An isolated job, uneven distribution of expertise and experience, and career paths and compensation that are unconnected to results or contribution.
Teachers have the time and support for team collaboration and learning, they are strategically hired and assigned, and their career paths and compensation enable growth and reward contribution.
We can change the odds for teachers and students if school systems fundamentally restructure the teaching job, including how we hire, assign, support, evaluate, compensate, retain, and dismiss teachers. Schools need to organize differently to create time for teacher teams to collaborate and learn together, and opportunities for teacher leaders to share their expertise and improve teacher and student learning. Principals need support and flexibility to select, assign and help their teachers grow into the roles that help other teachers and students grow. Career path and compensation structures need revision to ensure that we attract and keep the best teachers over time.
See how DC Public Schools improved its evaluation and professional development systems to retain effective teachers and maintain high learning standards.
A 10-minute self-assessment tool that helps district leaders and others identify which of your strategies are likely to lead to student success—and where there are opportunities to improve.
Teachers need more support to meet the demands of college- and career-ready standards. Where can schools systems find the money, staff, and time to provide truly transformational professional learning?
All school and district leaders want to grow their new teachers into effective educators who stay at their schools - yet most feel constrained by limited budgets. But it is possible to provide new teachers the support they need, with the resources school systems have today
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