Teacher Layoff Methodology

The Buffalo School District is trying to get in on a new piece of legislation before the state government that would remove the mandate that teacher layoffs be done by seniority. Instead, they want to terminate based on evaluations and other objective measures.

Hallelujah. It’s like someone realized that the best way to run our schools might not be to continue doing everything exactly the same way that’s been failing for years.

8 Responses to “Teacher Layoff Methodology”

  1. Dan says:

    They want to make it a competitive market? Who ever thought one of those would be a good idea?

  2. Pitt says:

    Must crush Capitalism! Mrar!

  3. Pitt says:

    “Not more than 50 percent of a teacher’s evaluation, for instance, should be based on student performance”

    That’s like saying no more than half of a Chef’s performance should be based upon how good his cooking is.

  4. Pitt says:

    “Removing seniority for teachers, they also warn, would spread to similar moves on other government jobs.”

    We could only hope…

  5. Dan says:

    If one person finds out that people get lazy when there’s no threat of getting fired, soon everybody will be “trying to keep their job.” Is that what you want? Hitler?

  6. Pitt says:

    Yup, I’m a Nazi. You got me.

  7. matt says:

    That’s like saying no more than half of a Chef’s performance should be based upon how good his cooking is.

    Assuming that a chef doesn’t get to pick out his raw materials, or his recipes, and is stuck in the back of a kitchen from 1972 with a broken stove.

    I agree that student performance shouldn’t be the entirety of the evaluation method, if only because there are so many factors beyond the control of an individual teacher. I would like to see more input from peers and from school principals make up the gap.

  8. matt says:

    Additionally, I question Rumore’s assumption that this will be used to cull higher paid teachers in favor of cheaper newcomers. I always thought that teachers were paid more over time because they were more useful and effective as employees – if their value isn’t scaling commensurate with their pay, maybe it’s time to look at the “step system” as well and stop giving lockstep raises to people independent of their performance.

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