First Person

# The Right To Know What?

Each fall, thousands of runners descend on the Big Apple to run the New York City marathon. They’ve trained hard all year, and give their all on the course. Long after the elite runners have finished, they stream across the finish line in clumps, exhausted at the end of their 26.2-mile journey. In the middle of the pack, as many as eight or 10 runners might cross the finish line in a single second, and nearly 400 in a single minute.

The difference between a time of 4:08:00 and 4:09:00, however, isn’t large enough to be important. It’s the difference between a rate of 9:28 per mile and 9:30 per mile. Given the vagaries of marathon running — the wind, the temperature, the features of the course — it would be unwise to conclude that the runner who crossed the finish line in 4:08:00 is a much better marathoner than the one who finished in 4:09:00.

But the runner with a time of 4:08:00 finished several hundred places ahead of the runner who finished in 4:09:00 — surely that counts for something! Not really, I’d say. We can quantify the difference, both in absolute terms and in relative position, but these differences are not large enough to be meaningful.

The same is true of the information in the Teacher Data Reports recently released in New York City. Small differences in the estimated effects of teachers on their students’ achievement can appear to be much larger, because most teachers are about equally successful with the assortment of students they teach in a given year, regardless of whether those students begin the year as low-achievers or high-achievers. A trivial difference can appear much larger than it actually is, because, like the marathoners, many teachers are “crossing the finish line” at about the same time.

Here’s an example drawn from the 2008-09 Teacher Data Reports. (I chose the example because it’s convenient and have no reason to believe it’s unusual.) In 2009, fifth-graders took New York State’s English Language Arts exam, which consisted of 24 multiple-choice test items and three constructed-response items, which were combined to create a raw score ranging from 0 to 31. The raw scores were then converted to scale scores, which were used to classify individual students into four levels of performance, with Level 3 representing grade-level proficiency. The average student in New York City got 25.5 raw score points out of 31, which in New York City’s scheme represented an average proficiency level of 3.29. (Sounds pretty good, right? Of course, this was before the state wised up that being proficient on the test didn’t mean a student was on track to graduate from high school ready for college.)

The logic of the city’s Teacher Data Reports is to estimate Teacher A’s contribution to his or her students’ test-scores by comparing how other students with the same measured characteristics would be expected to do on the state test, based on their prior achievement and individual and classroom characteristics, with how Teacher A’s students actually did on the test. If Teacher A’s students score at the same level as was predicted by a statistical model, Teacher A is claimed to not “add value” to her students. If Teacher B’s students perform better than expected, Teacher B is said to add value. (And poor Teacher C, whose students score lower than they are predicted to do, is subtracting value, I guess. Maybe we should call him Teacher F.) These “value-added” scores are then ranked, and a teacher is assigned a percentile value representing the percentage of other teachers teaching the same grade and subject who scored below he or she did.

An “average” teacher, according to this calculation, is one whose value-added score is 0. Of the 1,751 NYC teachers with three or more years of experience who received a value-added rating in fifth-grade English in 2008-09, 84 got a score that rounded to .00. Their percentile ratings—the number that’s getting all of the attention in the traditional and neo-tabloids—range from 53 to 58. A tiny shift of .01 in either direction yields an additional 152 teachers, and a percentile rating of 48 to 63. What seems to be a small range of value-added scores could be anywhere from the 48th to the 63th percentile, because the value-added scores in this range are clumped together.

But it’s hard to know whether a shift of .01 in either direction is large or small. How can we tell? Here’s an idea. Suppose that Ruiz had 20 students who took the fifth-grade English test in 2009, and they were at the city average of 25.5 out of 31 raw score points on the test. What if half of the students got one more question right on the test? Doesn’t seem like a big stretch, does it? Just like the variation in the conditions on marathon day, half of the students getting one more question correct on a given test on a given day doesn’t seem out of the realm of possibility.

If this were to happen, Ruiz’s value-added score would rise from 0 to .05. And the percentile range associated with a value-added score of .05 is 75 to 77. All of a sudden, an “average” teacher looks pretty good. And this isn’t due to the margin of error! It’s just because many teachers are about equally effective in promoting student achievement, according to the value-added model in use. A relatively small change in student performance shifts a teacher’s location in the value-added distribution by a surprisingly large amount.

To be sure, this example is based on one year of student test-score data, not multiple years. But that’s what New York State is proposing to rely on in its first year of the new Annual Professional Performance Review process, and it’s what other jurisdictions, such as Washington, D.C., use in their teacher-evaluation systems. And, as with the marathon, the clumping together of teachers is more of an issue in the middle of the distribution than among those in the lead or at the back of the pack. But that’s little consolation to the teachers whose percentile rankings will figure into annual evaluations that will determine whether they’re permitted to continue teaching.

Speaking at Coney Island Feb. 28, Mayor Bloomberg defiantly affirmed the public’s right to know the contents of teachers’ performance evaluations. “Parents have a right to know every bit of information that we can possibly collect about the teacher that’s in front of their kids,” he said.

That statement is utterly ridiculous. There’s no legitimate interest in information about teachers’ private lives if it has no bearing on their professional performance. But here’s something parents do have the right to know: just how fragile value-added measures based on the New York State testing system are. The New York State tests were never intended to be used to rate teachers’ contributions to student learning — and so it’s little wonder they do a pretty poor job of it.

This post also appears on Eye on Education, Aaron Pallas’s Hechinger Report blog.

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First Person

# ‘I didn’t feel like I had anyone to ask for support’: Why it matters to have teachers who look like me

PHOTO: Alan Petersime

For 10 years — the first decade I was in school — all my teachers were white women.

As a Mexican-American kid, I didn’t get the chance to have a man of color as a teacher until high school. Going into my senior year, I like how diverse my teachers are now, but I wish I’d had the same experience when I was younger.

When I think about why it matters to have a teacher I can relate to, I think back to fifth grade. A classmate said to me, “Mexicans are illegal—they cross the border every day! How about you, did you cross the border?” This bothered me. So, after class, I asked the teacher for help. But all she said was, “That’s OK, he was just playing.” From there, I had nowhere to go. She was at the top of the food chain.

In 1990, before they met, my mother and father came over the border from Mexico. My mom’s parents weren’t making enough profit from their cattle ranch, so they had little choice but to immigrate. My mom came with them to the United States and worked at a restaurant so she could send money back home. My father followed his older brother here because he wanted to start a new life. Little did he know he would one day cross paths with my mother and eventually start a family.

But my classmate was “just playing” when he insulted all of this. I wish my teacher had done something else.

If I’d been the teacher, I would’ve taken a different approach and worked to understand why we were acting and responding the way we were. Maybe the other student and I could’ve found common ground. But, unfortunately, we never had a chance to try.

Up until ninth grade, I had zero male teachers of color. I didn’t feel like I had anyone to ask for support when things like the fifth-grade incident happened. Many of us students felt that way — and that’s why I want to be a teacher, a fifth-grade teacher in particular. I want to make my culture an asset in the classroom and be a teacher students feel comfortable confiding in, no matter their background.

A teacher’s perspective: Cut from the same cloth: Why it matters that black male teachers like me aren’t alone in our schools

In middle school, I started seeing more male educators, but they were all white. Then, when it came time for me to start high school, I ended up going to school in a different neighborhood — an hour commute away—and things finally changed for me. Since starting high school, I’ve had six male teachers of color, and it’s made a huge difference.

My high school makes a big deal out of the whole “building relationships” thing. To my teachers and everyone else at the school, relationships are just as important as academics. At first, it was hard to get used to, but eventually it started making sense to me. I’m in an all-male mentorship group led by two African-American men who openly share about their struggles growing up in New York, and give us advice in any area of life — including what it means to appreciate our cultures. This is one of the things I like most about my school.

It’s hard to explain the way it feels to have a teacher who looks like you; they’re like older brothers who become a huge part of our lives, even if it’s just for four years. They make it easier to connect and socialize and help me feel more like I belong. To me, learning from someone who reflects who you are is one of the best things a student can experience.

Near the end of the school year, my mentorship group did an activity where we took turns getting asked questions by other students and staff. One of the mentors asked me, “What’s it like being Mexican American and how has your background influenced your goals?” No one had ever asked me that before, and it took a long time for me to process the question.

After a few moments, I spoke a bit about my family’s story and shared some of the stereotypes I had encountered and how they affect me today. Everyone was so supportive, and the mentors encouraged me to continue breaking stereotypes and defining myself rather than letting others define me.

It was nerve-wracking at first, telling my story in that group, but after three years of high school, we’d developed that level of trust. It was the first time I’d shared my story with that many people at once, but it felt intimate and very different from the time in fifth grade when that kid tried to tell my story for me.

Finally having teachers that look like me has made a huge difference. They don’t just mentor me and help me with my academics, they also make my goal of becoming a teacher seem more realistic.

Having men of color I can look up to and model myself after is a big part of why I have no doubt I’ll make it to college — and eventually be able to give other kids the type of help my mentors have given me. I know where I’m needed, and that’s where I’m headed.

Jose Romero is a senior at EPIC High School North in Queens, New York. This piece originally appeared on the blog of TNTP, a national nonprofit and advocacy group that trains new teachers.

First Person

# A Queens teacher on Charlottesville: ‘It can’t just be teachers of color’ offering lessons on race

PHOTO: Bob Mical/Creative Commons

In a few short weeks, school will resume in New York and I’m already thinking about how we are going to address racism within the four walls of my classroom. I’m thinking about what texts, historical and current, we can read and films and documentaries we can watch to support dialogue, questioning, and solutions for combatting that ugly, pervasive thread in the fabric of our country’s patchwork quilt called racism.

Last year we read “Narrative of the Life of Frederick Douglass,” a former slave turned abolitionist, and juxtaposed its reading with a viewing of Ava DuVernay’s documentary “13th,” which discusses modern-day slavery in the guise of mass incarceration. Students asked questions of the documentary as they watched it and discussed those queries within their groups and with the class at large afterwards.

We do our children and ourselves a disservice when we don’t have these difficult conversations as a part of our collective curriculums. However, many teachers from various walks of life are neither well-versed nor fully comfortable discussing race on any level with their students. Not talking about racism won’t make it go away. If anything, not talking about racism in the classroom further perpetuates racist ideologies that are, at their root, born out of ignorance. Education’s goal is to dispel ignorance and replace it with truth.

With that being said, just how many teachers feel equipped to facilitate lessons that touch heavily upon race in the classroom? Not nearly enough.

According to Teaching Tolerance, “The dialogue about race should start in the classroom — the teacher-prep classroom, that is. Preservice teachers should be exploring multiculturalism and discussing ways to honor diversity in their future classrooms.”

But often, Hilton Kelly, a professor of education at Davidson College in North Carolina told the site, the coursework isn’t giving future teachers the training they need to talk about race. “Even when future teachers take courses on diversity and multiculturalism,” Kelly said, “those courses don’t take the critical approach to race that future teachers truly need.”

“Food, folklore and festivals are not the same as an analysis of race in America,” Kelly argued.

But an analysis of race in America is exactly what needs to happen. Furthermore, it can’t just be teachers of color solely facilitating such lessons in their classrooms.

I don’t want to write about the events going on in Virginia. I don’t want to think about it. I’m so tired of the hatred and I long for peace, but I can’t very well in good conscience remain silent. That would be akin to protesting with those hate-mongers in Virginia last weekend. I can’t just write about back-to-school shopping, lesson planning, and business-as-usual while my brothers and sisters in Virginia are being murdered in cold blood by white supremacist American Nazis.

Are the children of Virginia safe? Are our children anywhere safe? What can I do to make a difference within the hearts and minds of the children whom I teach? If education is our best vehicle for bringing about change — which it is— how am I going to infuse the lessons I teach with critical thinking and analysis about racism in the United States for the seventh-graders entrusted in my care? How are other educators planning to address these events with their students at every grade-level?

I pose these questions to all who are reading. Whether you are a teacher, a student, a parent, an administrator, or a community member, I plead with you to work together to create answers that work toward healthy conversations and hands-on action in the fight against racism.

Vivett Dukes is a teacher at Queens Collegiate: A College Board School. A version of this post first appeared on New York School Talk