getting to graduation

It’s official: New York is making it easier for students with disabilities to graduate this year

PHOTO: Stephanie Snyder

New York students with disabilities can now graduate high school without passing most Regents exams. The dramatic move by New York’s education policymakers could increase demand for the state’s less-rigorous “local” diploma and reignite a debate about academic requirements for those students.

Under new rules approved Monday, students with disabilities will be able to earn a local diploma by passing the math and English Regents exams and proving to superintendents they have mastered course material in other subjects. Previously, those students had to pass another two or three exams with a lower score.

The changes, which will go into effect this month, are part of a broader effort by New York policymakers over the last two years to help more students reach graduation. Eliminating the need for some students to pass the exit exams is the most noteworthy departure from the state’s traditional requirements yet — and could have a big impact, given that nearly one in five New York City students has a disability. Almost half of graduates with disabilities already opted for the local diploma last year.

“We know that all students are capable of achieving this accomplishment,” State Commissioner MaryEllen Elia said Monday. “It’s on us to offer them multiple pathways to do so, pathways that are rigorous.”

State policymakers estimate that the new measure, which was adopted as an emergency regulation but faces a formal vote Tuesday, could help about 2,200 more students graduate this year. It’s also likely to add a dose of confusion into this round of Regents testing — which also starts Tuesday — and schools’ last-minute efforts to certify students for graduation.

Policymakers have been searching for new graduation pathways since 2012, when the state raised the passing Regents exam score to 65, instead of the previously required 55.

Students with disabilities have been at the center of this debate. Only 40 percent of the city’s students graduate high school in four years, and some educators and advocates have worried that students with disabilities were getting snared by the new standards.

But some observers are already worried that the changes, which apply only to students with Individualized Education Programs, could have a negative effect by reducing expectations for students with disabilities.

“This does not sound like a step in the right direction to me,” said Mark Anderson, a special education teacher at Jonas Bronck Academy in a comment on a previous story about the change. “What sort of expectations are we conveying for success in academics if we make it ‘easier’ for some?”

Regents acknowledged that the move might draw criticism for lowering standards, but said the benefits to students and families outweighed that concern.

Regents Chancellor Betty Rosa pointed out that students will still be required to take and pass Regents-level classes, and they will also have to attempt the exams. Keeping students in a rigorous classroom environment is “critical,” she said.

Under the new regulation, superintendents will review a student’s final course grade and also schoolwork completed throughout the year to judge whether he or she mastered the material.

New York has historically struggled to avoid tracking students into less rigorous diploma options. The state eliminated an IEP diploma, an earlier option for students with disabilities that was largely meaningless, since it was not accepted by colleges, the military, or employers as a high school credential.

The state also eliminated the option for most students without disabilities to earn a local diploma in recent years, focusing on getting more students to earn a Regents diploma that requires passing multiple exit exams with a score of 65.

The move away from local diplomas was important for ensuring all students get the best educational experience, said Regent Lester Young, who supported the changes on Monday. When that diploma was available, students of color were being disproportionately steered toward that less-rigorous option, he said.

“Whenever there have been local diploma options, the least of us get pushed in,” he said.

Others think the measure’s requirements are still too stringent for students with disabilities. Some took particular issue with the requirement that students would still have to pass the English Regents exam.

“As an ELA instructor of learning disabled high school students … I am outraged,” said John Connolly, a commenter on a previous story about the policy change. “Of all exams, how can the Regents believe that the Common Core ELA should remain?”

biding time

Strike vote by Denver teachers no longer imminent due to contract extension

PHOTO: Eric Gorski
The bargaining teams from Denver Public Schools and the Denver teachers union at a contract negotiation session in 2017.

Although the Denver school district and its teachers union failed to reach a deal on an overhaul of the district’s pay-for-performance system, the prospect of a strike is less imminent.

Earlier this week, the union’s board of directors authorized a strike vote if a new agreement couldn’t be reached by the time the current one expired at midnight Wednesday.

The two sides couldn’t come to terms on how to change the system, but did reach a different kind of deal: District officials agreed to the union’s request to extend the current pay-for-performance agreement until January 2019 in the hopes that Colorado voters will approve a tax increase in November benefiting schools, making teacher pay raises more likely. However, the union did not take the threat of a strike completely off the table.

A statement from the union, the Denver Classroom Teachers Association, said the union “will begin preparing to take work actions to ensure progress on the new compensation system. If no agreement is reached by the Jan. 18 deadline, DCTA will immediately ask for a strike vote from union members the following day.”

In other districts that have experienced labor conflicts, teachers have picketed, refused to work extra hours, and even waged “sickouts.” The Denver teachers union did not specify the types of work actions they were considering.

Denver Public Schools Superintendent Tom Boasberg said the district was reluctant to sign a ten-month extension, “but in the end, we are prepared to honor their request for more time.”

“We all have a very clear, common goal and common interest around supporting our kids and giving our kids the very best chances to learn and grow,” Boasberg said. “I’m confident that common goal and common aspirations will help us move toward an agreement.”

Denver’s pay-for-performance system, called ProComp, was first piloted in 1999. Under the current agreement, teachers earn a base salary based partly on their level of education and years of experience, and partly on how much training they completed the year before and on the outcome of a yearly evaluation that takes student test scores into account.

Teachers can also earn bonuses and incentives on top of their base salary. This year, for example, teachers who work in a hard-to-serve school with a high percentage of students living in poverty can earn an extra $2,578 per year.

The union wants to make teachers’ paychecks more predictable by moving back to a traditional “steps and lanes” salary schedule in which raises are based on education and experience. Union leaders also want higher base salaries. The union proposed a salary schedule that would pay teachers with a doctorate degree and 20 or more years of experience a base salary of $100,000 with the opportunity to earn a more limited number of incentives on top of that.

The district, meanwhile, proposed a salary schedule that would continue to take teacher evaluations into account when calculating raises but would allow teachers to more significantly build their base salaries for more years. While the union’s proposal shrinks some incentives, the district’s proposal grows the incentive for teaching in a hard-to-serve school.

District officials said the union’s proposal is too expensive. ProComp is funded by a voter-approved tax increase that is expected to raise about $35 million this year. The union’s proposal would cost more than twice as much, district officials said.

Union leaders asked to extend the current agreement until January 2019 in the hopes that Colorado voters approve a proposed ballot measure that would raise $1.6 billion for schools. Backers of the measure, which would increase income taxes for people who earn more than $150,000 per year, are collecting signatures to get it on the November ballot.

Colorado’s Taxpayer’s Bill of Rights requires that voters approve any tax increase. In 2013, voters rejected a school funding tax increase that would have raised $950 million its first year.

Boasberg supports this year’s effort. He’s among the Colorado superintendents pushing for a new, “student centered” school funding formula if the measure passes.

“The entire purpose of that funding measure is to strengthen teacher compensation, decrease class sizes, and improve supports for kids,” Boasberg said. “So if that passes, of course we will eagerly sit down with DCTA to discuss how we strengthen our compensation for teachers.”

On the brink

Denver teachers union leaders vote to call for a strike vote if pay negotiations fail

PHOTO: Marissa Page
Teachers watch a master contract bargaining session between Denver Public Schools and the Denver teachers union on June 22.

The Denver teachers union’s board of directors voted Tuesday to ask its members to strike if the union and the school district fail to reach an agreement Wednesday on teacher pay.

It’s the first time Denver Classroom Teachers Association leaders have taken such a vote since the 1990s, said Corey Kern, the union’s deputy executive director. He said Denver teachers are fed up with the district and inspired by the recent actions of teachers in West Virginia and Oklahoma.

“Teachers don’t think the district is taking them seriously,” Kern said.

Since November, the union and the district have been negotiating an overhaul of Denver Public Schools’ pioneering pay-for-performance system, called ProComp. The current agreement expires at midnight Wednesday. Kern said the union’s preference is “to get a deal done,” but its directors were clear that “if that doesn’t ultimately happen, they will ask for a strike vote.”

Kern said he didn’t know when a strike vote would be held, but it probably wouldn’t happen immediately.

Denver Public Schools officials said in a statement Tuesday they “are committed to reaching an agreement.” If the sides can’t agree Wednesday, the district pledged to continue with the current pay-for-performance system to ensure teachers get their expected pay.

The union has offered a proposal that would pay teachers with a doctorate and 20 years or more of experience a base salary of $100,000.

The current salary schedule goes up to $74,130 for teachers with a doctorate and at least 11 years of experience. Under ProComp, teachers can earn bonuses and incentives on top of that. In 2015-16, the average second-year teacher earned an extra $5,599, according to the district.

In August the district and the union signed a new five-year master contract that included increases in base pay – which the district said were the largest raises in the metro area – and an additional $1,500 for teachers who work in high-poverty schools.

This round of negotiations is for the ProComp agreement, which is separate from the master contract. The district first piloted pay-for-performance in 1999. Voters in 2005 approved a tax increase to fund it. Those taxes will generate about $35 million this year, according to district officials. The last significant redesign of the ProComp system happened in 2008.

The union’s proposal calls for higher base salaries and reduces the size of the incentives teachers can earn for working in hard-to-serve schools or hard-to-fill positions. Union leaders have said teachers want a more predictable pay structure that relies less on bonuses, which can vary year to year.

The district, meanwhile, has suggested increasing some incentives as a way to attract and retain teachers. The district has also suggested providing teachers who earn four years of “distinguished” evaluations with base salary increases equivalent to what they would get for earning a master’s degree.

The union’s proposal to raise the maximum base salary to $100,000 would require more than twice as much money as taxpayers pay into ProComp each year, a district spokeswoman said.

The two sides are set to return to the negotiating table Wednesday morning.