{"id":9159,"date":"2019-06-05T09:19:51","date_gmt":"2019-06-05T13:19:51","guid":{"rendered":"http:\/\/www.coreeducationllc.com\/blog2\/?p=9159"},"modified":"2019-06-05T09:19:54","modified_gmt":"2019-06-05T13:19:54","slug":"race-and-gender-differences-in-teacher-evaluation-ratings","status":"publish","type":"post","link":"https:\/\/www.coreeducationllc.com\/blog2\/race-and-gender-differences-in-teacher-evaluation-ratings\/","title":{"rendered":"Race and Gender Differences in Teacher Evaluation Ratings"},"content":{"rendered":"\n
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Over the past decade, Michigan has made changes to a number of laws related to teachers and teaching in the state\u2019s public school system. These changes include new requirements for teacher evaluation, and the use of teacher performance ratings for decisions such as teacher tenure, dismissal and retention. Since 2011, state law has required local education agencies (districts) to rate teachers as highly effective, effective, minimally effective or ineffective. These ratings must be based on classroom observations and, for most teachers, a measure of achievement growth for students assigned to each teacher. Since 2016, state law has also required districts to adopt valid and reliable classroom observation protocols, and new training for teacher evaluators.<\/p>\n\n\n\n

In this brief, authors from the Education Policy Innovation Collaborative (EPIC) examine differences in teacher evaluation ratings in schools across the state from the 2011-12 through the 2015-16 academic years. They pay special attention to differences in ratings between male and female teachers, White teachers and teachers of color, and teachers in traditional public schools and public school academies (PSAs, or charter schools). These comparisons are important because evaluation ratings can significantly affect teachers\u2019 job security, and because the overall supply of teachers in Michigan\u2014and especially of Black teachers\u2014has declined considerably over the decade.<\/p>\n\n\n\n

KEY FINDINGS INCLUDE:<\/p>\n\n\n\n