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Importance of assessment to teachers
The importance of assessment in education to a teacher
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One last misconception about teachers is the broadest that will be discussed, that is the misconception that teachers complain too much. Often society hears of teachers complaining about pay, rather that be pay in general, or having to do with merit pay; teachers also often complain about the hours they are work, hours most people don’t even see. Teacher evaluations is another hot topic, along with teacher accountability, and a punishment reward system they may face. Lastly, there are complaints having to do with the school curriculum and governmental standards. Society claims educators have enough support in these areas so they should just accept things for the way they are or they can find another profession. There is no denying these topics are recurring complaints real teachers do have. What can be questioned and analyzed more closely is they why teachers complain. If society were to take a closer look they would see that teachers are not complaining too much about the issues they face, they are not being heard.
Merit pay, accountability, and evaluations are three topics that are closely linked to teachers. For many years’ society, has seen struggling students and often decide to place
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On page 76 of the book, David Swing wrote in the Educational Review about his criticism of teacher evaluation. This seems to be an ongoing debate that has occurred for many years, but they often cause more harm than they do good, especially when not done right. In many ways teacher evaluations are used to punish teachers and point out their flaws; it is for this reason that there is often tension for teachers when thinking about evaluations that then directly affects their instruction to students. When evaluations are constructive to help, teachers improve, evaluations can be quite positive. The complaint comes in when the evaluations are used against
In 2010, Charlotte Danielson wrote an article, “Evaluations That Help Teachers”, for the magazine The Effective Educator. The purpose of this article was to explain how a teacher evaluation system, such as her own Framework for Teaching, should and can actually foster teacher learning rather than just measure teacher competence, which is what most other teacher evaluation systems do. This topic is especially critical to decision-making school leaders. Many of the popular teacher evaluation systems fail to help schools link teacher performance with meaningful opportunities for the teachers to reflect on and learn from in order to grow professionally. With the increased attention on the need for more rigorous student standards, this then is an enormous opportunity missed. Students can only achieve such rigorous expectations if their teachers can effectively teach them, and research has shown that teachers who are evaluated by systems that hold them to accountability and provide them for continuous support and growth will actually teach more effectively.
With the low expectations of teachers, students are limited in their ability to learn. As discussed before, it is difficult to predict how well a teacher will do at their job before they begin working. This creates doubt when hiring anyone, and employers may not know if who they are hiring is the right choice. If teachers are judged by not only the basic requirements met, but also their interpersonal skills and how well they are able to teach in a positive manner, there will hopefully be less mediocre teachers hired. In the same way, both an advanced teacher and an average teacher are paid the same wages, which creates a flaw in education. Even more, there should not be average teachers in the workforce if all teachers are paid the same. Though this harms the advanced teachers, who deserve more than they earn, it also harms the students, as they are taught at a lower level by the inadequate teachers. Gladwell mentions these flaws in his article, but he also explains the traits good teachers should have, which brings a strive forward in this issue. Because of this, it is clear America must be more selective and strict when hiring
Besharov, Douglas. "Teachers Performance: A Review ." Journal of Policy Analyis and Management (2006): 1-41.
Charlotte Danielson, an internationally recognized expert in the area of teacher effectiveness, created The Framework for Teaching, which is comprised of four domains of teaching responsibility (Danielson, 1996). Danielson specializes in the design of teacher evaluation to ensure teacher quality and to promote professional learning. Danielson’s framework is based on large amounts of research, including the Measures of Effective Teaching (MET) project, supported by the Gates Foundation (Bill and Melinda Gates Foundation, 2013). Danielson’s framework also aligns with the Interstate Teacher Assessment and Support Consortium (InTASC), which outlines what a beginner teacher should possess in skills. In addition, it is the underlying set of ideas
192). Therefore, the main caveat which Apple (2001) raises in his article and warns about relates to the possible future marketization of teacher education, when the teachers ' qualification and teaching aptitude will be evaluated according to the results of the students ' on international testings, as opposed to their professional experience and knowledge. Cochran-Smith (2008) in her article on teacher education in the US, uses the euphemism 'the outcomes trap ' (p. 276), implying that nowadays teachers ' quality is being measured through the testing scores of their students. These fallacious assumptions may lead the countries in trouble in the future, as Cochran-Smith (2008) warns, because teachers on their own cannot solve the problem of testing without the “investments in resources, capacity building, and teachers’ professional growth, not to mention changes in access to housing, health, and jobs” (Cochran-Smith, 2008, p. 276). This implies, that teachers should not be evaluated according to their students’ scores, neither should their professional development be constrained by the standardized testings, because apart from that they have own professional aspirations which are needed to be fulfilled. Ball (1998) also holds against the performance-based
Some people believe merit pay creates competition and favoritism. They seem to think school systems will pay some teachers more than others and create a “battle” for money. In Merit Pay: Good for Teachers? By Gary Drevitch, one interviewee states, “I know it’s worked in some places, but I shudder at the idea of teachers being in competition with each other.” None of these problems will occur if school districts implement a successful, unbiased system. Another issue society presents when it comes to merit pay comprises of differentiating a “good” teacher from a “bad” teacher. School districts can easily evaluate a teacher’s ability to educate students by the work teachers put into helping students. Student’s reactions to a teacher’s class can also help evaluate teachers. More often than not, students will love a class where the teacher clearly demonstrates lessons, explain procedures, and adds elements of fun. On the other hand, students typically dislike classes where the teacher only comes in for a paycheck. This attitude is displayed by their lackadaisical teaching style. Other people argue that money should not be the reason why people go into teaching. Richard Barbieri, author of Merit Pay? argues that money is not an external motivator, but the substance of a teacher’s motivation. Financial incentives will cause employees to work harder
Effective teachers are inadequately rewarded in the United States. School districts, such as those in California, are just starting to implement merit pay. According to a study conducted by the National Center of Performance Incentives (NCPI), only about 500 school districts out of the 14,000 districts in the US implement merit pay for teachers. These numbers do not include private schools. Unfortunately, teachers, parents, and students hurt because many schools, private and public, base teacher pay on seniority and degrees rather than achievement and performance. Under such a system, novice teachers, are laid off during budget shortages. Moreover, with the current “single salary schedule” system, teachers are inadequately paid, especially when compared to other professions. Because the single salary schedule creates many issues, a solution needs to be proposed. Merit pay, a system based on performance, solves such issues. With this system, teacher performance outweighs teacher seniority. As a result, quality teachers will be rewarded adequately in terms of money and recognition. Outstanding teachers will no longer face unreasonable layoffs and will finally be paid more than their ineffective peers.
There is no more critical role in our current society than that of a teacher’s. Teachers help shape the minds of the future. Tomorrow's engineers, scientists, politicians, and educators are all greatly influenced by today's instructors. Without teachers society would not be anywhere near where it is now, and only a select few would have access to learning. Sadly however important teachers are in human civilization, they are still drastically understated, unrecognized and under paid.
I believe educators are one of the most important careers out there, without them where would we be today? Would you be reading this paper? Would you still be able to read, write, or have an educated conversation? Would you know how to pay for things at the grocery store, and know if you’re receiving the correct change back? Would you know how to tell time, so you can manage your day? When I look back to my young developing stages in life, I always ask myself where would I be today if it wasn’t for my teachers? Teachers are the ones who are building our future generations. Preparing children and teens for higher education. Also playing a huge part in shaping children’s lives, enlightening them, and educating them about society and the world around them; the types of things that a parent doesn’t have time for, or just lacks the knowledge of. I think teachers are what help make this world go round. We simply go to school to learn, and get educated, so that someday we can get a job, or start a business to supply for our families and our self. How would we acq...
As a student you are evaluated everyday, but have you ever desired to be the one doing the grading? This is a thought provoking idea. Teachers grade students on almost everything these days; including participation and behavior. So wouldn’t it be nice to return the favor? Although it may sound like a great idea, it could also be a very bad one. If students were able to grade their teachers it could provide proper and thorough evaluation; help teachers to improve on what they may be lacking, and help parents understand what is going on in the classroom; but at the same time it could prove to be harmful to the student and a good teacher’s career if not implemented correctly. This is why it’s important to recognize the possible positive impacts, the negative impacts, and the current programs that are in place, and their impacts.
Everyone knows that when it comes to making a difference in a child’s academic and life achievements, their teachers play a large role. A teacher’s ability to relate to their students, and teach them to achieve both socially and academically contributes to how effective they are. What does it mean to be an effective teacher? Overall there seems to be an emphasis on teacher effectiveness related to how well their students are performing on standardized testing. As teachers we know there is more to being an effective teacher then just teaching our students based on tests. This paper will identify different definitions of an effective teacher along with how to assess teachers on being effective.
The state’s new evaluation system was in response to administrators who produced, “superficial and capricious teacher evaluation systems that often don't even directly address the quality of instruction, much less measure students' learning” (Toch, 2008). Too often, the “good-ol-boy” attitude would insure mediocre educators would remain employed. Realizing this was often more the rule then the exception, the governor created educational mandates to focus, “on supporting and training effective teachers to drive student achievement” (Marzano Center, 2013). Initially, they expected the school districts and the teachers would have issues and experience growing pains, but in the end the goal was, “to improve teacher performance, year by year, with a corresponding rise in student achievement” (Marzano Center, 2013).
Such defamation of character and profession result in bad education, lower scores, and terrible districts. Media uses angles to distribute news, for a well-read story, not always about the real issues but rather about the idea of the issues. Teachers become apart of the issue instantly when news is about schools. When dehumanization reaches so far as a child’s teacher for blame, this is when research has been light hearted. Strict school values have erupted and taken over the environment of learning and education has been disrupted.
In spite of the importance of assessment in education, few teachers receive proper training on how to design or analyze assessments. Due to this, when teachers are not provided with suitable assessments from their textbooks or instructional resources, teachers construct their own in an unsystematic manner. They create questions and essay prompts comparable to the ones that their teachers used, and they treat them as evaluations to administer when instructional activities are completed predominantly for allocating students' grades. In order to use assessments to improve instruction and student learning, teachers need to change their approach to assessments by making sure that they create sound assessments. To ensure that their assessments are sound they need include five basic indicators that can be used as steps to follow when creating assessments. The first of these indicators and the first step a teacher must take when creating a sound assessme...
First, I realized that, teachers carry a lot of weight on their shoulders and have great responsibilities. They have to balance the curriculum, students, parents, lesson plans, common core, and upper management and still maintain a professional demeanor. Second, educators must follow a strong code of ethics. They must be professional at all times with students and colleagues, keep confidentiality, not have or show any prejudice or bias, maintain safe and positive learning environments, help students with problems, and hand out disciplines accordingly. Lastly, I found that when you’re a teacher, your education never stops. Teachers are always trying to improve their own education and professional growth, both for the benefit of their students and for the benefit of themselves.