Pedagogue Blog

Matthew Lynch published in Matthew Lynch, Policy & Reform

High School Dropout Rate: Causes and Costs

On Monday I dug into the current state of high school dropouts and where American students today stand in historic statistics. In my research, I discovered that while dropout percentages are much lower today than they were a few decades ago, there is still a lot of room for improvement.

Today I want to look at the underlying causes of the dropout mentality and how every student who does not earn a high school diploma hurts society as a whole. My hope is that in discovering shared traits among dropouts, we can achieve higher high school graduation rates as a nation.

Why are students dropping out?

One unchanging factor when it comes to the dropout rate is socioeconomic background. Since the National Center for Education Statistics first started tracking different groups of high school students in the late 1960s, the socioeconomic status of each pupil has impacted the graduation rate. Students from low-income families are 2.4 times more likely to drop out than middle-income kids, and over 10 times more likely than high-income peers to drop out.

Household income is the not the only disadvantage many dropouts have, though. Students with learning or physical disabilities drop out at a rate of 36 percent. Some behaviors that are often characteristic in dropouts include being retained from advancing a grade level with peers, relocating during the high school years and the general feeling of being left out or alienated by peers or adults at the school. Overall, a student who does not fit the traditional classroom mold, or who falls behind for some reason, is more likely to lose motivation when it comes to high school and decide to give up altogether.

How valuable is a high school diploma?

The U.S. Census Bureau estimates that dropouts bring in just $20,241 annually, which is $10,000 less than high school graduates and over $36,000 less than a person holding a bachelor’s degree. The poverty rate for dropouts is over twice as high as college grads, and the unemployment rate for dropouts is generally 4 percentage points higher than the national average. In the end, the lifetime earnings of high school dropouts are $260,000 LESS than peers who earn a diploma.

Why should I care?

The financial ramifications of dropping out of high school hurt more than the individual. It’s estimated that half of all Americans on public assistance are dropouts. If all of the dropouts from the class of 2011 had earned diplomas, the nation would benefit from an estimated $154 billion in income over their working lifetimes. Potentially feeding that number is the fact that young women who give up on high school are nine times more likely to be, or become, young single mothers. A study out of Northeastern University found that high school dropouts cost taxpayers $292,000 over the course of their lives.

It’s not just about the money though. Over 80 percent of the incarcerated population is high school dropouts – making this an issue that truly impacts every member of the community. Numbers are higher for dropouts of color; 22 percent of people jailed in the U.S. are black males who are high school dropouts. As a society, we are not just paying into public assistance programs for dropouts, but we are paying to protect ourselves against them through incarceration.

I wonder what these numbers would look like if we took the nearly $300K that taxpayers put in over the course of a dropout’s lifetime and deposited it into their K-12 learning upfront. If we invested that money, or even half of it, into efforts to enhance the learning experience and programs to prevent dropping out, what would that do to dropout, poverty and incarceration rates? Right now the process seems to be reactionary. What would it look like if more preventative actions were put in place?

What are some underlying causes of the high school dropout rate not mentioned here?

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Matthew Lynch published in EdTech & Innovation

What are the Top 20 EdTech Opportunities?

By Hannah Aronoff

In a post to its blog, LearnLaunch has released research recognizing the Top 20 education technology opportunities for investment and to improve student outcomes.. LearnLaunch is Boston’s leading startup incubator of edtech companies devoted to pedagogical improvement.

LearnLaunch partner, Jean Hammond, and MIT Sloan graduate and co-founder of Smile and Learn, Blanca Rodriguez, conducted the study, focusing on why education has often been gradual to adapt to technological innovations. The summation of their research led Hammond and Rodriguez to illuminate both the pressing concerns of educators and the opportunities for entrepreneurs, which enabled them to identify the crucial overlap of the two.

In explaining the strategy of their conclusions, Jean Hammond remarked, “We applied a framework of overlaying market vulnerabilities in the education market with specific areas of technology disruption.” The 20 companies attributed in this list represent the most promising areas for edtech ventures such as data analytics, gamification, and machine learning

Hammond and Rodriguez identified, to their dismay, the reality that there is a mounting breach between schools that can adopt new technologies and those that cannot. Even with this disparity in mind, the study noted that the academic realm as a whole has been lagging behind other industries in their sluggish embrace of emerging technologies.

However, a trend toward investing in startups revolving around disruptive technologies has arisen over the past decade—the height of which was seen in the last quarter 2015. One major roadblock to new disruptive startups flourishing is the hesitance of investors funding early-stage companies.

One result of this reluctance to embrace innovation is stagnant returns in student performance—despite the hefty increase institutions have invested in their students. The integration of disruptive technologies is exactly what the educational sector needs to begin to thrive. In analyzing the discrete market forces within the industry, Hammond and Rodriquez identified exactly what types of innovation will be most conducive to success within the current state of education. They divided the most influential forces affecting the market into two categories: market vulnerabilities and tech and science disruptions. The former encapsulates government regulations, transition success, and special populations and narrow markets, while the latter represents virtual reality and other emerging user experiences and interfaces, artificial intelligence and machine learning, and brain science.

In order to successfully navigate and tackle these forces, Hammond and Rodriquez applied a framework that provided actionable data. At the intersection of the market vulnerabilities and tech and science disruptions is where Hammond and Rodriquez believe immense opportunity lies. These are the 20 opportunities identified within their analysis: peer2peer learning, neuroscience, virtual training, students-creators, rethinking schools, mobile, flipped classroom, blended learning, machine learning, open educational resourced, project-based learning, automated speech recognition, gamification, adaptive learning, data analytics, competency-based learning, machine learning, non-cognitive or affective learning, and global education.

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Matthew Lynch published in Higher Education, OpEducation

What Makes a Great School Counselor

For many of us, there’s no better feeling than having a positive impact on a kid. Growing up can be tough, and school and what lies beyond can feel like a maze. You’ve been through it yourself, and if you were lucky, you had a school counselor who helped set you on the right path.

If you’ve been teaching and want to switch gears, or if working with elementary, middle school, or high school students feels right and you know you have a lot to offer, a career in school counseling may be a perfect fit for you. You can even keep your current job while you get a Masters of Education in School Counseling at one of the country’s best colleges for counseling.

With a bachelor’s degree (in any field) from an accredited university, and taking only two classes per semester, most online degree programs can be completed in eight semesters and will qualify you for Licensed Professional Counseling Certification. Go to this website to find out the exact requirements and curriculum involved. There’s usually even financial aid available.

Being a school counselor means becoming personally involved with young students of all ages and helping them along the way to becoming productive and successful adults. School counselors work as a team with administrators and families to meet challenges students might be facing at school or at home, and serve as mentors on the journey to high school graduation and beyond.

At every level, what makes a great counselor is compassion and the ability to understand a student’s needs, interests, talents, and desires, and relate them to real-world options. Maybe above all is skill at listening to both what the student says and doesn’t say, and knowing how to channel his or her strengths and overcome his or her weaknesses.

The specific scope of the work varies with the age of the children:

Elementary School

Working with young children in elementary school, counselors are often involved with students who have behavioral issues or learning disorders. Their work can involve assessing those problems and conferring with parents and teachers as to recommended ways to resolve them, sometimes bringing in other professionals like psychologists and therapists. The earlier these kinds of difficulties are dealt with, the smoother the road a child has to academic success.

Middle School

It’s in middle school that students who may have had childhood dreams about being ballerinas or cowboys begin thinking in earnest about what they want to be when they grow up. A school counselor at this point can be an invaluable aid in guiding middle-school students toward other opportunities they may not even have known existed.

Working with students at both ends of the academic spectrum — from those with learning disorders to those in advanced placement classes — a counselor is called upon to adapt thoughtfully to each child’s needs and be a sounding board for their concerns.

High School

High School

In high school, students begin wrestling with the very real choices that lie before them. College is a goal for many, but which college and why? Technical training instead of a traditional university is another option, and students who might be inclined in that direction need help in evaluating those choices and the careers they may lead to.

High school counselors are often involved in helping students select classes and electives that will bolster their chances of acceptance, and assist them in applying to schools and finding financial aid. At the same time, high school counselors are sometimes called upon to help kids through difficulties in the social realm that can derail even the best students. Often a student finds a counselor easier to take a problem to than a parent, and it’s a fortunate teenager who has a counselor he or she can really talk to.

College-Level

Counselors at the college level work with students to plan courses of study and maximize the benefits of their degrees. They may help direct them to graduate studies that fit their career goals, and counsel them on available internships and entry-level jobs. Some may even offer assistance with writing resumes and learning how to interview. It’s a great counselor who sends a new graduate off into the working world with the confidence and skills to succeed.

For more information, and lists of each state’s licensing requirements for school counselors, visit the American School Counselor Association.

 

 

 

 

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Matthew Lynch published in HBCU's, Higher Education, Matthew Lynch, OpEducation

Diverse Conversations: Training Tomorrow’s Educators

It’s an unavoidable reality that today’s students will be tomorrow’s educators. The professors involved in teacher training initiatives and teacher education programs today are the ones responsible for training tomorrow’s teachers. With that said, it’s increasingly important for those involved in education to be aware of innovations and trends that apply to the teaching profession and what strategies are most effective when it comes to making teacher education programs a success.

Recently I sat down with Dr. Maria del Carmen Salazar, associate professor of curriculum studies and teaching at the University of Denver’s Morgridge College of Education, to discuss this challenge of training tomorrow’s educators and what can be done to make these efforts a success.

Q: To get started, what are some of the most important trends in education currently and what impact do you think they are likely to have on the teaching profession in the future?

A: The most important trends in education are related to evaluation and accountability. These trends will have a significant impact on the teaching profession because new teachers will be held accountable for results. Teachers will need to demonstrate that students are making gains, including the students who face significant opportunity gaps. These trends will likely have positive and negative consequences for the teaching profession.

Q: Tell me about your experience with teacher education programs. What are some of the most important trends you have noticed?

A: I have collaborated on the design of 3 teacher preparation programs, including 2 Urban Teacher Residencies (UTRs) and a hybrid program that integrates traditional and residency-like elements. The trends I have noticed in teacher education include a tension between conformity and innovation, and a tension between accountability vs. connectivity (e.g., defining value added). On a more practical note, programs are trending toward increased field work hours, a focus on meeting the needs of diverse learners to meet district needs, and a focus on outputs versus inputs.

Q: What are some of the most significant challenges to teacher education programs?

A: Teacher education programs face significant challenges, including a lack of statewide data systems that link teachers to their preparation programs; misconceptions and myths about alternative teacher preparation vs. traditional teacher preparation; increased competition between preparation programs; and a lack of diverse teacher candidates and diverse teacher educators.

Q: How are the current teacher training programs measuring up given the current and predicted future trends in education? How well prepared are the teachers of tomorrow?

A: This is a difficult question because measures of teacher effectiveness vary from state to state and across districts. However, promising data is emerging from CAEP and EdTPA.

Q: What is your advice to educators and administrators involved in teacher training programs? What strategies have you found most useful for addressing the challenges and minimizing program issues?

A: Anchor your program to a framework for teaching. The best strategy we have used is to anchor our program to our Framework for Equitable and Effective Teaching (FEET). The FEET has provided a sense of cohesion and purpose that guides the dispositions, knowledge, and skills every apprentice teacher is expected to master. This tool is focused on meeting the needs of diverse learners, thus placing students from marginalized communities at the center of effective teaching.

Q: Approaching the issue from a different angle, what is the significance of innovation in teacher training programs given the current trends in education?

A: Innovation is essential in all elements of education. However, evaluation can promote compliance and conformity, thus stifling incubators for innovation, transformation, and reform.

Q: What strategies have you found particularly useful for promoting innovation in teacher education programs?

A: We teach our apprentice teachers to understand when to follow and when to lead. We use the analogy of knowing when to get in the box, knowing when to poke holes in the box, and knowing when to dismantle the box and create a new structure.

Q: How, specifically, can innovative teacher education programs best train tomorrow’s teachers?

A:
• Create a strong foundation using a framework for teaching
• Start with the needs of diverse learners
• Ensure theory and practice connections for real-world application
• Model good teaching
• Provide opportunities for apprentice teachers to teach, lead, and transform
• Be flexible, adaptive, and community-oriented
• Prepare change agents
• Think locally and globally

This concludes our interview. Thanks to Dr. Salazar for taking the time to answer my questions.

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Matthew Lynch published in EdTech & Innovation, Equity, HBCU's, Matthew Lynch

Diversity at College Level Bolstered by Online Offerings

Each year online learning initiatives becomes less of a fringe movement and more of an incorporated, and accepted, form of education. More than 6.7 million people took at least one online class in the fall of 2011 and 32 percent of college students now take at least one online course during their matriculation. It is even becoming commonplace for high schools to require all students to take an online class before graduation as a way to prep them for the “real world” of secondary education.

The flexibility and convenience of online learning is well known but what is not as readily talked about is the way distance education promotes diversity of the college population. With less red tape than the traditional college format, online students are able to earn credits while still working full time, maintaining families and dealing with illnesses. Whether students take just one course remotely, or obtain an entire degree, they are able to take on the demands of college life more readily – leading to student population with more variety.

The Babson Survey Research Group recently revealed that while online college student enrollment is on the rise, traditional colleges and universities saw their first drop in enrollment in the ten years the survey has been conducted. This drop is small – less than a tenth of one percent – but its significance is big. A trend toward the educational equality of online curriculum is being realized by students, institutions and employers across the board. The benefits of a college education through quality online initiatives are now becoming more accessible to students that simply cannot commit to the constraints of a traditional campus setting.

A controversial experiment that could lead the way to even more college credit accessibility is MOOCs, or massive open online courses. As the name implies, these classes are offered to the general public at a low cost, or no cost, in the hopes of earning their students college credit. California-based online course provider Coursera recently had five of its offerings evaluated by the American Council on Education for college credit validity. Four of the courses were recommended for college credit by ACE, and one was endorsed for vocational credit, providing student work verification through a strict proctoring process.

These credits are not earned through community colleges or online-institutions; Duke University, the University of California at Irvine and the University of Pennsylvania are on Coursera’s list of places the courses will earn credit for students that pay a nominal fee. Students that obtain these credits through Coursera can approach any higher education institution and seek their inclusion in a degree program, but the final discretion is up to the particular school.

MOCCs are certainly in an infancy stage and do not provide a “sure thing” yet for students that participate. In the Babson survey mentioned earlier, only 2.6 percent of schools offer a MOOC, but an additional 9.4 percent are building a MOCC plan. The potential for further diversity and equality in education through MOCCs is certainly on the horizon. This form of online learning means that students do not have to commit to an entire course of study to obtain credits or even commit to a particular institution upfront.

MOOCs will further eliminate the socio-economic barriers that keep promising students from seeking out college credits. Students are given more flexibility in scheduling at an affordable price. Though the MOOC trend has its dissenters, I believe it will win over even the most skeptical and increase accessibility for all people that seek higher education. After all, at one time the mention of online courses raised a few eyebrows in the educational community and look how far the concept has come. Further development of online initiatives, specifically in the area of MOOCs, represents the next big step for enriching the diversity of the college student population in America.

Read all of our posts about EdTech and Innovation by clicking here. 

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Matthew Lynch published in Policy & Reform, Teachers

Why more K-12 schools should teach the Arabic language

By Kelly Doffing

From improving memory to increasing global understanding, the benefits of learning a foreign language are abundant. As globalization continues and we progress toward a more connected global community, the importance of learning a second language is not only beneficial, but also essential. The U.S. Census reports that only 21 percent of Americans speak a language other than English (at home), yet 75 percent of the world’s population does not have a basic understanding of English.

It is imperative that students be given the opportunity to study a second language in order to ensure that the next generation is equipped to be global citizens who are able to cross geographic and cultural boundaries to solve global problems.

Why we need more Arabic in K-12 classrooms

According to Ethnologue.com, Arabic is the fifth most spoken language in the world and, despite a growing importance of the Middle East in international affairs, there is a shortage of qualified Arabic-language educators in the United States. So, what are schools in the United States doing to further the study and teaching of Arabic?

Qatar Foundation International (QFI) is a U.S.-based not-for-profit dedicated to connecting cultures and advancing global citizenship through education. QFI conducted a survey of school administrators of Arabic-language programs to look at the various challenges, benefits, and logistics of offering Arabic. Between December 2012 and October 2013, the Arabic Language and Culture Program of Qatar Foundation International conducted a phone survey of 201 U.S. K-12 public and public charter schools that teach Arabic. Of the 106 responses, 84 schools self reported that they currently offer Arabic classes.

The survey revealed three key takeaways for current Arabic-language programs as well as for schools considering the implementation of such programs:

  • The teacher is critical for the success of the Arabic program. Schools rely on teachers to recruit students to learn Arabic and to conduct outreach events. Schools cited finding a quality teacher and recruiting and retaining students as two of the biggest challenges for offering Arabic. Consequently, twenty-four percent of schools that discontinued their Arabic programs did so because the teacher left or retired. One schools administrator advised, “Getting the correct teacher is the most important aspect [of the Arabic program]; you can do many things like market the program or recruit, but if you don’t have a solid teacher, the program will die.” The field of K-12 Arabic needs more highly trained, certified teachers who are passionate about working with children. Programs such as Teacher Fellowships to fund Arabic teacher study and certification, grants to current teachers for classroom needs and professional development, awards to celebrate excellence, and partnerships with leaders in foreign language education can all serve to increase the number and quality of qualified K-12 Arabic teachers, provide ongoing teacher training to those teachers already in the profession, and support classroom needs and innovation.
  • There is an urgent need for high-quality curricula, resources, and materials appropriate for use at the K-12 level. Many current textbooks are intended for university, private, or international students and do not meet national or state standards. Administrators noted that schools offering Arabic are “on the cutting edge,” so teachers have to learn to develop their own curricula. Most teachers develop their curricula by combining material from different textbooks, online resources, other teachers, and their own self-developed materials. The dissemination of standards-based curricula through teacher-to-teacher sharing websites, such as the QFI-supported Al-Masdar, can help Arabic teachers to identify effective student engagement techniques and ensure quality content.
  •  Getting buy-in from the community and administration is essential. The survey found that 68 percent of Arabic programs are less than five years old. Without local support, Arabic programs cannot get off the ground or become sustainable. Schools that are looking to start programs must first engage with local communities and communicate with parents, encourage students, and gain acceptance from the stakeholders. Schools choose to offer Arabic language for students’ benefit, pointing to the fact that the U.S. government has identified Arabic as a critical language of strategic value. Administrators say that their Arabic programs aim to increase cultural understanding and open up opportunities for students. For these schools, there are resources available – including videos such as “The Benefits of Learning Arabic,” which consists of interviews with multiple administrators, teachers, and students to show how learning Arabic benefits students and the global community.

The survey revealed that the number of Arabic programs has dramatically increased over the past 15 years. School administrators reported that as a result of their Arabic programs, students demonstrated increased global understanding and excitement for the language. Many administrators commented on the opportunities the program opened up for students, the school, and the community. One administrator noted, “It is a feather in our cap to have an Arabic program, especially since we are the only high school in the district to offer the language.” Another remarked that the most rewarding aspect of their Arabic program was, “to see kids who would have not normally pursued something different because… it’s from a different part of the world. Then they explore it and get excited by the language and learn about the similarities and universal truths that they share with Arabs.”

For more information – such as what administrators noted as the most rewarding aspects of Arabic programs and advice from administrators about Arabic-language programs – read QFI’s full report.

___________________

Kelly Doffing is a Program Officer with the Arabic Language and Culture Program at Qatar Foundation International. She holds a Master’s degree in Arabic from the University of Maryland, College Park and completed the Graduate Arabic Flagship Program. She has worked as an Arabic teacher, administrator, and translator in the United States and Egypt. Her interests include expanding opportunities for Arabic learning and improving the quality of Arabic language instruction.

 

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Matthew Lynch published in Education Leadership, Teachers

What You Need to Know as an Educator: How to Deal with a Difficult Principal

As a teacher you may find it very difficult to work with your principal. Therefore this article provides tips for surviving the work place as you continue to invest in the lives of students.

Being a teacher was hands down one of the most difficult things that I have ever done in my life. It was also, however, the most rewarding. I had excellent relationships with my colleagues and my building principals, who served as a support system during times of uncertainty and difficulty. I hope that you will have a similar experience, but I also want you to be prepared if you do not.

Your school principal serves as an immediate supervisor and has direct authority over the day-to-day management of the school. A principal can be an invaluable ally in your pursuit to educate students or can be a nuisance and make your life a living hell. Here are some strategies that you can use to deal with a difficult principal.

  1. Take steps to open the lines of communication, and build a healthy reciprocal relationship with your principal. There is nothing wrong with appeasing your principal, and even “kissing up.” Your objective is to coexist with him or her and be the best teacher that you can be. Document every interaction between you and your building principal. If there is a problem down the line, you will have a detailed record of your interactions. Also, if your colleagues witnessed important interactions between you and your principal, be sure to record their names and other pertinent information.
  2. If you feel as though your principal is bullying or persecuting you, try to stay calm and remain professional. Give the principal the benefit of the doubt at first, but if he or she crosses the line, it may be time to seek help. This is especially true if you feel that you have done all that you can to solve the problem.
  3. If you do decide to seek outside help or advice, your union representative will be your first line of defense. The representative will inform you of your rights and help you devise a plan for dealing with the situation. If your principal is exhibiting bullying behaviors toward you, odds are that he or she has also bullied others. There is a possibility that your union representative has fielded complaints about this principal in the past.

If the problem does not subside with time, I would either transfer to another school in the district or simply leave. If you are not satisfied with this course of action, perhaps you should report the principal’s actions to someone further up the chain of command, but make sure you have done your part by having a heart-to-heart with your principal. Remember, it’s not your fault, and everyone, even principals, must face the consequences of their actions.

We would like to think that principals are all altruistic people who treat everyone fairly and have our best interests at heart, but in the end they are human just like us. I have seen strong relationships between teachers and principals devolve into toxic ones within the blink of an eye. The funny thing is that it was usually over some petty matter or a product of miscommunication.

There may come a time when you have to deal with a difficult principal, and I just want you to be prepared. If you implement these strategies, you should have no problem standing up for yourself. Remember why you love to teach and use these tips to deal with your principal.

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Matthew Lynch published in Policy & Reform, Teachers

What You Need to Know About the Conditions of Local Funding

It is important for educators and parents/guardians to understand the funding conditions of their local school district(s) because each condition impacts the amount and continual financial support provided to each school. In this blog the details of local funding conditions will be observed in order to bring awareness for the type of education your students may be receiving within their school.

Many states label schools under their jurisdiction and allot either descriptors or grades to them. Thus, schools can be characterized as “Excellent,” “Above Average,” “Fair,” “Poor,” or “Unacceptable,” receive a letter grade such as “A,” “B,” “C,” “D,” or “F,” or be labeled using other types of systems. To meet its responsibility for openness and transparency, the state has an obligation to publish all such designations, whether in local or statewide news sources.

Schools that consistently receive poor or failing grades can be taken over by the state department of education. In some instances, state control of schools results in dismissal or reassignment of both administrators and teachers. Clearly, teachers are being held directly accountable for the achievement (or nonachievement) of the students in their charge. Student performance is looked at as a reflection of both the teacher’s and the school’s effectiveness. When choosing a school for their child, parents can use the schools’ designation (e.g., “Excellent” or “Fair”) as part of their decision. The potential enrollment of schools is impacted by the publication of the schools’ grade, and school funding can also be affected because enrollment is one of the measures used to determine the funds a school can receive.

Differences in the amount of money for education gained through property taxes mean the difference between getting a good education that enables students to become productive members of society and failing to do so. For parents and teachers alike, this can be a source of frustration. Teachers sometimes can’t obtain required materials, have to teach in buildings where the environmental conditions are not conducive to learning, and have to deal with social issues that are more prevalent in less-affluent areas, such as crime, violence, drug and alcohol abuse, and the presence of gangs.

On the other hand, it can be very difficult to redistribute and reallocate funds for education, because wealthier areas may not be happy with their funds being taken away from their schools to finance schools in poorer districts. This approach has been termed the Robin Hood effect, where money is taken from wealthier areas and reallocated for spending in poorer areas of the state. The objective is to allow all students to receive the same access to education, thereby bringing about equity in the education received by all students in the state. This does not, however, always have the desired effect.

Redistribution of funds from wealthier areas may, for various reasons, cause a decline in the quality of education, teaching, or access to resources in the wealthier areas without bringing about a similar increase in the same factors at the recipient school in the poorer area. This creates an overall decrease in the quality of education offered to all students in the district. Several states, including Arizona and New Mexico, have a system in which all taxes go into a central fund and are then reallocated according to a complex “equalization formula.”

Some groups argue that instead of focusing on educational equity, districts and local administration should be focusing on educational adequacy. Unfortunately, adequacy is a term that is ill-defined because there are no prescribed criteria to define how you determine whether or not education is adequate. It could mean that you expect that all high school graduates are capable of attending university-level instruction, whether they choose to or not.

It could also mean that you expect that high school graduates are competent in handling life outside of the school environment, which may not focus on higher education at all. Alternatively, it could simply mean that all students are required to pass all standardized, state-level testing requirements, without placing any focus on future objectives. It is unlikely that, without a clear definition of educational adequacy, any further remediation of funding disparities between wealthy and poorer areas will lead to a solution that is beneficial to all.

It’s essential that schools adapt within a fast-changing economy, but our system still arranges funding in an inequitable manner. Those realities severely limit our educational system’s ability to effectively and accountably use resources in planned ways. Critics of increased spending on education routinely highlight nationwide cases of misspending of major increases in funding that provided little or no positive outcomes for student learning. Without adjustments in the distribution of resources, their use, and accountability, Americans may end up with a more expensive, though not necessarily more efficient, public education system.

Our children require and deserve a proper education, and we must strive to provide them with the type of education that they deserve. The money available for schools must be used in the most effective manner possible. And most important, we must understand the deficiencies in our educational funding system and strictly forbid placing blame—which rarely serves to encourage cooperation. Rather, we must demonstrate accountability for our situation and fulfill our responsibility to our children.

Funding is crucial for the support, survival, and overall level of success for school districts. Therefore take time to review your jurisdiction and the functionality of funding.

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Matthew Lynch published in Education Leadership, list, Matthew Lynch

Principals: 4 Factors to Consider When Engaging in School Reform

Our society is giving more and more attention to improving student learning.

This expectation has resulted in a growing expectation in some states and districts for principals to be effective instructional leaders. Consider these statistics: nearly 7,000 students drop out of U.S. high schools every day and, every year approximately 1.2 million teenagers leave the public school system without a diploma or an adequate education. There are 2,000 high schools in America in which less than 60% of students graduate within four years after entering ninth grade.

The situation is not much brighter for students who do earn a high school diploma, and enter a two –year or four-year institutions. In community colleges, approximately 40% of freshmen (and approximately 20% in public, four-year institutions) are in need of basic instruction in reading, writing, or mathematics before they can perform in college-level courses.

Principals must advocate for these students and provide leadership to reverse this appalling educational outcome. However, the odds are sometimes stacked against them. Let’s look at some issues principals face in trying to create change, and the solutions that will help them accomplish just that.

  1. Many public schools have unworkable school environments.

The failure of many public school districts to provide the working conditions that well-trained principals need to prosper is often a central reason for these ongoing graduation and future preparation issues. By having access to resources and being committed to school reform, principals are able to work with teachers to create school environments that facilitate excellence in learning.

The issues that principals need to work on with teachers include aligning instruction with a standards-based curriculum to provide a good measure of achievement, and improving both student learning and classroom instruction by effectively organizing resources. Principals must use sound hiring practices, ensure professional development is available at their schools, and keep abreast of issues that may influence the quality of teaching in schools.

  1. Some school districts don’t have a cohesive agenda for the principal to follow.

While having good leaders in place is crucial, it is not always enough. If principals don’t have supportive work environments for their improvement efforts, then even the most talented and best-trained individuals may be discouraged by the challenges they face on a daily basis. Districts where no major high school improvements have been made don’t have a cohesive agenda for improvement. Such an agenda would specify clear goals, research-based practices, improvement-focused accountability, and strategies to support implementation. In practice, schools without such an agenda can often be characterized by disjointed actions. Many of the principals in such schools report that they are not involved in defining existing instructional issues in their schools.

  1. District-level decisions can disempower principals.

The district (or state) makes these decisions, meaning that principals have little ownership of their problems or the proposed solutions to them. They also report having little support or motivation to find solutions, and that they do not feel there is a well-designed system of improvement. Rather, they feel that “improvements” are undertaken in a series of random acts.

When decision-making is shared, leadership roles are redefined at all levels. Principals are supported by district staff members, not blocked by them. District staff members make frequent visits to schools to provide coaching, technical assistance, and staff development. Teachers benefit from continuous professional development; principals have sufficient autonomy and resources to engage and develop staff. Professional development may target groups or individual teachers, and the teachers are given opportunities to work together on curriculum and instruction.

In contrast, many districts focus on educational management instead of educational leadership. The support provided to improve instruction in these districts is not grounded in research on effective teaching. In addition, these districts lack a systemic approach to improvement and fail to provide principals with the guidance and support they require to reform processes and put effective instructional practices into place.

Many principals spend much of their time finding ways to work around the district office, rather than with them. To obtain the support they need, they often decide to avoid hiring protocols and develop “underground” relationships with individual staff in the district office. Supportive district leaders understand the challenging work principals must do, as in many cases they have been successful principals themselves.

  1. The best district leaders understand a principal’s challenge and will do what they can to help principals be successful school leaders.

These district leaders support principals’ focus on instruction and acknowledge that priority by publicly focusing on curriculum and instruction in school board and superintendents’ meetings. Rather than micromanaging staff, they routinely involve school and teacher-leaders in developing and using tools such as walk-throughs, pacing guides, and research-based instructional practices.

The best districts have developed a collaborative “lattice” approach between the central office and the school. This entails districts providing good principals with the support they need to enable their schools to succeed. When given the space by the district to focus on improving their schools, principals can then support their teachers to do the same. The focus of districts must be on raising standards and achievement, and improving instruction by supporting and enabling principals to develop their ability as instructional leaders.

What do you think are some challenges principals might face when trying to improve their schools?

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Matthew Lynch published in Higher Education

What responsibility do colleges have in rape justice?

In the past few weeks, there have been a lot of headlines regarding sexual assault — including decades-old allegations surrounding comedian Bill Cosby. While these allegations are receiving the lion’s share of attention, there is some equally disturbing information from the campus of the University of Virginia about consistent cover-ups regarding allegations of rape from the young women on its campus.

You can read all about these cases in their corresponding news stories from a variety of outlets — but what I don’t see really being discussed in depth is the role of colleges in preventing and reporting these incidents. The safety of students is certainly of utmost importance to colleges but to what extent? Where does the responsibility for student safety end — or is it all encompassing?

And if the answer to that question is that colleges really should shoulder a lot of the responsibility of student safety, especially when it comes to issues of sexual assault, what else can be done to solve this problem? Should there be national standards that colleges and universities pledge to uphold — and then who will reinforce them? President Obama has already called on the young men of the nation to speak up when they see sexual crimes taking place on college campuses. Is that where we should shift our focus?

It’s clear that at least some of the crimes committed against our young adults on campuses where they feel a veil of safety are falling through the cracks. It will take a concerted effort to turn that tide but so far the solution does not seem obvious.

 

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Matthew Lynch published in Higher Education, Matthew Lynch

3 Ways to See More Diversity in College Presidents

College presidents must be able to multitask. Though not in the official job descriptions, these administrative leaders must be figureheads, court the general public, delegate effectively and always keep an eye on the horizon to guide their ships to bigger, better waters. It is a tough job and like many high-profile ones, comes with its share of scrutiny in the public eye.

As the latest wave of college presidents looks towards retirement, the higher education community has the opportunity to promote a more diverse presidential core. The next five years will set the tone for college leadership at the highest level for the coming decades and really for the entire student population too.

Here are some interesting facts about college presidents:

  • 61. Average age of college presidents in 2011.
    • 92. Percentage of college presidents aged in the mid-50s to mid-70s.
    • 14. Average number of years retiring college presidents first serve in the role.
    • 40. Normal number of new college presidents in the American Association of State Colleges and Universities every year.
    • 109. Actual number of new college presidents from April 2011 to August 2012.
    • 6. Number of new college presidents this school year in the California State system alone.
    • 13. Percentage of college presidents who are racial or ethnic minorities, as of 2012.
    • 14. Percentage of college presidents who were racial or ethnic minorities in 2006.
    • 26. Percentage of women college presidents.

So how do you introduce diversity at the college president level? Here are a few steps.

  1. Take advantage of the new way to find college presidents. In the past, college presidents from other schools and college vice presidents have most often ascended the ranks to fill empty presidential seats. While this still happens about 19 and 25 percent of the time, respectively, other leaders like provosts and deans are increasingly being considered to fill the college president vacancies. Some schools even search outside the college community to find leaders from other industries that fit the bill. There is really no hiring formula that applies to all college president spots and a “qualified” candidate could feasibly jump several levels of hierarchy to claim the spot.
  2. Recognize the opportunity at hand. American institutions of higher education often consider how a diverse student, and even faculty, population should look but do not extend that to top-tier leadership roles. Colleges need to rethink that strategy. I believe the trickle-down diversity effect works well in college settings. Instead of starting with the largest group (students), start cultural change at the top of the pyramid. If a school has a well-balanced student population already in place, chances are that the faculty and administration reflect that fact too.
  3. Include diversity in the search process. I’m not saying that white men with the right qualifications should be excluded from the running; I just mean that colleges with open president seats should make sure the short list of candidates has some variety in experience, ethnicity, sex and race. The Rooney Rule, established in 2003 by the NFL, mandates that at least one minority candidate be interviewed for all head coaching spots. I think colleges need to do that same with their academic leaders.

Those in lower to middle-level leadership roles in colleges that have presidential aspirations should get ready now. Make sure your name is associated with talks about the future of the college by getting yourself involved in the action. Get published. Envision yourself on the same plane as the college presidents that went before you but realize that you have a unique voice to lend to the college community you want to lead. Embrace the turning tides. Be an active part of the changes in college administration and you will in turn be part of the progress.

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Matthew Lynch published in Diversity, HBCU's, Higher Education

Three great college-helmed diversity programs

By Matthew Lynch

College and university campuses are places for progress. The nation’s youngest minds and most educated adults work together to not only better their individual lives, but to improve society. This comes in the form of medical breakthroughs, scientific discoveries, advancement of the arts and more. College and university settings are the birthplace of much of the nation’s innovation.

Academics are not the only area that benefit from the collaborative and ambitious natures of higher education populations, though. Advancements in social thought also take place on these campuses, creating the mold of behavior that the rest of the country should, and often, follows. Diversity programs on college campuses, both school- and student-sponsored, are about more than cashing in on a perennial buzzword. These initiatives make a difference, from impacting immediate communities to influencing public policy and laws.

In my own research, I read about a lot of different schools doing tremendous things in the areas of promoting diversity, on campus and beyond. Here’s a look at a few of the strongest programs I’ve come across recently:

California Community Colleges

As reported on this site, the California Community College system recently announced a partnership with Historically Black Colleges and Universities that will link two-year achievements at the California schools with furthering that education at nine of the nation’s HBCUs. Students who earn a transfer level associate’s degree and at least a 2.5 GPA will have priority status for admissions, housing and even financial aid at HBCUs. What I like so much about this program is that it is actually boosting diversity on HBCU campuses, particularly when it comes to California’s relatively large Latino/Latina college student populations. It is not just black students who will benefit from this program; other minorities, and even white students, will also have greater opportunities beyond their two-year degrees.

College of William and Mary

Sometimes the diversity programs outlined officially by elite colleges can come across at being a little bit dry, or lacking passion. Over the years as I’ve read about them, it has often struck me that these policies are more a result of duty and less driven by a desire for real change (to be fair, a lot of official college diversity policies come across this way, not just on expensive or elite campuses). This feeling is exactly why I was so impressed to read about a student-led initiative at the College of William and Mary called “Table Talk.” The four-part series of conversations aligns with the school’s sixth annual diversity celebration and features topics like “Assumptions and Stereotypes.” There is even diversity within the diversity topics, with religion, socioeconomic class, ability, gender identity and ethnicity all on the Table Talk agenda.

University of Buffalo, Law School

In 2012, the law school at the University of Buffalo launched a four-week summer program that targeted minority students who would be a good fit for law school, even if those students had never considered law as a profession. The program has continued every summer since then. Inspired by a request from the Minority Bar Association of Western New York the program was launched to help expose first-generation and minority college students to life as a lawyer, or in other law professions, and in the process recruit a more diverse graduating body of lawyers. The University of Buffalo is not the first to participate in the DiscoverLaw program, which has taken place on 18 campuses since launching in 2002, but it is an important one because of its east coast presence. Twenty-eight past participants answered a survey about the program at Buffalo and 17 said that they had applied to or planned to apply to law school. A country with more diverse legal minds is vital to progress for all citizens and this Buffalo program is on point with its aim to recruit more variety in law students in the pipeline.

As colleges and universities continue to evolve, so will society. Diversity programs on official and non-official levels matter when it comes to the country’s overall progress in areas like acceptance, tolerance and respect.

Read all of our posts about HBCUs by clicking here.

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