Comments on: Counterparties http://blogs.reuters.com/felix-salmon/2011/03/08/counterparties-316/ A slice of lime in the soda Sun, 26 Oct 2014 19:05:02 +0000 hourly 1 http://wordpress.org/?v=4.2.5 By: TFF http://blogs.reuters.com/felix-salmon/2011/03/08/counterparties-316/comment-page-1/#comment-24574 Wed, 09 Mar 2011 11:59:10 +0000 http://blogs.reuters.com/felix-salmon/?p=7542#comment-24574 hsvkitty, most politics these days revolves around “sound bites”. People believe what they want to believe and don’t bother to see whether or not the emperor has any clothes.

This is the biggest reason to depoliticize education funding to the greatest extent possible.

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By: TFF http://blogs.reuters.com/felix-salmon/2011/03/08/counterparties-316/comment-page-1/#comment-24573 Wed, 09 Mar 2011 11:57:38 +0000 http://blogs.reuters.com/felix-salmon/?p=7542#comment-24573 “Just because you are talented and hard-working doesn’t mean you are a good fit for a particular job or organization.”

That is true… I was thinking more of individuals who ARE doing a good job, and keeping their nose clean. Not misfit situations.

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By: hsvkitty http://blogs.reuters.com/felix-salmon/2011/03/08/counterparties-316/comment-page-1/#comment-24560 Tue, 08 Mar 2011 20:37:00 +0000 http://blogs.reuters.com/felix-salmon/?p=7542#comment-24560 Using statistical models to determine if a teacher is any good is like using economic models to determine how people will react…

I really thought that the equation was a joke… silly me, but in this world where statisticians and Quants are revered (even though many chose those jobs because they lack empathy and humanity) we can expect no less. If we can’t understand the equation and make it impossibly complicated, how can we trust the results?

If that is how they evaluate teachers then they are devaluing teachers! That such a model could ever be used to determine the quality of a teacher means no one had the guts prior to this fiasco to say the emperor has no clothes. Shame on the system!

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By: right http://blogs.reuters.com/felix-salmon/2011/03/08/counterparties-316/comment-page-1/#comment-24549 Tue, 08 Mar 2011 13:22:21 +0000 http://blogs.reuters.com/felix-salmon/?p=7542#comment-24549 I know there are annual job evaluations in business as well, but in my experience they NEVER result in talented, hard-working individuals being fired.

In my experience they routinely do, and for good reason. Just because you are talented and hard-working doesn’t mean you are a good fit for a particular job or organization.

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By: djiddish98 http://blogs.reuters.com/felix-salmon/2011/03/08/counterparties-316/comment-page-1/#comment-24548 Tue, 08 Mar 2011 12:47:54 +0000 http://blogs.reuters.com/felix-salmon/?p=7542#comment-24548 Do they control for the average hormonal imbalance of each student in her class? Average divorce rate?

Trying to not only model an average student, but create a predictor of the student’s school performance sounds like a tough stat problem.

Plus, with only roughly 30 sample sizes to draw from, you’re going get large errors, like the article mentioned.

It seems like the best approach is to simply collect quarterly evaluations from every source possible – Principal, Students, Student’s Parents – and use that as a training tool at the very least, not a pure evaluation tool. That type of feedback seems few and unformalized based on teacher’s I know.

Performance evals in my line of business have all sorts of data around profitability and growth, yet borderline on useless as well.

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By: TFF http://blogs.reuters.com/felix-salmon/2011/03/08/counterparties-316/comment-page-1/#comment-24547 Tue, 08 Mar 2011 11:30:27 +0000 http://blogs.reuters.com/felix-salmon/?p=7542#comment-24547 Anybody can construct a complicated model, but how do you demonstrate that model reflects teacher quality? Even if you show a strong correlation in the year-to-year results (and the article did not say that had ever been done), that correlation could equally be attributed to the courses or the students involved.

I know there are annual job evaluations in business as well, but in my experience they NEVER result in talented, hard-working individuals being fired. If you construct a teacher evaluation model that is flawed, you will strongly encourage your best teachers to leave for business — not so they can earn twice as much but so they can have job security.

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