Politics & Policy

Indianapolis school board members make an unusual school visit — halfway around the world

PHOTO: Courtsey: Kelly Bentley
Kelly Bentley posted a photo of herself and Thai students on Facebook. The students hosted American teens enrolled in a study abroad program IPS could join.

When Indianapolis Public Schools board members visit schools, it’s usually a short trip across town. But the latest site visit took them a little farther afield — about 8,500 miles.

IPS board president Mary Ann Sullivan and member Kelly Bentley traveled to Thailand earlier this month to visit a study abroad program that could soon be available to students in the district.

Thrival Academy, which is designed to give low-income high school students the chance to study and travel internationally, aims to launch as an IPS innovation school in 2018. If the Indianapolis school gets board approval, it will be the second Thrival site. This year, the group is piloting the program in partnership with Oakland Unified School District in California.

Indianapolis has a rapidly growing selection of innovation schools, which are considered part of the district but are managed by outside nonprofits or charter operators. With its study-abroad focused program, Thrival is one of the most unusual ideas put forward.

It’s so unusual that Bentley and Sullivan wanted to see the program in practice.

During a four-day visit, they stayed at the camp where Oakland students lived, visited sites where the teens did home stays, and learned about the academics that are offered during the three months that high schoolers in the program spend in South Asia. They also had the chance to talk with students from Oakland about their experience.

“These were kids that, some of them had never, ever been away from home,” Bentley said. “I think it is a life-changing experience for these kids.”

PHOTO: Courtesy: Kelly Bentley
A camp where Thrival students stayed in Laos.

The trip was paid for by the Mind Trust, a nonprofit that partners with IPS to support innovation schools and that funds a fellowship that Thrival’s founder, Emma Hiza, won to start the school.

In addition to the board members, the Mind Trust sent the IPS chief of operations, and Aleesia Johnson, who oversees innovation schools for the district, had previously gone to scout the program. Other board members were also invited to go, but declined because the trip was on short notice, said Sullivan.

Almost as soon as Bentley and Sullivan shared photos and tidbits from the trip on Facebook, critics of the Mind Trust’s influence in Indianapolis schools began raising questions about the Thailand trip.

Brandon Brown of the Mind Trust said the group wanted board members to have a chance to see the program because it is so unusual — not in an effort to sway their votes.

“Because we are sending students halfway across the world,” he said, “we thought it would’ve been irresponsible for them not to go see it.”

PHOTO: Courtesy: Kelly Bentley
A garden near the camp where students stayed in Thailand.

The camp did not charge Bentley and Sullivan for their stay, Hiza said, so the group’s main costs were their plane tickets.

But accepting an international trip to see a school they will eventually vote on could make it appear that the board members are not impartial, said Kristen Amundson, president of the National Association of State Boards of Education.

“I would just have advised them not to do it,” she said. “I’m not questioning anybody’s integrity. I’m not questioning anybody’s motivation. … It’s the perception.”

For their part, Bentley and Sullivan say they won’t make final decisions on whether to support the school until the details of the Indianapolis program are ironed out. But they now have a greater understanding of Thrival’s model.

The trip gave them insight into the program that it would’ve been hard to get without seeing it in practice, said Sullivan, such as how Thrival integrates academics into study abroad.

“It’s a really big jump for IPS to get involved in something like this,” she said. “Some of the questions I think that we had and will have were answered much better by actually seeing and meeting the students, the teachers, the people on the Thailand side.”

By the numbers

NYC announces it will subsidize hiring from Absent Teacher Reserve — and sheds light on who is in the pool

PHOTO: Caroline Bauman

Ever since the city announced a new policy for placing teachers without permanent positions into schools, Chalkbeat and others have been asking questions about just who is in the pool, known as the Absent Teacher Reserve.

Now we have some answers.

The education department released figures on Friday that show a quarter of teachers currently in the the pool were also there five years ago, and a third ended up in the ATR because of disciplinary or legal issues. The average salary for teachers this past year was $94,000, according to the data.

The city also said it would extend budget incentives for schools that hire educators from the ATR, a change to its initial announcement. Principals have raised concerns about the cost of hiring from the ATR, since its members tend to be more senior, and therefore more expensive, than new teachers.

The ATR is comprised of teachers who don’t have regular positions, either because their jobs were eliminated or because of disciplinary issues. It cost almost $152 million in the last school year — far more than previously estimated — and currently stands at 822 teachers.

In July, the city announced a plan to cut the pool in half by placing teachers into vacancies still open after the new school year begins — even potentially over principals’ objection.

Critics have argued that the city’s new placement policy could place ineffective teachers in the neediest classrooms. StudentsFirstNY Executive Director Jenny Sedlis called the move “shockingly irresponsible” in a statement.

“There are reasons why no principal has chosen to hire them and this policy is bad for kids, plain and simple,” she said.

But Randy Asher, the former principal of Brooklyn Technical High School who is now responsible for helping to shrink the pool, called the new policy “a common sense approach to treating ATR teachers like all other teachers,” since they now have the opportunity to be evaluated by a school principal.

Here’s what the latest numbers tell us about who is in the pool.

How did educators end up in the Absent Teacher Reserve?

Most of the educators in the ATR were placed there because their schools had closed (38 percent) or due to budget cuts (30 percent.)

Another 32 percent entered the pool because of a legal or disciplinary case.

How effective are they?

A majority — 74 percent — received an evaluation rating of “highly effective,” “effective” or “satisfactory” in 2015-16, the most current year available. Current ratings for teachers citywide were not immediately available, but in 2014-15, 93 percent of teachers overall were rated effective or highly effective, according to the Wall Street Journal.

Twelve percent of teachers in the pool received an “ineffective” or “unsatisfactory” rating in 2015-16, and about 7 percent received a “developing” rating, one step up from ineffective.

Some teachers in the ATR say evaluations can be unfair since teachers are often placed in classrooms outside of the subjects they are equipped to teach and because they are bounced between classrooms.

Asked whether teachers with poor ratings would be placed in classrooms, Asher said “all” teachers in the ATR have traditionally been placed in school assignments.

“They’re in schools, no matter what. It’s a question of what is their role in the school, and how are they supported and evaluated,” he said. “Obviously we will look at each individual teacher and each individual assignment on a case-by-case basis.”

How experienced are they?

Teachers in the ATR have an average of 18 years of experience with the education department, and earn an average salary of $94,000. By comparison, the base salary for a New York City teacher as of May 2017 was $54,000.

How long have they been in the pool?

Almost half the educators who are currently in the pool were also there two years ago. A quarter were in the ATR five years ago. That doesn’t mean that teachers have remained in the ATR for that entire time. They could have been hired for a time, and returned to the pool.

Still, the figures could be fuel for those who argue educators in the ATR either aren’t seriously looking for permanent jobs — or that the educators in the pool are simply undesirable hires.

How will schools pay for them?

Teachers in the ATR have argued that their higher salaries are one reason principals avoid hiring them — a concern that principals voiced in a recent Chalkbeat report.

“This is part of the injustice of the ATR placement,” said Scott Conti, principal of New Design High School in Manhattan. “Schools might not want them and they will cost schools more in the future, taking away from other budget priorities.”

Under the policy announced Friday, the education department will subsidize the cost of ATRs who are permanently hired, paying 50 percent of their salaries next school year and 25 percent the following school year.

Where have they worked previously?

This question is important because the answer gives a sense of where educators in the ATR are likely to be placed this fall. The education department’s original policy called for an educator to be placed within the same district they left, but the change announced in July allowed for placement anywhere within the same borough.

Almost half of ATR members, as of June 2016-17, came from high schools. That isn’t surprising: Former Mayor Michael Bloomberg and Chancellor Joel Klein targeted large high schools for closure, breaking them up into smaller schools as part of a turnaround strategy.

Of the school districts serving K- 8 students, District 19 in Brooklyn’s East New York and District 24 in Queens had among the most educators in the ATR. Each had 26.

What subjects do they teach?

The largest share of teachers in the ATR — 27 percent — are licensed to teach in early childhood or elementary school grades. Another 11 percent are licensed social studies teachers, 9 percent are math teachers and 8 percent are English teachers.

Questions have been raised in the past about whether the teachers in the pool had skills that were too narrow or out of date. A 2010 Chalkbeat story found that a quarter of teachers then in the pool were licensed to teach relatively obscure classes like swimming, jewelry-making and accounting.

share your story

Teachers: How does your district handle family leave? How did it affect your life?

PHOTO: Logan Zabel

New York City is in the news because a petition there is calling for the city to create paid family leave for teachers, who currently must use accrued sick days if they have a child and are limited to six paid weeks off.

Chalkbeat wants to know: How do other districts and schools compare? What implications do these policies have for educators and their families?

If you have an experience to share, or can simply explain how this works where you work, please tell us here. Your answers will help guide our reporting.