Join the GOOGLE +Rubber Room Community

Wednesday, March 21, 2012

Doubts About High-Stakes Tests and Their Effect on Teachers

March 20, 2012, 10:47 a.m.
Shael Polakow-Suransky, the chief academic officer of the New York Education Department; Sean Feeney, a principal; and Elijah Hawkes, a former principal.
The chief academic officer of New York City’s public schools said on Monday night that principals were not alone in being concerned about the state’s new teacher evaluation system: He also has qualms.
At a panel discussion on high-stakes testing held at the Brooklyn Secondary School for Collaborative Studies, Shael Polakow-Suransky, the chief academic officer for the city’s Education Department, told a packed auditorium that the new law contained “real risks,” for teachers and principals alike.
Quietly passed into law by the State Legislature last week, the evaluation system calls for 60 percent of a teacher’s annual review to be based on subjective measures, like classroom observations and feedback from students. The remaining 40 percent is drawn from student achievement — 20 percent from growth on the state math and English exams, and 20 percent from assessments that districts can select and design.
Teachers who score below 65 points out of 100 will be rated ineffective, creating the potential for a principal to give a teacher a perfect score of 60 points on the subjective portion, only to have the teacher labeled ineffective if her score on the achievement portion is very low.
“A principal should not ever be in a situation where ultimately their judgment gets trumped by a mechanistic formula,” Mr. Polakow-Suransky said, adding that while he objected to such a scenario, he expected it to be a rare occurrence. “Ultimately there needs to be enough flexibility for the principal and the teacher to have a conversation about the work that’s happening” inside of the school, he said.
Sean Feeney, principal of the Wheatley School on Long Island and a co-author of a position paper opposing the new evaluation system, argued that the formula’s ability to override a principal’s opinion suggested “the lunacy of the system.” Mr. Feeney and other principals have called for lawmakers to eliminate the evaluation system’s use of students’ scores on the state math and English exams until after new, potentially improved assessments have been phased in years from now.
The panelists also debated the effects that the state standardized exams have had on schools, where they are administered every year to students in grades 3 to 8. While Mr. Feeney and Elijah Hawkes, the former principal of the James Baldwin Expeditionary Learning School, argued that the tests had narrowed the curriculum in schools across the state, Mr. Polakow-Suransky said that many schools had continued to offer students a full experience.
Parents and teachers in the audience — who applauded when Mr. Feeney called the state’s standardized tests “flawed” — said the effect of high-stakes testing was most apparent in schools in poor neighborhoods. One woman introduced herself as the mother of two children at Public School 8 in Brooklyn Heights, and a teacher at a school in Oceanhill-Brownsville. While her own children learn to be inquisitive and think critically, her students’ days are full of mind-numbing test prep.
“Every single day my students sit through two hours of testing to practice,” she said. “They are bored out of their minds; they are miserable; they are angry; they get in fights at recess. Yes, my students are learning; they are learning how to take tests.”
Mr. Polakow-Suransky said that while this constant practice had been a part of some schools for decades, it was not effective and would not produce the desired payoff in test scores the principal may be seeking.
“I should add that my school gets an A,” the teacher said, referring to the Education Department’s practice of giving A through F letter grades to public schools every year.
Dao Tran, whose daughter attends a school in the South Bronx, said that teachers were spending time instructing young children in how fill out bubble sheets; meanwhile, the school has no money for field trips.
“In her school, I don’t see how it’s helping the kids, I don’t see how it’s helping the community, all I see the money is not there,” she said.
Anna M. Phillips is a member of the SchoolBook staff. Follow her on Twitter @annamphillips.

Sunday, March 18, 2012

Francesco Portelos' Online Story Brings Retaliation By The NYC DOE And Principal Linda Hill

UPDATE

When the post below was published on this blog March 18, 2012, we thought Francesco Portelos was a whistleblower and a hero.

No longer.

In our opinion, Francesco Portelos is a cyberbully, who loves to threaten people who criticize him or don't want to do whatever wrong he wants them to do.

See here:

Editorial: Is Francesco Portelos a Danger to Tenure Law? by Betsy Combier

Francesco Portelos' Poison - Threats To Principals

Francesco Portelos: "A Troublemaking, Combative, and Disgruntled Employee", Loses His Federal Case by Editor Betsy Combier

Francesco Portelos and His "Victim Complex"

OP-ED: Why Cyberstalker Francesco Portelos and His Bully Mob, UFT Solidarity, Failed

Parents against teacher tenure say they're being harassed by educator

EDITORIAL: Cyberstalker Francesco Portelos and His Blame Game Must Be Stopped

Teacher’s tweets threaten kids in tenure suit: parents


Contact me if you are being charged with 3020-a, have had a bad experience with Francesco Portelos, or have been in a "new" rubber room at betsy.combier@gmail.com.

Betsy Combier, betsy.combier@gmail.com
Editor, ADVOCATZ.com
Editor, NYC Rubber Room Reporter
Editor, Parentadvocates.org

Editor, New York Court Corruption

Editor, National Public Voice

Editor, NYC Public Voice

Editor, Inside 3020-a Teacher Trials

This story is one of retaliation. 

A friend and retired teacher sent me Francesco Portelos' blog "Don't Tread On Mr. Portelos" and I posted his blog entries on my blog and website, here and here, because Portelos wanted the actions of his Principal exposed. I gave Mr. Portelos and Jim Calantjis the "A FOR ACCOUNTABILITY" Award for exposing the wrongful actions of IS 49 Principal Linda Hill as cited by Mr. Portelos in his posting of the emails of Ms. Hill showing the lack of transparency in the school's CEP data.

The school's NYYSED/NYCDOE JOINT INTERVENTION TEAM REPORT AND RECOMMENDATIONS cite data about the school that are not good and need to be fixed. My experience with this sort of situation is that the Principal, now embarrassed with the exposure of his/her actions, goes after the whistleblower and tries to get the messenger charged with something. Portelos knew this, and for the reason of protecting his status, and exposing the retaliation, he chose to publicize the actions taken against him.

Francesco Portelos
The manner in which the NYC Department of Education removes tenured employees from schools, charges them, and terminates or fines them, is not lawful. This is my opinion, for all you who are waiting in the wings to take me out, and I am not an Attorney so this is not legal advice. What everyone who is attacked or harassed should do is immediately write a Notice of Claim and send it to the Bureau of Law and Adjustment. Filing a Notice of Claim opens the door to your filing a lawsuit against the City of New York for a year and 90 days. No NYSUT Attorney has told any of the many clients this, but look into General Municipal Law Section 50-e and you will see what I mean. Do not waive your rights to sue your attackers.

The education mafia simply must avoid exposure at all times. They must keep their actions secret from the public because the public relations team working at Tweed cant spin fantasies out of documents that are visible, and Bloomcott (Mike Bloomberg + Dennis Walcott) know how lethal whistleblowers can be.

In fact, Francesco is in the NY POST today as a result of his blog, my blog, Facebook and Twitter:
Tech Teacher in Staten Island Chronicles Tiff With Principal Online 

IS 49 Principal Linda Hill





Now, Ms. Hill will push for charges against Francesco, such as he "revealed confidential emails" - oh really? Emails sent via a DOE computer are FOIL-able, so the fact of the matter is that I have filed a FOIL request for all of Principal Hill's emails as they refer to Francesco Portelos and/or the School Leadership Team and the Comprehensive Educational Plan (CEP).

This case is beginning to look alot like the case against Christine Rubino, in terms of stretching the envelope on what teachers can or cannot say on the Internet. I have heard that the teacher, David Senatore, who handed Christine's facebook comment to the Principal Lisa Esposito, was removed from the school on wednesday March 14, 2012. He may now get a taste of his own medicine.

Saturday, March 17, 2012

Wrongful Termination Laws: Illegal Reasons


You should always be mindful of wrongful termination laws. Firing someone for the wrong reason could land you in a whole lot of legal hot water.
A majority of all employees in the United States are "at will" employees. What this means is that you can fire these employees at any time and for any reason, so long as the reason is not discriminatory, retaliatory or otherwise illegal.
Both state and federal laws are in place that prohibit employers from firing employees for certain reasons. These wrongful termination laws will apply whether the employee is at will or the employee is working under an employment contract.

Wrongful Termination Laws: Discrimination

Under federal law, it is illegal for employers to fire an employee because of the employee's race, gender, national origin, disability, religion or age (so long as the employee is at least 40 years old). In addition to these "protected classes," federal law also makes it illegal for employers to fire an employee because she is pregnant or has a medical condition that is related to her pregnancy or childbirth.
A majority of states also have wrongful termination laws that prevent employers from terminating employees for all of the reasons listed under the federal laws. Some states also take their wrongful termination laws further and add more "protected classes."
For example, some states also include sexual orientation in this list of protected classes. An employer in such a state would be prohibited from terminating an employee just because they were gay or lesbian. In addition, some states write their wrongful termination laws in such a way that they cover a wider ranger of employers than the federal laws do.

Wrongful Termination Laws: Retaliation

Generally speaking, it is illegal for an employer to terminate an employee for asserting his or her rights under federal or state anti-discrimination laws. Employees have been known to build successful retaliation claims even when the underlying discrimination claim doesn't work out in their favor. As an example, if you fired an employee for complaining that she was not receiving equal pay to the men in similar positions, you may end up losing a retaliation lawsuit even if you end up showing that your pay schedules were not discriminatory based on gender.

Wrongful Termination Laws: Refusing to Take a Lie Detector Test

Under the federal Employee Polygraph Protection Act, employers are not allowed to fire employees on the basis that they refused to take a lie detector test. In addition to this federal law, many states also have laws that prohibit employers from firing employees because they refused a polygraph test.

Wrongful Termination Laws: Aliens

Under the federal Immigration Reform and Control Act, employers are prohibited from firing employees on the basis of their alien status. So long as the employee is legally eligible for employment within the United States, an employer cannot fire that employee solely on the basis of their alien status.

Wrongful Termination Laws: Complaints about OSHA Violations

Under the federal Occupation Safety and Health Act (OSHA), employers are prohibited from terminating employees because they make complaints about the employer's OSHA violations. These complaints are often made about an employer that does not meet state or federal health and safety standards.

Wrongful Termination Laws: Violations of Public Policy

There are a number of states that have laws that prohibit employers from terminating employees when the terminations are in violation of public policy. In other words, these laws stop employers from firing employees for reasons that the public would find morally reprehensible or ethically wrong. These laws are often difficult for employers to follow, as morals and ethics are subjective and will vary from state to state. It is not uncommon for some state laws to differ form the laws of other states.
However, despite this subjectivity, there are some common themes that are found in many states' laws. Many states agree that the following would be in violation of public policy:
  • Terminating an employee because he or she refused to commit an illegal act that was ordered of her by a superior (such as refusing to destroy documents that must be maintained according to state or federal law).
  • Terminating an employee because the employee complained about his or her employer's illegal activities (such as firing an employee that made a complaint to the federal government about his employer's illegal dumping of toxic materials). These laws are often referred to as "whistleblower statutes."
  • Terminating an employee because the employee exercised his or her legal right (such as taking a permissible family leave).

Employer Fears about Wrongful Termination Laws

Even the most careful employer that follows all of the guidelines that are set out above can feel uncomfortable about wrongful termination laws. Many employers fear that a former employee will come back with a lawyer in tow and file a wrongful termination lawsuit. One way that you can alleviate these fears is to have all outgoing employees sign a "release" where the employee agrees not to sue the employer in exchange for some benefit (such a severance package).

How to Fire Employees Legally

| No TrackBacks
The corner office with a view, the premier parking spot, the bigger paycheck ... being a boss is the life. Except when it comes to firing employees. The inevitably uncomfortable conversation is an often dreaded aspect of being in a position of power, and one that almost every employer is confronted with at one time or another.
More than coming up with the right words to say, there are some major considerations every employer should also familiarize themselves with to ensure that they are firing or laying off employees legally. Here are some tips for keeping things legal....
  • Make sure that you have a valid reason for firing (or laying off) the employee.Some invalid reasons include: retaliation, complaining about OSHA violations, discrimination, alien status, and any violation of public policy.
  • Keep it confidential: a company-wide Eblast is probably not the best approach to alerting others in the company of the employees' situation. Rather, only telling those individuals that need to know is the best approach to ensuring that the employee does not hear about his firing before it happens.
  • Plan ahead: sounds simple enough, but by considering all the legal requirements you need to comport with before firing the employee, you will also alleviate a lot of legal concerns that may occur post-firing. This may include: severance offers, monies due, terms in the employment contract, company policies, etc.
  • Keep a paper trail: keeping copies of performance reviews, relevant correspondence, and other personnel documents will help protect you should there be a lawsuit later on.
  • The employee should not be completely surprised by the firing or lay-off.Whether it is keeping employees abreast of the struggling finances of the company, or alerting the worker to poor job performance, there should be a dialogue before the employment termination.
Although a majority of the American workforce is based on "at will" employment, essentially meaning that the employer-employee relationship can be severed at any time, there are still some viable concerns over a wrongful termination suit in any situation. Making sure you have a valid reason for firing an employee, and planning the conversation ahead of time will help with the actual firing and protect your company from many of the legal issues that follow.
In the end, honesty is almost always the best policy, and usually appreciated as the employee can take your reasons with them as they job hunt.
Related Resources:

Friday, March 16, 2012

Charter Schools: History and Racism

 

Why the Racist History of the Charter School Movement Is Never Discussed

By Christopher Bonastia, AlterNet
Posted on March 9, 2012, Printed on March 16, 2012
LINK
As a parent I find it easy to understand the appeal of charter schools, especially for parents and students who feel that traditional public schools have failed them. As a historical sociologist who studies race and politics, however, I am disturbed both by the significant challenges that plague the contemporary charter school movement, and by the ugly history of segregationist tactics that link past educational practices to the troubling present. 

The now-popular idea of offering public education dollars to private entrepreneurs has historical roots in white resistance to school desegregation after Brown v. Board of Education (1954). The desired outcome was few or, better yet, no black students in white schools. In Prince Edward County, Virginia, one of the five cases decided in Brown, segregationist whites sought to outwit integration by directing taxpayer funds to segregated private schools.

Two years before a federal court set a final desegregation deadline for fall 1959, local newspaper publisher J. Barrye Wall shared white county leaders’ strategy of resistance with Congressman Watkins Abbitt: “We are working [on] a scheme in which we will abandon public schools, sell the buildings to our corporation, reopen as privately operated schools with tuition grants from [Virginia] and P.E. county as the basic financial program,” he wrote. “Those wishing to go to integrated schools can take their tuition grants and operate their own schools. To hell with 'em.” 

Though the county ultimately refused to sell the public school buildings, public education in Prince Edward County was nevertheless abandoned for five years (1959-1964), as taxpayer dollars were funneled to the segregated white academies, which were housed in privately owned facilities such as churches and the local Moose Lodge. Federal courts struck down this use of taxpayer funds after a year. Still, whites won and blacks lost. Because there were no local taxes assessed to operate public schools during those years, whites could invest in private schools for their children, while blacks in the county—unable and unwilling to finance their own private, segregated schools—were left to fend for themselves, with many black children shut out of school for multiple years. 

Meanwhile, in less blatant attempts to avoid desegregation, states and localities also enacted “freedom of choice” plans that typically allowed white students to transfer out of desegregated schools, but forced black students to clear numerous administrative hurdles and, not infrequently, withstand harassment from teachers and students if they entered formerly all-white schools. When some segregationists began to acknowledge that separate black and white schools were no longer viable legally, they sought other means to eliminate "undesirables."

Attorney David Mays, who advised high-ranking Virginia politicians on school strategy, reasoned, “Negroes could be let in [to white schools] and then chased out by setting high academic standards they could not maintain, by hazing if necessary, by economic pressures in some cases, etc. This should leave few Negroes in the white schools. The federal courts can easily force Negroes into our white schools, but they can’t possibly administer them and listen to the merits of thousands of bellyaches.” (Mays vastly underestimated the determination of individual black families and federal officials.)

These nefarious motives may seem a far cry from the desire of many charter school operators to “reinvent” public education for students whom traditional public schools have failed. In theory, these committed bands of reformers come with good intentions: they purport to bring in dedicated teachers who have not been pummeled into complacency; energize their students by creating by a caring, rigorous school environment; and build a parent body that is inspired (in some cases compelled) to become more involved in their children’s education both inside and outside the school. And in some cases, charter schools deliver what they promise. In others, however, this sparkling veneer masks less attractive realities that are too often dismissed, or ignored, as the complaints of reactionaries with a vested interest in propping up our failed system of public education.

The driving assumption for the pro-charter side, of course, is that market competition in education will be like that for toothpaste — providing an array of appealing options. But education, like healthcare, is not a typical consumer market. Providers in these fields have a disincentive to accept or retain “clients” who require intensive interventions to maintain desired outcomes—in the case of education, high standardized test scores that will allow charters to stay in business. The result? A segmented marketplace in which providers compete for the “good risks,” while the undesirables get triage. By design, markets produce winners, losers and unintended or hidden consequences. 
Charter school operators (like health insurers who exclude potentially costly applicants) have developed methods to screen out applicants who are likely to depress overall test scores. Sifting mechanisms may include interviews with parents (since parents of low-performing students are less likely to show up for the interview), essays by students, letters of recommendation and scrutiny of attendance records. Low-achieving students enrolled in charters can, for example, be recommended for special education programs that the school lacks, thus forcing their transfer to a traditional public school. (More brazenly, some schools have experienced, and perhaps even encouraged, rampant cheating on standardized tests.)

Operators have clear motives to avoid students who require special services (i.e., English-language learners, “special needs” children and so on) and those who are unlikely to produce the high achievement test scores that form the basis of school evaluations. Whether intended or otherwise, these sifting mechanisms have the ultimate effect of reinscribing racial and economic segregation among the students they educate -- as the research on this topic is increasingly bearing out.
A 2010 report by the UCLA-based Civil Rights Project, "Choice without Equity: Charter School Segregation and the Need for Civil Rights Standards," uncovers some troublesome facts in this regard. “While segregation for blacks among all public schools has been increasing for nearly two decades, black students in charter schools are far more likely than their traditional public school counterparts to be educated in intensely segregated settings. At the national level, 70 percent of black charter school students attend intensely segregated minority charter schools (which enroll 90-100 percent of students from under-represented minority backgrounds), or twice as many as the share of intensely segregated black students in traditional public schools.” 

In the first decade of the 2000s, charter school enrollment nearly tripled; today around 2.5 percent of public school students are enrolled in charters. Blacks are overrepresented in charter schools (32 percent vs. 16 percent in the entire public-school population), whites are underrepresented (39 percent versus 56 percent), and Latinos, Asians and American Indians are enrolled in roughly equal proportions in charters and traditional public schools. These snapshots mask considerable variation. In the West and some areas of the South, it appears that charter schools “serve as havens for white flight from public schools,” according to the Civil Rights Project. 

There are also preliminary indications that some charter schools under-enroll students qualifying for free lunch and English-language learners, thereby reducing the enrollment of low-income and Latino students, but data is limited in these areas, as it is on non-test-related factors such as graduation rates and college enrollment. How can we compare the performance of charters versus traditional public schools if we don’t know whether they are enrolling the same types of students? At the national and state levels, policymakers are pushing for the rapid expansion of charter schools on the basis of hope rather than evidence.

This points to a larger historical issue. The widespread enthusiasm for and rapid proliferation of charter schools also appears to mirror a persistent issue in American education: expanding new programs before we know if they work, and how successes might be replicated on a larger scale. As the historian Charles M. Payne observed, “Perhaps the safest generalization one can make about urban schools or school districts is that most of them are trying to do too much too fast, initiating programs on the basis of what’s needed rather than on the basis of what they are capable of.” As charter schools face the uncertainty of contract renewal (which occurs typically at the three- to five-year mark), they may be tempted to overlay a multitude of seemingly innovative instructional strategies without sufficient monitoring of effectiveness.

Some schools do adopt approaches that seem to help students make demonstrable gains in achievement tests. (There are ongoing debates about the extent to which increases in test scores reflect authentic hikes in skills and knowledge, as opposed to a mastery of test-taking techniques.) But even when we identify charter schools that appear to improve performance in relation to students with similar characteristics in the public schools, the question becomes one of scaling up. The concept of charter schools is that they will all be distinctive, with different mixes of students, teaching philosophies, school environments and so on. In theory, other schools—traditional public and other charters—will learn what works, and replicate these innovations.

This has proven terribly difficult to do with successful public schools; doing so with a small, idiosyncratic charter school geared toward students who love the cello poses even greater hurdles.  When researchers from the RAND Corporation studied charter schools in Philadelphia, they noted that “with so many interventions under way simultaneously…there is no way to determine exactly which components of the reform plan are responsible for [any] improvement”—though ultimately they found that privately operated schools produced no more successful outcomes than their traditional public counterparts.

As important as applying successful techniques to other schools is an issue at the other end of the spectrum: when to conclude that a charter has failed. Policymakers such as New York Mayor Michael Bloomberg who have sold charters as the route to educational salvation may be reluctant to pull the plug on failures. The Big Apple has closed roughly 4 percent of charters since its first one opened in 1999, well below the national closing rate of 15 percent. The appropriate rate of charter revocation is anyone’s guess.

By all appearances, charters will remain on the educational landscape for the foreseeable future. While charter skeptics can’t merely wish them away, they can push for greater accountability—after all, isn’t this the whole point of charters? Anyone who blindly accepts that competition will improve education for students in charters and traditional public schools alike should remember that other articles of faith about the market—like cutting taxes on the rich will make all of our yachts and rafts rise—have proven illusory.

The market is not a self-regulating mechanism: players need rules to guide their behavior. Educational history offers some valuable lessons to keep in mind. First, when public schools have great influence in selecting their student body, this can either lead to greater diversity and opportunity while retaining choice (as in some magnet schools), or it can exacerbate persistent problems of racial and economic segregation. Businesspeople respond to incentives, and the impetus for charter-school operators is to “skim the cream” and avoid undesirables. Tangible rewards for charter schools to offer free transportation and lunches, and to craft racially and economically diverse student bodies, could be a step in the right direction.

Educational history also teaches us to be wary of the deep and authentic desire to find the “secret sauce” that produces hard-working, high-achieving students and committed teachers.  It is not easy to identify the factors that make a school great, and it is even harder to disseminate these reforms widely. If, for example, we discover that Charter School X produces exemplary outcomes because of exceptionally talented, committed teachers and unusually industrious students, how do we go about replicating that -- and at what cost? Are all teachers and students capable of reaching these heights, or is there a limited pool? It would be nice to think the former, but evidence for such optimism is scarce.

There is no magic elixir that will fix our educational system. Of course, we should continue to be open to fresh ideas about improving school organization, teaching and learning. But if we continue to ignore important historical lessons about the dangerous consequences of educational privatization and fail to harness our desire to plunge headlong into unproven reform initiatives, we may discover that the cure we so lovingly embraced has made the patient sicker.

Christopher Bonastia is associate professor of sociology at Lehman College and the CUNY Graduate Center. He is the author of "Southern Stalemate: Five Years without Public Education in Prince Edward County, Virginia" (University of Chicago Press, 2012).





Regent Merryl Tisch: "Turnaround" is a Political Strategy, Not An Educational One

Merryl Tisch: Turnaround plan “has nothing to do with the kids”

Tisch spoke on a GothamSchools panel in 2011.
Breaking her silence on the city’s plan to overhaul 33 struggling schools, Regents Chancellor Merryl Tisch said late Wednesday that she believes “turnaround” is a political strategy, not an educational one.
“There’s a fight going on here that has nothing to do with what’s going on at the school,” she said. “It’s a labor dispute between labor and management and has nothing to do with the kids.”
Tisch was referring to the stalemate between the Bloomberg administration and the teachers union that gave rise to the city’s turnaround plans. Bloomberg announced the plans in January as a way to get federal funds for the schools even though the city and union had not been able to agree on new teacher evaluations, a requirement of less aggressive strategies already in place. The turnaround strategy, which require the schools to be closed and reopened after changing their names and half of their teachers, has only deepened enmity between the city and UFT.
On Wednesday, Tisch visited one of the schools, William E. Grady Career and Technical Education High School, and said she was impressed by the changes underway, which she attributed to its principal, Geraldine Maione. The school received millions of federal dollars in the last two years while undergoing “transformation,” which funded extra tutoring, additional programs, and new technology.
“This is a school that is moving in a really fine direction,” Tisch said of Grady, which received a B on its most recent city progress report. ”This is the wrong message to this school at this time. Don’t be so dismissive of the efforts going on in that building.”
It was Tisch’s second visit to the school. Last week, she brought fellow Regent Kathleen Cashin for a visit that was scheduled after she met Maione in February at a principals union event featuring Diane Ravitch. On Wednesday, Maione said, Tisch and Cashin brought State Education Commissioner John King along with them.
Tisch’s support would be a boon to the school, whose teachers and students have been protesting the city’s plans for weeks. But King’s presence was especially significant because he must sign off on the city’s turnaround plans in order for the schools to receive federal funding. So far, he has only commented on the technical viability of the city’s strategy, calling the concept “approvable.”
The city has not yet submitted formal turnaround applications to King and has said that it will go through with the turnaround plans with or without the federal funds. Still, if King denies or pushes back against a turnaround application, it would strike a blow to the Bloomberg administration and could leave the city on the hook for paying for school improvements it has promised.
Maione said she is hopeful that the officials’ presence would help her school get a fair consideration as the city’s turnaround plans move forward.
“I enjoyed having them and I think they saw a Grady they didn’t think they would see,” Maione said Wednesday. “I think they were pleasantly surprised.”
In the past, Tisch has said other schools on the turnaround list were not improving quickly enough under the city’s interventions. When she visited Automotive High School last fall, she said the city was using the school as a “warehouse” for high-needs students. Now, Automotive is set to be closed and reopened just as Grady is.
“I believe in closing schools,” Tisch said. “I will not defend failure, but I’m also not going to sit back and watch” a school such as Grady be closed.