In July, 2014 Campbell Brown announced that her Partnership for Educational Justice had filed a legal complaint in Albany. This complaint is aimed at eliminating New York’s teacher tenure laws. The basis for the lawsuit is that the tenure laws interfere with the right of children to a sound education.
This is not Brown’s first foray into this matter. In 2013 Brown asserted that her Parents’ Transparency Project was claimed to be aimed at bringing transparency to the negotiation process involving teachers’ unions. In the course of this campaign Brown asserted that the union is “…a system that protects teachers who engage in sexual misconduct.” Brown did run into some conflict of interest issues in regards to this group and there were concerns about the anonymous funding behind it: as a 501(c)(4) nonprofit, PTP can legally keep its donors secret and engage in political spending. As should be no surprise, critics of Brown saw PTP as an attempt at union busting backed by parties with political and economic agendas. The unions weathered the efforts of PTP and now they are facing off against Brown’s PEJ. To promote this new lawsuit, Brown appeared on the July 31, 2014 episode of the Colbert Report—having faced protestors outside the show.
I do agree with some of Brown’s claims. First, I do agree with her assertion that children are entitled to a sound basic education. Her critics contend that her actual interest is in busting the unions at the behest of those bankrolling PEJ. While Brown’s actual motives are a point of interest, they are logically irrelevant to the merit of her claims and arguments. However, Colbert did raise a relevant criticism: if Brown is, in fact, concerned that children receive a sound education and for educational equality, then she should be focusing on a key aspect of educational inequality, namely the extreme disparity in education funding. To be fair to Brown, it is quite reasonable for a group to focus on one issue at a time and to also leave other issues to other groups.
Second, I do agree with her position on seniority. As it now stands, schools follow a “first in, last out” policy. The problem with this is that merely being at a school a long time does not entail that a person is a good teacher. Since I believe that employment should be based on merit and mere seniority is not a mark of merit, I oppose this policy. That said, I know that experience can improve a teacher’s abilities (I am a much better professor now than I was when I was fresh out of graduate school). However, these improved abilities should be discernible in job performance and not just by looking at the calendar. Naturally, a rational case can be made for seniority—but I believe that all such cases must rest on the connection between experience and ability.
Third, I regard her claim that three years is not enough time to earn tenure as having some appeal. After all, tenure at the university level requires six years (and, at my university, involves a yearlong review process starting in the department and ending with the university President). The easy and obvious counter is that teaching at a university requires an advanced degree (which requires 5+ years beyond the Bachelor’s degree required to teach K-12), so having a shorter tenure period at K-12 schools is reasonable. So, my view is that this matter can be legitimately debated—although I would be fine with the three year tenure period (provided that the process is merit based, fair and rigorous).
Fourth, I do agree with her view that tenure laws should not make it nearly impossible to fire ineffective or dangerous teachers. Tenure, as I see it, is supposed to ensure that teachers/professors can only be fired for cause and through due process. It is not so that teachers/professors can never be fired. At the college level, this is obviously connected to defending academic freedom. At the K-12 level, academic freedom might not be seen as being as great a concern, however there is the concern about protecting teachers from the vagaries of ideology, politics and such. To use a concrete example, tenure is useful for protecting biology teachers from being fired because parents disbelieve in evolution or believe that vaccines cause autism.
Brown’s view gets some psychological support from the common misconception that tenure means that a teacher cannot be fired. However, as the above discussion indicates, tenure does not entail that a teacher cannot be fired, just that due process must be used. It would presumably be hard to defend the view that a teacher could be legitimately fired for just any reason without any due process (though there are people who do hold that view). After all, such firing would be (by definition) unjustified—something that would be hard to justify. It is, however, easy to defend the view that even a tenured teacher should be fired for being ineffective (and certainly for being dangerous).
The problem, then, does not seem to be with the general principle of tenure. If there is a problem, it would seem to lie in the process that is used and perhaps the specific rules used to keep the ineffective or dangerous in their jobs. The fix to this would not seem to be the elimination of tenure, but a change in the process so that teachers are protected from unjustified dismissal and students are protected from ineffective or dangerous teachers. The system will never be perfect—but that is an unreasonable standard.