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Showing posts sorted by relevance for query Charlotte Danielson. Sort by date Show all posts

Sunday, April 16, 2017

Prohibit The Department of Education Lawyers From Using The Danielson Rubric For Observation Reports and 3020-a Arbitration

ok, enough is enough. We have to get our New York State legislature to put a stop to the use of the Danielson rubric to charge teachers with criminal conduct if, during a 15-minute observation, there isn't a perfect teaching performance and if all the little - or big - student angels are not sitting in their seats glued to the lesson materials, learning everything.

Anyone who has ever read my blog, this one, or posts to my website Parentadvocates.org, know that I firmly believe there is something very wrong with the way teachers are observed, rated, and charged with 3020-a for incompetency (as well as misconduct, but that is another article).

Using the 15-minute informal observation to create a paper trail of incompetent teaching which are solely hearsay and/or opinions, is, in my opinion criminal and opens the DOE to lawsuits. The 15-minute observation is, as a helpful tool, ok, but DONT ALLOW A RATING!!!!!

The strange phenomenon I have followed all these years is the creation of so-called 'factual evidence' from an observation report written by a principal with malice towards the teacher (who is simply too pretty, too good at what they do, too outspoken, knows too much, too expensive, etc. to keep on the school budget) and "sees" incompetency in the 15-minute observation allowed in the Danielson Rubric. I've heard that even Charlotte Danielson herself is pretty upset with the use of the rubric in the manner that the DOE is using it:

Danielson Framework criticized by Charlotte Danielson

Tedmorrissey.blog

Charlotte Danielson
The Department policy is, a teacher must show the gamut of each section perfectly, 100% of the time, no exceptions, in 15 minutes. Absurd.

Who are they kidding?

The 2016 "Who Are You Kidding Award" Goes to Carmen Farina (for the Second time) and Mayor Bill de Blasio





We need to stop the rating of teachers after a 15-minute flyby. A teacher should be observed, and evaluated. But must be done according to fair rules and honorable intentions. I suggested in 2010 that the UFT set up a process of using video twice a year, in September/October and May/June to see exactly what a teacher's skill set is, in order to set up a tailored plan to improve the areas least efficient. We really do not need to criminalize a spanish teacher who does write lesson plans but cannot write in English when given a full year as a science teacher. Do we?

Principals say that if they saw it, it is a fact. And, as I've said and written here before, see below, when an Arbitrator believes that what the principal saw is the fact of the case, that's the problem with these hearings.

Kings County Supreme Court and the Second Department Appellate Division say, an observation has no facts and is simply an opinion. My very good friend Harvey Elentuck's case still controls this "fact": observations are opinions and have no data or statistics:

See Elentuck v Green, Supreme Court, Second Appellate Division, 202 A.D.2d 425; 608 N.Y.S.2d 701; 1994 N.Y. App. Div. LEXIS 1956 (1994))

Thus no one may obtain observation reports under the Freedom of information Act (FOIA) nor are observations business records. So, DOE Attorneys, stop submitting these reports at 3020-a as facts, or as business records when you dont bring in the person who wrote it and want someone else to testify about the content. Yucky, very yucky.


Why Observation Reports Should Not Be Used To Terminate a Tenured Employee by Betsy Combier


The NYC Department of Education Teacher Observation Scam 


Observations are Now Punitive, Replacing Rational Conclusions of Fact







USEFUL RESOURCES FOR OBSERVATIONS AND EVALUATIONS

Wednesday, July 12, 2017

The Coming Doom For Absent Teacher Reservists (ATRs)

Charlotte Danielson

We know that the UFT is not including ATRs in any negotiating. ATRs, Absent Teacher Reservists (my word) are not being protected from abuse and wrongful ratings by Field Supervisors, Peer Validators, and Principals who just want to get rid of tenured employees tainted by 3020-a charges or a school's closing.

By the way, for all those readers who don't know me, I have been an advocate for employees of the Department for 14 years, and I am not an Attorney, but work with 4-5 attorneys as a paralegal. I fight for a person's lawfully given rights which, as we all know, are denied by the Department constantly. What I would like to make clear is that when I say an ATR is a "substitute", I do NOT mean anything degrading by this, so I apologize for any miscommunication. I'm at a loss at what title to call ATRs, who have been put into an impossible situation. I just want to make clear that any reference to a "substitute" for a person who is an ATR just means I am looking for a better title, but I'm on your side, always have been and always will be.

As I said in my previous post, the 2017-2018 school year promises to be a big mess for ATRs, who may be assigned to a position which has not been filled ( because no one wants it) by October 15, 2017. Then these tenured substitutes will be rated under the Danielson Rubric, where anyone, even the most brilliant of employees, can be rated "Developing" or "Ineffective" without any evidence proving their incompetence. As Charlotte Danielson says herself, the Danielson rubric was never supposed to be used for rating senior teachers, only to give new teachers some guidelines on good teaching techniques:

Prohibit The Department of Education Lawyers From Using The Danielson Rubric For Observation Reports and 3020-a Arbitration


So, an ATR in a year-long position can now be rated pursuant to the Danielson rubric and given a bad rating, and zoom! Before you know it, this ATR will be in a 3012-c hearing where termination is  almost always the end result. Why? Because the burden of proof is on the employee - Teacher, Guidance Counselor - to prove that he/she is not guilty of incompetence as opposed to a 3020-a where the Department has the burden of proof to show that you are guilty - and I dont think the Department is very good at that. We usually (but not always, darn it) win our cases.

That is how the NYC DOE solves problems they have created. Fire everybody, start over.

Anyway, see below the webpage for substitute teachers on the DOE site. This page is for non-tenured substitutes, not tenured employees, but employees may want to check this page out after they are terminated as ATRs.

Betsy Combier
 betsy.combier@gmail.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


Human Resources

Substitute/Per Diem Teachers

Currently Employed Substitutes


Substitute Teacher Nominations are Closed


The Nomination Process

Applications for Substitute Teaching positions are only made available to individuals who have been nominated by a school principal, using our online process. Each school may nominate candidates for the position based upon the prevailing or projected vacancies (i.e., number, location, schedule, etc.) and the special requirements for some positions (e.g., foreign language proficiency, math, science, certification in physical education, etc.). If you are interested in becoming a Substitute Teacher, contact the school(s) of your choice directly.

Responsibilities of the Substitute Teacher

Substitute Teachers are utilized by the New York City Public Schools, on an as-needed basis, to cover the classroom in the absence of the regular (fulltime) Teachers.  The primary role of the Substitute Teacher is to continue student learning along the continuum, established by the absent full-time teacher.  The responsibilities of the Substitute Teacher in the classroom may include, but are not limited to, the following:

• Planning lessons
• Teaching students
• Managing the classroom
• Performing administrative tasks
• Promoting positive student behavior
• Ensuring the safety and security of the students

Pay Rate

Substitute Teachers, providing day-to-day service, are paid at the per diem contractual rate of $176.21 (as of May 2017), for the actual days worked; they do not receive any benefits.  Click, for more information about the Per Diem Payroll Frequently Asked Questions.

Substitute Teachers are represented by the United Federation of Teachers (UFT).

Eligibility Requirements

The minimum eligibility requirements to apply for a Substitute Teacher position are the following:

• Online Nomination by a school Principal
• A Bachelor's Degree
• Proficiency in reading, writing and speaking the English language
• Authorization to work in the USA

The Hiring Process

After a principal has completed the online nomination, an email will be sent to the nominee with instructions on accessing and completing the online application for the Substitute Teacher position.  Once the nominee submits the application, an email will be sent to the candidate listing the next steps necessary to work as a substitute teacher in New York City public schools. The first of these steps is to complete the mandatory Employment Forms, and any follow up requirements shown therein (e.g., fingerprinting).  The subsequent steps to be followed will differ, based upon the nominee’s New York State teacher certification status.

I.  If the nominee holds a valid New York State teaching certificate, he/she will be invited to attend an expedited processing event. At this Fast-Track processing event, the teacher nominee must present a valid government photo identification (i.e. passport, current non-expired driver’s license or state ID) and is required to submit the following:

• Original copy of a valid NYS teaching certificate (or a print-out from TEACH Online)
• $70 Money Order payable to the NYC Department of Education (processing fee)

II. If the nominee does not possess New York State certification as a teacher, he/she will be invited to attend a Combined Assessment & Processing event consisting of written & oral assessments to determine English language proficiency, and submission of required forms and documents.
At the nominee's scheduled event, he/she must present a valid government photo identification (i.e. passport, current non-expired driver’s license or state ID) and will be required to submit the following:

• Bachelor’s Degree diploma or official transcript indicating Bachelor’s Degree conferral date
• $100 Money Order payable to the NYC Department of Education (processing fee)
• Proof of completion for the NYSED approved workshop on Child Abuse Identification.
• Proof of completion for the NYSED approved workshop on School Violence Prevention.
• Proof of completion for the NYSED approved workshop on the Dignity for All Students Act (DASA).
• Proof of completing the NYCDOE supported and authorized online training program for Substitute Teachers.  There is no additional fee for this online training program.   Information on this online training program will be disseminated at a later stage.
• Proof of creating an online profile with the New York State Education Department, Office of Teaching Initiatives.  There is no additional fee for creating the online profile.
Upon successful completion of all the above requirements, the substitute teacher nominees, certified and uncertified, will receive information on the following, to be reviewed prior to their first teaching assignment:

• Handling Blood Borne Pathogens
• The NYCDOE’s absence management system (SubCentral) for Substitute Teachers

Staffing

Subject to receiving clearance (fingerprint & appraisal of record) from the New York City Department of Education’s Office of Personnel Investigations, the nominee will be staffed as a Substitute Teacher and approved to serve throughout the New York City Public Schools, for the current school year.

Continuation of Substitute Status

To continue substitute status for the next school year, the substitute is required to fulfill the renewal requirements, which are updated annually, and can be accessed via the following link: Substitute Teacher Renewal Requirements

The renewal requirements include the following:

• Provide at least 20 days of service as a substitute teacher during the school year.
• Maintain a record of “Satisfactory” ratings from the schools worked in and be in good standing (as determined by the Office of Personnel Investigations).
• Substitute teachers who work in excess of 40 days and do not hold valid NYS Teacher certification, must also complete the following:

    Proof of Professional Teacher Education courses totaling at least 6 credits
    during that year or meet the maximum requirement of 21 credits.  
For additional information, write to subteacherjobs@schools.nyc.gov or visit NYC Department of Education, Office of HR School Support, 65 Court Street, Room 504, Brooklyn, NY 11201.

Click for information about Substitute Paraprofessionals.

Click for information about Full Time Teachers.

Monday, January 16, 2012

A NYC teacher's observations on how the Danielson rubrics are being (mis)used

Sunday, January 8, 2012

A NYC teacher's observations on how the Danielson rubrics are being (mis)used

One thing that the DOE and the UFT seem to have agreed upon is that the instructional framework developed by consultant Charlotte Danielson is potentially useful and constructive, though they disagree about how these rubrics are being used to evaluate teachers currently in NYC schools. Below are the observations of one teacher about how the Danielson rubric is being applied in his school.

I'm an English teacher at a NYC high school.   There are several major problems with the way the Charlotte Danielson rubrics are being used and misused.  Here are some that I have observed at our school.

We have an AP who is unqualified to do these observations.  Hitherto, he has overseen budgeting and technology and has never been involved with instruction.  He is now being told to do observations because the principal is unable to do them all.  In his feedback to teachers, he has demonstrated a lack of understanding of basic instructional strategies and has not been able to provide suggested improvements to accompany his critiques.
Other problems we are seeing I imagine are more universal across the city.  For one, administrators are being pressured to do (and to document) far more observations this year.  Previously, informal observations weren't written up, now they are.  As a result, observations of only 5 or 10 minutes (out of an 80 minute class) are being used to characterize a teacher's ability.

Story one: We have a new teacher and three people walked into her class and observed her for five minutes (during the starter, aka "do now") and then left.  Her observation report cited her for insufficiently interacting with the students, yet made no consideration for the fact that this was a time for independent student work by design. This is a very hard-working and devoted teacher and afterwards she was visibly upset.  Again, they watched the first 5 minutes of an 80 minute lesson and made sweeping conclusions based upon that.

Story two:  An English teacher (me) was instructing students in how to write a critical lens essay.  Then students began their essay and the teacher helped them individually.  The feedback given said: "All discussion is between teacher and students; students are not encouraged to speak directly to one another."  There was no reason for students to be speaking to each other during this portion of the class, in fact that would have detracted from what they were accomplishing in that time frame.  This is how the rubrics can be misused.
 
Story three: An excellent tenured math teacher was given an "ineffective" for questioning because he used questions with "a single correct answer." This comment comes directly from the Danielson rubric, yet this was a math class where yes, there often is a single correct answer and students do need to get that.  You would hope that anyone would realize this was not how to use the rubric, but you'd be mistaken.
There are more stories along these lines, but when observers miss most of the lesson, teachers feel it's unfair for an all-encompassing rubric to be applied to specific instructional snippets.  They also aren't being given specific feedback.

All teachers are being told to watch ARIS Learn videos, which are overly general and most veteran teachers are already familiar with much of the material covered.  Other recommendations are very superficial or generic.  But then, how could it be otherwise, when the observer only saw 5 or 10 minutes of class?  No one is being given subject specific or lesson specific feedback, and the only real outcome of this new teacher effectiveness system has been teacher demoralization.


For the time being I would prefer to remain anonymous so please refrain from using my name or the the name of our school.  My main reason for this is that I don't want to embarrass our administrators whom we see as being unfairly caught up in the respective mess on their side of this broken system. 

Tuesday, June 18, 2013

Jeff Kaufman on The New Evaluation Plan, the Scam

 


This is Jeff:
Direct Vimeo link: http://vimeo.com/26575544

Sunday, June 16, 2013


Danielson: What We Lost – The Lesson Plan

LINK


While the ink is drying on John King’s decision and our Union touts how great Danielson is as an evaluative tool it is becoming clearer just how much our current contract was changed without a single vote from one of our members. Of course there is much that will be decided and practice may be implemented in different ways in different schools but there are some changes which could cause major problems to future employment.

Under 8E of our contract a lesson plan is for the use of the teacher. Who knows what we gave up to get this provision in our contract but it was important enough to stop principals from routinely collecting lesson plans or forcing teachers to spend punishment time creating documents. An extraordinary example of the abuse was when a bilingual Chinese teacher who wrote her lesson plans in Chinese was given a letter to her file because the principal could not read the plan and would not allow her to translate it.
Similarly a more experienced teacher who has good command of her pedagogy need not write down every aspect of a lesson to demonstrate good planning where a newer teacher might need some prompts. It’s like going to a good friend’s house who has just moved upstate. The first visit you put his address in MapQuest and follow the detailed turns. By the fifth visit you’ve figured out shortcuts and don’t need a map.

Lesson planning is essential to effective teaching. Danielson recognizes this in Domain 1. But evidence of good lesson planning is how the lesson is preformed, not in a piece of paper a supervisor must rate you on.

Under Danielson 2 out of our 22 rated components specifically deal with the lesson plan, component 1e and 1f. Under component 1e, the lesson plan is mentioned as part of a teacher’s design for coherent instruction. Here a highly effective teacher will have a lesson plan that “clearly indicates the concepts taught in the last few lessons” and that “the teacher plans for his students to link the current lesson outcomes to those they previously learned." An effective teacher “reviews lesson plans with her principal; they are well structured, with pacing times and activities clearly indicated.” An ineffective “teacher’s lesson plans are written on sticky notes in his grade book.” Source: Danielson 2013 Rubric-Adapted to New York Department of Education Framework for Teaching Components.

Similarly, component 1f, designing student assessments, appears to evaluate a lesson plan based on how well it “indicates correspondence between assessments and instructional outcomes.”

To be clear, both before King and Danielson and after King and Danielson you need a plan. It’s just now the plan is not for the teacher and it doesn’t matter how many times you’ve driven to your friend’s house; you better have a copy of the turn by turn directions or you may be rated ineffective.

Posted by Jeff Kaufman at 6/16/2013 08:08:00 AM

1 comment:

NYC Educator said...
I get your point, and agree completely. I'm told there is a union-initiated grievance against this nonsense, for whatever it's worth.
    From Betsy Combier: Did UFT President Mike Mulgrew bargain away the rights of UFT members in order to hide his own alleged misconduct? Jeff called for accountability:
    ‘Sex coverup’ with counselor should force UFT President Mulgrew out: foes By REUVEN FENTON, ANTONIO ANTENUCCI and YOAV GONEN, NY POST
    Posted: 1:02 AM, May 21, 2012
    LINK
      He needs to be taught a lesson!
      An outraged UFT chapter leader yesterday called on union boss Michael Mulgrew to step down if he traded away his members’ rights to school officials who hushed up his alleged classroom affair with a guidance counselor.
      The startling accusations came in a federal lawsuit filed in Suffolk County that names Mulgrew, the United Federation of Teachers, Mayor Bloomberg and Schools Chancellor Dennis Walcott.
      Jeff Kaufman, a union chapter leader at Aspirations Diploma HS in Brooklyn, said he and other teachers “would expect him to resign’’ if he’s guilty.
      WOE! Then-guidance counselor Emelina Camacho-Mendez allegedly had sex with UFT chief Michael Mulgrew (above) at Grady HS in 2005.
      Daniel Shapiro
      WOE! Then-guidance counselor Emelina Camacho-Mendez allegedly had sex with UFT chief Michael Mulgrew (above) at Grady HS in 2005.
      Michael Hicks
      Michael Hicks
      Grady HS
      Grady HS
      Kaufman, an outspoken member of a faction that opposes Mulgrew, said, “We have an election next year, when a group of us will be mounting a battle to unseat him, and if we find there’s anything suggesting any proof to the allegations — that he gave up something to suppress the story — we’ll be all over him for it.
      “The question is whether stories like that were suppressed and something was given for it.’’
      The suit by Manhattan math teacher and union member Andrew Ostrowsky claims Mulgrew had sex with colleague Emelina Camacho-Mendez in the woodshop at William Grady HS in Brooklyn in 2005 when they both were working there.
      It charges he and his predecessor, Randi Weingarten, who was grooming him for the top job, gave away their members’ hard-won protections in contract talks with the city to keep the tryst quiet.
      “All of a sudden Mulgrew was sitting at the table . . . Most people didn’t even know who he was,” said Kaufman. “He just slipped in as VP, and then it was just a matter of time before he absorbed the presidency.”
      Mulgrew became UFT president in 2009 when Weingarten took over as head of the American Federation of Teachers. Anti-Mulgrew activists say the married Camacho-Mendez was also rewarded.
      They pointed to a series of cushy union gigs that Camacho-Mendez landed — despite having no background or training in labor relations.
      When Mulgrew became a district rep, she was given a part-time union job in addition to her guidance gig. As her mentor moved up in union ranks, she followed him.
      She eventually became a full-time union employe and was named liaison for special education.
      Mulgrew’s opponents said her “patronage’’ jobs are proof the union cares more about sustaining itself than about fighting to protect its members.
      Even a former UFT staffer was outraged.
      “I’m hoping this story eats away at the belief or the reliance on Michael Mulgrew that he is indeed putting members first,’’ said parent advocate Betsy Combier. “I think it certainly lends itself to people thinking maybe he’s not — so that has to hurt him at the next election.”
      Mulgrew dismissed the lawsuit in an e-mail to union members, noting it was filed Joy Hochstadt, “an attorney who has previously been sanctioned and fined for bringing frivolous legal action.”
      “It is unworthy of serious consideration, and our attorneys will be making that point to the court.’’
      In 2010, Hochstadt was fined $21,000 for filing a suit with “numerous causes of action without any basis in law [or] fact.’’
      Weingarten said, “We live in a country where people are allowed to file crazy lawsuits. I’ve read through the allegations, and while they could be part of some fictional novel, they are utterly baseless in fact.”
      Even Hochstadt admits she doesn’t have hard proof that Mulgrew and the counselor were caught in the act — or that an investigation was thwarted by union horse-trading with the city.
      “Everyone has only hearsay knowledge, but almost everyone in the school talked about it,” the suit reads.
      But it insists, “Mulgrew was embroiled in a meretricious scandal for which anyone else would have been fired, ending his career as an educator,” the suit claims.
      Additional reporting by Julia Marsh and Dan MacLeod

      Thursday, March 14, 2013

      Charlotte Danielson on Teaching and the Common Core



      Teaching expert Charlotte Danielson says the Common Core State Standards provide opportunities 
      for teachers to "think deeply about what students are learning."
      —Teachscape

      INTERVIEW
      Charlotte Danielson on Teaching and the Common Core

      LINK

      Charlotte Danielson, a former teacher and school administrator with degrees from Cornell and Oxford Universities, is one of the most recognized authorities on teaching practice in the United States. A popular speaker and trainer, she is best known as the creator of the "Framework for Teaching," a 115-page set of components for effective pedagogy that is used in many states and districts to inform teacher evaluation and professional development.
      Danielson recently released a new edition of her Framework for 2013, with updates designed to reflect the Common Core State Standards.
      In a recent interview, we talked to her about the common standards and how they might change teachers' work.


      What are the central implications of the common standards in terms of instructional practice, or the way teachers teach?
      That's a good question, because we tend to think about the common core in terms of what students learn—for example, whether they demonstrate understanding of a concept or strong argumentation skills, being able to establish a point and defend it logically. Those are, of course, curriculum and ultimately assessment issues. But they also have implications for instruction—that is, how do you teach students the skills of argumentation? How do you teach in a way that advances conceptual understanding rather than superficial knowledge? These types of learning outcomes require different kinds of instructional practices—ones that many teachers are not adequately prepared to use.
      I think the common core rests on a view of teaching as complex decision making, as opposed to something more routine or drill-based. That's a view I've always taken as well. It requires instructional strategies on teachers' parts that enable students to explore concepts and discuss them with each other, to question and respectfully challenge classmates’ assertions. So I see the common core as a fertile and rich opportunity for really important professional learning by teachers, because—I don't know now how to say this nicely—well, not all teachers have been prepared to teach in this way. I see that as one of the enormous challenges facing the common core rollout.
      When you walk into a classroom, will good teaching look different under the common core?
      Well, that depends on how teachers are teaching now. But when I walk into a classroom, of course I care about what the teacher is doing, but in some ways I care even more about what the students are doing. What's the nature of the task? Are students being invited, or even required, to think? Naturally, that has implications for what the teacher is doing and what the teacher has already done. That is, has the teacher designed learning experiences for kids that engage them in thinking or formulating and testing hypothesizes or challenging one another respectfully or developing an understanding of a concept? You really only know what a teacher is doing when you look at what the students are doing. I also listen carefully to how teachers question students—if they ask kids to explain their thinking, for instance. That's very different from just saying that’s the right or wrong answer. It's a very different mindset about wanting to understand the students' thinking and their degree and level of understanding.
      How much of your framework has changed as a result of the common standards?
      Not much. What I did was make explicit some things that were always there. The Framework for Teaching has always been grounded in the same fundamental assumptions as the common standards—for example, the importance of student conceptual understanding and of student intellectual engagement. I just called those things out. But it's important to note that the common standards so far only apply to two subject areas, literacy and mathematics, whereas my framework is generic—I intend it to apply to all settings. So in terms of the actual rubrics and the critical attributes of the different levels of performance, I could only incorporate those aspects of the common standards that in fact apply everywhere—for example, those things we’ve been talking about like argumentation and conceptual understanding. For things that are more subject-specific, such as the close reading of texts and the balance of fiction and nonfiction, I included those only in the examples for particular critical attributions.
      The common-core documentation says that the standards are designed to give teachers flexibility. Does that make it more difficult for schools to evaluate teachers—insofar as there is no one right or prescribed way to do things?
      It’s true that the common standards are silent on the subject of how students should learn the content of the standards—there’s no doubt about that. But I don’t think that necessarily makes it "more difficult" for administrators to evaluate teachers' practice. That is, if I'm going into a classroom and looking for how well a teacher is implementing the common core, I'm going to look for those common themes that run through the common core, and if it's literacy or math, look for specific things. Again, I tend to look at what the students are doing. So, for example, do you see evidence of the teacher developing the skills that would encourage good argumentation—not only by asking good questions themselves but by encouraging the students to ask good questions and respectfully challenge one another's point of view? That kind of holistic inquiry has always been a part of my Framework.
      OK, so, imagine you are a school leader. How much room would you give teachers to experiment as they are implementing the common core?
      I personally would allow them to experiment quite a bit, because, again, the common standards only describe what students will learn. There are many ways to achieve those goals. In addition, this is all very new. As I said a minute ago, this is a rich opportunity for good professional learning—and for teachers to work together and maybe watch videos of one other teaching, then pause the video and talk about how or why particular decisions were made. I think implementation of this will be more productive if it’s done through groups of teachers working together or with a principal or instructional coach or team leader—as opposed to having a principal say, “This is the way it has to be.” It seems to me that, given the opportunity for deep professional learning work, teachers will have the expertise in this at least as much as principals or other school leaders. I mean, they’re the ones who are going to be able to say, “This is what common core looks like in algebra,” or “This is what it looks like in 3rd grade reading class.”
      Furthermore, we've discovered in our work that principals don't always recognize real student engagement. If the students are compliant and doing what the teacher says, if they're on task and busy, principals will often call it "engaged." But the students might not be doing any thinking at all. They might just be filling in some blanks on a worksheet. So I think this shift is going to challenge a lot of people to think deeply and differently. That’s my hope. And from a school leadership perspective, this means you don't want to be ramming things down peoples' throats—I think that's at odds with the spirit of what you're trying to do with the common core.
      There's a lot of talk about teachers being able to share and to make greater use of supplemental curriculum materials like primary sources. Do you have any recommendation for teachers on evaluating the quality or relevance of such resources?
      Yes, the use of primary sources in lessons—diaries, ships' logs, letters—can be wonderful and extremely enriching. And when teachers use these kinds of things, they can engage students in the kinds of learning that absolutely reflect the common core—that require analysis and conjecture and move away from rote learning. And I think that as more materials become available online, and as teachers begin to delve into the standards and understand what kinds of skills they are trying to develop in students, this can be a very rich experience for teachers themselves. They will be able to get involved in conversations with other educators and gain expertise as to the kinds of resources they need or want. I also assume that districts and curriculum directors will also help teachers evaluate lesson materials, in terms of their applicability to particular standards. At least in the early going, teachers may just need to trust their school or district leaders’ judgment on the value of particular materials.
      What’s your advice for developing formative or benchmark assessments based on the common standards, given that the official common-core-aligned assessments are still under development?
      I think it's the same issue as with teaching in general. You need to have a deep understanding of what the standards are about. Let's say you teach 4th grade mathematics. From reading the standards, you can see that there's a premium on mathematical reasoning, let's say. So you would want to be both teaching and formatively assessing kids on that. For example, do the students understand the processes they are using? Can they apply them in varied situations?
      But we have to define what we mean by formative assessment—some people use that term to mean interim summative assessments, these benchmarking exams that companies sell. That’s not my definition of formative assessment. I consider formative assessment to be a part of teaching, something that is assimilated into lesson plans and instructional decision making. It’s ongoing monitoring done by the teacher, not just of the group as a whole but of individuals as well. In my view, it's not mini-summative assessments—it's not something you administer, if you will, in January. It’s an integral part of instruction. Formative assessment is not something you buy off the shelf. It's a skill you learn how to do.
      But how do you know if you’re doing it well?
      The same way you know if you're doing teaching well. To me this is another place where there’s an opportunity for teachers to work together and determine what it looks like on the ground when students are reaching the kinds of higher-level learning objectives the common core describes. It has to be part of teaching—an integral part of conversations teachers need to be having about whether they are implementing the standards with fidelity. What kind of responses are we getting from our students? What kind of evidence do we have that theyunderstand what they are learning? I think figuring out how to measure these expectations is very much on-the-ground work.
      How will the common core affect teachers who have students with a wide range of skill levels or high needs?
      Well that hasn't changed. That is the perennial instructional challenge—kids come into your classroom with a huge range of backgrounds and skills. I fear that the common core papers over that problem.
      In what way?
      Well, in mathematics, for example, you're expected to focus on a few key concepts for 3rd graders. But suppose you've got some students who never mastered the 1st grade skills. The standards documentation, as far as I can see, is silent on how a teacher handles that situation.
      So what’s your advice for a teacher in that position?
      As an outsider, it's hard to be specific, but I think one has to understand the developmental learning sequence of particular concepts and teach them in a way that's compatible with the central themes of the common core. That is, the specific topics to me are less important than the big ideas. So if I'm teaching for conceptual understanding, which is a big idea in the common core, I'm going to go for conceptual understanding while maybe modulating the specific skills I'm teaching. Say I'm a 4th grade teacher and prime numbers is a 4th grade skill, but I've got some 4th graders who don't understand place value. In that case, my own personal inclination would be to ensure that my students develop conceptual understanding of place value at that point—because that’s what they need. So the big idea of conceptual understanding is still consistent. But the actual topic? I don't see how you can responsibly say anything other than that you have to be flexible and teach students what they have the background to learn at that point. Otherwise, you're setting them up for failure.
      Are there things about the common core that you don’t like?
      No, not really, not conceptually. But I do worry somewhat about the assessments—I'm concerned that we may be headed for a train wreck there. The test items I've seen that have been released so far are extremely challenging. If I had to take a test that was entirely comprised of items like that, I'm not sure that I would pass it—and I've got a bunch of degrees. So I do worry that in some schools we’ll have 80 percent or some large number of students failing. That's what I mean by train wreck. But who knows? We just don’t know enough about the assessments right now. But when I have shown some of those released items to groups of educators—to teachers and administrators—the room just goes very quiet. So I can imagine a hostile response on the part of some educators and communities. But I'd like to be wrong about that.
      I do think the vision of the common core, in terms of the conceptual framework, is terrific. For some educators, it represents a real change in mindset. It's about getting away from this scripted or pre-digested textbook-based instruction and really asking questions and encouraging deep understanding. I love all that tremendously. I mean, when you ask a kid who doesn't like school, "Why not?," you never hear him say, "because it's too hard." Kids say, "It's boring." And you know what? They have a point. A lot of it is. There are a lot of boring lessons out there—and I see the common core as a way of breaking out of that, because it does put a real premium on students' deeper learning and understanding and engagement, real engagement.
      Do you have specific advice for teachers who are making the transition to the common standards right now?
      I guess my advice to teachers would be to take a deep breath and look at ways this might be compatible with what they're already doing and what they want to do in their classrooms. Good teaching has always been what the common core is asking: inviting students to think and to understand complex concepts. The standards are going to invite teachers to think deeply about what the students are learning, and about whether they are really teaching for understanding, and how they can do that better—because that's where the real power in learning is. This is a big initiative, and it is going to require a major reorientation in how many people think about instruction and student learning. There's no doubt about that. I don't think we should pretend otherwise. On the other hand, it’s always been the vision of some people, including me, that that’s how we ought to be teaching—for deep engagement. And by engagement I mean intellectual engagement, resulting in the understanding of complex concepts.
      —Anthony Rebora
      WEB ONLY

      From Betsy Combier:

      By the way, if you are a teacher and you have been observed using Danielson's standards and rubrics, please read the UFT-Office of Labor Relations Stipulation prohibiting this.
      http://blogs.edweek.org/sso.html?skey=fe18c4a1e38141c988200e2ae7c7f014&autologin=true&r=1946410803