“Every child in a District of Columbia public school has a right to a highly effective teacher — in every classroom, of every school, of every neighborhood, of every ward, in this city,” the chancellor said in a statement. “That is our commitment.”
All told, the district terminated 302 employees — 226 for poor performance, and 76 for other problems like not having the licensing required by the No Child Left Behind act. Besides the 241 teachers, those dismissed were librarians, counselors, custodians and other employees.
An additional 737 employees were put on notice that they had been rated “minimally effective,” the second-lowest category, and would have one year to improve their performance or be fired.
In the years before Ms. Rhee took over the district, almost all the teachers had high performance ratings and almost none were fired, but students, on average, had low achievement levels.
George Parker, the president of the Washington Teachers’ Union, said the union would challenge the firings. The union has taken issue with the evaluation system Ms. Rhee used, saying that it was designed more for punishing teachers than helping them improve.
Randi Weingarten, the president of the American Federation of Teachers, also criticized the evaluation system and what she called the chancellor’s “destructive cycle of hire, fire, repeat.”
“Evaluations should include a component of student learning, of course, but there also has to be teacher development and support,” Ms. Weingarten said. “It can’t just be a ‘gotcha’ system, like the one in D.C.”
As part of the Obama administration’s focus on teacher effectiveness, Education Secretary Arne Duncan has pushed states to develop evaluation and pay models that link teacher ratings to their students’ test scores. States that use such models get points that increase their chances of winning part of the department’s $3.4 billion Race to the Top grant pool.
Since becoming chancellor in June 2007, Ms. Rhee has been intent on controlling how teachers in the district — known for a long history of low-performing schools — are managed, paid and, if necessary, fired.
Friday’s dismissals were not the chancellor’s first. In the 2007-8 school year, a district spokesman said, 79 teachers were fired for poor performance, and in 2008-9, 96 were. Also, after hiring more than 500 new teachers in the spring and summer of 2009, Ms. Rhee laid off 266 educators in the fall, citing budget problems. The union has filed suit challenging those dismissals.
Last month, the teachers’ union and the District Council approved a contract that weakened teachers’ seniority protection, in return for 20 percent raises and bonuses of $20,000 to $30,000 for teachers who meet certain standards, including rising test scores.
Only 16 percent of the teachers evaluated were rated in the top category, “highly effective.”
A spokesman for the district said that starting the new school year with a full complement of teachers would not be a problem because a pool of several hundred applicants had already been screened.
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