Denise Spurlock

EVOC 518 WR2

SYSTEM FOR EVALUATION OF TEACHERS

I have been employed by Corinthian Colleges, Inc., since July 2000. I started teaching at the Bryman College campus in El Monte, California, in a substitute/on-call position. I began teaching at that campus on a regular basis in September 2002, and transferred to the Whittier, California, campus in January 2004.

Instructor performance is informally evaluated through classroom observation by the campus Director of Education (or the Program Director if one is assigned for the program being taught). I have been evaluated in this manner twice. The first observation took place in early October 2002, approximately two weeks after I began teaching on a regular basis at the El Monte campus. The second time was in January 2004, shortly after my transfer from El Monte to Whittier. I received positive feedback on both occasions.

Formal instructor performance reviews are conducted annually in October. A four-page form is used. The evaluation consists of two parts. The first is an evaluation of classroom, interpersonal and administrative responsibilities and is valued at 25 of the possible 100 points available. The second part, valued at 75 points, is a review of the instructor’s student retention rate based on monthly attrition reports.

Although I am aware that student retention is a primary concern in the private post-secondary educational sector, I feel it is weighed far too heavily. I have been fortunate to have very low attrition in my classes, and I believe my skills in the classroom have a significant impact on my retention rate. However, students drop out of school for many reasons, and, in many cases, those reasons have little to do with the effectiveness of the teacher. I believe that the current system can lead instructors to compromise the level of education being delivered in order to retain students.

On the next page is a copy of my most recent formal evaluation. It an unsigned copy, but was prepared by Irma Blanco, Director of Education, Bryman College, El Monte campus, in October 2003.

UPGRADE INDICATOR:  This assignment has helped me assess my level of satisfaction with Corinthian Colleges’ instructor evaluation system. Although I disagree with the emphasis on retention, I must work within that system. I will not, however, compromise the delivery of education in order to keep students and will look for creative ways to encourage my students to stay in school.