A Case Study of Michelle Rhee

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Introduction

The tenure system at the university level came into being after realization that it was important for educators to extend their limit of teaching skills in order to improve students know-how and high degree of thinking in their studies. Whenever job security is not in place, the teaching fraternity may be tempted to create a safe zone just in case they lose their jobs. They cannot explore other areas in which they have passion or even be honest enough to give realistic conclusions on their work performance. The debate surrounding the adoption of tenure system or its abolition in lower levels of learning institutions is on-going and very rife. Those arguing in favor of tenure system say that this is the only way of absorbing and maintaining the most qualified staff and therefore improving performance in schools due to security of tenure. Those against the tenure system say that it is a big stumbling block in the laying off of low performing staff. This paper is going to examine a case study Michelle Rhee, Chancellor of Washington School who is proposing radical changes to the existing tenure system

Michelle Rhee

Chancellor Michelle A. Rhee of Washington School proposed a binding agreement that would see teachers at the middle level who earn $62,000 annually have a pay increase of above $100,000 per year. This pay package will not come without a cost. According to Ms Rhee, they will have to give up their seniority and rights of tenure.

The New York Times (Dillon, 2008) reported that Michelle Rhee& thinks teacher tenure may be great for adults&who go into teaching to get summer vacations&it hurts children. The employed adults who no longer have any fear regarding their job security enjoy a lot. This is disastrous to school children who not only fail to get quality education, but end up scoring low grades and leading a bad life.

Her bold recommendations shocked several stakeholders including policy formulators. They are keenly watching to see the outcome of her outrageous proposals. Four thousand members Washington Teachers Union is divided whether to embrace it with many union members calling tenure a crucial protection against arbitrary firing (Dillon, 2008). Ms Rhee however became impatient to wait for union feedback on her proposed changes. She openly proclaimed an effort to identify and fire ineffective teachers, including those with tenure (Dillon, 2008). Ms Rhee was not aiming at doing away with the tenure system. In her opinion, each teacher would choose between two compensation plans, one called green and the other red (Dillon, 2008). Those teachers in the green plan would be remunerated highly than those in the red plan. For instance, by the year two thousand and ten teachers in the green plan would have nearly doubled their pay. However, according to New York Times report (Dillon, 20008), they would need to give up tenure for a year, after which they would need a principals recommendation or face dismissal. Ms Rhee has a strong feeling that the tenure system of hiring teachers has lost significant value of education for children. It has only jeopardized children performance in schools due to rampant failure by the affected institutions. Ms Rhee asserts that if we can put veteran teachers who have tenure in a position where they dont have it that would help us to radically increase our teacher quality. And maybe other districts would try it, too.(Dillon 2008). In a separate report carried in a Wall Street journal (Anonymous 2009), there is a remarkable academic improvement ever recorded in the past two years. The report confirms that the student scores released last week by the United States Department of Education indicated great gains in Mathematics among Washingtons children in grade four. Similarly, D.C.s eighth-graders increased their math proficiency at a faster rate than all other big cities save San Diego (Anonymous, 2009). This is a notable upward shift in the academic performance of Washington, courtesy of Ms Rhees radical changes. Earlier before she took over as the Chancellor of Washington School way back in 2007 the nations capital went through six superintendents in 10 years (Anonymous 2009). She has so far initiated several changes including replacing principals who have proven to be inefficient in their work; teachers have been dismissed on the basis of quality and not seniority. Schools which do not perform well have equally been closed down. The Washington Teachers Union has been holding several agreement meetings with Ms Rhee which has moved slowly for the past two years. Top on her recommendations would be to offer six-figure salaries to teachers willing to link their paychecks to student performance (Anonymous 2009). Those who are not willing will have to retain their job security but paid less.

In concluding this case study, it can be observed that Ms Rhees changes to the Washington D.A school district has led to both negative and positive results. In a negative perspective, the school district has been turned upside down by Ms Rhees action of dismissing two hundred and seventy tenured teachers from their positions. She has gone against the existing tenure security laws and as a consequence led to massive unemployment. The positive outlook of her action is on the improved performance in Washington D.A schools. Such an improvement had not been realized before. Moreover, principals and instructors who prove to be efficient in their work will end up earning higher salaries if Ms Rhees proposals are adopted.

Reference List

Anonymous (2009).Whos Got Michelle Rhees Back. The Wall Street Journal. Web.

Dillon, S. (2008). A School Chief Takes on Tenure, Stirring a Fight.The New York Times. Web.

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A Case Study of Michelle Rhee

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