Teacher merit pay and ending multiple-year contracts is a bold, positive move forward for education, in our view.

Beginning July 1, all newly hired teachers will be placed on annual contracts and will be evaluated each year based half on student testing performance, and half on teacher performance, such as classroom instruction methods and practices. As noted in the front page story on this issue, current teachers will be judged on the new evaluation system as well. However, they can keep their current contracts, and be “grandfathered” in until they leave or retire.

Each teacher will be judged either “unsatisfactory”, “needs improvement”, “effective”, or “highly effective”. Only those rated “effective” or “highly effective” would be eligible for a raise. The others will see no raise and may face termination.

Now, here’s where we have a problem.

What if a grade or subject isn’t assessed by a statewide assessment such as FCAT? How would those teachers be evaluated?
That’s the tricky part, and one that has many up in arms. For the measure states that each district must implement other testing means so that all students’ growth can be measured.

However, this is left up to each district to figure out and to fund. The state’s Department of Education will implement testing models that districts can adopt, but that’s about it.

This measure is a good start. However, we’re plenty tired of unfunded mandates being forced upon us. And especially with the Suwannee School District looking at a looming six percent budget cut coming from Tallahassee.

We have confidence in Superintendent Jerry Scarborough and the School Board, however, and believe they want what’s best for our students and will do what they can to make this work.

It won’t be an easy fix, though, and it’s certainly not over yet. The state’s largest teacher’s union, the Florida Education Association, is already threatening a lawsuit against the measure.

We think it’s a good start. Time will tell.