This report spells out the very low likelihood that schools will be able to replace high quality teachers upon their dismissal under a seniority-based layoff system. It also presents the case that schools that practice smart retention practices improve the quality of their instructional teams. The “smart retention” action areas the report offers include making retention of good teachers a top priority, strengthening the teaching profession through higher expectations. Concrete ways schools can retain effective teachers are discussed in detail within these two areas.
This short news article describes the crippling impact of seniority rules on the teacher layoff process at one school in San Francisco.
This report summarizes and analyzes two recent studies that demonstrate that more than 80 percent of seniority-based layoffs would result in better teachers leaving classrooms and worse teachers staying. It includes an explanation of how seniority-based layoffs hurt schools serving poor students the most. It also cites data to show how many teachers agree that multiple factors—not just seniority—should be considered in the layoff process.
This document provides an overview of the existing layoff process in California, and takes steps to evaluate how well the process works. It concludes with recommendations for improving procedural effectiveness.
This study uses a simulation to compare value-added evaluations supports the conclusion that developing fair and rigorous measures of teacher effectiveness are likely to increase educational outcomes.
This report analyzes the impact of massive seniority-based layoffs’ disproportionate effect on newer teachers in poorer, high-minority communities. Using national examples from districts including LAUSD, the report also includes information about how seniority-based layoffs exacerbate the number of people who lose their jobs because districts have to layoff more teachers with low salaries to meet budgetary demands.