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School conditions matter for student achievement, new research confirms

PHOTO: Stephanie Snyder

Move over, teacher quality. A new study on New York City schools could make school climate the next frontier in the ongoing quest to boost student learning.

A first-of-its-kind study released Thursday found that significant gains in key measures of a school’s climate, like safety and academic expectations, can be linked to the equivalent of an extra month and a half of math instruction and, in some cases, a 25 percent reduction in teacher turnover.

The researchers say these findings could help shift the debate about what factors are most important in boosting student achievement. Individual teacher effectiveness may be key, but if a school simply has an ineffective principal or unclear disciplinary code, the authors argue, “efforts to measure and strengthen individual teacher effectiveness are unlikely to produce desired results.”

“The status quo has really focused on policies directed at individual teachers,” explains Matthew Kraft, an economics and education professor at Brown University and lead author of the study. But “teachers do not work in a vacuum.”

The report, which comes from NYU’s Research Alliance for New York City Schools, might seem so self-evident that they’re hardly worth studying. After all, why wouldn’t a better learning environment boost student achievement and make teachers more likely to stay in their jobs?

But Kraft said that measuring school climate is notoriously difficult, and no other study has looked at the effects of in school climate and student achievement over time. “We may have known that,” Kraft says, referring to the connection between school climate and student outcomes, “but whether we’ve been able to provide evidence that policymakers find relevant and convincing has been unclear.”

To find that relevant data, the researchers tapped into annual surveys collected by the city education department across 278 New York middle schools, which specifically ask teachers about their school’s climate. They zoomed in on middle schools because they tend to have challenging school climates and serve students at a crucial moment in their social and academic development.

Based on 31,000 responses to teacher surveys between 2008 and 2012, the authors honed in on four measures of school climate: school safety and order, leadership and professional development, high academic expectations, and teacher relationships and collaboration. The study tracked those indicators of school climate over time and compared them with student test scores and school data on teacher retention.

Each measure, the report found, is independently linked to decreases in teacher turnover. And gains on two of those measures, high academic expectations and school safety, were directly connected to better scores on state math exams.

The study found that if a school improved from the 50th percentile across the study’s four measures of school climate (leadership, expectations, relationships, and safety) to the 84th percentile, teacher turnover would decline by 25 percent, or 3.8 percentage points.

A similar percentile increase in measures of school safety and high academic expectations alone boosted math scores enough to account for an extra month and a half of instruction. (Improvements in school climate also boosted language arts scores on state tests, but those gains weren’t statistically significant.)

Kraft acknowledged that these findings show that schools would need fairly large improvements across multiple measures of school climate before seeing even modest returns on student achievement and teacher retention. But that shouldn’t discount the potential benefits of focusing on learning environments.

“Moving the needle on student achievement at scale is a very difficult thing to do,” he said. “What we’ve shown here is a potential avenue where that sustained investment [in school climate] is likely to pay off.”

These data may provide some support for schools Chancellor Carmen Fariña’s emphasis on cross-school collaboration and support for teachers over strict accountability.

For its part, the education department wrote that the findings are “exciting” and “demonstrate that school climate and capacity building, as measured by the survey, provide crucial feedback that helps drive school improvement and are closely linked with important outcomes.” The department added that 160 schools are participating in programs designed to promote best practices, including some that focus on school culture – and there are plans to expand them.

Nick Lawrence says he’s seen the benefits of paying attention to school climate firsthand. A middle school teacher who is part of East Bronx Academy for the Future’s administrative team, Lawrence says teacher retention and certain test scores have improved since the school started encouraging one-on-one coaching for every teacher, and offered opportunities for them take leadership positions.

“The teachers are more experienced, they’re more experienced with our particular population, [and] the curriculum gets stronger each year,” he said. “Our retention of teachers has gone through the roof compared with prior years.”

The study concludes that more research is needed to specify exactly how schools should try to improve their respective climates, but it does hint at the possibility that school climate data could be used to assess principal or school performance. “I think there’s a lot of potential for infusing the school improvement and personnel evaluation process with information on school climate,” Kraft said.

But some educators cautioned against that approach, arguing that one need look no further than standardized testing culture to see how it might go awry.

Using school climate data as an assessment tool, “would [create] pressure to boost their survey results in weird ways,” said Megan Moskop, a teacher at M.S. 324 in Washington Heights. “In trying to meet whatever quantitative mark, the quality often gets lost.”

Generally speaking, though, Moskop was thrilled with the study’s findings. “School climate is not one of those things that’s easy to measure … so it goes ignored,” she added. “I’m delighted to see this empirical support for something I think me and my fellow teachers have always known.”

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now hiring

With a new school year underway, hundreds of teaching positions remain unfilled in New York City

PHOTO: Jaclyn Zubrzycki

Hundreds of schools are missing teachers and support staff two weeks into the school year, with many of the openings in high-poverty districts and struggling schools that are typically the hardest to staff, according to postings on a city database in mid-September.

There were almost 1,700 job postings as of Sept. 19, according to data obtained by Chalkbeat. The listings offer a snapshot of the jobs advertised that day — not an official tally of the total citywide staff openings.

Still, they indicate a critical need for special-education teachers and paraprofessionals, teaching assistants who tend to work with young students and those with disabilities. Many of the unfilled positions were in low-income districts in the Bronx and Brooklyn, and dozens were in schools in the city’s Renewal program for low-performing schools.

The vacancies were posted in the city’s Excessed Staff Selection System, which lists jobs available to teachers in the Absent Teacher Reserve — a pool of teachers who lack permanent positions because they face disciplinary or legal issues, or their schools were closed or downsized. The listings hint at where teachers in the ATR pool may land this year, since the city recently announced it will place such teachers in schools that still have vacancies after Oct. 15.

Education department officials said the data “doesn’t provide accurate or precise information on school vacancies.” In particular, they said there could be a lag in updating the postings, or that schools could post positions that are expected to become available but are currently filled.

In addition, schools may list the same job more than once in order to advertise the position to teachers with different certifications, officials said. For example, a posting for a computer science teacher could also appear as openings for math and science teachers.

Still, the postings suggest where the need for teachers may be greatest — and where ATR teachers could likely end up.

Four out of the five districts with the most postings were in the Bronx. They include Districts 7 and 9 in the South Bronx, along with Districts 10 and 12. District 19 in Brooklyn, which includes East New York, also had dozens of listings.

In District 7, where more than 90 percent of students are poor, there were 60 postings for teachers in subjects ranging from Spanish to physical education and music. That includes 26 listings for paraprofessionals, who are often mandated by students’ special-education plans.

Overall, there were more than 600 listings for paraprofessionals, about half of which were needed to work with students who have disabilities. Almost 400 of the postings were for special-education teachers, who are often in short supply.

Devon Eisenberg knows these staffing challenges well. She is co-principal of The Young Women’s Leadership School of the Bronx in District 9. Despite boasting a staff-retention rate of about 90 percent, the school started the year short one teacher. To plug the hole, Eisenberg relied on substitutes and other teachers to cover the class. She was able to find a permanent hire this week, though the pool of qualified candidates was slim.

“This is definitely not fair for our students as they are not receiving consistent and coherent instruction,” she wrote in an email. “It is also stressful for the teachers covering these holes.”

Starting the school year with a substitute teacher can become a barrier to learning. Research has shown that staff turnover leads to lower test scores, even for students who weren’t in the class that lost its teacher.

Turnover tends to be highest in struggling schools, which often serve the neediest students.

Schools in the Renewal program — which includes 78 low-performing schools — posted about 70 openings, according to the data analyzed by Chalkbeat. The greatest shortage was for special-education teachers, for which there were 16 postings. That was followed by math teachers, with nine openings.

At M.S. 391 The Angelo Patri Middle School, a Renewal school in the Bronx, there were two postings for math teachers. Last year, only 8 percent of students passed state math exams at the school, which has a new principal.

Carmen Marrero teaches special education at M.S. 391 and has worked in other Bronx schools that struggle with staffing.

“We tend to deal with a lot of behavior challenges,” she said, referring to schools in the Bronx. “I guess that keeps some of the aspiring teachers or some of the teachers who are already in the field away from this side of town.”

This year, the openings come with an additional consequence: Schools with vacancies could be prime candidates to receive teachers in the ATR.

Though officials say they will work closely with principals, the department could place teachers even over the objections of school leaders. Some principals have threatened to game the hiring system by simply not posting openings in order to avoid having a teacher from the ATR placed at their school.

Meanwhile, some teachers in the pool dread being assigned to schools whose openings could signal poor leadership or a tough work environment.

Teachers who are in the ATR will not be placed in positions outside of their license areas, which may limit how many of the openings the education department can fill after mid-October.

Critics say the policy will place the least effective teachers in the neediest schools. Education department figures show that only 74 percent of ATR teachers were rated effective, highly effective or satisfactory in 2015-16 — compared to 93 percent of all city teachers.

Education department officials said the city has worked with schools to fill their vacancies well before the start of the school year.

Maria Herrera, principal of Renaissance High School for Musical Theater in the Bronx, said she tries to have all her hires in place by June. That way, she can involve future teachers in end-of-the-year activities that help build a sense of community, and provide training over the summer.

This year, she was able to start school fully staffed. The education department allowed schools to fill positions earlier this year and held numerous job fairs, she said.

“I feel really supported,” she said.

Building Better Schools

How a new principal led her neighborhood school to the biggest ISTEP gains in Indianapolis Public Schools

PHOTO: Dylan Peers McCoy
School 39 had the largest jump in passing rates on the state math and English tests in the district.

Breakfast at School 39 was a little bit hectic on a recent Wednesday, as staff urged kids to eat their bananas, yogurts and cereal.

But principal Stacy Coleman was calm as she stood among the tables of kindergartners and first graders. “Big bites now,” she said, as the bell approached.

Coleman is in her second year as principal of School 39, also known as William McKinley, a traditional neighborhood school on the edge of Fountain Square. In Coleman’s first year of leadership, the school achieved an unusual feat: Passing rate on both the math and English ISTEP climbed to 28 percent in 2017, up 9.7 percentage points over the prior year — the biggest jump of any school in Indianapolis Public Schools.

That progress caught the eye of Superintendent Lewis Ferebee, who highlighted McKinley as a school the district could learn from.

“We hired a great new leader,” said Ferebee. “She’s really focused on the culture of the school and using data to inform instruction.”

A Michigan native, Coleman has been an educator for seven years. She joined IPS three years ago as assistant principal at School 31, also known as James A. Garfield, a neighborhood school two miles from the campus she now leads.

Chalkbeat sat down with Coleman to talk about School 39 and the school’s remarkable jump in passing rates. Below is an excerpt from our conversation, edited for clarity and brevity.

What’s your school community like here?

We are a working-class neighborhood. Our families are working class — very supportive parents. Teachers call, they answer. They are up here. They care about their child’s well-being.

The neighborhood around us is changing. Gentrification is occurring, and it’s moving fast. However, we have not seen a change in our population of students yet.

We canvas the neighborhood quite often, me and my parent involvement educator. A lot of people we’ve talked to don’t have kids, and if they do have kids, they are not school-age yet.

You guys had this big bump in your test scores — the biggest in the district. What did you think when you saw that?

I felt so filled with emotion because I saw all the hard work that my teachers were doing, and I saw what we were doing with the kids. It just was nice to see the gains from the hard work.

You’re seeing the flowers that you’ve planted.

What do you think led to this big jump in test scores?

We really focused on making this a positive and safe environment for our students — and our staff. Changing staff morale, changing student morale and motivation.

We focused on empowering our teachers and putting that ownership on them.

What did you do to empower your teachers?

Allowing for professional learning community meetings to be teacher directed. It’s not like a staff meeting. It’s teachers talking and collaborating with each other, being transparent in our teaching practices, opening the doors of our classroom for other teachers to come in.

We did instructional rounds. Teachers went into other classrooms and observed a problem of practice and debriefed about those and put specific strategies into their classrooms.

As a teacher, I found a lot of power in those professional learning community meetings because that was when you got to delve into the numbers. You delve into the data and really understand how your students are doing.

Was there anything you feel like you stole from the last school you were at where you were assistant principal?

We do a lot of positive behavior interventions and supports here at William McKinley. We did a lot of them at James A. Garfield. We amped them up, last year and again this year.

Like, this year, we have Coleman cash. Every day a student is nominated by their teacher, and they get to go to the front of the lunch line. They get to sit at a special table in the cafeteria with a tablecloth and a centerpiece. They also get to invite a friend. They get to talk when everybody else is silent. All those good things.

On Friday, for staff, we are going to be superheroes. Then we take a picture, and classes are going to vote on them.

The students get to see us enjoying ourselves, and it’s a little bit of a fun Friday.

We’re just making it a great place to work and a great place to learn for our students.