Most of the last decade of my
career has been working in management positions in the business world. It was a
given that employees from the bottom to the top of the working ladder were all
evaluated and rewarded to excellent performance. Team leaders evaluate team
members, and are evaluated by floor leaders or managers. Even the CEO is
evaluated by the board. Because most professionals expect to work up to higher
paying positions, evaluations are a consistent element of the professional
world.
I have also taught in three
different schools in China and America, and I am a little bit surprised how
little evaluation work has been done to assess my teaching skills. At my first
full-time teacher job, I was evaluated only by my students. These evaluations
occurred at VERY regular intervals and my pay was strongly tied to the results.
Perhaps I was never evaluated in any other way because I was the highest rated
teacher in my office of 300 teachers, but I don’t recall ever hearing about any
teachers being evaluated by other teachers or administration.
When I taught Mandarin in two
different high schools in America, I was only ever observed once. The principal
of one of the schools walked into my class 10 minutes after it began (without
alerting me ahead of time) attended my class, took some notes, and after 15
minutes walked out. I never heard from him again. The principal at the other
school never attended my class.
This past year I’ve been teaching
at a very large private school in Guangdong, China. I was observed once by the
high school principal, who attended after I requested a letter of
recommendation from him. All students in the school filled out surveys about
their teachers, and local (Chinese) teachers were asked to rate their foreign partners.
I did have a conversation with my principle about his observation, which was
informative and uplifting for me.
To me it is obvious that much more
can and should be done to effectively evaluate me and other teachers. I believe
effective teacher evaluations begin with an organized administration. If the
administration are clear about teacher expectations, then the entire school can
be on the same page and work towards common goals. Teachers are expected to
make their expectations clear to students, I think it is reasonable to expect
school districts to do the same.
Once expectations are clearly
defined, I believe there should be room for teacher autonomy. In other words,
different teachers should be able to use their own unique personalities and teaching
“gifts” to achieve those standards. There should be multiple measures in please
to judge success, and these multiple measures should not be confining. Having
said this, I do think it is critical that student learning be the foundation of
an evaluation.
Feedback should be regular and
consistent. If it is done once or twice per semester, it should be done
consistently. After observations teachers should have an opportunity to sit
down with the expert evaluator and discuss strengths and weaknesses in order to
improve as a teacher.
Finally, the results of these
evaluations should be significant. Just as in business, decisions about career
advancement and bonuses should depend in large part on these evaluations. Teachers
should be highly motivated to perform at a high level, knowing that when their
students progress, the teacher will be rewarded.
For my part, my next school offers
generous bonuses to top-performing teachers. I am hopeful that I can finally
experience the growth that is possible when a good evaluation system is in
place.