results are positive, to be sure. But neighboring Cumberland County (a district that is demographically similar and has a similar assortment of schools) also shows positive TVAAS results.  Cumberland relies on the traditional teacher pay scale. From 2012-13 to 2013-14, Putnam saw a 50% increase in the number of categories (all schools included) in which they earned TVAAS scores of 5. So did Cumberland County.

Likewise, from 2012-13 to 2013-14, Putnam saw a 13% decline in the number of categories in which they earned TVAAS scores below a 3. In Cumberland County, the number was cut by 11%.

This is one example over a two-year cycle. New district level results for 2015 will soon be available and will warrant an update. But, it’s also worth noting that these results track results seen in Denver in analysis of their ProComp pay system. Specifially, University of Colorado’s Denver ProComp Evaluation Report (2010-2012) finds little impact of ProComp on student achievement, or on teachers’ professional practices, including their teaching practices or retention.

The Putnam-Cumberland initial analysis tracks with that of the ProComp studies: Teacher performance pay, even if devised in conjunction with teacher groups, cannot be said to have a significant impact on student performance over time.

So, prior to 2008, student academic achievement as measured by Tennessee standardized tests showed steady improvement over time. This occurred in an environment with no performance pay. Again from 2009-2015, across districts and demographic groups, student achievement is improving. Only a small number of Tennessee districts have performance pay schemes — so, that alone would indicate that performance pay is not driving improved student outcomes.  Then, a preliminary comparison of two districts suggests that both performance pay and non-performance pay districts see significant (and similar) TVAAS gains.

Reform may be working — but it may not be the reform the reformers want to push.

For more on education politics and policy in Tennessee, follow @TNEdReport