A report on Cherry Creek School District’s website tells the story of Cherry Creek’s new-hires for the 2014/15 school year; it is interesting reading. The report lists turnover rates for CCSD and surrounding districts, as well as the number of new-hires who taught previously in other districts.
Sadly, no another district provided a greater number of experienced teachers to Cherry Creek than Douglas County. According to Cherry Creek School District’s website, and an article by Jane Reuter, seventeen percent (90 total) of Cherry Creek’s new licensed staff members are from DCSD.
While CCSD has made an effort to show exact numbers and details around their new hires and turnover, the opposite continually seems to be the case when DCSD releases limited information about their hiring and turnover numbers.
Prompting us to ask, is this world class math?
For example–the DCSD Human Resources report presented at the September 2, 2014 Board of Education meeting shows that only 65 DCSD “effective or highly effective” licensed employees left the district to work in another district. Littleton Public Schools reports that 17 of their new teachers (out of 78) are from DCSD and CCSD reports 90, for a total of 107 licensed employees. Without considering other area districts, the number is already 42 licensed personnel higher than Cesare accounts for. Apparently one is to assume that CCSD and LPS hired a combined total of 42 less than “effective” teachers?
Cherry Creek also published a chart with licensed staff turnover percentages for surrounding districts.
DCSD uses their own “logic” to place their turnover closer to 13%; however, it seems that other districts use the accepted actual logic of numbers–all available from the Colorado Department of Education.
The BoE Vice President, Doug Benevento, even wrote an opinion piece for the Denver Post, in which he uses this alternative logic to state that DCSD’s turnover rate was 13%, while the actual amount is 17.28%.
There were 897 postings for the 2014/15 school year, compared to 356 in the 2010/11 school year. DCSD hasn’t built any new schools or significantly reduced class sizes across all levels. At the September 2, 2014 BoE meeting Brian Cesare was asked if DCSD had added more positions and if that would explain why the number of postings has increased. He responded, “We believe there’s been growth but we don’t have that exact number for you.”
If turnover is not an issue for DCSD, why then a jump in numbers of positions being posted? The inarguable, logical even, point is that DCSD’s actual turnover numbers are higher than most other districts and the state’s average.
Of course, DCSD believes the final word is spoken when they claim that they are getting rid of ineffective teachers. But–again, the way they present the numbers is illogical. They say they got rid of 100% of the ineffective teachers.
And, how many teachers is that? According to Douglas County Parents 256 teachers who were rated effective or highly effective left the district, while 74 teachers who were rated partially effective and 9 teachers who were rated ineffective left the district. In other words, of all the teachers who left DCSD, 76% of them were rated effective or highly effective.
From all of this, what should be the logical conclusions?
More than 17% of teachers left DCSD at the end of last school year.
The majority of these teachers (76%) were effective and highly effective.
CCSD benefited from the purposeful chaos and disorder in DCSD by hiring 90 of these great teachers and other certified staff.
Ignoring what is really happening in DCSD is hurting both our students and our community–a fact that can’t be explained away.