testing testing

New York’s most controversial teacher certification exam is now a little easier to pass

PHOTO: Monica Disare
State Education Commissioner MaryEllen Elia and Board of Regents Chancellor Betty Rosa

Just years after New York began requiring prospective teachers to pass a tough new exam, the state’s top education policy makers are lowering the score needed to enter the classroom.

The move could open the door to more teachers of color, who have failed the exam in disproportionate numbers since the state began requiring it in 2014.

The Board of Regents voted Tuesday to drop the passing score on the edTPA a test that requires prospective teachers to submit a portfolio of work including a video of themselves teaching from 41 to 38 starting in January 2018. The state will then slowly raise that mark until it reaches 40 in 2022.

Prospective teachers would also be able to clear this certification hurdle if they score two points below the passing score and meet other requirements, including earning a GPA above 3.0 and passing all other certification exams.

“Today’s action strikes the right balance by providing fairness to those seeking to become teachers, while maintaining some of the most rigorous certification requirements in the country,” said the state education commissioner, MaryEllen Elia, in a statement.

Tuesday’s decision is part of an effort to again overhaul teacher certification in New York state. In January, the Regents unveiled a package of recommendations from a task force charged with making teacher certification less difficult and costly in New York. Those recommendations included rethinking the edTPA’s passing score and eliminating one required test, the Academic Literacy Skills Test, which the Regents did in March.

Those measures are a course correction following a state campaign, starting in 2009, to make it more difficult to become a teacher. The goal was to raise standards for those entering the profession.

The new rules, however, weeded out qualified candidates, particularly prospective black teachers. In a Chalkbeat analysis of teacher diversity, New York state officials said black test takers are nearly twice as likely to fail the edTPA as white or Hispanic candidates.

At the same time, state officials are trying to increase the diversity of the teaching workforce and warn there is a looming teacher shortage. State education department officials argued that Tuesday’s move maintains high standards while lifting a roadblock to more teachers entering the classroom.

When New York made the edTPA mandatory, the state picked one of the highest possible passing scores. (The edTPA’s website recommends states pick a passing score between 37 and 42.) Even with the newly lowered score, the passing mark in New York will still be among the highest in the country, said Board of Regents Chancellor Betty Rosa.

States typically set a cut score between 35 and 40, so even with New York’s phase-in period, the standards are still considered high, wrote Ray Pecheone, executive director of the Stanford Center for Assessment, Learning and Equity (SCALE), which developed the edTPA, in an email.

This score change is only fair, since the edTPA administrators are still working out kinks with the way the test is scored, argued Jamie Dangler, co-chairwoman of the state’s edTPA task force and vice president for academics at United University Professions, which represents SUNY employees. That’s largely because the test requires a fair amount of subjectivity when judging prospective teacher candidates, she said.

“It’s not ready for prime time,” Dangler said. “So to establish such high passing scores when there are real problems with the assessment itself was a disservice to our teacher candidates.”

In addition to the edTPA, prospective teachers have to pass two other certification exams, a content test and an exam designed to judge whether teachers have to skills to assist particular student populations, such as students with disabilities or English Language Learners.

With the high passing score in New York, the edTPA has proved particularly difficult to pass. Only about 80 percent of New York students passed the exam since it was introduced. The low passing rate prompted a “safety net” option, which allows prospective teachers to pass an easier, paper-based exam. Tuesday’s measure also extends the safety net option until next June 30.

The state on Tuesday also spelled out in more detail another option for students who failed the exam. Prospective teachers who score 36 starting in January 2018 and fulfill other requirements will be able to take their case before a panel to prove they have demonstrated the skills necessary to become good teachers.

Similar to lowering the passing scores, the Regents board argued the move does not affect the quality of teachers, but is a matter of fairness.

“The multiple measures is not a walk in the park,” Cashin said. “But it’s more reasonable than the cut score of 41.”

The chart below shows the new schedule of passing scores for the edTPA. (MMRP stands for Multiple Measures Review Process.)

Human Resources

A minimum salary for Colorado teachers? State officials may ask lawmakers to consider it.

A teacher reads to her students at the Cole Arts and Science Academy in Denver. (Photo by Nic Garcia/Chalkbeat)

As part of a broad plan to increase the volume of high-quality teachers in Colorado, state officials are considering asking lawmakers to take the bold step of establishing a minimum teacher salary requirement tied to the cost of living.

Officials from the state departments of education and higher education are finalizing a list of recommendations to address challenges to Colorado’s teacher workforce. Pressing for the legislation on teacher salaries is one of dozens of recommendations included in a draft report.

The report, assembled at the request of the legislature, also proposes a marketing campaign and scholarships to attract new teachers to rural areas.

Representatives from the Colorado Department of Education said they would not discuss the recommendations until they’re final. However, the department earlier this month briefed the State Board of Education on their proposed recommendations in advance of the Dec. 1 deadline for it to be finalized.

The impending report — based on thousands of responses from educators, students and other Colorado residents in online surveys and town halls across the state — is a sort of first step for the state legislature to tackle a problem years in the making. Since 2010, Colorado has seen a 24 percent drop in the number of college students graduating from the state’s traditional teacher colleges. There’s also been a 23 percent drop in enrollment in those programs.

Residency programs, which place graduate students in a classroom for a full year with an experienced teacher, and other alternative licensure programs have seen a 40 percent increase in enrollment. But those programs produce far fewer teachers and can’t keep up with demand.

Colorado faces a shortage of teachers in certain subjects, regions and schools, and circumstances vary. Math and science teachers are in short supply: Only 192 college students in 2016 graduated with credentials to teach those subjects. The same year, 751 students left with a degree to teach elementary school.

And rural schools have had an especially hard time finding and keeping teachers.

Here’s a look at what the state departments are considering recommending, based on the presentation from education department officials to the state board:

Provide more and better training to new — and veteran — teachers.

Colorado schools are already required to offer some sort of induction program for new teachers. This training, which lasts between two and three years, is supposed to supplement what they learned during college.

For the last two years, the state education department has been pushing school districts to update their programs. The recommendations in the report could kick things up a notch.

The education departments are asking for updated induction requirements to be written into statute and more money to be provided to districts to pay for the training.

The draft report also calls for more more sustained training for veteran teachers, including competitive grant programs.

An additional suggestion is to create a program to train teachers expressly to teach in rural classrooms.

Increase teacher compensation and benefits.

This will be a hard pill to swallow. According to the presentation to the state board, the education departments want to call on lawmakers to set a minimum salary for teachers based on the school district’s cost of living.

The presentation to the board lacked specifics on how lawmakers and school districts could accomplish this. One board member, Colorado Springs Republican Steve Durham, called it a “mistake” to include such a recommendation.

Keeping up with the rising cost of living is a challenge. A new report shows new teachers in the state’s three largest school districts couldn’t afford to rent a one-bedroom apartment.

“We hope the report itself is going to talk a lot the cost of living — that’s what we heard from our stakeholders across the field,” Colleen O’Neil, the education department’s executive director of educator talent told the state board. “They literally were not able to meet the cost of living because their salaries did not compensate them fairly enough to find housing.”

Other suggestions the report might highlight to improve teacher compensation include loan forgiveness, housing incentives and creating a differentiated pay scale for teachers — something teachers unions staunchly oppose.

Help schools better plan for hiring and send teachers where they’re needed.

One short-term solution the state is considering recommending is allocating more resources to help schools plan for teacher turnover. This includes providing incentives for teachers to notify school leaders about their plans to leave the classroom earlier.

The education departments are also suggesting the state increase the number of programs that can help teachers get licensed in more than one subject at a time. Other ideas include offering scholarships to potential teachers to complete licensing requirements for content areas that are lacking viable candidates — likely math and science — and providing transportation and technology stipends for rural teachers.

Make the teaching profession more attractive.

Teachers “feel they’re not treated like professionals,” O’Neil told the board. So the education departments want the legislature to allow them to partner with private entities to launch a marketing campaign to lift the profile of teaching as a career in the state.

The education departments also hope the legislature considers creating more opportunities for middle and high school students to consider teaching as a viable career path. This could include reinvigorating the state’s Educators Rising program, a program for high school students interested in teaching.

student teaching

Building a teacher pipeline: How one Aurora school has become a training ground for aspiring teachers

Paraprofessional Sonia Guzman, a student of a teaching program, works with students at Elkhart Elementary School in Aurora. (Photo by Yesenia Robles, Chalkbeat)

Students at Aurora’s Elkhart Elementary School are getting assistance from three aspiring teachers helping out in classrooms this year, part of a new partnership aimed at building a bigger and more diverse teacher pipeline.

The teachers-to-be, students at the University of Northern Colorado’s Center for Urban Education, get training and a paid job while they’re in college. Elkhart principal Ron Schumacher gets paraprofessionals with long-term goals and a possibility that they’ll be better prepared to be Aurora teachers.

For Schumacher, it’s part of a plan to not only help his school, but also others in Aurora Public Schools increase teacher retention.

“Because of the nature of our school demographics, it’s a coin flip with a new teacher,” Schumacher said. “If I lose 50 percent of my teachers over time, I’m being highly inefficient. If these ladies know what they’re getting into and I can have them prepared to be a more effective first-year teacher, there’s more likelihood that I’ll keep them in my school in the long term.”

Elkhart has about 590 students enrolled this year. According to state data from last year, more than 95 percent of the students who attend the school qualify for subsidized lunches, a measure of poverty. The school, which operates with an International Baccalaureate program, has outperformed the district average on some state tests.

The three paraprofessionals hired by the school this year are part of the teaching program at UNC’s Lowry campus, which has long required students to work in a school for the four years they work on their degree.

Students get paid for their work in schools, allowing them to earn some money while going to college. Students from the program had worked in Aurora schools in the past, but not usually three students at once at the same school, and not as part of a formal partnership.

The teaching program has a high number of students of color and first-generation college students, which Rosanne Fulton, the program director, said is another draw for partnering with schools in the metro area.

Schumacher said every principal and education leader has the responsibility to help expose students to more teachers who can relate to them.

One of this year’s paraprofessionals is Andy Washington, an 18-year-old who attended Elkhart for a few years when she was a child.

“Getting to know the kids on a personal level, I thought I was going to be scared, but they’re cool,” Washington said.

Another paraprofessional, 20-year-old Sonia Guzman, said kids are opening up to them.

“They ask you what college is like,” Guzman said.

Schumacher said there are challenges to hiring the students, including figuring out how to make use of the students during the morning or early afternoon while being able to release them before school is done for the day so they can make it to their college classes.

Schumacher said he and his district director are working to figure out the best ways to work around those problems so they can share lessons learned with other Aurora principals.

“We’re using some people differently and tapping into volunteers a little differently, but if it’s a priority for you, there are ways of accommodating their schedules,” he said.

At Elkhart, full-time interventionists work with students in kindergarten through third grade who need extra help learning to read.

But the school doesn’t have the budget to hire the same professionals to work with older students. The three student paraprofessionals are helping bridge that gap, learning from the interventionists so they can work with fourth and fifth grade students.

Recently, the three started getting groups of students that they pull out during class to give them extra work on reading skills.

One exercise they worked on with fourth grade students recently was helping them identify if words had an “oi” or “oy” spelling based on their sounds. Students sounded out their syllables and used flashcards to group similar words.

Districts across the country have looked at similar approaches to help attract and prepare teachers for their own schools. In Denver, bond money voters approved last year is helping pay to expand a program this year where paraprofessionals can apply for a one-year program to become teachers while they continue working.

In the partnership at Elkhart, students paraprofessionals take longer than that, but in their first and second year are already learning how to write lessons during their afternoon classes and then working with teachers at the school to deliver the lessons and then reflect on how well they worked. Students say the model helps them feel supported.

“It’s really helping me to become more confident,” said Stephanie Richards, 26, the third paraprofessional. “I know I’m a lot more prepared.”

Schumacher said the model could also work in the future with students from other teaching schools or programs. It’s a small but important part, he said, toward helping larger efforts to attract and retain teachers, and also diversify the ranks.

“You’re doing something for the next generation of folks coming in,” he said.