Allison’s blog

In no way would I consider my first year of teaching a success. It was trying, strengthening, humbling, and at best  inspiring, but a success is something that it was not.   For this reason, I look for the measurable gains in my individual students reading and writing ability in order to glimpse even the smallest semblance of success.  

In the interest of privacy, I'll call my student Jade.  I received Jade as a 16 year old 8th grade student who been absent for over a month of school the previous year during which time she was reported as a 'missing child'  for having allegedly ran off with an older man.  While, I am always of the belief that it is best to dismiss a student's past behavior history and receive them with new hope and new expectations it is more often than not that the student isn't far removed from their past which moreover informs the present, the student standing right there in front of you today.  When Jade would verbally and  physically ( attempt to grab my hair) without any reservation or thought as to what might be the consequences, I realized that she had been shoved face to face with the crudeness of life and in comparsion, I was of no consequence whatsoever.

Although I consistently documented her behavior, administered her consequences, contacted her mother, and followed every other established protocol for following this behavior- I will not pretend to be at all responsible for her eventual turn-around.  Rarely, does a student wake up one day, have an epiphany, and commit to changing their ways. This , however, is exactly how it seemed to happen to Jade.  It was the week of her birthday that I remember this sudden change in disposition, work habits, social interaction, ect.  Perhaps, the sobering anticipation of her turning 16 inspired this change, but whatever it was, the moment that I noticed even her most subtle effort to comply and respect, I acknowledged it, thank her, and indirectly prompted her to reflect on the difference between her current and former behavior.  The day of Jade's birthday, I handed her a birthday/ thank you card that specifically acknowledged what I had noticed, what I had always believed she was capable of, and my conviction of how she would continue to succeed in the future.  Jade received this not with the timid embarrassment of most students who are  acknowledged for doing the 'right thing', but with glowing pride.   From that day forward, she continued to be a model student and channel her aggression, defensiveness, and hurt into the stimulus for emotion-filled, poignant free-writing. It gets even better...

Jade loved to write, and she loved being complimented on her writing even more. This was not mere flattery, however, as I reserved my praise for those pieces that were truly exemplary.  There was one poem, in particular, that was truly captivating and I truly believed that if entered in a contest or literary magazine, would be published. Jade was ecstatic at even the possibility of entering the contest and agreed to continue working with me to get it ready for publishing.  The next few afternoons that we spent together, exchanging both verbal and written words, serve as one of the highlights of this past year, and moreover my lifetime.  This in and of itself would have been a success, but it gets better... I mailed in her poem that Friday and three weeks later we were informed that Jade received an honorble mention and a spot in the next issue!  It didn't matter that she didn't 'win,'  receive any monetary award, or even place.  The mere mention of her name and presentation of her poem in a magazine was enought to leave Jade with an unabated glow that painted her face for the next three weeks.  This in and of itself was infinitely rewarding so that when Jade's mother came to personally thank me- it was no longer conceivable as to how I should be thanked, becuase truly, this was my privilege for which I have the utmost gratitude.

Once, I had a self-satisfyingly blithe perception of failure as a constructive and inevitable part of life.  It was through failure, that I was prompted to rise up and overcome, forbidden to become complacent, and strengthened in the areas that I would otherwise be weak.  When I became accountable for the academic success (or lack of) sixty individuals, failure took on a whole new meaning.  Failure is no longer limited to the personal, but moreover, has public and enduring implications.  If I fail as a student, at most it means that I re-visit the content and pass the next exam. Failing as a teacher, however, has overarching and enduring implications for many more lives other than my own.

It is with the deepest regret and shame that I recall how I failed my third period class.

This past year, I was very blessed to receive the teaching assignment of reading teacher. 

 

Although I taught both 7^th and 8^th grade, Reading was only required for students who demonstrated the need for remediation-therefore, granting me extremely small class sizes.  My classes averaged at about 10 students, the largest class being 12, the smallest being 4!  While this may seem to be every teacher’s dream with endless opportunities for engagement and innovation – I subtly yet steadily undermined any all of these opportunities by failing to manage this classroom effectively.  Classroom management with 4 students?! How does it make any sense that was I able to lead a class of 12 students with relative ease and effectiveness, while letting four strong-willed 14-year old girls run all over me?  Essentially, I let my guard down.  In an attempt to establish a more intimate, perhaps expression conducive environment- I suspended the formerly established rule, ‘raise your hand to speak or to stand,’ and everything pretty much deteriorated from thereon in.  

 

I am ashamed to say that a typical day would consist of the girls standing in the doorway, observing the ‘action’ of the hallway before coming in, and blatantly glaring at me as I told them to please come in and sit down.  In the first few seconds of the first few days, I failed to establish my authority, trading my command as a teacher for my students (wrongly perceived) favorable respect, and therefore establishing a precarious teaching environment from the start.

It became commonplace for my introduction of the class be reciprocated with, “I ‘fin’ not gonna do nothing, Ms. Albanese, real talk, why do we have to have class with only 4 students?

While the very thought of my management and consequential failure is nauseating and painful to write-I can receive some consolation in the fact that it did not continue this way throughout the year.  Through parental contact, a complete turn “against” my students favor, from ‘advocate’ to authoritarian, and many other interventions that I never should have had to resort to, ultimately, we were back on track by March. Too late, far too late- I know, but at the expense of  four student’s reading instruction, I learned my lesson.

 

 Among the several aspects of my teaching practice that need to be improved the three foremost are:

1)  Differentiated Instruction

2) Assertiveness and consistency

3) More accurate and innovative assessments

 

 

What I currently do well:

The single aspect that I, without reservation, can say that I do well, is provide extensive and immediate evaluations of my students work. One of my favorite things to do, strangely(& pathetically enough) is grade papers, provide commentary, and witness the immediate reception through which my students read, receive, and strive to meet the standards presented to them in this individualized feedback.

While I don't believe my school district project is particulary radical or truly innovative, it is innovative in its ideals and perhaps overly idealized as it is appropriately named "Pleasant Valley."  Everything that is funded, planned, and initiated within this district is prompted and revolves around the district's ultimate goal to actively engage and empower all studetns in a lifelong learning process to achieve the fullest potential as socially productive citizens. In order to create accountable and competent lifelong learners, the PVS district works symbiotically with the community it strives to serve.

Among the stipulations proposed to ensure that academic/vocational growth and opportunities are maximized, studetns will attend school-year round with one week breaks following each four week block rather than a consecutive 2 month break.  After completing this cycle three times, there will be a 12 day recess. During this 12-day "recess," students will have the option to attend enrichment programs including ACT/SAT prep, remediation, job shadowing, and educational field trips.

 

Welcome to Pleasant Valley School District
By,
Allison Albanese

“At Pleasant Valley We are Preparing, Aiming, and Working for Success.

Every Day We Will Treat Others with Kindness and Respect.”

Vision Statement

 The Pleasant Valley School District actively engages and empowers all students in a lifelong learning process that inspires them to achieve their fullest potential as competent, competitive, respectful,  and socially productive citizens.

 

Mission Statement

•In partnership with the Pleasant Valley community, the mission of PVS District is  is to provide a complete and compassionate educational experience which creates responsible, and accountable lifelong learners.

 

 

Governance

Local Board

 

•There will be four on-site, elected Board Members-( 3 local and 1 out-of-district):

• Lines of Authority

•School district superintendent and assistant superintendent will both be appointed by the local board of education. 

•Candidates should come from a diverse pool of both local and out of state geographic sectors.    

•Board meetings will be held on the second Tuesday of every month as a public forum, in which staff, community members, local business leaders, and students can express concerns and commendations regarding district policies, practices and other affairs.

•Lines of authority will be traditionally hierarchical at both the building and district level with each position fulfilling a definitive role so that order and regularity is maintained as best practice. 

Lines of Authority Defined

-Administration and Governance within Buildings

 

   I. Superintendent:

 

•Educational leader for the school system, and provides administrative leadership for all school staff in operational matters and in proposing and implementing policy changes.

•  Manage a system of established educational goals and policies for the schools in the district consistent with the statewide goals and standards established by the Board of Education.

 

II. Principals

•Instructional leaders and managers of their schools.

•Supervise the operation and management of their schools and school property which is subject to the supervision and direction of the superintendent.

• Each principal works with a school council to define educational goals for the school, identify the educational needs of the students, and formulate a school improvement plan, consistent with state and local educational goals and policies.

•Principal oversees and promotes the continuous improvement of teaching and learning within the school building., in

•Collaborates with the school council, teachers, school staff, and parents to establish that school should is an innovative, safe and supportive  environment for teaching and learning.

 

Lines of Authority Defined (Continued)

•School board

•Legal agent of the state- must fulfill both state and federal mandates.

•A legislative body that develops, evaluates, and oversees education policies

•Must be responsive to the community it serves by establishing  and maintaining  a harmonious, two-way communication between district and school committees.

IV. School Committee

•Effective school committee solicits information and recommendations from the superintendent before establishing policy.

                   -Similarly, an effective superintendent keeps the school committee informed about major administrative decisions and procedures, enabling the committee to assess whether those administrative actions conform to school committee policy.

•Establishes the school year schedules for the schools in the district, consistent with the state standards and guided by the student learning time plan recommended by the school council at each school.

•Responsible for adopting general disciplinary policies for students in the district, in consultation with the superintendent.

•Should not decide operational issues (at what grade level teachers are to start teaching students cursive writing.) This  should be left to the professional educators.  Selection and purchase of textbooks and other educational materials are also responsibility of school principals, within the budget set by the school committee.

•Whenever the line between policy and operations is not clear, matter is best resolved locally, through open communication and collaboration between the school committee and the superintendent.

 

Pleasant Valley District Middle School Layout

 

*Students from the two northern middle schools will attend Pleasant Valley High School

*Students from the two southern middle schools attend  Kalamazoo Central High School

 

•There are five total buildings: ( Four traditional buildings, one vocational building.)

•  All buildings are within a few block of each other to facilitate transportation to and from schools. 

Academic Year

•Students will attend school year-round, there will be no consecutive two month break. 

•Instead, students will attend classes for four consecutive weeks, followed by a one week break after each four week block.  After completing this cycle three times-there will be a 12 day mini-vacation. 

•During the 12-day “recess,” there will be teacher- and community member-led enrichment programs including ACT/SAT prep, remediation, job shadowing, and educational field trips.

•There will be no cost to the students and participation is voluntary.

• All teachers are required to serve as a counselor for at least one session and will be financially compensated.

•      

Daily Schedule

 

•School will meet regularly, Monday –Friday from 9:00 am to 4:00 pm, starting an hour later than traditional school to accommodate the additional hours of sleep that brain-based research evidences that developing children need.

•The day will consist of five 75-minute class periods, five 5-minute passing periods, and a 50-minute lunch period where they may seek remediation/enrichment, physical activity, arts and crafts, or socialize.  

•Unlike the traditional middle and high schools, the one vocational school will emphasize vocational training and job skill development. 

Curriculum Layout

 

       *All Pleasant Valley District graduating classes must pass the four subject area tests in order to earn a regular high school diploma.

•The subject area tests include: Algebra I, Biology I, English II and US History from 1877 to the Present and are aligned with the Mississippi Curriculum Frameworks developed by the Office of Instructional Development at the Mississippi Department of Education. 

•The frameworks are posted on their website at www.mde.k12.ms.us

                                 College Preparatory Curriculum

 

4 CreditsàEnglish I, II, III, IV or Accelerated English

             3 Creditsà    Algebra I, Geometry, Algebra II

               3 Creditsà  Biology I & (2) additional sciences (Physical Science, Biology II, Chemistry, Anatomy and Physiology, Physics)

               3 Creditsà  World History, US History, US Govt. (.5), Economics (.5), or Geography (.5)

                  2 Creditsà           Advanced Electives (Spanish and 1 upper level math or science course (Does not include astronomy/geology).

½ Credità       Mississippi Studies

1 Credità      Computer Applications or Computer Discovery

1 Credità      Fine Arts Elective

½ Credità     Health Elective

                6 Creditsà Electives to bring credit to 24

Curriculum (Continued)- Regular High School Diploma Curriculum (12th, 11th, and 10th graders)

 

•4 Creditsà   English I, II, III, IV

•3 Creditsà   Algebra I, Geometry and (1) additional math (Pre-Algebra, Algebra II, or Transition to Algebra)

•3 Creditsà   Biology I & (2) additional sciences (Physical Science, Astronomy/Geology, Biology II, Chemistry, Anatomy & Physiology, Concepts of Agri-science Technology, Environmental Science, Plant Science)

•3 Creditsà   Mississippi Studies, World Geography, World History, US History, US Government/Economics

•1 Credità     Computer Applications or Computer Discovery

•1 Credità     Fine arts elective

•½ Credità    Health elective

•8 ½ Creditsà           Electives to bring the total credits to 24

•* In addition to the above requirements students must pass the following subject area tests:

•4 Creditsà   Algebra I, Geometry and (1) additional math (Pre-Algebra, Algebra II, or Transition to Algebra)

•Algebra I, Biology I, and US History.

•English II (writing and language conventions)

 

Regular High School Diploma Curriculum (Entering 9th Graders)

•4 Creditsà   English I, II, III, IV

•3 Creditsà   Biology I & (2) additional sciences (Physical Science, Astronomy/Geology, Biology II, Chemistry, Anatomy & Physiology, Concepts of Agri-science Technology, Environmental Science, Plant Science)

•3 Creditsà   Mississippi Studies, World Geography, World History, US History, US Government/Economics

•1 Credità     Computer Applications or Computer Discovery

•1 Credità     Fine arts elective

•½ Credità    Health elective

•7 ½ Creditsà  Electives to bring the total credits to 24

 

•* In addition to the above requirements students must pass the following subject area tests:

•English II (writing and language conventions)

•Algebra I, Biology I, and US History

•Passing scores are equal to a 70 or above average in the course

•Assignment weightings are up to the individual teachers’ discretions. 

 

 

 

Reading/Technology Initiatives

•Literacy Programs:

• Reading Buddies

•Radical Readers

•Book Buttons (Community Rewards/Incentive Program)

Technology:

•Each building will be connected to a wireless internet network. 

•Each classroom will be equipped with at least one computer for the teacher, an LCD projector, and a Smartboard

•Teachers and administrators must complete an online tutorial to become familiar with  hardware and software available in the district. 

 

 

 

Community Objectives

•Pleasant Valley School District will strengthen its partnership with parents and the community.

•                      Time Frame: Ongoing

•Expenses: Cost to produce monthly newsletters, cost of running mass media ads, cost of rewards, and cost of postages.

•Players: Central office personnel, all building level administrators, teachers, parents, students, community members

•Ultimate Product: Stronger P.T.S.A, recognition of parents and business leaders, and dinner for parents and community members

•Evaluation: Surveys (mailed) parental/community attendance

•Communication: Mass media Ads, Advertise on school transportation vehicles

Community Highlights

•Small, safe community in a rural setting

•Proximity to bike trails, wildlife, outdoor recreation, and other natural areas

•Quality, affordable housing; housing developments, mobile home parks, retirement/assisted living

•Scenic parks with pavilions, lakes, hiking

•Medical Clinics, Pharmacy

•Community Sports Programs for Children and Adults

•Community library/local historical museum

•Community Luncheons

•Churches

•City Hall, Police, Fire Stations

•Annual Fall Festival, Spring Arts/Crafts Show

 

Teachers: (Ratio, Schedule, Compensation)

•Total of 100 teachers in the proposed school district. 

 

•Grades K-3, the teacher: student ratio will be 1: 12,

 

•Grades 4-10, the teacher: student ratio will be 1:15,

 

•Grades 11-12, the teacher: student ratio will be 1: 18

 

• Teachers will each have two planning periods each day:

           a) One uninterrupted planning period

           b)  The second planning period will be used for mentoring, tutoring, duty, ect.

 

•Interdepartmental planning will be implemented to facilitate interdisciplinary  lesson planning.

 

•Although teachers will not receive additional financial compensation if they hold advanced degrees,  they will receive merit pay for substantial student growth.   This is supported by the logic that teaching methods and best practices, rather than a teacher’s individual education are indicative of student achievement.

 

•In order to keep maintain a current knowledge of best practices, teachers will be required to attend seminars, workshop and conferences of their selection.

Teachers: (Contracts, New Hires, Evaluations)

•Contracts will be signed for one-year increments.  Teachers who breach their contracts and leave in the middle of the school year for any reason other than medical or family leave will be fined 125 percent of the remaining pay in the contract.

• Mentor teachers will make recommendations to the building chairs regarding the re-hiring of teachers with three or fewer years of experience and the chairs will vote among themselves to agree with the mentors’ recommendations or not. 

•      Applicants to the school district will be required to complete and submit an application with references. For reasons of accountability, the hiring committee should consist of fellow teachers who will be working with the candidate and therefore personally invested in their credibility. 

•The individuals who work with the teachers on a daily basis and see what occurs in the teachers’ classrooms should have the authority to decide whether or not that teacher may return. 

•  Teacher contract renewal will be based upon observations from mentor chairs, written letters from mentor teachers, and student course evaluations.

Staff Development

•Professional development centering on the importance of high academic and social expectations based on a mutual respect between students and professionals. 

•  Teachers will be able to enroll in online symposiums and continuing education courses that address their specific needs at the times that are most convenient for them. 

•Regular walk-throughs by district staff to monitor high quality lesson plans, daily schedules, behavioral plans, and other aspects of the school environment to ensure high expectations for all employees.

 

 

Discipline

 

•Discipline ladder is established by discipline chair and published in student handbook and code of conduct.

•Rules enforced by classroom teacher and building administrators.

•Loss of privileges will be primary means of discipline:

•In-school detention : Student will serve the school by completing menial but necessary tasks such as washing dishes, cleaning the bathroom, and changing the garbage.

• Zero tolerance policy for tardiness

•Suspension will be avoided, if possible, in order to keep students in the classroom.   

•Silent lunch: There will be a silent lunch table at which students must remain silent for the entire duration of the lunch hour. 

Behavior Programs/Initiatives

•Character Counts (Elementary)

•Teaching Tolerance (Secondary)

•Conflict, Peer-Resolution (Middle/High School)

Budget

Payroll

 

•Board Members (4 elected, on-site > 3 local, 1 out-of-district): $25,000 salary + $200 if school meets yearly performance goals

•(2-year renewable contract)

 

•Superintendent: $175,000 salary + $10,000 travel expenses (meals, lodging, etc.)  + $2,500 car allowance + $500 if school meets yearly performance goals

•(3-year renewable contract)

 

•Asst. Superintendent: $125,000 salary + $5,000 travel expenses (meals, lodging, etc.)  + $1,250 car allowance + $300 if school meets yearly performance goals

•(3-year renewable contract)

 

•Principals:  $65,000 salary + $3,000 Signing Bonus with $2,000 annual raise, + $300 if school meets yearly performance goals

•(2-year renewable contract)

 

•Asst. Principals:   $55,000 salary + 3,000 Signing Bonus with $1,000 annual raise, + $300 if school meets yearly performance goals

•(2-year renewable contract)

 

• Teachers  (100) (- $50,000 starting salary  (+ $2,000 Signing Bonus & merit-based pay of $1,500 annually + $300 if school meets yearly performance goals

•(2-year renewable contract)

Budget (Continued)

•Academic Counselor:  $50,000 salary + $1,000 Signing Bonus + $200 if school meets yearly performance goals

•(1-year renewable)

 

•Student Counselor:  $55,000 salary + $1,000 Signing Bonus + $300 if school meets yearly performance goals

•(2-year renewable)

 

•Secretaries- $25,500 salary + $500 Signing Bonus + $500 if school meets yearly performance goals

•(1-year renewable)

 

•Custodians- head custodian/maintenance (1): $28,000 salary; custodians (8): up to $15,500 wages + $200 if school meets yearly performance goals

•(1-year renewable)

 

•Coach (all sports):  $2,000 in addition to salary benefits

•(1-year renewable)

 

•2 Mentor teachers- $2,000 in addition to salary benefits

Teacher Recruitment

•Teacher Induction Program

•Teacher Mentoring Program

•Incentives for Continuing Education

•Merit Pay

•Paid Moving Expenses

•Teacher Signing Bonus

Show Your Panda Cub Pride!

By

C ulturally

&

U niquely

B uilding

S tudents

District Highlights

•Small Class Sizes

•Highly Qualified Faculty & Staff

•Culturally Diverse Student Body

•Accelerated Classes

•Well Maintained Facilities

•On-line Access for Student Progress, Attendance, Scheduling, & School Communication

 

Although I am almost always of the opinion, that if you don't have your health-you really don't have much of anything at all, that it should therefore be preserved at every measure of precaution-I'm not convinced that prohibiting all students from attending school rather than only those who have been in contact (or suspected contact) with the virus  prevents rather than exacerberates this problem.  Certainly, the mere possibility of a few students having come in contact with the virus will not deter thousands of other students from fully enjoying a 2-3 week "vacation" in which they will probably interact just as much (if not more intimately) with their peers than if school was in session.  New York Mayor, Bloomberg, appears to affirmt the sentiment that such a total shut-down is a bit of an over-reaction as he states that the eight cases confirmed at a city school were mild – and only a small fraction of the 100-some students who thought they had swine flu actually did.

In Atlanta, Dr. Bob England, director of Public Health, further substantiates my conviction that school (for the most part) should remain open as he reasons, " Because current data does not suggest that this strain of H1N1 is behaving any differently than seasonal flu, I am recommending schools Maricopa County no longer dismiss classes."  Several other public health officials contend that there is no reason to believe that the swine flu is no more virulent than any other forms of influenza and that the aggressive measures are only being taken because the strain is new.

For these reasons, I do not believe that this new health scare or potential epidemic entirely warrants the kind of absolute shut-down in schools across the nation.

I have had the absolute privilege of meeting, living, and working with a phenomenal group of individuals who will be graduating from MTC and venturing into a future to which they will be an invaluable asset no matter what sector they choose.  Specifically, I have the utmost gratitude for Anna Morrison, Crystal Stewart, and Kelsey Mayo, without which I would have given up all teaching aspirations and probably quit the program a long time ago.

Anna,

I cannot even begin to articulate the infinite ways in which you literally saved me this past summer.  Your unyielding commitment to service, learning, and this program in its entirety is humbling and fueled by a passion that beautifully defines you.  Whichever sector in life now receives you, will be inevitably blessed by your touch which I truly do believe turns everything into gold. ; )

Crystal,

Your team spirit mentality has been, on several occasions, my saving grace.  From making sure that I was my physically and mentally adjusted to not only the program but to life in Mississippi, you invested in me entirely.  You were always available for last-minute lesson planning ideas and resources.  Then, even and especially during the time when I lost the support of the program itself, you continued to reach out to me through email, text, and phone calls in the exact ways that I needed to be encouraged. And for taking it upon yourself to be my unofficial mentor, I love and thank you!   I consider myself infinitely blessed to have known you.

Kelsey,

You are the first person that I communicated with in MTC! Thank you for a year of guidance, reassurance, and straight-up constructive criticism.  You handled every one of my questions, struggles, and failures with gentle honesty and optimism.  After each one of debriefing sessions, I felt like I could breathe again, teach again, and fail again with the conviction that teaching is above all else a learning process that would be anything but stagnant as long as I allowed my failures to shape rather than hinder my growth.  You are amazingly talented yet modest, and it has been the utmost privilege to know you.

 

In response to a writing prompt that asked students to describe what it is like to be in my Reading class, I received the following responses from some of my 8th grade students:

 

Student #1: "It is very fun to be in Ms. Albanese's class because we do fun group work.  She teaches us stuff we do not know, she helps us when we don't understand something.  Also, she lets us listen to music when we finish our work.  Sometimes when we make good grades on our test she rewards us. That's why I like Ms. Albanese's class a lot."

Student #2:  "This class is always hot, sometimes boring, but I like it because we have fun sometimes and my teacher is the nicest teacher I've ever met."

Student #3: "My reading class is a nice and friendly environment.  Our teacher is very kind.  She takes her time to make sure every student gets whatever she's teaching.  My peers are nice and treat everyone with respect.  My teacher keeps our classroom in tip-top shape just for us kids.  These are some things about our classroom."

Student #4: "I think this class was fun this year. We get rewards sometimes.  The teacher is awesome and can be very nice.  The students are cool and fun.  The class itself was very fun and interesting."

Student #5:  "This class is a very nice class to be in.  My classmates are very helpful people to be around.  Ms. Albanese is a very nice and sweet teacher, but she does have a bad side. What I mean by that is when we don't listen to her, she is going to get mad."

Student #6:

"To be in Ms. Albanese's class is alright. She is a great teacher, but her other students act childish and immature."

Student # 7:

 "To be in this class is fun.  It is fun because there is not that many of us in here and my teacher makes the class fun.  Sometimes she lets us have class outside.  That's why I like this reading class a lot."

Student # 8: (A rap)

" This class is good

like it really should.

I do my work and pass my test.

I do so well cuz I do my best.

My teacher is great

Why do a lot of kids want to hate

Yeah, she is White

But she teach just right.

She makes our work fun

She even lets us work in the sun.

So come on and try it

You really can't deny it."

 

 

The circumstances under which the young girl mentioned in this article was strip-searched was nothing short of a complete and utter violation to her bodily privacy and physiological wellbeing.  This is not to say that strip-searching is never a viable measure of action, but in this instance it had merely the most minimum basis and virtually no justification.

In this case, the primary reason for the victim's interrogation was the testimony of another student who claimed that she received ibuprofen from the said victim.  While a questioning in some form may have been appropriate, the crude manner in which a full-out strip-search was performed was both assaulting and baseless. 

The timing of this assignment ironically allowed me to juxtapose the circumstances of this article with the immediate reality of a drug bust at my school that occurred yesterday. The blatant difference is that the students made the marajuana pass (quite cluelessly) right in front of the teacher at which point she wisely did not buzz the office, but discretely sent a stapled note up to the office to alert the administration who required that all teachers hold their classes.  After about 2 hours of holding classes, the police took the boys in custody, questioned them, and then and only then performed a partial strip search and total pat-down which revealed the substance in question. It is under these circumstances and by the professional protocol upheld by my co-workers and administration that I believe a strip-search is entirely more justified.

 

More than mere criteria for measuring a student's capacity to interpret and reciprocate, true accountability for content or skill acquisition is much more accurately assessed in performance - based or authentic assessments.  If authentic assessments are defined as "an activity in which students construct responses, create products, or perform demonstrations to provide evidence of their knowledge and skills" (Hibbard, et al., 1996, p. 277 this method of assessment is more immediately effective if it mocks a real - world situation.

 Statistically, when students who are taught using authentic assessment techniques are compared to students who are only traditionally assessed, the former have evidenced higher grades, test scores, aptitude for knowledge and less discipline problems. Above all else, an authentic assessment should accomplish just this, an authentic meaningful context for the assessment task, one that is based on real experience.

Currently, I use a balance of both traditional and alternative assessment.  In culminating a poetry unit, I have already administered a formal assessment and we are currently working on a perfomance-based powerpoint presentation.  In developing,  administering, and evaluating this assessment, the rubric must remain the core focus. In developing the rubric a scoring device that lists the criteria in which the powerpoint project will be evaluated is absolutely essential.   This rubric must distinguish between unsatisfactory, satisfactory, and excellent quality and addresses both content and presentation skills.  The rubric component of the powerpoint project further enables students to grade themselves using the rubric prior to turning in their work.   I believe that rubrics work best when they are appropriate for the task, easy to understand, and focused on the most important aspects of the project. When students understand my expectations, they can strive for quality and instantly evaluate their progress toward a set goal as they prepare their work.

 

Hypothetical #1:

The bathroom policy at your school is such that every time a student needs to use the restroom, you need to buzz the office and inform them of the child's gender and then wait for their approval. Often times, however, there are set periods of time when the bathroom is"locked" or  "being cleaned."  This particular morning, your seventh grade male student insists that it is an emergency that cannot wait.   Although to your knowledge, this student does not have any written and documented medical notes on file that say his bladder problems supersedes any stipulated bathroom restrictions-the urgency in his tone of voice, his erratic movements, and strained facial expression all suggest that he is going to go all over himself in about a second.  To no avail you once again buzz the office and clarify that it is an emergency to which a droning matter-of-fact voice responds, "I'm sorry, it's closed."  Your student then verbalizes your most imminent fear, "It's coming out..."

All at once you want to tell him to move toward the garbage, or open up the back door, or at least get out of the classroom, anything but.......THAT.  Now you have one ashamed 14 year old boy with his head held down, wet pants, a few puddles, and a classroom in hysterics....

 

Hypothetical #2:

Its the beginning of the year and as a first year teacher in an an alternative school for students who are classified  especially  for their behavior problems, you are exceedingly thankful for all and every behavior management/discipline support you can get. Well, maybe not every....

Your school is renovated and used to be used as an elementary school so it is small in both population and capacity.  For this reason you think nothing of it when the security guard spends an excessive amount of time around your end of the hall or literally right outside your classroom.  It works out great actually, whenever a student becomes aggressive or you sense that he/she will you don't even need to buzz the office and haphazardly write an office referral (while resuming instruction) before sending him off, you only need to open the door (if he's not already standing at the window) and instant, on site support is at your beckoning call. This is great until, one day after school you're cleaning up your room and there he is- standing, grinning.  You smile politely and say hello, expecting only to exchange a few inconsequential words of common courtesy:

Security Guard: So how are you, hanging in there?

You:  I am - it's challenging, but they say it only gets better. How about you?

Security Guard: Well, they're putting all kinds of pressure on me, but my main concern is you.

You: Oh....Thanks.

Security Guard: Are you married?

You: No.

Security Guard: So, have you found a man to take you out yet, since you've been here?

You: Well, I'm really busy with lesson planning all week and class all day on the weekend so I really don't have time to go out.

Security Guard: Will you have a drink with me one night after school or how about labor day weekend?

You: Uhh no, I'm sorry-I really don't go out, ever.

Forunately for you, he doesn't persist.  Now however, when there's a behavior conflict at hand, you hesitate and think twice before asking for any outside support. At times, this is unbearable, but you truly want to evade this man at all costs.  But what cost, exactly? Do you just let time pass and then continue to invoke his support as if nothing  was said, confide in another teacher (at which point it will probably get to the principal), or directly report it to principal- knowing that sexual harassment charges are handled extremely seriously within the district and you don't at all consider his behavior to be serious or threatening.