A common method for running a business is to look at those areas of the business that add value and increase your spending in those areas. You then look at areas that don’t add value and either reduce spending or outsource them.
A method of evaluating teachers using the valued added concept has come under fire recently. The method says that teachers should be evaluated on the results they show in children’s education. This makes a lot of sense, but as with most concepts, the trick is to get it right in implementation.
I’m sure all of us who answered the question posed in the title would have answered yes, but we might not judge the value of a teacher quite the same. Academic achievement is certainly one of the components, but what about attitude, integrity, character modeling? What about the ability to motivate students to try and to strive?
In addition, until teacher pay systems actually reward a contribution of value to a school, it will be hard to motivate and attract those really talented individuals.
As charters often have the ability to ignore set pay schedules and pay for value added, they are the perfect testing ground for a system where value added measures are used to fuel the strategic pay system. A school can set up its definition of what adds value as well as a system that appropriately rewards different levels of value added.