In yesterday’s Kansas City Star, Joe Robertson outlines various concerns about teacher evaluation proposals that include student performance as a factor. The most widespread of these, perhaps unsurprisingly, is that these “value-added” models include too many variables outside of the teacher’s control to be fair. And this is a problem: in the words of KC teachers’ union president Andrea Flinders, this type of system “will do nothing to attract teachers and it will drive good people away.”
I’m not going to comment on the specifics of this proposal; I’m far from an expert on the underlying calculations. But this case exemplifies the absurd overthinking which mars discussions of teacher evaluations.
The reality is that no method of evaluating employees in any industry is perfectly fair or foolproof. Yet only in education is the concern about “driving away” potential employees so prevalent. A person is hired for a job. They are given various tasks and assignments to complete and asked to meet various expectations of comportment and professionalism in the office. If they meet those expectations, they will remain employed; if they don’t, they will get fired.
Of course, it is often not that simple. Evaluating work performance can be complicated, especially in fields like sales where there are plenty of variables outside of the employee’s control. There can be incompetent supervisors that play favorites or are otherwise arbitrary in their hiring and firing decisions. Yet the system goes on. There is an understanding that, for companies to be successful, they want the best people working there. Supervisors that don’t follow that principle rarely remain supervisors for very long.
Yet that doesn’t seem to be sufficient for teachers. The rhetoric on teacher evaluation rests on the assumption that teachers have rights to their jobs, and that right can only be taken away when they have been objectively proven to be ineffective. As I’ve written previously, if we demand different treatment than other professionals in the workforce, we shouldn’t be surprised by a negative reputation and lack of respect. Will a system of performance evaluation lead to some questionable firing decisions? Sure. But if the system is reasonably and logically designed, in the aggregate it should improve the quality of employees overall. And if that is good enough for other professionals, it should be good enough for us.