the new deal

New York state says it wants to expand its definition of success — and focus on equity — in judging schools

PHOTO: Alex Zimmerman
J.H.S. 162 Lola Rodriguez De Tio, the lone school to face state receivership thus far

New York unveiled a blueprint Monday for education policy under a new federal law, which officials said will help launch the state beyond a narrow focus on test scores when it comes to evaluating schools.

The Every Student Succeeds Act is designed to provide more flexibility for states to decide what makes a school successful and to support schools that don’t meet that bar. New York education officials have said they hope to capitalize on the extra wiggle room – and framed that choice as a statement of values.

“This is a vision plan for New York state,” said Chancellor Betty Rosa at a Board of Regents meeting Monday, where the draft plan was announced. Still, she cautioned, it’s a work in progress. “The road to success is always under construction.”

There are practical constraints that make aspects of this plan similar to its predecessor, No Child Left Behind — most importantly that student achievement is still a prominent feature. But there are also key differences that state officials argue mark a real shift, including a stronger emphasis on student growth and college, career and civic readiness.

New York officials also say the draft plan advances equity by asking schools to report on their resources. That gets at a broader philosophical shift, a statement that accountability involves inputs — or access to resources, qualified teachers, and advanced coursework — rather than just student outcomes.

Rating schools: A dashboard approach, not letter grades

Rather than using one summative rating to indicate school success — like creating an A-F rating system — the draft plan opts for a dashboard approach that will include a number of different metrics.

It’s unclear exactly what the dashboard will look like, but a local example exists in New York City’s online dashboard, where leaders have moved sharply away from an A-F approach and toward providing multiple measures in the form of numbers, charts and graphs.

To add transparency, the state plan would report information about accountability measures on a 1-4 scale. Schools will also be put into one of four broad buckets from most to least successful: Recognition Schools, Schools in Good Standing, Targeted Support and Improvement Schools, or Comprehensive Support and Improvement Schools.

The dashboard approach is part of the Regents’ equity agenda, since it requires reporting information beyond accountability metrics, such as per-pupil spending. The hope is that making that type of information prominent will help diagnose why schools are struggling and encourage the state and schools to address those problems.

“You want high-quality accountability, and part of that accountability is also knowing what you need to do to fix things,” Linda Darling-Hammond, an education expert who advised the state on its plan, said earlier this year. “Because otherwise you’re not being accountable to parents and to children.”

But some believe providing a dashboard, without a more concrete rating system, could be confusing to parents.

“Parents should be able to see a clear rating for the school and for each indicator, along with a dashboard of deeper data,” said Ian Rosenblum, executive director of EdTrust-NY. “But SED’s draft plan appears to reject the transparency of school and indicator ratings altogether in favor of potentially dozens of individual ratings that, on their own, could cause confusion rather than provide clarity.”

State tests: Experimenting with new models and addressing opt-out

New York wants to apply for a federal program that allows a handful of states to pilot innovative assessments, according to state materials.

That signals New York is interested in revamping standardized tests, but cost will likely remain a major hurdle. State officials expressed concerns about expenses last year, when they learned that the federal pilot program came with no additional funding. This year, the state asked for $8 million from the legislature to pilot project-based assessments this year, but did not get the funding.

The federal law also requires that 95 percent of students participate in state tests, a major sticking point in New York state, where more than 20 percent of families opted out of state tests last year.

The state draft plan says it will require districts and schools with a history of low participation rates to create plans to address the problem, while “recognizing the rights of parents and students.” That will start with a self-assessment for schools that have pattern of frequent opt-outs, but may escalate to more state involvement.

Test scores: Greater emphasis on growth, science, social studies

Unlike No Child Left Behind, which focused on whether all students could reach a certain bar, like a third-grade reading level, this plan is designed to place a stronger emphasis on whether students make progress compared to where they started.
A narrow focus on proficiency leads schools to pay more attention to students close to attaining proficiency and ignore those far behind or far ahead, critics have argued. It can also be unfair for schools that serve high-needs students, since those populations of students often start well below grade-level.

In elementary and middle school, this plan would use one rating for achievement and one for growth. Schools could be targeted for improvement if they fall in the bottom 10 percent of schools on those two metrics combined. (That would avoid identifying schools that have either a lot of high-performing students but a poor growth score, or those that do an excellent job helping students improve over time.) For high schools, graduation rates replace the growth metric.

Also in this plan, the state plans to include social studies, with an emphasis on civics and democracy, at the high school level, along with science scores for elementary, middle and high schools.

Other metrics: Moving beyond test scores

Under ESSA, states get to experiment with a way to judge schools beyond academic achievement and test scores.

New York state, like many others, plans to use chronic absenteeism, defined as missing more than 10 percent or more of enrolled school days, at the elementary and middle school level. Research shows that absenteeism is associated with poor academic outcomes and addressing it can help change a student’s trajectory.

For high schools, the state wants to create a metric for college, career and civic readiness. That new metric would provide more information than a simple graduation rate. It could help distinguish, for instance, between students who graduate, and those who earn a more advanced diploma, or complete career training.

These metrics would come into play if a school is identified as in the bottom 10 percent based on its combined growth and achievement scores. Among those schools, these extra measures would help determine if a school should be targeted for improvement. If a school scores a Level 1 on any category, the school and district must investigate.

Schools would also be judged based on whether they make progress toward long-term goals.

Certain metrics that groups have urged the state to include, like suspension data, were not included in the draft plan as accountability measures. In fact, there is a whole tier of indicators, including school safety and teacher turnover data, that would not be used initially for accountability under this draft plan, either because the state does not currently collect the data or officials thought they could result in misleading conclusions about school success. But state officials said “Tier 2” indicators could be used to rate schools in the future.

Boosting diversity: A new stab at an old problem

At the last meeting, officials suggested they may leverage ESSA to tackle the state’s problem with school segregation.

State materials on Monday indicated the draft plan allows the use Title I School Improvement Funds to increase diversity and address socioeconomic and racial isolation in schools. But it remains unclear what exactly that might look like.

When asked about how schools could use those funds to support diversity, State Commissioner MaryEllen Elia said the state will not get a sum of money specifically for integration efforts, but that it may be part of a broader approach to school improvement.

Intervention: Moving from consequences to support

State officials emphasized that they want to move from a culture of consequences toward one of support. They hope to provide technical assistance and evidence-based interventions to schools. If those schools continue to underperform, they would be folded into the state’s receivership program, officials said. That program, however, has been significantly scaled back since it was launched in 2015, and so far, has yielded only one school slated for receivership.

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.

Educator diversity

Aurora Public Schools’ principals more racially diverse this year, but district still lagging behind

File photo of kindergarten students at Laredo Elementary in Aurora.

In the most diverse city in Colorado, school district officials have struggled to hire and retain principals of color.

The issue isn’t unique to Aurora Public Schools. But one change made three years ago to how Aurora hires principals is now slowly increasing diversity among school leaders, officials say.

The revamped hiring process wasn’t aimed at increasing diversity, but rather at increasing quality and minimizing biased or preferential hiring decisions, officials say.

“Systems that are more likely to have bias are less likely to have diversity,” said John Youngquist, Aurora’s chief academic officer. “Systems that are engaging these kinds of processes that allow people to demonstrate behaviors they’ve practiced over time, are ones that allow those high quality candidates to get to the top. I know is this is a practice that increases the level of diversity.”

This fall, 10 percent of Aurora principals are black, and 14 percent are Hispanic, up from 9 percent that were black and 7 percent that were Hispanic last year.

It’s an improvement, but the numbers still represent a gap with the diversity in the district and in the city. Eighteen percent of Aurora Public Schools students are black and more than 50 percent are Hispanic. The city of Aurora has similar demographics, according to the most recent U.S. Census estimates.

State data tracking both principals and assistant principals by race showed the Aurora district had lower percentages of school leaders who were black or Hispanic in 2016 than in 2013. Numbers for the current school year are not yet available.

This year, the numbers of teachers who are not white are smaller and farther from representing the student or community demographics than they are for principals.

Research has shown that students of color benefit from having teachers of color. Having diverse and highly qualified principals helps leaders in turn attract and hire high quality and diverse teachers, Youngquist said.

Aurora superintendent Rico Munn said that increasing diversity is a priority but said he isn’t sure how many educators of color Aurora schools should aspire to have.

“For our workforce to mirror the community, I don’t know that there’s enough educators in the state,” Munn said.

Elizabeth Meyer, associate professor of education and associate dean for undergraduate and teacher education at CU Boulder, said all districts should be striving to see an upward trend in the numbers, not necessarily trying to reach a certain percentage as a goal.

She said that issues in diversifying teachers and principal pools are similar, but that teachers of color who are supported can be the ones who can then go on and become principals.

“We’re already limited because teaching demographics are overwhelmingly white women,” Meyer said. “We do need to find ways to make teaching a more desirable profession, especially for people of color.”

Meyer said that while there are nationwide and statewide issues to be addressed, districts need to incentivize teachers by paying higher wages, create environments that are inclusive for teachers already in the district and have visible leaders of color.

“It’s not enough to just want to recruit people in,” Meyer said. “Retention is the other part of the problem.”

When Youngquist’s office led the change in how the Aurora district hires principals, the focus was to increase the quality of school leaders and remove bias that could allow a person to be invited into the process “just with a tap on the shoulder,” he said.

The new process requires a team of district leaders and other principals to observe candidates as they are asked to model practices through scenarios and demonstrations of situations they’re likely to confront as principals.

Yolanda Greer, principal of Aurora’s Vista Peak Exploratory was one of the first to go through that new hiring process three years ago.

Yolanda Greer, principal of Vista Peak Exploratory in Aurora.

“I will tell you at the end of it I certainly felt like I had been through a triathalon of some sorts,” Greer said. “But I do recall saying at every point, ‘I’m so impressed. I’m so appreciative that APS is taking the thoughtfulness that went behind creating this process to make sure we have leaders that are prepared.’ It made me want to be here even more.”

Speaking at a community meeting last month, Munn said the neighboring districts of Denver and Cherry Creek can offer more money, so Aurora must focus on other appeals to hire and retain diverse educators.

“We have to think about what’s the right atmosphere or what’s the right way that we can recruit or retain people in a way that makes them want to be part of what we’re doing here in APS,” Munn said. “Our ultimate winning advantage there is that we have a strong connection to the community. We also demonstrate to potential staff members that we are a district that has momentum. We are a district where there is opportunity. We are a district that can truly impact the community that we serve.”

Greer said she felt that draw to Aurora long before she applied for the principal position.

“I think because there was a public perception that Aurora was an underdog,” Greer said. “It’s a great opportunity to not only impact the school but the district and community.”

Though Aurora district officials are happy with how the principal process is playing out, they started working with a Virginia-based consultant last year to look at all hiring practices in the district. Munn said part of that work will include looking at whether the district is doing enough to increase diversity.

Like most school districts, Aurora has sent officials to recruit new educators from Historically Black Colleges and Hispanic Serving Institutions.

One thing that Greer said is in a district’s control is allowing a culture where issues of inequity can be discussed. In Aurora, she said she feels comfortable raising issues of student equity if she sees them.

For her, seeing other people of color in leadership positions in the district, including the superintendent, also made her feel welcome.

“In Aurora when I walk into leadership meetings, there’s a lot of people that look like me, so there’s that connectivity,” Greer said. “There’s open conversations and people listen.”

Earlier this year, Greer was reminded of the impact that leaders of color can have when her elementary students were asked to dress up for the job they hoped to have when they grew up.

Several of the students came to school dressed as their principal, Greer said.

“I want to make sure students of color can see someone that looks like them,” she said. “When they can see me in the specific role in education and they can say, ‘Wow, that can be something admirable and I want to aspire to that,’ it’s a big deal.”