SUPERINTENDENT CORTINES TARGETS UNDERPERFORMING TEACHERS
IN LINE WITH HIS MAJOR RESTRUCTURING OF FREMONT HIGH SCHOOL,
HE DEMANDS ACCOUNTABILITY TO ELIMINATE INEFFECTIVE FACULTY
(LOS ANGELES)—In a sweeping new policy intended to accelerate accountability, bring about education reform, improve instructional programs and eliminate mediocrity and poor performance in the classroom, Los Angeles Unified School District (LAUSD) Superintendent Ramon C. Cortines today announced his latest move to strengthen the teacher-evaluation process and hold local district leaders and principals directly accountable for the performance of their faculty.
Taking another bold step to change the culture of LAUSD in the aftermath of restructuring Fremont High School, Cortines is turning his attention to a flawed evaluation process that allows all but the weakest teachers to pass probation.
Spurred by 2,000 teacher layoffs last summer amid concerns that some excellent teachers were let go while some who did not meet District standards were retained, Cortines sought a legislative change to end staff reductions based on seniority. He also established an “Effective Teacher” task force with input from managers, the teachers’ union and outside experts to develop recommendations. Since August, at the superintendent’s request, the LAUSD Human Resources Division has been working diligently to improve procedures in order to retain the best teachers and administrators. In addition to realigning services intended to strengthen performances, staff has also assembled and analyzed data to determine who is doing a good job, and more importantly, who is not.
“The days of coddling ineffective teachers, or allowing them to be moved to another school, are over,” Cortines said. “So are the years of brief—if any—observations of teachers in the classroom and a refusal to provide either the support needed to help struggling teachers improve or the documentation needed to usher those who don’t belong in a classroom out of this District. Mediocrity is no longer acceptable. No more excuses. Yes, it takes time—time our students don’t have to waste.”
As this priority has gained even greater urgency due to the state budget crisis and the likelihood of more teacher layoffs next year, the Superintendent has also directed all principals to ensure that the policies and procedures regarding the timely retention or release of teachers are completed within the required deadlines.
“Too many nonpermanent and ineffective teachers are falling through the cracks into tenured positions, the equivalent of jobs for life,” Cortines said. “I expect principals to eliminate ineffective teachers before they pass probation and end up as a permanent teacher.
“Administrators must take the granting of tenure very seriously,” Cortines added. “If a principal approves that teacher, he or she is unequivocally stating that this is an effective teacher who is a benefit to our students and schools.”
Another change will require local district superintendents, who oversee the eight regions of LAUSD, to monitor the status of 404 non-permanent teachers who received “Needs Improvement” in one or more areas on their 2008-09 evaluation.
Currently, probationary employees can be dismissed with two weeks’ notice or simply not be invited back for the next school year under the Education Code. Permanent teachers, by law, must be alerted by March 15th that they could lose their job with the start of the new fiscal year on July 1, 2010.
Cortines is also insisting on greater scrutiny of the 339 administrators such as principals and assistant principals who have not become permanent in those positions. He is asking local district superintendents and their directors to review their performances and recommend that these school leaders either be retained or released.
Despite the difficulty in removing permanent employees, Cortines refuses to be deterred—and called for managerial courage on the part of principals and higher-ranking administrators.
He is especially concerned about 175 permanent teachers and certificated employees who received an overall “Below Standard” evaluation on their 2008-09 evaluation. Of most concern are 48 who have received a sub-par evaluation for the past two school years, allowing them to get a third chance to remain in the classroom.
“We have many fine teachers in this District and the reputations of our many outstanding teachers are at stake due to the continued employment of those who are simply not up to the job,” Cortines said. “This District can be rightly criticized for the promotion of ineffective teachers over the years. That is about to change. We do not owe poor performers a job.”
That philosophy also applies to principals. The Superintendent said, “I will hold local district superintendents accountable when principals are not doing their job.” Cortines added that he will not tolerate principals and assistant principals who either conduct drive-by inspections or don’t bother to observe their teachers—prior to writing evaluations, negative or positive. “I want to know the names of administrators who either fail to observe a teacher or spend only a few minutes in that classroom before giving their imprimatur on that teacher’s performance,” Cortines said. “That is no way to identify a teacher who has earned tenure or one who has not.”
His emphasis on releasing ineffective teachers stems from research linking the quality of instruction with student achievement. It is also based on his decades in the classroom, in the principal’s office and in additional administrative positions, which include serving as superintendent in five urban school districts across the U. S.
As Cortines approaches his first anniversary as head of LAUSD on January 1, 2010, he invites scrutiny. “Hold me accountable,” he said. “Judge me by the substantial decline in the number of ineffective teachers in our classrooms by this time next year. Also, look for some poorly-performing administrators to leave those positions. Our students and parents deserve better.”
“We have many outstanding teachers and administrators in the District who work tirelessly to improve the lives of our students and their families,” he continued. “I am sending a message that I expect all of our employees to perform at the highest level, for our students.”
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