Recruitment & Retention

Weaker Teachers Leaving Schools Under N.Y.C.'s Tenure Changes

By Stephen Sawchuk — June 16, 2014 4 min read
  • Save to favorites
  • Print

After New York City encouraged principals to be more deliberative in awarding tenure, ineffective teachers were more likely to leave schools or the profession voluntarily—to the benefit of students, according to a recently released working paper.

Even though the overall percentage of teachers actually denied tenure did not change much, the more-rigorous process appears to have reshaped the workforce—suggesting that changes in practice rather than underlying tenure laws, may bear fruit, said Susanna Loeb, a Stanford University professor and one of the study’s authors.

“Within current tenure laws, there’s quite a bit of flexibility that districts aren’t using in order to improve their workforce. This did not require a change in the law; it simply required a change in practice,” Loeb said. “It wasn’t necessarily greeted warmly by everyone involved, but you didn’t need a court case or legislative change to change practice, and I think that’s true in a number of places.”

The paper comes during a period of intense interest in tenure. A California judge recently struck down a teacher-tenure law in that state, and it is unclear whether the state legislature will seek modifications. Two other states—Florida and Kansas—have outlawed tenure; South Dakota, Idaho, and North Carolina have unsuccessfully tried to do so.

Yet there has been next to no empirical research on just how alterations in tenure laws affect student achievement.

The paper, issued earlier this week, examines an unusual change in New York City policy. In 2009-10, the city education department revised what had been a more or less automatic process of granting tenure. The district started supplying more data on teachers to principals, asking them to weigh performance observations, reviews of teachers’ lesson plans, and in limited instances “value-added” data based on test scores. And it began requiring principals to justify their decisions about whether to grant or deny tenure—particularly if it didn’t match up with the data. Principals could also extend the tenure decision for another year if they weren’t ready to make a final call.

For the study, Loeb and her co-authors looked at tenure decisions made between 2010-11 and 2011-12, matching it to the demographics and SAT scores, and preparation routes of the teachers. Then, they looked at how those teachers performed either on observations or using a value-added method, controlling for student attributes.

Here are the findings:


  • The number of teachers denied tenure was very low, but far more teachers that had their probationary period extended under the new policy, and the number of teachers approved for tenure dropped sharply. (See the figure, below.)
  • Having one’s probationary period extended increased the likelihood that a teacher would move to a different school, or quit teaching in New York City, relative to those teachers in the same school granted tenure.
  • “Extended” teachers who chose to leave were less effective, on both principals’ judgment and value-added measures. What’s more, their replacements would have on average been somewhat stronger teachers.
  • Teachers in schools with high concentrations of black and low-performing students were more likely to be “extended,” and it isn’t entirely clear whether that was because such schools have poorer-quality teachers or because principals in such schools were harder graders. (Research has unveiled a bias toward tougher grading of teachers of minority students.)

In sum, “nudging” some teachers out the door this way seems to have improved the overall quality of the teaching force.

Of course, teacher effectiveness is a complicated matter. I asked Loeb about how to balance her findings with other, separate research she’s conducted that shows that teacher turnover of any sort is generally harmful to academics.

“It depends on the long-run effect of these policies. If what they do is increase the quality of teaching in the schools, they become more appealing places to teach. So I think we have to look at more than the one-year effect,” she said.

Another key takeaway, Loeb added, are that evaluations matter because, when used in a non-formulaic way, they can supply information for such decisions and improve the workforce.

The United Federation of Teachers opposed the new tenure practices at the time, and a spokesman said the union is still reviewing the research. But on first glance, it underscored the different results in schools with certain demographics.

“We have a chicken-and-the-egg problem here,” union spokesman Dick Riley said. “Were people less likely to have probation extended because their kids are more successful, or is it the other way around?”

He added that it isn’t clear whether teachers who transfered, but remained in the district, ultimately got tenure.

“What happens to the people who change schools? If they got tenure, then what you have is a difference of opinions among the principals.”

Related Tags:

A version of this news article first appeared in the Teacher Beat blog.


Commenting has been disabled on edweek.org effective Sept. 8. Please visit our FAQ section for more details. To get in touch with us visit our contact page, follow us on social media, or submit a Letter to the Editor.


Events

This content is provided by our sponsor. It is not written by and does not necessarily reflect the views of Education Week's editorial staff.
Sponsor
Teaching Webinar
6 Key Trends in Teaching and Learning
As we enter the third school year affected by the pandemic—and a return to the classroom for many—we come better prepared, but questions remain. How will the last year impact teaching and learning this school
Content provided by Instructure
This content is provided by our sponsor. It is not written by and does not necessarily reflect the views of Education Week's editorial staff.
Sponsor
Student Well-Being Webinar
Attendance Awareness Month: The Research Behind Effective Interventions
More than a year has passed since American schools were abruptly closed to halt the spread of COVID-19. Many children have been out of regular school for most, or even all, of that time. Some
Content provided by AllHere
This content is provided by our sponsor. It is not written by and does not necessarily reflect the views of Education Week's editorial staff.
Sponsor
School & District Management Webinar
Ensuring Continuity of Learning: How to Prepare for the Next Disruption
Across the country, K-12 schools and districts are, again, considering how to ensure effective continuity of learning in the face of emerging COVID variants, politicized debates, and more. Learn from Alexandria City Public Schools superintendent
Content provided by Class

EdWeek Top School Jobs

Teacher Jobs
Search over ten thousand teaching jobs nationwide — elementary, middle, high school and more.
View Jobs
Principal Jobs
Find hundreds of jobs for principals, assistant principals, and other school leadership roles.
View Jobs
Administrator Jobs
Over a thousand district-level jobs: superintendents, directors, more.
View Jobs
Support Staff Jobs
Search thousands of jobs, from paraprofessionals to counselors and more.
View Jobs

Read Next

Recruitment & Retention This District Built a Better, More Reliable Supply of Substitute Teachers. Here's How
A Rhode Island school district tackles one of the biggest staffing challenges for school administrators. So far, it's working.
6 min read
Substitutes size is fine
Getty
Recruitment & Retention Many Feared an Educator Exodus From the Pandemic. It Doesn't Seem to Have Happened. Yet.
A RAND Corporation survey of district leaders finds that predictions about principals and teachers fleeing their jobs haven't panned out.
5 min read
People form two lines in front of an Exit sign
E+/Getty
Recruitment & Retention Schools Pay a High Price for Low Teacher Salaries
Teacher turnover rates are rising and more than half of teachers said a salary hike could persuade them to stay in the classroom longer.
4 min read
Conceptual image of salary.
Collage by Laura Baker/Education Week (Images: iStock/Getty)
Recruitment & Retention How 'Grow-Your-Own' Programs Are Helping Recruit Teachers of Color
Learn which strategies are working to recruit and support future teachers of color.
6 min read
Diverse team builds a geometric shapes structure together
Rudzhan Nagiev/iStock /Getty Images Plus