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  3. In most public schools today, teachers are simply rated " satisfactory" or " unsatisfactory," and evaluations consist of having

In most public schools today, teachers are simply rated " satisfactory" or " unsatisfactory," and evaluations consist of having

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问题     In most public schools today, teachers are simply rated " satisfactory" or " unsatisfactory," and evaluations consist of having the principal observe a class for a few minutes a couple of times each year.
    Many districts and states are trying to move toward better personnel systems for evaluation and improvement. Unfortunately, some education advocates in New York, Los Angeles and other cities are claiming that a good personnel system can be based on ranking teachers according to their " value-added rating"—a measurement of their impact on students’ test scores—and publicizing the names and rankings online and in the media.
    I am a strong supporter of measuring teachers’ effectiveness, and my foundation works with many schools to help make sure that such evaluations improve the overall quality of teaching. But publicly ranking teachers by name will not help them get better at their jobs or improve student learning. On the contrary, it will make it a lot harder to implement teacher evaluation systems that work.
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答案 如今在大部分公立学校中，教师的评级简单分为“满意”和“不满意”，评估由校长每年到课堂旁听几次完成。 许多地区和州试图改用更好的人事制度来进行评估和改进。不幸的是，来自纽约、洛杉矶及其他城市的一些教育拥护者声称，良好的人事制度应当基于教师的“增值打分”排名。“增值打分”是指衡量教师对学生考试分数的影响力，并将教师的姓名和排名公诸网络和媒体。 我是教师效能测评的强烈支持者，而且我在许多学校开展的基础工作有力地证明了此类评估有助于改善整体教学质量。但是对教师公开指名地排出优劣对帮助他们改进工作或学生学习进步毫无裨益。另一方面，这将大幅增加实施可行的教师评估系统的难度。
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