Friday, February 09, 2007
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About Me
- Dr. Joseph Wise
- Joseph Wise is Superintendent for Duval County Public Schools, an appointment he began on November 17, 2005. A former Duval County Public Schools’ student and Florida teacher, Dr. Wise leads the academic plans and programs and directs all strategic efforts designed to produce high-quality results for the district’s 160+ schools, 130,000 students, and 14,000 employees.
26 comments:
I define quality teaching as teaching to the highest standard for each individual student by their ability.But most teachers are doing that already and do not get credit for it.And let's not pretend merit pay is the answer for teachers.We work with children,not in a factory where quality is so much easier to measure.I have been teaching 26 years and feel I am an excellent teacher and am constantly trying to continue to improve my teaching.But my principal this year has not spent more than a total of 10 minutes in my classroom.How can she evaluate the quality of my teaching?However,she has decided it is not satisfactory at this time.Three out of the last four years I have recieved an OUTSTANDING and the other year a satisfactory.So we both know it is difficult to define quality teaching but I guess some principals "know it when they see it".Sorry for the venting on this blog but I think you should this is going on.Thankfully,I am near retirement.I will miss my students and more importantly future student will miss me.
Twenty-six years does not guarantee optimal performance! Were you open to NEW ideas, concepts and techniques? Public school education has no room for complacency.
I also have been teaching in this county for 9 years. I have never had less than an outstanding evaluation since they have been offered. Before that, when satisfactory was the highest evaluative measure, the comments were glowing statements from my principal. I am a national board certified teacher and have always been committed to my students and my practice as an educator. I agree that there is no place for complacency in education. I would invite anyone at anytime to see me teach. I show excellence in my teaching every time I teach. My test scores for the past 9 years have been proof of that. I also have been notified by my new principal that I have areas that are not satisfactory. I am especially shocked since the same principal checked of every line on my TAI observation form only 3 weeks prior to my receiving that letter. I will certainly improve any areas of my teaching. Even excellent teachers have a lot of room for betterment. I will do my best to show my principal that I will excel in any area that is deemed unsat. After my evaluation is signed, I will leave Duval County Public Schools. I know I am valuable in the classroom. I will never leave the profession, I love it, but I do prefer to have a better environment to showcase my talents.
After 16 years in the classroom, teaching and learning is the key. I inspire my students to want to learn. Teahers should lead by example. Teachers should never cease being students.
Teachers at times get caught up in what is wrong with their students rather than what they can do to be a part of the solution!
Quality teaching encompasses the realm of entering the students' "Quality World", as termed by Dr. Wm. Glasser. The teacher and learner enter into a special relationship based on mutual respect and concern. The teacher who performs 'quality teaching' is the key. It is made visible in the product: engaged and eager learners who respond to the genuine heart of the teacher.
I agree that quality teaching is trying to meet each student at their level and bring them the highest possible standard. I think if you go into the classroom, you will see this manifested as small group and individual learning; peer learning; one-to-one; and teacher circulation, with students being engaged and self-motivated. You will find yourself in a warm, inviting room, and visitors will be warmly welcomed, but otherwise cause scarcely a ripple in the room routine. Student work will be evident and paramount. Books and manipulatives will be everywhere, looking well-used and accessible.
I am really sympathetic to the first commenter. Sounds like she has my principal from last year! I had started filling out an application to St. Johns County when our school was miraculously rescued by a new principal.
Isn't is sad that we all have to blog under "anonymous" for fear of repercussions from the district? It is also interesting that the original "blogger" hasn't responded to the comments
I have taught for nine years in Duval. Let me start by saying I LOVE TEACHING! I love the children, the parents (most of the time), and the ABILITY of so few people to make such a HUGE impact on society. Each child we touch, touches so many more. I want to teach my students to be positive motivated individuals so that they may reach out and teach by example. There are so many students that I can't get to but if I teach well to the students I can come in contact with, my students then become teachers. Quality teachers? Hmmm that is difficult as one view can be skewed for many reasons so it is kind of in the eye of the viewer what they will see. I would not call it fair to view a teachers as effective or highly qualififed simply by end of the year test scores. I have had students in the past get a Level One on the FCAT and be retained but in no way, shape, fashion, or form do I feel that I have failed that child because I had to fail that child. Those children have gone on to be tremendous students later! So how can I think that I can be evaluated accurately by a score. Look at my students not at a number. When all is said and done, the character of the teacher, the dedication, the knowledge of a teacher is what makes them a 'quality teacher', never a bunch of stats.
I noticed too that all comments so far are anonymous. I think that is a sad commentary to the feelings people have in general about making and/or expressing comments/concerns in this district. I find the current comments interesting regarding "quality teaching" and I can't say that I can argue against anyone. However, I do know that anything of quality in any organization is optimal when stakeholders are clear on the shared mission and vision of its leadership. Unfortunately in our schools, particulary at the high school level, building administrators don't share a vision that is communicated with faculty and staff. Much of that stems from this obvious competitiveness that's been embraced since the new superintendent arrived. I guess everyone's trying so hard to be noticed so that they can have the glorified principal's position before the three year time-line is up. Many building administrators too often differ with the vision embraced by the superintendent. Until there is a shared vision for our students that is embraced from the top down that goes beyond politics and making money with vendors over new products and services that overlap with the current ones we are using, I don't think anyone can judge fairly what "quality teaching" is.
Eliminating the achievement gap is the shared vision that I have consistently heard. I have worked in this district for 10 years and can't recall a time when there has been a specified vision...now how we do this is the challenge. There are far too many programs, strategies and history for it to be done with ease. I'm up for the challenge...are you?
It's impossible for us to truly define quality teaching since the District is attempting to define it for us. First it was America's Choice, now Excel and Springboard. This District seems to define quality as the latest corporate mumbo-jumbo. In these programs everyone must do exactly the same thing in exactly the same way. When teaching is thus 'standardized' into mediocrity then, in their view, they will be able to tell the 'quality' teachers from the non-quality. Unfortunately for us, there is no standard or corporate program attached to the love of teaching.
Can I say streamlining? There are soooo many great programs sent our way. There is alot to choose from. The only problem is deciding which one to go with. I have learned to pull from many different areas. I have also learned to avoid last year's lesson plans. I thought that I would be that great teacher who had it all 'worked out' so well that I could just follow last year's lesson's plans. Then, I got my new set of students. Can we say that, that was a lesson learned immedeiately! NOTHING from the year before worked with the diverse group that I had at that time. It was frustrating at first as I tried to 'make it fit' and then a seasoned teacher explained that unless I had the same students, in the same situations, it would not work. She was so correct so I never tried that again. When we learn to stop trying to make a square peg go into a round hole, we can make major headway. Some things just do not fit! Same goes with some of the programs out there. I feel it is a matter of what works with the group that I have. The AC way will not work with all students. A quality teacher realizes this. It is just a fine line between almost being insubordinate and standing up for what you know when it comes to what your children need. I feel that I could use a little more freedom when it comes to my class. I will be happy when I am such a great 'Quality Teacher' and my professionalism and knowledge can be trusted that I can teach what is best for my students.
Joseph Wise here ...my first time making an entry on blog other than the original Q submitted. As expected, I have seen some wonderfully candid responses which haev been informative. I hope we can make this a very robust and useful exchange of ideas, concerns, and other thoughts.
Next week the school board and I have to face the harsh reality of dealing with the STAR pay plan, required by FLDOE on March 1. In light of the union vote it will be even tougher. If the school board does not act to impose a plan to submit to FLDOE, we will lose $7 million +/- unless state law is changed to prevent this potential sanction on us. Also, as it stands now we will be required to enact a STAR-type plan anyway and lose state funding for same, which would mean having to find another $7 million from programs and other services. Additionally under current laws, we could even be sancyioned with loss of FL Lottery funds, etc. Seems illogical but it is all true according to current state laws/regs.
Knowing our school board members like I do, they each value what our employees think and feel (as I do) so going against the direction of the union vote would be a tough decision. Neither alternative is a good one.
It will be important for us to get these current state laws forcing us to implement a STAR play plan on their terms REMOVED. If we can get the state to allow us to design a plan meaningful for us, ex. "team" bonus pay for "team" results around growth of students achieving would be so much better. Next week shall prove to be interesting.
What does this have to do with the first Q I submitted on the blog? Well, our entire nation is wrestling wiht the notion of differentiated pay for differentiated results. As a city, as a school district, and as a community of educators we must determine what compensation should have to do with top performance in teaching/learning, if anything. I think it is at least productive for us to decide what we believe as a community, so that if we can convince the state to allow us to chart our own plans, we will be ready.
THX for the responses received so far. I look forward to more exchange.
In the meantime, know how much I appreciate all that you do for all our DCPS kids and families.
JW
Frankly I don't care about bonus pay when we can't even have a plan for teacher retention. Experienced teachers should be valued just like any other experienced professional. Every day teachers are making the decision to leave the profession or go to a different county or city because they don't feel feel valued financially. In this economy it's understandable but I feel we are not focusing on why we cannot keep good teachers. Anyone can do a dog and pony show to impress anyone coming into a room. Chances are your best teachers are doing every thing including spending their own money to buy things for the classroom, going above and beyond the call of duty for each and every child and trying to impress someone on top of that when you are told that only a percentage will get a bonus after all your efforts seem fruitless. They won't bother they just pack up and leave to find children to inspire elsewhere while our county continue to struggle to teach children with new struggling teachers.
Since you're reading this Dr. Wise, I must say it is tempting when someone offers a teacher with prior management skills, a BA, MA and other certification $60,000 to $70,000 to manage adults. Then you think about it seriously when the principal or administrator treats you as if you are fresh out of college when they are the ones who didn't go to the workshop and dont' know the latest techonology or innovations in teaching the children of the 21st century. My classroom looks like it still belongs in the 1960's. Wooden desks, etc. Now I have to take a class on writing grants to see if I can get some better desks for my classroom. Sorry.....I'm ranting now....
Ranting is ok so long as we don't turn it on one another, eh?!
We do have a lot of changes to make if we are to create the best schools in America here in JAX.
JW
Dr. Wise,
How can you fairly implement a merit pay type plan for teachers based on student success and or achievement when we do not all teach the same level or type of students?
Are some to be penalized because they have mostly level 1 and 2 students in their classes some of which generally do not come to school on a regular basis, become discipline problems at times and could really care less about learning and making gains on any kind of test because they have simply not been brought up to value an education?
Is the money going to go to those teachers whose students are motivated achievers who would succeed no matter who was teaching them? Who are truly the “stars” in this type of situation … the teachers or the students?
Am I as a teacher going to be left out of this reward because the type of students I have? What impact would this have on the morale and in some instances the performance of those who are really dedicated and give more than 100% every day but because of circumstances beyond their control they don’t get any reward for their hard work, constant caring and dedication because the gain or success that teacher had with individual students that year can not really be measured with a test?
I understand that we will loose the money allocated for this program as well as the other consequences you mentioned but … is anyone really interested in rewarding quality teaching or performance in the classroom??? If so, we would not be so focused primarily on growth as measured by any kind of test which when you get right down to it we could learn to teach.
If you ask any of us, the real “Star” teachers are those that are truly dedicated to the kids and want what is best for them. They love and care for not just the good but also the bad and the ugly. They are there to help their students after school and during school without any pay or recognition. They use their time and effort to create material for their classes which would be beneficial to their students they have in front of them right then. They do it because they care. They do it because they love the children and they want to see them succeed in what lies ahead of them academically as well as in life in general. Can anyone tell me how you measure this with a test or series of tests?
Dr. Wise,
I would hope that the board listens to teachers regarding STARS. While there appears some obvious financial benefits, I think sending a message to the FLDOE is far more important. We simply should not adopt a program that has such a huge potential to divide individuals who for the most part do not have a say in a) work location, b) student level, and c) courses taught. I don't need to go on about this because the person before me did an excellent job speaking on the complexities associated with measuring teachers by student outcomes. (Even though I do believe student outcomes should be a component of the appraisal process.....we've just got to find a way to capture it better.)
It is true that several districts in FL have voted against STARS. We should stand with them. One more thing, is the money more important than the impact STARS could have on teacher morale/retention?
Dr. Wise,
I HATE the thought of losing this money that appears to be freely given. But, like some of the others, it almost is a slap to have what little there is not be equitably distibuted. That cannot happen with what is in place. Correct me please if I am wrong, but third grade was given the SAT10 last month. This is the test that will be compared to the NRT portion of the FCAT and this is what will be the determining factor for this STAR. Now granted, I am a great teacher but I am not sure how much growth can be measured accurately within ONE MONTH. This does not seem fair. Also, 4th grade teachers scores are compared to third grade FCAT scores from the previous year. Are they not aware that 3rd grade is fully multiple choice and that 4th grade has wriiten portions of the reading? And that 5th grade is compared to 4th grade scores. Are they not aware that 5th grade has written Math responses whereas the year before it was multiple choice? There are many parts of STAR that make it frustrating for the classroom teacher. It is quite 'unfair' in my opinion. Even in lower grades the teachers are to use DRA's to compare and those are TOTALLY subjective. So Mr. Wise, I would like for you to tell me what you want to see that shows growth that is not aligned to FCAT and other assessments that are a small measure of the students. Have you really considered using ASSESSMENT NOTEBOOKS on students that is the SAME across the board for all grades. OF course this goes against what many of us want. It basically means more paperwork and we ALL could use less of that. I think a group of teachers should sit down with you and brainstorm what can be done. I would like to see a diverse group of teachers from many different grades. I think a once a month sit down with teachers would be beneficial to you in 'tweeking' your vision and setting goals to help everyone involved. I say this because even at this time, I know that I have a concern about a 'higher up' coming and making comments about some of my response to the 'Big guy'. We fear repercussions so we are skeptical of speaking to you. I feel that you might not understand what we are faced with as you are not in the classroom and teaching and student shave changed alot since you have worked in a classroom. (Of course I am not inviting you to MY class as a refresher, Lord knows I do not need the pressure!) Still I feel that you can learn more from us if you spoke directly with us, face to face, with no fears of monitoring. What do you think about that? I have lots to say personally that I would not voice here but I think you should know. Please keep your mind open to this. God bless you on the STAR processes.
As an ESE teacher, I work very hard every day and go home a very tired woman. Getting any form of recognizable work from my low-functioning students is like pulling teeth. I consider my job done if there is even the slightest bit of improvement from the beginning of the year. Even if improvement means getting a Level A reader to a Level B, I throw my hands up in praise. Unfortunately, that meager improvement is seldom acknowledged by administration in light of Gen. Ed. Standards and the FCAT.
I am an ESE Teacher because these children need my help and support. These children will probably never be high performers and if they are, they probably won't show it when the heat is on. If my pay is to be decided by my students' performance, I do not see more money in my future and this is very unfair. Does this mean I should abandon these "special" students? I'm trying not to.
P.S. Some of us are signing in as ANONYMOUS/OTHER because we don't have Google accounts.
Miss Placed, your name i stotally inaccurate! You are in the right place! I so understand your feelings. Though I am not an ESE teacher, I feel where you are coming from. I have had years where is a child stopped flipping their b's, d's, p's and g's, I felt like I have accomplished a great feat. We have to learn to celebrate the things which some people call 'small'. That is why I teach. It is a bonus that my children do well on the FCAT since that is what some people use to measure growth. Sometimes, I want to laugh and cry when a student remembers to do homework, earns a C or D, or even rights on the correct side of the paper. Sometimes we have to laugh at inadequacies to not scream at the injustices. You are definitely in the right place! We need feeling teachers like you!
Note--We aren't losing money... we never had it to begin with and there is no guarantee it will be there next year. We are putting a lot of time and money into compliance w/this law that could VERY possibly be changed next year.
Dr. Wise's statement is to prepare us that it is highly likely the board will (for the first time)vote against the teachers. It is about politics and money. In actualality the DTU found money in the budget that would keep us in compliance for this year. We can retaliate. The state can be sued. We are a powerful county but as in all political battles nothing is decided in a vaccuum. Political ramifications drive most issues.
Our focus now needs to be on employee retention. It will be very easy to see what quality teachers are when they are no longer here to do the quality job. Pitting teacher against teacher, public humiliation and the inability to live on a salary that borders on poverty will drive the teachers away.
Yikes! I just read over my last post. I was writing quickly so please forgive the few spelling errors. That is a prime example as to why one should proofread their work! LOL
I would hate to see us move to such a competitive attitude. We all know working as a team is what will ensure success. I do agree with anonymous note-- such a plan will make me less likely to help a fellow teacher. She and I are competing for money.
As a single mom w/2 children I must do all I can to get that STAR money. I must remember, I can't bank on it nor will it count toward retirement. Will it be picked apart like the FCAT school money?
Thank you for your support d.r.s. I only wish I had that acknowledgment and gratitude every day. Despite all the struggles and high expectations, teachers need recognition and compliments to keep going.
Something I have learned is that I cannot wait for the county, administration, or even parents for that matter, to praise me, then I might earn ALOT of grey hairs! My fellow teachers have picked me up many times when I thought briefly about leaving teaching. MY STUDENTS do it best. When I take a point/flip a card from one and they still come back and give me a hug, WOW! The little letters, notes, and cards that they have MADE make it all worth while. Did I say before that I LOVE TEACHING? There is little recognition from others and lots of criticism from the media when you are a teacher, but lots of self satisfaction when you look at your end results, the students.
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