Dearborn's Teacher Tenure Program Gets Makeover

A district plan to overhaul existing teacher tenure provisions to comply with state legislative changes was presented to the Dearborn Board of Education at its regular Monday night meeting.

The plan, which was devised by a joint union-district committee, was designed to comply with new state guidelines and also brings some important reinforcements to bear to make sure teachers are effective in the classroom.

Glenn Maleyko, the district’s personnel director, and Chris Sipperley, the president of the 1,100-member Dearborn Federation of Teachers, gave a brief outline of how teachers will reach tenured status going forward.

“We worked with the union to create this plan,” Maleyko said. “It brings us in compliance with the law.”

Teacher tenure–a framework meant to make sure teachers are fired with cause–was implemented in Michigan schools more than 60 years ago.

Earlier this year, Gov. Rick Snyder that essentially put more weight on teacher performance in the classroom to achieve tenure, and establishes specific goalposts teachers must reach. Though most teachers unions opposed the bill because it weakened seniority rules for staffing, advocates said it would help districts weed out poor performers.

For all schools, teachers will now have to work five years to achieve tenure, followed by four years of probation. However, teachers with three consecutive outstanding evaluations will be fast-tracked for tenure, with the
same probationary period. The rating scales must include four categories:
ineffective, minimally effective, effective and highly effective. The evaluation must include student growth data.

Dearborn’s plan to implement these provisions will include creating Individualized Development Plans for all first-year probationary teachers and teachers rated minimally effective or ineffective on their most recent evaluation.

Teachers that participate in the evaluation will enter one of three plans: one for probationary teachers, one for effective or highly effective tenured teachers, and one of minimally effective or ineffective teachers.

The latter plan will include a three-phase improvement plan based on awareness, assistance and guidance from building administrators and if necessary, disciplinary action. There are 30 days between each reporting phase.

All evaluations must include classroom observations, and comprehensive reviews of lesson plans, curriculum and pupil engagement.

Maleyko also said the district applied Nov. 1 for a waiver from the state to keep some aspects of its current plan.

“We’ve done a great deal with our efforts (to evaluate teachers),” he said.

Board members for the most part responded positively to the new plan, but questions were raised about student data as it relates for a constantly-evolving test requirements from the state.

“I’m concerned about the student data,” said trustee Mary Lane. “We have expectations of teachers, but no expectations of students or parents.”

Maleyko said the district is also seeking other forms of assessment for teacher progress.

“We’re advocating for other measures,” he said.