Future of Work

Fast-growing ‘early college’ schools push kids through barriers to college

PHOTO: Dylan Peers McCoy
A senior at Ben Davis University, Josh Witham hopes to study computer engineering in college.

Education leaders in Indiana and across the country are promoting early college high schools that let students earn a diploma and an associate’s degree at the same time.

The programs give students a leg up on college — and save them thousands of dollars in tuition. But as they proliferate, early colleges are growing from a niche alternative in a handful of tiny schools to a new strategy for preparing high school students for the future. Indiana is at the forefront of efforts to bring early college programs to mainstream schools.

Unlike dual-credit courses, which let high school students pick up a few college credits, early college programs target students who might not make it to college without support, said Julie Edmunds, a researcher at the SERVE Center at the University of North Carolina at Greensboro.

“We know that our economy is really requiring a different set of skills,” Edmunds said. “You need to have additional credentials. … This is a model that really focuses explicitly on that goal.”

There are many approaches to early college, from small schools embedded on college campuses to programs designed to help career and technical education students get credentials in their fields. Regardless of the context, early college offers structured paths for students to earn associate’s degrees or a significant number of transferable credits.

“The idea is that you don’t want students just randomly taking courses,” Edmunds said.

Early college programs are steadily catching on in Indiana. Since the Center of Excellence in Leadership of Learning at the University of Indianapolis launched an Indiana early college network in 2006, it has endorsed 12 fully-fledged early college programs. Eighty more are in some stage of development. When Indiana State Superintendent Glenda Ritz began highlighting promising practices this year, one of the first schools to win her praise was Ben Davis University High School — a Wayne Township early college high school.

Among the most developed early college programs in Indiana, Ben Davis is a small, freestanding high school founded in 2007. It’s geared to teens with academic potential who might not thrive in a traditional school, administrators say.

“We attract a middle of the road kid,” said principal Rebecca Daugherty. “These are kids who might not necessarily take advantage of AP classes.”

With demographics that are fairly similar to the traditional high school a few miles away, Ben Davis is diverse. About 59 percent of students are minorities, and more than 68 percent are poor enough to qualify for free or reduced-price lunch, according to the state. About half are first-generation college students, said Daugherty.

In fact, it’s the mission of early college programs to support students who might not make it through college otherwise. That’s one reason why education leaders are so enthusiastic about them.

For the past decade, Edmunds has been leading research into outcomes at small, college-based early college programs in North Carolina. Students in the high schools she studies are chosen by lottery, so she also can follow the progress of teens who wanted to go to early college but were not admitted.

“We’re finding a lot of positive impacts,” Edmunds said. “(That’s) why people have been excited about the model.”

Compared to kids who did not win spots, students who attend early college programs are more likely to take course loads that prepare them for college and enroll in higher education, Edmunds has found. About 29 percent of early college students earned credentials, typically associate’s degrees, compared to just 4 percent of the students who did not make it into the program. An American Institutes for Research study of several early college programs also found positive results.

Ben Davis has had startlingly good outcomes. For the past five years, the school had a 100 percent graduation rate, and, Daugherty said, 87 percent of its graduates earn associate’s degrees – far more than is typical in early college programs.

Students at the school choose areas of focus, take some college-level classes with adjunct professors from the school’s partner Vincennes University, and earn significant college credit. The district pays for the credits students earn, so teens can reap huge savings, getting two years of college for free.

That’s one of the great advantages, said Ben Davis senior Josh Witham who is aiming to study computer engineering at Rose-Hulman Institute of Technology next year.

“My parents are not wealthy by any standard,” he said. “In a few short months, I’ll have an associates degree completely free of charge.”

Although it’s not designed to serve elite students, Ben Davis is selective in another important way: teens and families are expected to be really dedicated to the program, said John Taylor, assistant superintendent. The district requires students to apply to the school, and a big part of getting in is showing commitment.

In many ways, Rosa Ramos-Ochoa is a perfect fit for Ben Davis. The daughter of a single-mother who never attended college, Ramos-Ochoa used to skip recess to help in the school nurse’s office. That’s how she settled on a future career — neonatal nursing — when she was still in middle school.

Ramos-Ochoa came to Ben Davis because she wanted to be sure she was prepared to study medicine in college. When she was picking a school, her friends tried to convince her to go to the traditional high school, where she could still take dual credit classes.

“But it’s not the same,” Ramos-Ochoa said “There’s way more credit hours that I have done compared to my friends right now.”

Not every student makes it through Ben Davis. Between 10th grade when teens enroll and graduation, the class size shrinks by about 20 percent, state data show. That rate is fairly typical for early college programs, according to Edmunds, and most students leave because they move out of district, Daugherty said. But students said they knew other teens who transferred out because the program was too much work or they were falling behind in classes.

“Every semester people leave,” Witham said. “You have to really be dedicated to your education, and you have to be really ambitious to go here and succeed.”

Having committed students is one important reason Ben Davis is thriving, but Taylor believes there’s another essential ingredient to the program’s success: the strong support and personal attention at the school.

Like many early colleges, Ben Davis is a small school with just 384 students, which helps create a close-knit community, where students say they recognize others in the halls and counselors always notice if their grades start to slip.

The district intentionally placed the school in a building apart from the regular high school to build a sense of community, Taylor said.

“We have the students in one place,” he said. “Every adult in this building is focused on providing the supports necessary for students to graduate.”

It was a difficult adjustment for Ramos-Ochoa, who left behind many friends for early college, but over the last four years, she’s come to love it.

“The staff know me. The janitors know me,” she said. “That’s what I like about the school.”

The small-school version of early college is fairly common, and the research showing strong results also has focused on that small school model. Edmunds team is following students in small, college-based programs and the schools in the AIR study had an average of 290 students.

In Indiana, however, there’s a growing movement to launch early college programs within larger traditional high schools. Of the 12 early colleges endorsed by CELL, only four are independent schools like Ben Davis. The others are embedded in larger high schools.

When the early college trend began more than a decade ago, schools were primarily based at colleges, said Tyonka Rimawi, director of early college for CELL. In Indiana more early colleges are independent or based in mainstream high schools because they serve rural areas without college or university campuses, she said.

“We knew if we wanted to bring these opportunities to underserved students, we’d have to adjust the model,” Rimawi said.

Last year, Indiana was one of five states chosen to partner with NC New School, a North Carolina based organization, in a push to expand early college in rural communities, funded by a $20 million federal grant. Indiana is still catching up with states that led the early college push, but the state’s emphasis on dual credit has laid the groundwork for expansion, said Angela Quick of NC New School.

Some experts say early college programs within larger high schools cannot precisely replicate the experience students gain at a place like Ben Davis. But Rimawi believes they can still create a shared culture among the students they serve by setting aside time for them to be together or giving them dedicated space in the building.

Schools that adhere to early college principles will be successful regardless of their location, she said.

“It really doesn’t matter whether you’re in a separate school or whether you’re working with a cohort of students,” she said.

As school districts expand early college programs into new contexts, such as large high schools or career and technical education centers, the programs have increasingly little in common with the dedicated early college high schools that have shown such promising results, Edmunds said.

In order to successfully use the early college model to transform schools, leaders must go beyond simply adding more dual enrollment courses to school curriculi, Edmunds said. They also must look deeply at the kind of instruction and support they offer.

“If you can use that as sort of the wage for thinking differently about those things and as sort of a way to align your school improvement work,” Edmunds said. “I think that can be really powerful.”

biding time

Strike vote by Denver teachers no longer imminent due to contract extension

PHOTO: Eric Gorski
The bargaining teams from Denver Public Schools and the Denver teachers union at a contract negotiation session in 2017.

Although the Denver school district and its teachers union failed to reach a deal on an overhaul of the district’s pay-for-performance system, the prospect of a strike is less imminent.

Earlier this week, the union’s board of directors authorized a strike vote if a new agreement couldn’t be reached by the time the current one expired at midnight Wednesday.

The two sides couldn’t come to terms on how to change the system, but did reach a different kind of deal: District officials agreed to the union’s request to extend the current pay-for-performance agreement until January 2019 in the hopes that Colorado voters will approve a tax increase in November benefiting schools, making teacher pay raises more likely. However, the union did not take the threat of a strike completely off the table.

A statement from the union, the Denver Classroom Teachers Association, said the union “will begin preparing to take work actions to ensure progress on the new compensation system. If no agreement is reached by the Jan. 18 deadline, DCTA will immediately ask for a strike vote from union members the following day.”

In other districts that have experienced labor conflicts, teachers have picketed, refused to work extra hours, and even waged “sickouts.” The Denver teachers union did not specify the types of work actions they were considering.

Denver Public Schools Superintendent Tom Boasberg said the district was reluctant to sign a ten-month extension, “but in the end, we are prepared to honor their request for more time.”

“We all have a very clear, common goal and common interest around supporting our kids and giving our kids the very best chances to learn and grow,” Boasberg said. “I’m confident that common goal and common aspirations will help us move toward an agreement.”

Denver’s pay-for-performance system, called ProComp, was first piloted in 1999. Under the current agreement, teachers earn a base salary based partly on their level of education and years of experience, and partly on how much training they completed the year before and on the outcome of a yearly evaluation that takes student test scores into account.

Teachers can also earn bonuses and incentives on top of their base salary. This year, for example, teachers who work in a hard-to-serve school with a high percentage of students living in poverty can earn an extra $2,578 per year.

The union wants to make teachers’ paychecks more predictable by moving back to a traditional “steps and lanes” salary schedule in which raises are based on education and experience. Union leaders also want higher base salaries. The union proposed a salary schedule that would pay teachers with a doctorate degree and 20 or more years of experience a base salary of $100,000 with the opportunity to earn a more limited number of incentives on top of that.

The district, meanwhile, proposed a salary schedule that would continue to take teacher evaluations into account when calculating raises but would allow teachers to more significantly build their base salaries for more years. While the union’s proposal shrinks some incentives, the district’s proposal grows the incentive for teaching in a hard-to-serve school.

District officials said the union’s proposal is too expensive. ProComp is funded by a voter-approved tax increase that is expected to raise about $35 million this year. The union’s proposal would cost more than twice as much, district officials said.

Union leaders asked to extend the current agreement until January 2019 in the hopes that Colorado voters approve a proposed ballot measure that would raise $1.6 billion for schools. Backers of the measure, which would increase income taxes for people who earn more than $150,000 per year, are collecting signatures to get it on the November ballot.

Colorado’s Taxpayer’s Bill of Rights requires that voters approve any tax increase. In 2013, voters rejected a school funding tax increase that would have raised $950 million its first year.

Boasberg supports this year’s effort. He’s among the Colorado superintendents pushing for a new, “student centered” school funding formula if the measure passes.

“The entire purpose of that funding measure is to strengthen teacher compensation, decrease class sizes, and improve supports for kids,” Boasberg said. “So if that passes, of course we will eagerly sit down with DCTA to discuss how we strengthen our compensation for teachers.”

On the brink

Denver teachers union leaders vote to call for a strike vote if pay negotiations fail

PHOTO: Marissa Page
Teachers watch a master contract bargaining session between Denver Public Schools and the Denver teachers union on June 22.

The Denver teachers union’s board of directors voted Tuesday to ask its members to strike if the union and the school district fail to reach an agreement Wednesday on teacher pay.

It’s the first time Denver Classroom Teachers Association leaders have taken such a vote since the 1990s, said Corey Kern, the union’s deputy executive director. He said Denver teachers are fed up with the district and inspired by the recent actions of teachers in West Virginia and Oklahoma.

“Teachers don’t think the district is taking them seriously,” Kern said.

Since November, the union and the district have been negotiating an overhaul of Denver Public Schools’ pioneering pay-for-performance system, called ProComp. The current agreement expires at midnight Wednesday. Kern said the union’s preference is “to get a deal done,” but its directors were clear that “if that doesn’t ultimately happen, they will ask for a strike vote.”

Kern said he didn’t know when a strike vote would be held, but it probably wouldn’t happen immediately.

Denver Public Schools officials said in a statement Tuesday they “are committed to reaching an agreement.” If the sides can’t agree Wednesday, the district pledged to continue with the current pay-for-performance system to ensure teachers get their expected pay.

The union has offered a proposal that would pay teachers with a doctorate and 20 years or more of experience a base salary of $100,000.

The current salary schedule goes up to $74,130 for teachers with a doctorate and at least 11 years of experience. Under ProComp, teachers can earn bonuses and incentives on top of that. In 2015-16, the average second-year teacher earned an extra $5,599, according to the district.

In August the district and the union signed a new five-year master contract that included increases in base pay – which the district said were the largest raises in the metro area – and an additional $1,500 for teachers who work in high-poverty schools.

This round of negotiations is for the ProComp agreement, which is separate from the master contract. The district first piloted pay-for-performance in 1999. Voters in 2005 approved a tax increase to fund it. Those taxes will generate about $35 million this year, according to district officials. The last significant redesign of the ProComp system happened in 2008.

The union’s proposal calls for higher base salaries and reduces the size of the incentives teachers can earn for working in hard-to-serve schools or hard-to-fill positions. Union leaders have said teachers want a more predictable pay structure that relies less on bonuses, which can vary year to year.

The district, meanwhile, has suggested increasing some incentives as a way to attract and retain teachers. The district has also suggested providing teachers who earn four years of “distinguished” evaluations with base salary increases equivalent to what they would get for earning a master’s degree.

The union’s proposal to raise the maximum base salary to $100,000 would require more than twice as much money as taxpayers pay into ProComp each year, a district spokeswoman said.

The two sides are set to return to the negotiating table Wednesday morning.