In our previous two posts (here and here), Sarah and Grant shared reflections on the past year and projects they are looking forward to in the coming months. To bring us home, Jessica shares lessons learned on working through complexity and opportunities to lead with appreciation.
What I learned: I have spent most of my career in education supporting and working in large bureaucracies, namely large urban districts and state education agencies. Just prior to joining Hendy Avenue I was in senior leadership in one of the largest school districts in Ohio. Each of the organizations I’ve worked with in the past have faced challenges, and I tended to chalk those up to organizational complexity, and the difficulty that comes with arriving at solutions when you must invest a large number of people and perspectives in the strategies. After spending my first year with Hendy working with diverse organizations and districts, I came to appreciate that the challenges I faced in past contexts are not so different from those faced by clients of all sizes. I’ve learned that it’s often not only the scale and bureaucracy that causes the challenges we face in K-12 education, and that we can learn a lot from organizations of different sizes and types in finding solutions. As we partner with our clients this year, we are excited to continue to bring lessons learned from all shapes and sizes of districts, states, schools and networks to arrive at solutions to problems.
What I’m excited about: I am so happy to get to continue to partner with Independence Mission Schools in Philadelphia. Having attended Catholic schools as a child, I have a great appreciation and admiration for the work IMS is doing for some of Philadelphia’s most deserving students. We learned a lot from IMS’ leaders and teachers as we supported them last fall to implement their new instructional framework, and to modify that framework to fit their Catholic culture. Now, I’m excited to continue to support IMS leaders as they deeply invest in teachers through teacher leadership. This project has been a welcome opportunity to explore how others are solving a problem, learn more about the context, strengths and opportunities in IMS schools, and devise a program that makes a difference for teachers, and students, across the network.
In our last post, Looking Back, Looking Ahead: Lessons Learned and What’s to Come in 2018-19, our founder Sarah shared insights on the difficulty of leading change and the excitement around re-engaging with one of our first partners.
This week, we hear from Grant:
What I learned: Historian and philosopher Will Durant said, “we are what we repeatedly do. Excellence, then, is not an act, but a habit.” Durant’s much-quoted line rings true in most endeavors, especially in efforts to drive change. Over the past year, we’ve seen the power of habitual communication–to teachers, school leaders, regional administrators–in sharing consistent messages, building shared understanding and demonstrating competence. Nothing derails stakeholder buy-in more than mixed messages or a lack of information! Habitual communication requires consistent content, format, and tone through a single channel at a regular, expected frequency. In Houston, we’ve supported KIPP in the development of a weekly message to School Leaders around implementation of Teacher Pathways. Each Friday, leaders know they will receive updates, shout outs, resources, and reminders to guide the week ahead. In Delaware, we’ve launched a monthly newsletter for district leaders on DPAS_II, the state’s teacher evaluation system, with a consistent agenda including deadlines and professional development opportunities. These habitual communications do more than provide information, they demonstrate competence and care for colleagues and trust between stakeholders. As you think about the programs you’re leading, consider how you can habitualize communication as a repeatedly do.
What I’m excited about: In 2014, KIPP Texas – Austin began a comprehensive effort to reshape teacher effectiveness and retention through the development of a Teacher Career Pathway. Knowing that great teachers drive student achievement, Austin’s Teacher Career Pathway develops, recognizes and rewards excellent educators so they will get better and stay longer. This fall, the first cohort of Distinguished Teachers will be announced; a group of accomplished educators who have demonstrated consistent gap-closing results for kids, impeccable teaching practice and exemplary professional contributions to the school community. We cannot wait to celebrate these remarkable educators!
As consultants, our role is to guide our partners to make informed decisions and to successfully meet their goals. We also prioritize building the knowledge and skills of our partners and they tell us that they learn a lot from working alongside us. In turn, we learn so much every day from the incredibly smart and diverse partners we have the good fortune to work with!
As we reflect on the past and look ahead to the new school year, we are grateful for all that we have learned from our clients. In our next couple of blog posts, each Hendy team member will share something he or she has learned and something we’re excited about it. It’s going to be a great year!
To kick us off, read below from our founder, Sarah Rosskamm:
What I learned: Change is hard. Often times the solution is to prepare for change, engage stakeholders, continuously communicate the “why”, work with influencers, plan for challenges and ultimately to just keep going even when it gets tough. There are times, however, when the solution is to pause, reflect and change course. In working with one of our partner charter networks this year, we learned that sometimes the most courageous and best answer is to stop doing something. In this case, our partner was eager to build a teacher career pathway. They took many important steps to get there, had buy-in from leaders and momentum from teachers believing it was valuable. However, they also had budget changes, shifts in capacity and new demands of their attention. As a result, they smartly decided to pause. They stopped putting their attention into the pathway and instead narrowed the scope of their focus to implementing a highly effective evaluation and development structure that would help their teachers to grow and enable them to target their professional learning activities. They focused on laying a foundation that would immediately benefit teachers through continued growth, and will ultimately allow them to move more quickly toward a pathway if and when they choose to pick it up again. It wasn’t easy (for the network or for the Hendy team) to not complete our original shared goal, but it was the right thing to do for their teachers and students.
What I’m excited about: Hendy Avenue’s very first consulting project was supporting the Delaware Department of Education as they considered revisions to their teacher evaluation rubric. After considering several rubric options based on the best of the available rubrics at the time, the Delaware team, similar to the team described above, decided to pause and learn more before making changes to a statewide tool. So, we shifted course and supported four charter schools in Wilmington to design and implement an alternative evaluation system for their teachers that would utilize this new rubric. I worked closely with the leaders in those schools for several years and together we instituted an alternative system that is now used in a growing number of Delaware schools through their Alternative Evaluation system. I am so excited that five years later, after learning a great deal about the use of the current rubric and about the alternative system, Delaware leadership is eagerly partnering with teachers, leaders and other stakeholders to revise the rubric to ensure the tool is well-aligned to new standards and meets the needs of teachers across the state. I’m also thrilled the state has very wisely decided to prioritize involvement of teachers and leaders in the process and to take the time necessary to ensure it’s a positive and welcomed change for their well deserving teachers. And I’m even more excited that Hendy Avenue will be partners in engaging stakeholders, designing, piloting, revising and ultimately building a rubric that helps teachers and leaders be the very best they can be for their students.
Performance management, at its core, sets expectations. It puts a stake in the ground for what “good” looks and sounds like in the classroom and serves as the baseline of teacher observation rubrics. Effective performance management is more than diagnosing current performance; it supports teachers to articulate an actionable, clear trajectory toward excellence. Ultimately, a vision of good teaching and learning must be at the heart of any performance management system.
Common Pitfall: Framework Without Vision
Too often schools and districts launch a performance management system by creating or selecting a rubric without consideration of core instructional priorities. Enthusiasm and urgency, while helpful, can lead to less than ideal system design.
For example, simply adopting an existing framework because it is “proven” or “research-based” might not actually lead schools and teachers to excellence: what might be excellent teaching in one context might not be true in another setting. Creating a framework from scratch in a vacuum, separate from instructional priorities, isn’t likely to lead teachers to excellence either.
This doesn’t mean that adopting an existing framework is the wrong strategy, or that creating something new won’t get leaders and teachers where they need to be. It does mean, though, that this work must be grounded in the core realities of instruction necessary to move kids.
Ground Performance Management in a Vision for Excellent Instruction
Co-design and co-own by instructional leaders. Defining excellence for as complex a role as teaching requires a team of individuals, with different areas of expertise and focus. While very often, the development of teacher evaluation systems lives within talent/human resources, great systems strategically draw in additional stakeholders. For quality operations, a talent leader should drive and own the design and implementation of a performance management framework. At the same time, this work should be a shared priority between leaders of talent, academics and school management functions in a network or district. Instructional leaders working in schools daily must be the core authors and implementers of expectations for teachers.
Measure what matters. If teachers are held to expectations through a framework that aligns with core instructional priorities, schools are more likely to see improvement in the areas that matter most for students. If a solid instructional vision grounds all decision making, then curricular resources, training, and other supports will naturally stem from that vision. As teachers are supported to meet expectations via appropriate the resources, materials, and training, student learning will flourish.
Lead from your vision. Consider the following questions, and strategically engage others to ensure answers reflect the perspectives of a broad range of stakeholders:
- What are our prevailing beliefs within our system about students, and the role teachers play in their success?
- What do the instructional standards require from our students? And then, by extension, from our teachers?
- In classrooms where good teaching and learning is happening, what are teachers doing? What are students doing?
- How does this differ for different students? Different contexts?
- How do we ensure that the performance management system we design reflects our vision of excellent teaching?
- Who will own this work? How will we ensure that leaders from talent and instruction both continue to be involved?
Let us know what you think in the comments below!
This post is the third in a series on how innovators are reimagining the design and implementation of evaluation and development frameworks. Read our earlier posts on observation frequency and raising rubric rigor.
When you think of a teacher, where are they? What are they doing? If you envisioned someone standing in front of a blackboard, lecturing a group of students, you’re likely not alone. In reality however, teachers spend their days in a multitude of ways: working individually with students, collaborating with peers, planning independently, connecting with parents and family members.
Definitions of excellent teaching therefore must go beyond classroom observations and measures of student outcomes (both of which are important!), to gather a broader view of a teacher’s impact.
Surveys are a simple, yet powerful tool that can amplify the voices of stakeholders from across a school community to help educators develop a comprehensive view of excellence.
The Benefits of Administering Surveys
- Surveys, coupled with other measures like classroom observations, provide rich information to help teachers improve their practice. Teaching is a complex job that depends on strong relationships. While districts and schools have made progress in collecting data and providing feedback on certain aspects of the profession (e.g., content knowledge, teaching strategies, assessment data), our field often misses the opportunity to coach teachers on their relationship building with students, families and peers.
- Research says that students are reliable evaluators of a teacher’s impact. Analysis by the Measures of Effective Teaching (MET) project finds that teachers’ student survey results are predictive of student achievement gains. In other words, students know an effective classroom when they experience one.
- Surveys provide the opportunity to put values into practice. Value statements like “we are a team and family” or “parents are partners” are powerful; however, these beliefs are only as true as the actions taken to build an authentic community. Administering surveys of key stakeholders sends a strong message that the voices of community members are valued, respected and heard.
- Surveys provide clear and transparent expectations to teachers. When questions are shared with teachers in advance, the survey content provides clear definitions for expected behaviors in teacher-to-teacher, teacher-to-student, and teacher-to-family relationships. For example, if a survey asks families if they receive one or more positive phone calls a month from their child’s teacher, that sets a very clear expectations for the teacher-family relationship.
Educators have available a number of survey types, structures, question formats and administration platforms.The table below highlights three common survey types.
Surveys should be designed thoughtfully, taking into consideration the purpose, audience, and respondents.
- Purpose – Why are you administering the survey? What do you hope to learn? How will results be utilized?
- Audience – Who will analyze and interpret the survey results? When and how will they reflect on and plan from the results? How will the results be debriefed with teachers to improve practice?
- Respondents – Who will complete the survey? When and how will they complete the survey? What directions, supports and technology will be necessary for administration?
To learn more, including a list of sample survey questions, visit the resources page of our website.