Teacher evaluations add contract wrinkle

Three of the latest teacher contracts in Long Island districts tackle the touchy question of how to handle job-performance ratings.

Islandwide, it's a question many teachers still ask.

Under a state law that takes effect in July, administrators must evaluate teachers annually and rate them as either highly effective, effective, developing or ineffective. Those deemed ineffective two years running could be fired.

State education officials have not spelled out how the new system will work, and many districts meantime are postponing action. But the East Williston, Garden City and Shoreham-Wading River districts all have addressed evaluations head-on.

Teacher contracts approved in those districts say evaluations can be appealed only as high as the local superintendent, not to outside arbitrators. District officials say this will help avoid expensive, time-consuming appeals.

Lorna Lewis, who is East Williston's superintendent, said the best way to maintain academic standards under the new system is to restrict the best rating -- highly effective -- to relatively few teachers. East Williston consistently ranks high in national lists of districts where academic achievement is strong.

"I would say that only 20 percent of teachers would be in that top class of master teachers," Lewis said.

Elsewhere, many teachers worry the new system might prove unworkable. One concern stems from a state requirement that 20 percent of teacher ratings in grades four to eight be based on student improvement on state tests of English and math.

Judging teachers by that criterion can be difficult, education experts say. Some statistical measurements meant to help accomplish this have turned out to be flawed.

Karen Ferguson, president of Glen Cove's teacher union, said many of her 280 members have serious questions about how scores will be used to rate their work. "It's scary," she said.