A “Semiprofession” in an Era of Accountability

Author(s):  
Jal Mehta

While changes in the way that education was defined were key to subsequent policy debate, the movement toward educator accountability also drew its impetus from a broader movement toward the rationalization and lay control of professionals that has affected medicine, law, higher education, and many other fields. Viewing educational politics through this broader lens of the sociology of the professions explains why similar movements toward accountability arose simultaneously across fields, as well as why the teaching profession was particularly vulnerable to these external demands. Previous scholarship on the educational accountability movement has largely ignored the perspective offered by the sociology of the professions on the dynamics of reform. Political scientists who seek to explain the movement toward educational standards and accountability have focused on state and particularly federal legislative history, seeking to understand the key decisions that have propelled education reform. They have paid little attention to similar movements toward accountability in other fields or to how the “semi-professional” status of education may have affected the dynamics of reform. Sociologists who study schooling have noted what they perceive as a trend towards the deprofessionalization of teaching, but their interest is less in the causes of deprofessionalization and more in its consequences for teachers’ work. They also have shown little concern with the question of how professionalization affects the politics of reform or, more sociologically, of what explains the success or failure of teachers’ attempts to increase the professionalization of their practice. This chapter seeks to fill this void and address a series of questions about the movement toward educational accountability from the perspective of the sociology of the professions. This perspective brings several key questions to the fore: Why has there been an increasing demand for accountability across the professions? How does the low status of K–12 education in comparison with other professions affect the demands made by external reformers? How have teachers sought to increase their professional status and power in light of these external demands? And finally, how successful have teachers been in their efforts to professionalize their practice, and what explains their success or lack thereof?

2017 ◽  
Vol 119 (4) ◽  
pp. 1-32
Author(s):  
Daniel H. Bowen ◽  
Jonathan N. Mills

Background/Context With a growing body of evidence to support the assertion that teacher quality is vital to producing better student outcomes, policymakers continue to seek solutions to attract and retain the best educators. Performance-based pay is a reform that has become popular in K–12 education over the last decade. This strategy potentially produces positive impacts on student achievement in two ways: better alignment of financial incentives with desired outcomes and improved the composition of the teacher workforce. While evaluations have primarily focused on the former result, there is little research on whether the longer-term implementation of these polices can attract more effective teachers. Purpose In this study we aim to provide evidence for potential long-term impacts that performance-based pay can have on the composition of the teacher workforce by addressing two questions: Does performance-based pay attract fundamentally different individuals, as measured by their risk preferences, to the teaching profession? Are stated preferences for a particular pay format correlated to measures of teacher quality? Research Design We apply methods from experimental economics and conduct surveys with 120 teachers from two school districts who have experienced performance pay. We compare the risk preferences of teachers hired under the two pay formats to test the hypothesis that performance-based pay attracts individuals with different characteristics to the profession. We also analyze teachers’ survey responses on their preferences for performance-based pay to determine their relationships to two measures of teacher quality: student test-score gains and principal evaluations. Conclusions/Recommendations We find mixed results regarding the ability of performance-based pay to alter the composition of the teacher workforce. Teachers hired with performance-based pay in place are no different from their colleagues. However, teachers claiming to seek employment in districts with performance-based pay in place appear significantly less risk averse. Surprisingly, additional analyses indicate that teachers’ value-added scores and performance evaluations do not predict a positive disposition towards merit pay. Thus, while these results indicate the possibility for performance-based pay to attract different individuals to teaching, they do not provide evidence that such change would necessarily improve the composition of the workforce. Policymakers should take this potential tradeoff into consideration when considering the expansion of performance pay policies.


2020 ◽  
Vol 3 (2) ◽  
pp. 33-34
Author(s):  
Chona D. Jorilla ◽  
Joel M. Bual

Competent and quality teachers are the principal key of an excellent educational system, for they contribute to the integral formation of the learners. Their unique role in the teaching-learning process enables these children to maximize their potentials in becoming active and critical thinkers. Through this professional endeavor, they become stewards of knowledge not only for learners but also for the building and growth of the nation. Thus, for teachers to perform this mission, they must show high regard for professional standards and competence. However, most Catholic schools nowadays are confronted with the challenges of teaching competence due to the gradual migration of qualified educators to public institutions considering the demands of high remuneration and K-12 educational reform. In this sense, they resort to hiring new and unqualified teachers who compromise the continuity of quality Catholic teaching and learning.  Hence, the paper assessed the level of teaching competence of Diocesan Catholic schools in Antique in the light of content knowledge and pedagogy, learning environment, diversity of learners, curriculum and planning, assessment and reporting, community linkages and professional engagement, and personal growth and professional development domains of Philippine Professional Standards for Teachers (PPST). Likewise, it sought to establish the relationship between teaching competence and their age, sex, employment status, and professional status.              


Author(s):  
W. Kyle Ingle ◽  
Stephen M. Leach ◽  
Amy S. Lingo

We examined the characteristics of 77 high school participants from four school districts who participated in the Teaching and Learning Career Pathway (TLCP) at the University of Louisville during the 2018–2019 school year. The program seeks to support the recruitment of a diverse and effective educator workforce by recruiting high school students as potential teachers for dual-credit courses that explore the teaching profession. Utilizing descriptive and inferential analysis (χ2 tests) of closed-ended item responses as well as qualitative analysis of program documents, Web sites, and students’ open-ended item responses, we compared the characteristics of the participants with those of their home school districts and examined their perceptions of the program. When considering gender and race/ethnicity, our analysis revealed the program was unsuccessful in its first year, reaching predominantly white female high school students who were already interested in teaching. Respondents reported learning about the TLCP from school personnel, specifically, guidance counselors (39%), non-TCLP teachers (25%), or TLCP teachers (20%). We found that the TLCP program has not defined diversity in a measurable way and the lack of an explicit program theory hinders the evaluation and improvement of TLCP. Program recruitment and outcomes are the result of luck or idiosyncratic personnel recommendations rather than intentional processes. We identified a need for qualitative exploration of in-school recruitment processes and statewide longitudinal studies to track participant outcomes in college and in the teacher labor market.


<i>Abstract</i>.—Washington State has used education reform best practices to redesign stewardship education. The directors of state natural resource agencies, education associations, businesses, and nonprofits who created the Pacific Education Institute (PEI) provide the leadership. PEI represents a systematic effort to work in the formal education sector using environmental education (EE) standards that align with subject area standards and provide a framework for integrated learning. PEI undertakes education research based on those EE standards to understand student achievement and its relationship to environment- based experiential education. PEI has refined the description of science inquiry to include three types of field investigation with rigorous protocols that will be included in the state’s science tests beginning in 2007. Finally, PEI has fostered a citizen science initiative with NatureMapping to connect the research undertaken by students through field investigation to questions asked by scientists. In partnership, the Washington Department of Fish and Wildlife expects citizen science to contribute to the statewide biodiversity index now being designed. Integral to delivering these opportunities to K– 12 is the university teacher preparation faculty and their work to prepare preservice teachers with these opportunities. The result is school districts now foster stewardship education, contributing to community sustainability.


2011 ◽  
pp. 3073-3083
Author(s):  
Edward D. Garten ◽  
Tedi Thompson

This is an urgently needed topic. It is the author’s conviction that, currently, there are no 21st century schools and, even worse, there is no substantive and widely held vision about what such schools should look like, and what the role and competencies of teachers in those schools should be. So, the tendency of most educators writing about needed 21st century teaching competencies will be to pretty much “rearrange the deck chairs on the Titanic.” Most will be driven by another equally repugnant cliché, “Technology is only a tool,” and they will try to determine how this misunderstood tool can best enhance out-of-date and fast-aging approaches to K-12 curriculum, instruction, and assessment. This is not to say that the wonderful array of traditional teaching competencies and skills that have enabled teachers to have generally done such an impressive job of teaching our children over the last century will cease to be important. The ability of teachers to understand and connect with students; to impart considerable knowledge and wisdom about their subject; to provide them with good adult role models; to cultivate their motivation for learning; to encourage their sensitivity toward, and appreciation of, individual and cultural differences; to prepare them for post-secondary education and/or the world of work; and even, to sometimes be “the sage on the stage,” will remain critical competencies as long as there is a teaching profession. But just as technology has dramatically transformed society, the way we work, the way we live, even the way we think about things, schools must be dramatically transformed in the way they work, in the way content is processed, and maybe most importantly, in the way teachers teach and students learn.


2011 ◽  
pp. 1307-1309
Author(s):  
Allen Schmieder

This is an urgently needed topic. It is the author’s conviction that, currently, there are no 21st century schools and, even worse, there is no substantive and widely held vision about what such schools should look like, and what the role and competencies of teachers in those schools should be. So, the tendency of most educators writing about needed 21st century teaching competencies will be to pretty much “rearrange the deck chairs on the Titanic.” Most will be driven by another equally repugnant cliché, “Technology is only a tool,” and they will try to determine how this misunderstood tool can best enhance out-of-date and fast-aging approaches to K-12 curriculum, instruction, and assessment. This is not to say that the wonderful array of traditional teaching competencies and skills that have enabled teachers to have generally done such an impressive job of teaching our children over the last century will cease to be important. The ability of teachers to understand and connect with students; to impart considerable knowledge and wisdom about their subject; to provide them with good adult role models; to cultivate their motivation for learning; to encourage their sensitivity toward, and appreciation of, individual and cultural differences; to prepare them for post-secondary education and/or the world of work; and even, to sometimes be “the sage on the stage,” will remain critical competencies as long as there is a teaching profession. But just as technology has dramatically transformed society, the way we work, the way we live, even the way we think about things, schools must be dramatically transformed in the way they work, in the way content is processed, and maybe most importantly, in the way teachers teach and students learn.


2017 ◽  
Vol 26 (1) ◽  
pp. 44-69
Author(s):  
H. B. Danesh

This article proposes that the universally acknowledged need for education reform requires both new conceptual and methodological approaches. At the core of this reform is transformation from conflict-based to peace-based educational concepts and practices aimed at creating school environments that promote academic and relational excellence, are safe and nurturing, and are free from bullying and violence. The article draws from the research done and lessons learned from more than sixteen ongoing years of implementation of Education for Peace (EFP)—a comprehensive peace-based education program—in more than one thousand schools, involving thousands of educators, and several hundred thousand students (K-12) in the highly conflicted and traumatized war-torn country of Bosnia and Herzegovina and more recently in schools in the United States, Mexico, Bermuda, and elsewhere.


2009 ◽  
Author(s):  
Gail Zellman ◽  
Gery Ryan ◽  
Rita Karam ◽  
Louay Constant ◽  
Hanine Salem ◽  
...  
Keyword(s):  

2020 ◽  
Vol 14 (3/4) ◽  
pp. 255-267
Author(s):  
Kimberly Underwood ◽  
Joy Taylor ◽  
Donna Smith ◽  
J. Medgar Roberts

Purpose This paper aims to provide a critical examination of the career trajectories of Black male educators through the discussion of key issues relevant to the professional development and advancement of this population. Design/methodology/approach The authors approach this paper through the examination of literature related to Black male educators. The authors seek to provide insight into the status of Black male educators through a critical focus of scholarship in the three critical areas of Black male educator recruitment, retention and mobility. Findings This examination supports the need to generate sustainable initiatives to diversify our nation’s classrooms and create additional opportunities for Black male representation in school leadership positions. Effectively dismantling the entrenched hurdles many encounter within their teaching careers requires a concerted commitment by advocates, policymakers and school administrators at all levels. Additionally, there is a continued need for stakeholders to keep the diversification of P-12 schools as a key priority in current education reform strategies. Social implications This paper serves as an impetus to highlight the continued need for further exploration and consequential action to increase the numbers of Black males in the teaching profession. Originality/value This paper adds to the literature surrounding Black male educators by providing a holistic view of their career trajectories of Black male educators and shedding light on the need for ongoing efforts to diversify the P-12 teaching workforce.


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