Teacher Tenure: The Holy Grail of the Teaching Profession
Since I truly believe in my mind that anyone reading into this subject initially has attributes of a scholar, I hope to set forth an intellectual and reasoned plan to effectively negotiate the future of teacher tenure. Being a student myself, I have had first-hand experience with proficient teachers as well as untested teachers, both with tenure, from kindergarten to twelfth grade. Looking back now, I realize that my eleventh grade AP World History teacher and my eighth grade History teacher both had tenure and responded in two very different ways. My eighth grade teacher seemed to have no incentive to continue teaching. She had lost all joy by continuing to teach without changing her curriculum and her students suffered from the lack of enthusiasm. On the other hand, my eleventh grade teacher was the most out-going and energetic person I have ever met. It seemed that her need to share all of her knowledge just burst out of her. I was always captivated in class as she switched styles of teaching to introduce our class to more involved critical thinking. Those are the kind of teachers that we want teaching students today.
In an article published in Public School Review, Grace Chen says that “a changing world economy and increased focus on our nation’s education system are bringing teacher tenure into the spotlight, and some say it is a tradition that may be outdated” (Chen, par. 1). This is currently an important and relevant topic as the economy is gradually dropping and the need for steady jobs increases. Tenure was formed on the foundation of supply and demand, and “just as steel and auto workers fought against unsafe working conditions and unlivable wages, teachers too demanded protection from parents and administrators who would try to dictate lesson plans…” (Stephey, par. 4). Teachers quickly saw the positive implications of tenure and over two million teachers have tenure by 2008 (ProCon, par 1). The growing numbers of teachers with this support system just displays how significant this controversy is. It also puts into perspective how large the effect will be from whatever mutual understanding is made.
The population that is unconvinced with applying tenure nationwide claim that once educators are rewarded, it “inadvertently protects incompetent teachers from being fired” (Stephey, par. 2). They also state that tenure gives a negative reputation towards the teaching profession (Chen, par. 6) and that it “removes incentives for teachers to put in more than the minimum effort and to focus on improving their teaching” (ProCon, par. 11). These are all valid reasons for the denial of tenure to be established in the entire nation, but the one that should be addressed the most is the fact that tenure is more involved with the teachers and their welfare than with the students, which is truly where our concern should lie (Chen, par. 5).
There are a few common misconceptions about tenure that need to be understood before any negotiations can be made. Many people believe that tenure is the problem to more educational problems than it can possibly take credit for. “Eliminating tenure will not reduce class sizes or make schools cleaner and safer. If tenure is abolished, problems of underfunding, overcrowding, and lack of control over students’ home lives will persist” (ProCon, par. 7). Other stereotypes that tenure guarantees a teacher a job for life is false. The use of tenure really only serves two purposes: job security and non-restricted research or beliefs. It has no effect on the educational system problems that are listed above.
The most common reasons for firing teachers are economic and political, not inability on the teacher’s behalf, as one might believe. The feeling that a spot is reserved for you alone makes you feel confident, which is exactly what tenure does to teachers…for a certain period of time. “Many teachers work better when they do not have fears of being fired. Without the anxiety and fear of losing employment, teachers can focus their efforts on providing the best education for students” (ProCon, par. 13). This displays the opposite of the overall point that the skeptics of tenure were trying to convey; they stated that tenure caused teachers to be presented above students, but in actuality, the system causes students to become the main focus.
Chen explains that “a tenured teacher cannot be fired on the whim of a school administrator; charges will need to be filed, evaluations submitted, and hearings held” (par. 2). The lack of motivation that some say go hand-in-hand with the increases of job security is always possible, but that is why a revised tenure law should be admitted. This new addition would keep teachers honest, assuming they are all worthwhile, until the uncommitted ones are weeded out.
Furthering on the secure jobs aspect of tenure, it would “attract more qualified teachers and eliminate political favoritism” (ProCon, par. 4). The more teachers applying for each position, the less chance a corrupt principal could find a way to only hire the close family member or friend. “Tenure encourages the careful selection of qualified and effective teachers. Since it is difficult to remove tenured teachers, tenure encourages school administrators to take more care when making hiring decisions” (ProCon, par. 11). Removal of tenure would allow the irresponsible and hasty hiring of teachers and then consequently the abrupt firing of the educators as well.
The other half of my opinion is the importance of teacher experimentation in the classroom. Educators admit to being afraid of supporting controversial issues or teaching controversial novels such as Huckleberry Finn, To Kill a Mockingbird, or Catcher in the Rye. Administrators become afraid to punish tenured teachers because of the extremely high cost and effort associated with letting them go. But the revised tenure laws would allow the educator’s eligibility for the renewal of the agreement to be decided again, after a set period of time.
My friends, it is obvious that we care about the welfare of students in the educational system. We can agree that we want to teach students with the best teachers. Parents are always encouraging their kids to reach for the stars and follow whatever path in life intrigues them. Parents are always there to help to the best of their ability with whatever their kids are having difficulty with. They know the importance of school and how instrumental the educators are in the learning process. So why would any parent want the principal’s sister-in-law teaching their kids when there are fully licensed, capable and experienced educators standing around? Teacher tenure can help.
The debate over how or if teachers are reevaluated for tenure is a major component in the controversy. Dan Goldhaber is professor in interdisciplinary arts and sciences at the University of Washington, Bothell. His work focuses on K-12 educational productivity and addresses the role that structure plays in teacher recruitment. Goldhaber explains that:
There has been immense debate over policies designed to enhance the quality of teachers. Recent evidence that observable teacher characteristics are only weakly related to teacher productivity makes current teacher quality policies elusive, leading some education policymakers and researchers to call for using more direct measures of teacher performance to determine employment eligibility (or compensation). The evidence presented here shows that VAM [*] measures of teacher effectiveness are stable enough that early-career estimates of teacher effectiveness predict student achievement at least three years later, and that they do so far better than observable teacher characteristics. This finding reinforces the notion that these estimates are a reasonable metric to use as a factor in making substantive personnel decisions. (Goldhaber 5)
*Value-added model, which involves an extremely complicated formula that incorporates family background characteristics, teacher, grade, year, math and reading tests, etc.
Here, Goldhaber states that observable qualities of the educator, such as number of years of experience, type and level of degree, college selectivity and licensure test scores are not as important representative as actual student improvement. This is again, reaffirming that tenure focuses on the students, not the educators.
The fundamental question comes down to, “how do you get rid of bad teachers without breaking the bank and how do you reward good teachers?” We need to come up with a long-term fix, coming from not just test results, but from a number of ways and incorporating new approaches in the classroom. This will add more time and effort into the process, but I believe it is necessary for the success of student education nationwide. The mutual resolution comes from a mixture of both extremes, and the best possible solution involves the combination of evaluations tied in with student performance results.
Tenure should not even be considered until after the educator’s fifth school year has been completed at a single location. Evaluations should be conducted every four years after the initial tenure reward to determine if the educator is eligible for a renewing of the tenure agreement. This promotes creativity in the classroom and new styles of teaching, including debates and creative thinking exercises. The evaluations would have a guideline and conducted by a third party. If deemed necessary, an arbitrator, not a judge, will rule the dismissal case (ProCon, par. 17).
Another problem with the educational system today is the incentive for the teachers. Teachers interested in helping special needs students or working for impoverished schools should be compensated accordingly. “In 2008, DC Schools Chancellor Michelle Rhee proposed giving teachers the option of linking pay to performance in exchange for teachers giving up tenure. The vote in June of 2010 showed that eighty percent of teacher voted in favor of the option” (ProCon, par. 15). Having teachers declining tenure is their balance between the risky nature of potentially being fired abruptly and the higher pay grade that would be received.
The solution for the tenure controversy is not that far off. It will just require the collaboration of respected policymakers to bring the proposed resolution to reality. This needs to be resolved in the near future because right now we could have the principal’s cousin teaching your kids the wrong material.
Works Cited
Chen, Grace. "Teachers and Tenure: Both Sides of the Heated Debate - Public School Review."
Public School Review - Profiles of USA Public Schools. 2 Mar. 2010. Web. 27 Mar. 2011.
Goldhaber, Dan, Michael Hansen, and National Center for Analysis of Longitudinal Data in
Education Research (CALDER) Urban Institute. "Using Performance on the Job to Inform Teacher Tenure Decisions. Brief 10." National Center for Analysis of Longitudinal Data in Education Research (2010): ERIC. EBSCO. Web. 30 Mar. 2011.
ProCon.org. "Teacher Tenure ProCon.org." teachertenure.procon.org. ProCon.org, 14 Feb. 2011. Web. 27 Mar. 2011.
Stephey, M.J. "A Brief History of Tenure - TIME." Breaking News, Analysis, Politics, Blogs, News Photos, Video, Tech Reviews - TIME.com. 17 Nov. 2008. Web. 27 Mar. 2011.