Archive for May, 2004

Improving Achievement

As teachers we often blame class size, home backgrounds, pupil attitudes, peers and lack of resources for problems of student achievement. Governments call for more school targeting and reporting in order to raise student achievement. We can identify various global indicators of school success; regular attendance, good health and nutrition, economic circumstances, parental support and interest etc. We can also identify various indicators of successful schools; leadership, facilities, resources, standards and expectations, vision, school culture and values, professional development and commitment to kids. However, John Hattie (University of Auckland) has identified the critical factor in improving the achievement of pupils – the teacher. He has also identified the critical factors which distinguish an excellent teacher from a competent teacher (“expert teachers from experienced teachers”).

He did this by a macro research synthesis of over 500,000 studies and by observation in the United States and New Zealand. Hattie states that a student typically spends about 15,000 hours with the most critical agent of change – the teacher. His study looked at the influences of the major sources of variance on student achievement and concluded that after the students own ability (50% of the variance) the next single greatest variance or influence was the teacher (30%). This is significantly greater than the home, school, principals (about 5%) and peers (10%).

It is their degree of skill, interest, passion and encouragement that are critical, particularly in their relationships with children. If a child from an emotionally deprived background without encouragement, resources and positive modelling, thinks that at least one significant person in their lives cares and takes an interest in them, then this may well be the motivation that a child needs, to excel.

I believe in you
I care about you
I trust you

-Lane Clarke

However, while acknowledging that it is the teacher that makes the difference, it is the excellence of the teacher that makes the greatest difference. Apart from obvious quality teaching practices (professional knowledge, planning and preparation, knowledge of children’s needs, commitment etc) and demonstrating genuine care and interest in students, three other factors are critical for successful teachers:

*To build and maintain positive relationships with pupils.
*To have high standards and expectations.
*To provide positive, focused instructional feedback to pupils.

At all levels of school, teachers need to show genuine care for their pupils, to care about them individually, academically, socially and emotionally. Teachers need to be in rooms with children, particularly before school, so that relationships can be developed and maintained. Primary teachers in particular do extremely well in their holistic care of children. This is no where near so well developed in secondary schools. Quality of relationships is critical for all children but particularly so for boys, Maori and Polynesian (Best Evidence Synthesis Report Ministry of Education, 2003).

Similarly, expecting children to learn and to succeed is critical for success and is an attribute of the expert teacher – again, particularly important for boys, Maori and Polynesian. If a child senses that the teacher will accept poor quality work and senses that either the teacher expects the child to fail or is different or couldn’t care less, then the child will meet that expectation. Conversely, if the teacher demands high standards, articulates the criteria for success, and shows an expectation that pupils can and will succeed, then pupils will strive to meet that expectation.

Teachers of excellence have:
*Strong professional delivery skills
*Positive, quality relationships with pupils
*High standards and expectations
*Positive, focused instructional feedback to pupils

Hattie is quite clear that the answer to increasing achievement at school is to ‘direct attention at high quality teaching, and higher expectations that students can meet appropriate challenges’.

Hattie and Jaeger also did a macro synthesis review to identify the difference between the expert teacher and the experienced teacher. They identified five dimensions of excellent teachers which contain 16 attributes of expertise. They see these attributes as being overlapping facets of the descriptor of an expert teacher rather then a checklist of isolated attributes. The 16 attributes combining to describe a teacher of excellence are:
Deeper representations about teaching and learning
Take a problem solving stance to their work
Anticipate, plan and improvise as required
Better decision makers and prioritises
Create optimum classroom climate for learning
Are more multidimensional with classrooms
More context dependent
More adept at developing and testing learning strategies
Are more automatic about practice and structure
Have high respect for students
Are passionate about teaching and learning
Have high standards and demand engagement and mastery
Provide challenges and goals
Have positive influences on student achievement
Enhance both surface and deep learning

However, in general terms, what makes a difference to student achievement?
- the quality of the teacher including:
*Pedogical and curriculum knowledge
*Passion and commitment
*Engagement and relationships
*Challenge and expectations
*Monitoring and feedback

See:
Teachers Make a Difference; What is the Research Evidence
J.A.Hattie
University of Auckland, 2003

Influences on Student Learning
J.A. Hattie
www.arts.auckland.ac.nz /education/staff

The Demise of Self Management in NZ Schools

In 1989, the Lange Labour Government introduced the revolutionary concept known as “Tomorrow’s Schools” – a world leading experiment in self management and self governance for New Zealand schools. Centralised control was gone; local Education Boards and the Department of Education were abolished. A slimmed down Ministry of Education was established and each of the country’s 2700 schools were governed by a locally elected Board of Trustees with wide ranging responsibilities for site based management and governance including staffing, maintenance and full control and discretion of the school’s bulk grant. Section 75 of the Education Act 1989 states:

“except to the extent that any enactment or the general law of New Zealand provides otherwise, a school’s board has complete discretion to control the management of the school as it thinks fit.”

Schools ran with this brave new concept from the beginning and never looked back. The shackles of centralised control had been broken and schools were free to take control of their own destinies. They appointed their own staff, maintained their own buildings and built new rooms, new amenities and undertook new initiatives. We entered a world in which education was both progressive and entrepreneurial. The self management concept was further extended in the 1990′s with the introduction of bulk funding where schools who wished could also self manage teacher salaries and determine how and what to spend this money on. A government white paper explored the possibility of making teacher’s resource centres and Advisory Services contestable ie: the money would be redirected to schools who would then buy in services from the best provider. Another change of government and intense pressure from teacher unions saw the concept of bulk funding and contestable advisory services dropped.

It’s ironic that the Labour government that introduced the then radical concept of self management and self governance a decade or so later has also been responsible for its demise. Events in the last three years have seen a resurgence of centralised control, a gross increase in compliance and compliance checking and an erosion in local control and autonomy. The empire strikes back! The strangled death of Tomorrow’s Schools by present government policy is de-motivating to principals and Boards of Trustees and flies in the face of current developments in Britain, Australia and parts of the United States – again ironic in that Australia in particular looked to our system as a model of excellence.

What are the changes? As previously mentioned, local control over teachers salaries (bulk funding) was removed and contestability of teachers centres and advisory services never saw the light of day. The previous independent Special Education Service has now become part of the Ministry of Education and renamed Group Special Education (the “Directorate” was considered for its new name). Where as schools could previously act as their own fundholders, this ability has now been considerably curtailed.

Compliance has greatly increased with most returns to the Ministry now have to be co-signed by the Chairman of the Board and in the case of one form relating to foreign fee paying students, having to be witnessed by a Justice of the Peace. Many primary schools had got into the lucrative foreign students market but the Minister changed the regulations so that foreign students under 10 years old were prevented from coming to New Zealand schools unless accompanied by their parents. This has deprived schools of significant amounts of extra funding which was used to employ extra staff, build extra facilities and buy extra resources. In addition to three yearly reviews by the Education Review Office, and annual financial audits, schools are also subject to review for roll audit and E.S.O.L. funding audit.

All schools are required to complete both 10 year and 5 year property plans. As a result of new requirements in regard to School Planning and Reporting, all schools had to review and basically re-write school charters, provide annual plans and annual goals and then report on variances to the Annual Plan goals to the Ministry. Regardless, of both Ministry and Ministerial protestations to the contrary, this requirement imposed considerable work and consultation for schools and is regarded at best as just another extension of bureaucratic accountability. Good schools have always strategically planned and set achievement targets to improve achievement. The consensus among principals is that the new plans do nothing to increase the achievement of children, just satisfy the current political whim.

More and more, New Zealand schools are having their self management eroded, replaced by a centralised, bureaucratic, “one size fits all” model. The degree of self management allowed is now determined by the level of competence of the lowest common denominator.

To restore true self management and governance and give schools the freedom and challenge to pursue excellence, new reforms are necessary. A restoration of bulk funding / direct resourcing is essential. As many support services as possible should be made contestable with their budgets distributed to schools who would then buy the service from the best possible provider. All Ministry reporting requirements should be reviewed by user groups and either simplified or removed. Different forms of school governance organisation could be considered with opportunity for successful schools to operate over several campuses (ie: take over unsuccessful schools). Compulsory school zones should be abolished and market forces allowed to determine successful / failing schools. Reporting requirements to the Ministry could also become more meaningful with schools requirement to report to the Ministry (and the community) how they had spent specifically tagged money and on achievement standards. Although contentious to the teacher unions, national standardised testing would give good benchmark levels for achievement improvement.

We need to return to site based autonomy of management and governance where local needs can be prioritised and actioned by local decision making and by encouraging competition, higher standards of achievement can be achieved. However, for those schools without the necessary skills or personnel, a Ministry supported model should also be available. Under the present political regime, “Tomorrow’s Schools” have become “Yesterday’s School’s” and we again need to look forwards, not keep stumbling backwards.

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