by Caitlin Ward
 
For as long as chancellor of D.C. Public Schools Michelle Rhee has been in office, she has been under fire for her tough, no-nonsense approach to teacher accountability and her willingness to challenge traditional tenure rules. Recently, however, the maelstrom surrounding Rhee has worsened with her decision to dismiss 241 D.C. teachers--or approximately 6 percent of the D.C. teaching force, 165 of whom performed poorly under an evaluation system called IMPACT.

Developed by D.C. Public Schools in collaboration with Mathematica Policy Research, IMPACT informs teachers of the required standards and then evaluates their performance across four metrics: 50% on student value-added growth scores, 40% on classroom observations by their principal and outside evaluators termed "master educators," 5% on contribution to the school community, and 5% on value added to the school. The results from IMPACT clearly showed that at least 165 of the teachers had insufficient performances across all four categories of evaluation. Teachers with scores that ranked them as "ineffective" or "minimally effective" were let go. The remaining 76 teachers were let go for licensure problems.

IMPACT is the first evaluation of its kind in D.C., and it comes at a time when the District needs it most. Prior to Rhee's time in office, D.C. was considered one of the bleakest school systems in the country. In ICW's 2007 Leaders and Laggards: A State-by-State Report Card on Educational Effectiveness, D.C. received a solid F in academic achievement, and in ICW's 2009 Leaders and Laggards: A State-by-State Report Card on Educational Innovation, the district received a similar dismal grade on removing ineffective teachers from its workforce. Ineffective teachers consistently had high performance ratings but nearly none were fired, indicating severe flaws in the accountability system. More importantly, students were graduating from D.C. schools without the basic knowledge or skills needed to succeed in college or the workforce.

With the use of IMPACT, D.C. teachers are, in part, being held accountable for their students' performance. The results help school administrators take action to improve their schools. Not only is IMPACT allowing administrators to identify and remove unsatisfactory teachers, but the system also helps recognize high-performing teachers. These excellent teachers now have the opportunity to participate in DCPS's new merit pay program, wherein teachers can opt in to receive pay raises for good performance if they forgo tenure. Rhee's use of IMPACT is just another example of her dedication to challenging the status quo in a quest to turn around D.C. Public Schools for the better.

Learn more about IMPACT, and download the guidebook.