Michelle Rhee Case Study

Michelle Rhee Case Study

Question 1

Michelle Rhee made changes that were implemented made it more equitable when assessing a teacher’s performance. Before the change everyone was rated basically the same way once she made changes to the way a teacher was evaluated it showed that not everyone should have been scored the same way. In making these changes she made it fairer to the teachers that have always strived to be the best. As for teachers that performed the worst they were fired. This is a fair way to evaluate someone performance you would want to reward those that go above and beyond and honestly get rid of the ones that perform the lowest. But as with any change some teachers felt they were inequities probably because they were not performing well and people tend to resist changes. I personally think what Michelle Rhee to hold teachers responsible was brilliant any other organization would not have accept failure as they were doing in that school district.

Question 2

Michelle Rhee identify good performance so teachers could be rewarded based on this. This provided challenges to the job being performed with set criteria that had to be met. She made sure employees could achieve this by providing coaching and evaluations at least five times a year. The rewards were tied to the new contract she set up with the Washington Teachers Union. She determine the outcome of employees by setting up a four tier ranking system and let them know how they will be rewarded with pay raises and merit increases.

Question 3

I would start out by setting specific goals related to the student’s academic achievements. An example of this would be to evaluate current scores for the school in academic testing and provide specific percentages gain in the goal. If a school is at 10% passing I would put in a goal of adding 40% in the following year if this is accomplished then a reward would be handed. This would be a measurable goal in that scoring in testing would be available to...