The release of My School data as part of the Rudd Government’s ‘Education Revolution’ begs the question about a key issue in improving classroom performance – teacher standards and school-based professional culture.

We should pay teachers more and be seeking to attract more of our best young people into teaching. But we also need to address what is usually un-discussable industrially: poorly performing and unprofessional teachers in some schools.
When the Education Minister, Julia Gillard, reviews the data on classroom performance, more funding should not be the only response to target underperforming schools. Helping Principals shape high performance professional school culture will be just as important.
Lawyers, doctors, health professionals and nurses operate under standards with professional tribunals and panels linked to licensing sanctions for failures against those standards. A real revolution in education would establish such a professional framework for teachers.
Being able to have a panel of peer and community representatives hear a complaint about the professional conduct or performance of a teacher would do three things. First, it would honour the performance of the majority of teachers who give their best to their students, by holding accountable those who do not. It is disheartening for good teachers to see that nothing happens to colleagues who don’t care or who act unprofessionally.
Second it would give Principals and parents an alternative to complicated disciplinary processes that get bogged down by unions, who can turn a professional conduct issue into an industrial issue. Many principals baulk at initiating a lengthy disciplinary and performance monitoring process for an underperforming or incompetent teacher. They don’t have the resources to provide direct and strong corrective in class supervision of such a teacher. The usual ‘three strikes’ approach for termination, and union resistance, can drag disciplinary processes over not just months, but years. Usually the underperformance is tolerated for the sake of a stable staff room and in the hope that any damage done in one year by one teacher is corrected by a better teacher in the next.
Thirdly, given the potential suspension or loss of license to teach because of any decision to uphold a complaint, it would make professional standards a part of school operating culture. It would reinforce the identity of teachers as professionals – individuals given autonomous power by the community over vulnerable community members, and who are expected to be held accountable to standards by their peers in the use of that power.
A Professional Standards Panel ruling would include the options of terminating a teacher’s license to teach, or of suspending the license. In the case of suspension, the Panel should be able to rule that direct, supervision and coaching be provided over and above existing school resources to either get the teacher back on course or to provide a recommendation on termination.
I have worked in hospitals and aged care. I am a Government appointed lay person for such panels for nurses and health professionals in NSW. I know that nurses, for example, always have in the back of their mind that their performance is subject to potential action against defined professional standards. It makes a difference. Let’s put that kind of professional standards accountability into teaching.
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