Our Take on Amendment 3
There’s been a lot of talk about Amendment 3, which limits teacher contracts to three years and ties evaluations to personnel decisions. Some arguments against Amendment 3 are rational, evidence-based, and well thought out; others are not. In this post, we present our analysis of several arguments that have been made regarding Amendment 3. We conclude with some final thoughts on the matter.
(1) Amendment 3 will mandate more standardized tests.
Here’s what the ballot language says:
The majority of such evaluation system shall be based upon quantifiable student performance data as measured by objective criteria.
The St. Louis Post-Dispatch claims:
. . . the worst thing about Amendment 3 is that it imposes an untested experiment on all local school districts in the state, requiring them to devise a new standardized test for students that becomes the primary evaluation tool for teachers. Don’t our children take enough standardized tests these days?
This is a tremendous overstatement. With the state tests that students already take and the multitude of internal assessments that districts already administer, there is no need for additional tests under this amendment. Moreover, there are other types of performance data, such as districtwide common assessments, which could fit within the Amendment 3 language.
(2) Amendment 3 takes away local control.
Analysis: Both true and false.
If we were moving from a neutral system to an Amendment 3 system, it would be a loss of local control. Of course, we are not moving from a neutral system. Current Missouri tenure laws grant teachers a permanent contract after five years within the same school district and prescribe the exact steps that districts must undertake to remove a tenured teacher. This is a clear loss of local control. Amendment 3 would remove these centrally imposed mandates and would also remove the disastrous “Last in, first out” provision.
Under an Amendment 3 system, contracts would be capped at three years. Amendment 3 would also mandate that districts make staffing decisions based on teacher evaluations. A majority of such evaluations must be based on student performance data. Aside from this provision, districts would largely get to shape their evaluations.
(3) If there is a problem with the new system, Amendment 3 would make it difficult to change policies in the future.
How much of a teacher’s evaluation is tied to quantitative data should not be in the state constitution. Ideally, policies such as this would be determined as close to home as possible. That is, authority to determine contract length and evaluation practices should be devolved to the local school district or set in state regulations that could be changed when necessary. Even statutory changes would be preferable to a constitutional change.
Proponents argue that Amendment 3 will lead to better teacher evaluations and more recognition for great teachers. Ultimately, they hope this will create an improved teacher workforce. There is just one fundamental problem with that argument—when it comes to teacher quality, we have what is known as a principal-agent problem. That is, we as citizens (the principal) want great teachers in our schools and we hire school administrators (the agent) to make sure this happens. If the agent does not do his or her job, there is little we can do about it. Ultimately, we are dependent upon the school administrator for hiring the right people, evaluating them effectively, and retaining the most effective teachers. If a school administrator lacks the will to remove low-performing teachers, there is little that parents can do about it. Amendment 3 does not change our fundamental principal-agent problem. It may remove tenure restrictions, but if school administrators lack the will, then nothing will change.
The only way to change this dynamic is through greater school choice. With school choice, a parent does not have to depend on an administrator to remove an ineffective teacher. The parent can simply choose to go somewhere else. This places pressure on school administrators to take a more active role in managing the teacher workforce. School choice is the answer to our principal-agent problem. School choice is the answer for improving the overall quality of the teacher workforce.
James Shuls contributed to this post.