(Image via https://educationtrendsandissues.wikispaces.com)

Evaluating Teachers

The core purpose of teacher assessment and evaluation should be to improve the
knowledge, skills, dispositions, and classroom practices of professional educators.
        
          (The National Education Association)

From the readings; teacher evaluations seem to be more demoralizing rather than being a process of growth and development. Many states tie teachers' evaluations and promotions directly to how students perform on standardized tests. What good comes of this? Teaching to the tests? Teachers that are filled with anxiety because they are afraid to deviate from the required material? I think teachers in South Korea go through a much simpler process. (Could it be the "save face" culture?). 

From what I've read, it doesn't seem as if there is any one effective way to evaluate a teacher's performance. All ways seem to be controversial; there are teachers that have gone on strike in Chicago; teacher unions that have fought with local cities (in 2010, the Los Angeles Times published 6,000 LA Unified School District teachers' performance evaluation scores to the dismay of the Teachers Union per PBS.org). 

I posted these Some eCard cartoons because I thought they were funny; they don't necessarily reflect my opinion.  

Writing this week's blog was fun for me because in learning about the many ways teachers are evaluated, I was able to have conversations with two teachers on complete opposite sides of the globe! The first conversation was with my Korean co-teacher, Mr. Kim (his name has been changed for this blog); the other talk was with a childhood friend who is now an ESL teacher in my home town; Kansas City, Kansas. It was refreshing to learn about two completely different evaluation methods and to hear them "open up" and share their opinions with me. In Korean culture, it is rare for older Koreans (due to my position in the social and school hierarchy) to open up to me. However, my co-teacher gladly answered all questions that I had! 

Teacher Evaluations in South Korea

Changes are in the air in South Korea. Big changes! Since President Moon Jae-in has taken office, he has made it his mission to reform the Korean educational system from the inside out. As I write this, there are many changes making headlines in which I will discuss more in-depth below. 

(Image via www.britannica.com)

I had a sit down conversation with my co-teacher and advisor, Mr. Kim, regarding teacher evaluations in Korea. He informed me that it is completely being overhauled and a new system will debut next year. Currently, teachers are evaluated every semester. There are 2 semesters in the school year. The principal comes to the class and observes the lesson; it is common for other teachers to come observe as well. Teachers have weeks to "rehearse" (prepare, if you will) the lesson with students. Usually, it is "perfected" by the time the principal attends the class. Raises are not tied into standardized tests (keep in mind that South Korean students score very high on tests and if this were the case, all of the teachers here would be millionaires!). Teachers automatically receive raises every year. Teachers are civil servants in South Korea. Pay raises are pretty much guaranteed. Each year teachers move up a level, this affects their pay and where they sit in the teachers office. In Korea, everything falls into a hierarchy; this includes schools. As teachers move up in levels, their desks move closer to the principal and vice principal! 

I'm not sure what the incentive is to perform well (other than the passion of helping students succeed). I can tell you that the teachers that I work with are highly dedicated to the students and care about what they do. I think Korea takes good care of teachers here. Teachers are highly respected and receive more holidays, time off, and benefits than many other professions here. 

Teacher Evaluations in my hometown: Kansas City, Kansas

(photo via www.tierpoint.com)

(actual evaluation used in KCD USD 500)

I was able to sit down with my friend via facebook messenger chat and video and had a wonderful time discussing her thoughts on teacher evaluations. In her school district, first and second year teachers are evaluated two times (one per semester). For teachers that are over the two year experience window, or not on probation, they are only evaluated one time per school year. Teachers' raises in that school district are NOT tied to students' test performance scores. Each school district is allotted money from the state. However, the last few years the teachers have not received raises and in 2017 they only received a 1% pay raise. All the time in the local news are stories of how Governor Sam Brownback keeps cutting funding to schools. Kansas has been a testing ground for him to implement new ideas. My friend is a member of KNEA and from what she tells me and what I saw (my own eyes) on social media and the news, the governor is not popular in academic circles. In my personal opinion, it is not nice to punish teachers financially like that. Though teachers may not be "in it for the money." they certainly have families to support and bills to pay. I haven't heard anything about the governor or state legislature taking cuts in pay! 

On a final note about Kansas evaluations; the teacher is informed ahead of time which allows them to prepare the lesson they will teach. They also meet with the evaluator after the classroom evaluation has concluded for a face-to-face feedback session. There are specialists in the school district (former teachers) who go from school-to-school to evaluate teachers. Teachers select goals at the beginning of the year; they inform the principal of these goals, and they meet throughout the year discussing the progress of those goals. All in all, Kansas doesn't seem to be too bad of a system. Teachers evaluations are not judged on standardized test scores. However, it isn't fair that they haven't received raises. Our teachers work hard; they deserve every dime of it!

As a second year teacher...

I'm only in my second year of teaching; and I have much to learn. I want to improve and become a better more effective teacher. However, in the school system here, I rarely (if ever) receive feedback. Again, it relates to the culture. I do solicit feedback from my co-workers; I let them know that it won't offend me. However, they are still reluctant in the feedback that they give me. I do know this much; in order to be renewed with my employer (the Provincial Education Office), a teacher must score at least 85. Last year when I was working on the island, I had to receive a score of 89 to be able to transfer. My co-teacher informed me that the Principal gave me a 95, though I have never seen the paperwork. I love my job here but the biggest complaint that I have is that we don't get to see our evaluations or receive feedback. I NEED feedback. I NEED it. I want to grow and how can I grow without feedback? 

Conclusion

I am okay with pay being connected to raises if they compare growth from the beginning of the year to the end of the year. They should not compare it from the students that you had the previous year. Students are different every year. There are some groups of students who struggle with learning more. Teachers should not be penalized because of this! 

References

Pathe, S. (2013, February 4). A Brief Overview of Teacher Evaluation Controversies. Retrieved August 16, 2017 from 
http://www.pbs.org/newshour/rundown/teacher-evaluation-controversies/

National Association of Educators (NEA). (n.d). Teacher Evaluation: A Resource Guide for National Association of Educators Leaders and Staff. Retrieved August 15, 2017 from https://drive.google.com/file/d/0BzYfzjQoASL_eGdtNFdsbXRIRDQ/view