A student holds a flash card with the sight word ‘friend’ during a class at Nystrom Elementary in the West Contra Costa Unified School District in 2022.
Credit: Andrew Reed / EdSource
I once believed that improving reading at a failing school could be a finite job. I thought it meant bringing in a new curriculum, showing teachers how to use it and then lingering long enough to ensure that students receive consecutive years of high-quality instruction.
I was terribly wrong, but my misbelief brought me to work on California’s Early Literacy Support Block (ELSB) grant, and for that I’m grateful.
The early literacy grant resulted from a class-action lawsuit. Students sued California for lacking a plan to address low reading achievement. The result was a $53 million settlement to provide the state’s lowest-performing schools with supplemental funding and guidance. A recent evaluation by researchers at Stanford University found the focus on early literacy turned out to be worth more than the grant’s dollar amount — the program was 13 times more effective than general increases in school spending.
During an EdSource Roundtable on literacy, Mark Rosenbaum, lead attorney in the lawsuit noted, “If this is a pilot program, it has succeeded. We don’t need a task force; we don’t need more studies; we just need a commitment to expand it to every kid, every teacher and every school.”
Improving reading instruction requires a literacy plan backed by strong leadership. It means coordinating resources, monitoring progress, and changing course when needed. It demands making decisions based on evidence, not adult preferences, and prioritizing early literacy so that every child gets off to a good start reading.
I was on a team that helped eligible schools draft literacy action plans for the grant funding. I’d hoped this work would inform statewide planning, but despite the program’s success, California is no closer to a literacy plan.
And worse, in a few months, schools like mine will lose the funding and support that made us briefly successful.
When the program launched, I joined Nystrom Elementary, in West Contra Costa Unified, as a literacy coach. At the time, 91% of our second-graders needed to learn kindergarten phonics, as did 65% of upper graders. Working fast, we created a “walk-to-read” block in which grade level bands (e.g., first and second grades) pooled their students and sorted them into groups according to assessment data. Each teacher taught two of the groups. Our plan required collaboration and created peer accountability for teaching a new curriculum.
In the second year, teachers led. They facilitated professional development, refined instruction and analyzed student data. We began to pick up momentum. By the middle of the year, the need for second grade intensive intervention was cut almost in half (from 86% to 46%). By the year’s end, according to the district’s reading comprehension assessment, Nystrom Elementary had the highest growth.
This year, we turned our attention to improving writing and language instruction. We’ve forged a partnership with SAiL Literacy Lab to bridge the divide between what researchers know about language development and how we teach our students.
Each year, we’ve adjusted our literacy action plan, incorporating what we’ve learned from research, practice and our student data. We’ve spent our literacy block grant funds on curriculum, coaching and intervention to strengthen classroom instruction, but our staff’s commitment to the plan is what improved achievement.
Good literacy plans in California are rare, and wasted opportunities abound. Walk into any school and you are likely to see curriculum (some of it brand new) collecting dust. Our literacy coaches often say they are kept busy with subbing, yard duty and other tasks that don’t improve classroom teaching. Reading interventionists often feel isolated in their work, unsure how much they are contributing to their school’s overall success. Most rare in California are strong literacy plans that are backed by secure funding.
The money from the Early Literacy Support Block Grant is drying up, but my school’s work is not done. It never will be.
More than 95% of our students are from low-income households and our non-stability rate (students who enroll and disenroll, often due to unstable housing) is over 26%. Our school will always have intervention needs, teachers requiring support and data demanding analysis and action. These needs are not problems, as long as they are met with a plan and funding.
As Rosenbaum noted in the EdSource Roundtable: “This grant is only for three years. … That was the best we could get in the settlement, but that makes no sense if you care about kids. I wouldn’t say about my kids, ‘I will do what you need for three years, and then we’ll do the best we can afterwards.’ These schools, these educators, need what they need forever.”
This year, California spent over $225 million on coaching and intervention, but a literacy plan was not a condition for schools receiving the funds. Another $248 million was recently added to bring in a new cohort of schools, but those with expiring literacy plans were not prioritized.
Because California lacks a strategic plan to improve literacy (the very reason for the lawsuit years ago), effective literacy plans may soon become dreams deferred. The irony of this cuts deep.
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Margaret Goldberg is a literacy coach in West Contra Costa Unified School District and co-founder of The Right to Read Project, a group of teachers, researchers and activists committed to the pursuit of equity through literacy.
The opinions in this commentary are those of the author. If you would like to submit a commentary, please review our guidelines and contact us.
Jeannette, a student in special education in the Merced County Office of Education’s adult transition program, folds El Capitan Hotel towels as part of a housekeeping training program that teaches work and life skills. For student privacy, the county office did not disclose Jeannette’s last name.
Credit: Courtesy of Merced County Office of Education
As guests check out of El Capitan Hotel in downtown Merced, a group of students wearing Merced County Office of Education (MCOE) shirts or lanyards enter recently vacated rooms to strip the beds, empty the trash bins and vacuum the floors.
For more than a year, students like Alondra Fierros, who always has a smile on her face, have separated and washed the hotel’s dirty linens while Jayden Flores has neatly folded the clean hotel towels into stacks of eight without looking up from the task.
Most of the students, ages 18-22, are diagnosed with varying degrees of autism and/or other disabilities, are in special education in the county office’s adult transition program and learning how to do laundry and clean for the first time.
Despite their limits, the students obtain skills as part of the county office and hotel’s housekeeping program.
“I clean the place, and I take a bunch of dirty bed sheets and towels and put them in the laundry room and wash them,” Flores said about tasks he learned by shadowing and observing housekeepers.
Through hands-on experience at the hotel, students gain skills to work in the housekeeping and hospitality industry — whether at El Capitan or elsewhere — after they graduate. And they develop life skills for adulthood.
Eliazar removes El Capitan Hotel bedding to be washed, one of his duties in a housekeeping training program through the hotel and Merced County Office of Education. Eliazar is a student in special education in the county office’s adult transition program. The county office didn’t disclose his last name for to protect the student’s privacy. Photo courtesy of Merced County Office of Education
“At this age, we’re really trying to (give them) more experience in the community,” said Laura Fong, an assistant superintendent in the Merced County Office of Education.
Vocational training programs have traditionally tailored jobs around special education students’ needs, such as a Fresno restaurant with modified cash registers to accommodate students who can’t read.
This is not the case with Merced County’s program which, instead, integrates students into the housekeeping career, making it one of a few in California and across the nation to do so. The program now serves as a model for other districts aspiring to integrate students with disabilities into careers and society.
From model room to real world experience
The office of education launched the housekeeping training program in October 2022 for its special education students to gain work and life skills in a real world setting, Fong said.
Before the program’s creation, students practiced their skills in an “isolated” mock hotel room, which worked for a while, Fong said.
But it wasn’t enough. The students couldn’t apply what they learned to their life because those skills weren’t being used in a real-world environment. They weren’t observing housekeepers’ work, and therefore couldn’t comprehend the logic behind the tasks they were being instructed to do. They weren’t working alongside employees, so they weren’t learning how to interact with others or the proper ways to behave in a work setting.
The county office sought a collaboration with the hotel, which had built the hotel room replica.
Fong said the yearlong program is critical for the students “to be in the actual field,” get on-the-job training and be able to model employees’ behavior, which in turn provides them with real-world experience while allowing them to interact with others.
How county office’s training programs work
Once Merced County special education students finish their shift at a training site, they return to the classroom or visit another training program for the remainder of the day. In class, one of their tasks is to formulate their resume to include their on-the-job training experience.
Working in the actual hotel “really teaches them responsibility,” said vocational trainer Lorie Gonzales, who accompanies the students to their training programs to supervise and assist them, if needed.
With Gonzales checking their uniforms and attire before a shift, students learn that they must dress appropriately for a job. They learn about the importance of being on time because they’re expected at the hotel for their respective shifts and must clock in once they’re there.
Hotel staff are primarily responsible for training students for the housekeeping tasks, said Robin Donovan, managing director of the hotel.
The students remove dirty sheets and linens, vacuum and straighten rooms, so a housekeeper only has to make the bed and clean the bathroom. Once the housekeeper takes over, students sort, wash and dry the laundry, then vacuum the hallways and stairways and wipe down art and other fixtures mounted on the wall.
The work skills, such as changing sheets and cleaning, become independent living skills that students need in their personal lives, Fong said.
“We want them to be prepared. Not only can they go out and find a job in this industry, doing this work, they can also transfer those skills to living on their own, independently,” she said.
Meg Metz, director of people and culture at El Capitan, said the hotel staff were at first worried about how they’d adapt to working with the students. Now, however, the staff looks forward to working alongside students, Metz and Donovan both said.
Donovan added that hotel staff enjoy their shifts with the students who they say are reliable and hardworking and bring positivity to the workplace.
“They do quality work,” she said, “and with the biggest smiles.”
But the social interactions extend beyond connecting with hotel employees. The partnership with the hotel allows students to engage with hotel guests as well, including those who may still be in their rooms.
“When I come to work here in the hotel, I say, ‘Knock, knock. Housekeeping,’” Flores said as he knocked on a third floor hotel room door.
Gonzales, the vocational trainer, has coached the students on being courteous whenever they run into guests in the hallways and stairways. The students, for instance, tell guests to use the elevator first, Gonzales said.
Expanding opportunities for students with special needs
The housekeeping program isn’t the only vocational training program for individuals with disabilities in Merced County or the surrounding Central Valley communities. Since opening in the 1980s, Wired Café has been a coffee shop where adults with disabilities gain skills that prepare them for the workforce, according to Fong. It is owned and operated by Merced County’s education office as well. Students learn and grow as they take orders and fix and serve smoothies, lattes or sandwiches.
Mimicking Wired Café, the Fresno County education office established Kids Café in 2017 as a work-based learning environment for special education students, county office leaders Christina Borges and Liza Stack said.
Krystal vacuums a hallway at El Capitan Hotel. Krystal is one of about 20 students in special education in the Merced County Office of Education’s adult transition program who is participating in the county office and hotel’s housekeeping training program. For student privacy, the county office did not disclose Krystal’s last name.Photo courtesy of Merced County Office of Education
In their uniforms and aprons, students working at Kids Café complete a variety of tasks, including: preparing and serving food, such as pizza, sandwiches and salads; sweeping or mopping the floors of the restaurant; clearing and wiping the tables after customers leave; stocking inventory; laundering; baking and packaging cookies or scones; weighing and bagging chips; and working the cash register.
The Fresno County office adjusted aspects of the restaurant to accommodate students’ needs and abilities, thereby fostering independence and ensuring student success, Stack said. Restaurant modifications include visual task cards with pictures as well as step-by-step instructions, color-coordinated towels for different cleaning tasks, and a modified register in which 4C means four slices of cheese.
How Kids Café operates
The café provides two-hour shifts for most special education classes during the school year, with longer shifts offered over the summer and winter breaks. Students with special needs living in one of Fresno County’s 30 regional areas for special education services and enrolled in a county-operated program can participate. Participating students may have autism, be deaf or hard of hearing or have emotional disabilities, to name a few. Thirty-three Fresno County special education students, up from 19 last school year, have worked at the restaurant so far this school year.
Starting around July 1, the Fresno County education office will partner with local businesses throughout the county to provide other types of vocational training for students with disabilities and offer employment opportunities in maintenance, facilities and technology at the county office.
“We’re really looking to expand into those areas to give students something more than just restaurant work,” Borges said about integrating students into existing businesses rather than only designing programs for them. “We want to go beyond our students being in one restaurant at one location.”
Much like the Merced County housekeeping training program, Fresno County’s planned expansion would create more vocational training that integrates special education students into careers, rather than tailoring jobs for students — a move that, Borges hopes, will show businesses the value of these students.
Even the California Department of Rehabilitation has worked to close the employment gap for people with disabilities and, in 2022, launched an initiative with the Institute for Workplace Skills & Innovation), a workforce development organization, to employ people with disabilities in allied health care, clerical and manufacturing jobs as part of the Ready, Willing and ABLE program.
In August, the department and organization again partnered to establish Career Launchpad, a vocational skills and career transition program for students with disabilities — an often “overlooked and undervalued” community, a media release at the time said.
Students with disabilities are valuable to the workforce
Overall, vocational training programs such as those in Merced and Fresno exemplify how valuable students with disabilities can be to the workforce, leaders of Merced and Fresno counties said.
“Our students being seen as active, valued members of society is one of the most important things that comes out of this,” Stack said.
Flores, one of the Merced County students, aged out of the housekeeping training program in December when he turned 23. Gonzales, his vocational trainer, said she had hoped his employment with El Capitan Hotel would continue, especially because he could work independently in the training program. The hotel was unable to hire him because they had no open positions. He now participates in the Haven Program, a community-based center serving adults with disabilities.
“I hope in the future, there’s more businesses that will hire them after they graduate,” Gonzales said. “… They’ve proved to us that they are capable.”
As Merced and Fresno counties implement and expand programs throughout their communities, Borges hopes the community’s attitude will change toward students and individuals with disabilities.
“Our students with disabilities,” she said, “have a role in the workforce.”
This is the second part of a special series on the recruitment and retention of Black teachers in California. The recruitment and hiring of Black educators has lagged, even as a teacher shortage has given the task new urgency.
Our series looks at the obstacles that keep Black people from becoming teachers, and the bias and lack of support some face when they join the profession.
The final story looks at what California and school districts are doing to recruit and retain Black teachers, and what still needs to be done.
California school districts have been trying to recruit and retain Black teachers for years, but the numbers don’t seem to be increasing. The cost of teacher preparation and unpaid student teaching make it difficult for Black teacher candidates to complete the work to earn a credential. Once in the classroom, a lack of support and respect sometimes makes it difficult for them to remain.
In the 2020-21 school year, the most recent year data is available, 3.8% of all teachers in California were Black, according to the National Center for Education Statistics. Black students made up 5.2% of the state’s student population that year.
Research shows that having a Black teacher in the classroom has a positive impact on all students, especially students of color who, as a result, have higher test scores and graduation rates.
Krystle Goff: We constantly have to prove ourselves
Krystle Goff is a student program coordinator at 122nd Street Elementary in Los Angeles Unified.Krystle Goff
Krystle Goff worked as a special education paraeducator for four years before earning a teaching credential, and later a masters’ degree. Now, even with eight years as a credentialed teacher, she still feels she has to prove herself every day.
Black teachers aren’t given the same opportunities to make mistakes that other teachers are given, said Goff, who works in Los Angeles Unified. There is pressure every day to get it right the first time, even from other Black teachers, she said.
“There is a standard that Black educators hold toward each other,” she said. “We are harder on ourselves and harder on our students than I think is talked about.”
Goff alsospent 14 months at the Principal Leadership Institute at UCLA, which prepares educators to be social justice leaders in Los Angeles schools.
“(There was) lots of reading, lots of literature, and it just kind of pulled apart the systems that I now just can’t unsee,” Goff said. “It’s almost like I’m in the matrix. When I walk into school systems. I’m like, you guys need help.”
Goff is currently the targeted student population coordinator, responsible for the re-designation of English learners at 122nd Street Elementary Schoolin Los Angeles. She wants to be a school administrator.
“It’s important because that’s the only way we are going to shift schools,” she said. “… We need principals who are able to see the needs of the community and address them on the school campus, and not weaponize what’s happening in the community on the school campus.”
There is racial tension at 122nd Street Elementary that should be addressed, she said. The school is predominantly Latino, with Black students making up less than 20% of the population. The tension was apparent in February as teachers made decisions about whether to have Black history programs.
“It’s been very, what seems controversial,” Goff said. “… It’s very political.”
Schools should offer staff training on race and identity, or a staff retreat where colleagues can discuss the topic, Goff said.
“I think that in every layer of what makes a school run — from the parent center to the classroom, to the office — there’s this buzz about race and identity, but we don’t ever talk about it,” she said. “We don’t ever mention it. And somehow we’re supposed to all gel together and work together. I think it takes training to identify who we are and what we bring to our position to understand how we’re able to best work with one another.”
Preston Jackson: More Black mentors are needed
P.E. teacher Preston Jackson works at California Middle School at Sacramento Ct.
Being a teacher is hard, but being a Black teacher is harder, said Preston Jackson, who teaches physical education at California Middle School in Sacramento City Unified.
“Ninety percent, you probably are going to be on a site where you’re the only one there,” Jackson said. “And so you’re not going to have someone there that has gone through a similar process, because being a Black teacher is a completely different situation.”
Jackson is one of two Black teachers at the middle school. During his 19-year tenure, there have only been a few more, he said.
Having more Black mentors would have made his early years in teaching easier, Jackson said, because they would have provided guidance on difficult topics a new teacher may not feel comfortable discussing with administrators, like how to deal with parents of other races that talk down to them.
“They have to have someone they can have those types of tough conversations with, to kind of help them work through the process until they get to a point where they are confident enough on their own feet, where they can handle those things,” he said.
Jackson gets discouraged about teaching sometimes, particularly when it comes to the low expectations he feels some in education have for Black children. This is the No. 1 reason Black teachers quit, he said.
He was going over benchmark test scores with the principal and fellow members of the School Site Council in February, when he realized that no Black students were enrolled in Math 8, the highest level math course.
“So, you can tell me that, with all the Black kids we have on this campus, not one is qualified to be in Math 8?” Jackson asked.
Not even the high-achieving Black students in the school were enrolled in the class, and Jackson suspects they were not steered toward the class because teachers think it is too difficult for them.
“They’re expecting kids to fail,” he said. “They’re setting the kids up for failure instead of preparing them for success. And that’s a huge problem.”
Alicia Simba: I wanted to work with Black teachers
Alicia Simba is a transitional kindergarten teacher at Prescott Elementary School in Oakland Unified.
Alicia Simba chose to work in the Oakland Unified School District when she started as a teacher four years ago, so that she could be in a school community with other Black teachers. Her school, Prescott Elementary,also has a Black principal, and the district has a Black superintendent.
When she was looking for work, Simba went to Wikipedia and looked for cities in California with the largest populations of Black residents, and then looked up their school districts. Even those districts often didn’t have many Black teachers, she found.
“Unlike other friends and peers that I have, I’m never the only Black teacher in a professional development or at a conference in the district,” Simba said of Oakland Unified. “I think that, really, to me, helps with the retention part.”
Of her friends from her teacher preparation program, Simba, a transitional kindergarten teacher, says she works with the highest number of Black children and has the lowest salary.
“I can see how friendships might become more segregated as we get older,” Simba said. “In a couple of years, my friends and I will just not be living within the same means. They’ll want to go to Baja, and I can’t go — not because I don’t want to go to Baja. I do want to go to Baja. But because I teach in OUSD.”
Simba attended a women’s college on the East Coast as a science major and worked at the campus day care center before being accepted into the teacher preparation program at Stanford University on a full scholarship. It was the job at the day care center that made her decide to teach.
“I was like, one, this is the best job ever,” she said. “I love the kids. But two, I get to hang out with the best women in the world.”
Simba decided to take the traditional route to a credential instead of an alternative route, such as an internship, which pays teacher candidates to work as a classroom teacher while completing teacher preparation coursework. She wanted a more thorough education, she said.
While teacher interns are paid, they are more likely to leave teaching because they do not benefit from mentorship and are thrust into a classroom as the lead teacher without support or guidance, she said.
Traditional training can help teachers learn to deal with difficult situations that may lead to burnout, Simba said.
“Like when a kid throws a chair, or bites them,” she said. “Like when one peed on the floor, they actually know what to do. These are all things that happened to me.”
There are things that can be done to increase the number of Black teachers, including student loan forgiveness, paying student teachers, paying teachers more equitably across districts and offering subsidized housing, Simba said. Young teachers also need mentorship and emotional support, she added.
Black teachers may feel they have to leave (their jobs) to preserve their own emotional well-being, even if they love the kids and the community and love to teach, Simba said.
Brooke Sims: Cruel words impact Black students
Brooke Sims has always loved school. Her mother and grandmother were teachers, so she spent a lot of time in classrooms, even as a small child.
“I was joking about how much I loved school supplies, so maybe that’s why I’m a teacher — a love of school supplies,” she said. “I always played school.”
Sims had a chance to do it for real in high school when she helped out in preschool and kindergarten classrooms in Stockton as part of a career educational course called Careers with Children. It wasn’t long before Sims was certain that teaching was what she wanted to do with her life.
Having her family as role models helped Sims to visualize herself as a teacher, because she had few Black teachers during her K-12 years in Stockton. She didn’t see many Black teachers until she attended Delta College in Stockton and then later, when she began student teaching at Elk Grove Unified in Sacramento County.
Sims says that in the 16 years since she received her teaching credential, she has considered quitting many times. The work is harder; there is little support and the pay isn’t great.
She also has had to contend with colleagues who make racist and insensitive comments about people of color, including students.
“It breaks my heart because it’s like, you’re teaching Black children, you’re teaching children of color, and this is what you think, and you’ve never taken the time to reflect or maybe look at it differently.”
This sometimes plays out with Black children being punished harder than their white counterparts, even if their offenses are worse, Sims said.
“I’m not in all of these people’s classrooms, but I’ve heard the microaggressions, I’ve heard the way they speak, and I can’t imagine what happens in the classroom,” she said.
The incidents go back as far as her days as a student teacher. In one case, a white teacher candidate came back from a meeting with her consulting teacher livid. She told Sims that the consulting teacher told her not to work so hard with two students of color because “they are not going to go to college.” The candidate asked to be assigned another consulting teacher.
“She could not believe that this woman said this to her about some little kids, some little first graders,” Sims said.
Petrina Miller: Better pay would make teachers stay
Petrina Miller teaches at 116th Street School in Los Angeles.
A lot has changed since Petrina Miller began teaching at 116th Street School in Los Angeles about 26 years ago, including the demographics of the students. When she began teaching, the school had mostly Black students, and now the majority of students are Latino.
Although Miller appreciates the need for Black students to have Black teachers, she doesn’t think people should be assigned tasks, or students, solely because of their skin color. It’s not fair to the student, and it’s not fair to the teacher, she said, because sometimes, they might fare better with a younger teacher, for example.
Miller, who teaches a combined transitional kindergarten and kindergarten class at the school, is a member of Educators for Excellence, a nonprofit with the goal of elevating the teaching profession. It has more than 30,000 members.
Black teachers are being pushed out of the profession because of a lack of support, an ability to earn more at another job and a general lack of respect from the public and administrators, Miller said.
People don’t go into teaching for the high pay, Miller said. But teachers do deserve a wage that is livable or some sort of property tax adjustment or other financial help to make being a teacher more attractive.
“Then they can live where they work,” Miller said. “I know some teachers who work in San Pedro and live somewhere else. They can’t afford it, or they work in Torrance and … they can’t live there, it costs too much.”
Since the Covid pandemic, there has been less support and sometimes respect from administrators as they struggle to balance new rules and requirements from the district and state.
“I think that being 10, 15 years into this profession, you expect a certain amount of respect or professionalism from your higher-ups,” Miller said. “And I think that the trickle-down effect on all the things that happen from the district office to the (school) office, that respect is just getting lost.”
When most people think of part-time employment in the public sector, they assume that it (1) could be a steppingstone to a full-time job; (2) pays less than full-time, chiefly because it involves fewer hours of work; (3) is voluntary, and (4) is primarily meant to supplement a family’s income.
When it comes to California’s 36,000 part-time community college professors, the facts defy all four assumptions.
Unlike workers in other professions, part-time college instructors, regardless of length of service and/or quality of performance, will not be promoted to full-time unless they are lucky enough to secure an increasingly scarce full-time position teaching on the tenure track. Part-time instructors, many who work for decades off the tenure track, have been called “apprentices to nowhere.”
Over the last five decades, colleges have gravitated toward part-time instructors for the flexibility of their semester-length agreements with no obligation to rehire, and their lower expense. For example, while all full-time instructors receive state-paid health insurance, only about 10% (3,742) of the state’s part-timers do.
Part-time instructor salaries are not pro-rated based on a typical full-time salary; instead, they are a separate scale which amounts to about 50-60% of the full-time instructor rate. To be clear, this doesn’t mean they receive 50-60% of the income of a full-time instructor: California law caps part-time faculty workload at no more than 67% of full-time. This workload cap, when combined with the discounted rate of pay, means that the average California part-time instructor teaching at 60% of full-time receives about $20,000 while the average annual income for full-time instructors is in excess of $100,000 a year.
Surveys conducted by the American Federation of Teachers in 2020 and 2022 found that roughly 25% of part-time community college faculty nationwide were below the federal poverty line.
With no natural transition from part-time to full-time, this two-tier workplace takes on features of a caste system, especially as both full-time and part-time instructors satisfy the same credential requirements, award grades and credits that have the same value, and have the same tuition charged for their courses.
While California college instructors are represented by faculty unions (primarily the California Federation of Teachers or the California Teachers Association), the priority of those unions would seem to be tenured faculty, as evidenced by the differences in the collectively bargained working conditions.
In the case of workload, for example, while part-time instructors are barred from teaching full-time, full-time instructors may elect to teach overtime, often called course overloads, for additional income. Full-time instructors displace part-time jobs whenever they do. In fact, full-timers generally get to choose their courses, including overloads, before part-timers are assigned courses.
A bill being considered at present in the California Legislature is Assembly Bill 2277. It would raise the current part-time workload restriction from 67% to 85% of full time, which, in theory, could enable some part-timers to teach more classes and earn more income. But if passed, AB 2277 would hardly solve the problem for part-time instructors.
To make a more meaningful improvement, AB 2277 could be amended in two ways, neither of which make an impact on the state budget:
Remove the artificial workload cap outright, thereby enabling part-time instructors the opportunity to work up to 100% of full time when work is available.
Impose a ban on full-time tenure-track instructors from teaching overtime (overloads).
One possible source of opposition to these changes could be California’s faculty unions, which are dominated by full-timers. While supportive of earlier attempts at raising the cap to 85% (e.g., AB 897 in 2020, AB 375 in 2021, and AB 1856 in 2022) — neither union has shown a willingness to support elimination of the cap outright or curbing full-time overloads.
Another source of opposition could be those full-time instructors accustomed to teaching overtime/overloads; they could oppose losing that option, which underscores the conflict of interest in a two-tier workplace when more for one tier means less for the other.
Faculty unions and lawmakers should take a step toward abolishing California’s faculty involuntary part-time work restriction by allowing them to work full time and protecting their jobs. An amended version of AB 2277 is a no-cost way of doing so.
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Alexis Moore taught visual art at colleges and universities for over three decades and served on the executive board of the Pasadena City College Faculty Association of the California Community College Independents (CCCI).
Jack Longmate has long served on the Steering Committee of the Washington Part-Time Faculty Association and taught for over 28 years at Olympic College in Bremerton, Washington, where his ending annual salary was about $20,000 for teaching at 55% of an annual full-time teaching load.
The opinions in this commentary are those of the authors. If you would like to submit a commentary, please review our guidelines and contact us.
The Transfer and Reentry Center in Dutton Hall at UC Davis helps transfers get acclimated to their new environment.
Credit: Karin Higgins/UC Davis
Few students who intend to transfer from California’s community colleges do so successfully. To reverse that trend, the state’s public college systems will need to work collaboratively.
That’s the finding of a report released Tuesday by the California State Auditor, which, at the direction of the state Assembly’s Joint Legislative Audit Committee, examined the state’s community college transfer system.
Only about 1 in 5 students who entered community college between 2017 and 2019 and intended to transfer did so within four years, the audit found. Rates were even lower for Black and Latino students, as well as for students from certain regions of the state, including the Central Valley.
Many students struggled to navigate what critics call a complex transfer system in California, with variations in transfer requirements across the University of California and California State University systems, the audit found.
The report recommends that UC and CSU work with the community college system to streamline the transfer process. UC should consider widely adopting the associate degree for transfer (ADT) model that is already in place at CSU, and the systems should also share more data, according to the audit’s recommendations. The Legislature could also step in and appropriate funding to help CSU and UC better align their transfer requirements.
Complexity leads to low transfer rates
Students wishing to transfer often face obstacles that prevent them from getting to a four-year university. If students are considering multiple four-year universities for transfer, that often means a different set of requirements for each.
For example, the auditor reviewed six potential four-year campuses to which a community college student studying computer science could transfer: UC Berkeley, UC Santa Barbara, UC San Diego, CSU San Marcos, San Diego State and Stanislaus State.
The course requirements vary greatly across the four-year campuses. UC San Diego and San Diego State require potential transfer students to complete a course in intermediate computer programming, whereas the other four campuses do not. UC San Diego is also the only campus to require an additional calculus course. Meanwhile, that campus does not require students to take differential equations, but UC Berkeley and UC Santa Barbara do.
The audit calls out the ADT as a promising model at CSU, but even that has shortcomings, the report notes. The ADT, created in 2010, is a two-year degree that is no more than 60 credits and is fully transferable to CSU.
Although completing the ADT guarantees a student admission into CSU, it does not guarantee students admission to a specific major campus. That’s a problem, the audit notes, because transfer-intending students are more likely to enroll if they’re admitted to their preferred program.
UC, meanwhile, has not adopted the ADT at all and instead relies on its own transfer programs, such as the transfer admission guarantee. That program does admit students to specific campuses and majors, but not all campuses participate in the program, and for those that do, some majors are excluded. UC’s three most selective campuses — Berkeley, Los Angeles and San Diego — are the three that do not offer the transfer admission guarantee.
Among the transfer-intending students who entered community college between 2017 and 2019, 21% transferred within four years and less than 30% did so within six years.
Among Black students, between 16.1% and about 17.3% successfully transferred within four years for each cohort. For Latino students, between 14.5% and 15.6% in each cohort transferred in that time frame. That compares to more than 28% of white students in each cohort and as many as 30% of Asian students.
There were also differences depending on a student’s location.
The audit found that community colleges in the San Francisco Bay Area and San Diego regions, for example, had higher transfer rates than colleges in the Central Valley, Inland Empire and northern parts of the state.
“One factor contributing to this difference may be the distances between community colleges and CSU and UC campuses in those regions. Students are more likely to transfer to a nearby university for a variety of reasons, including challenges associated with relocating,” the audit states.
That’s true for students at Lassen Community College in northeastern California, according to an administrator there. The administrator told auditors that “proximity is a major barrier” for transfer-intending students. The closest CSU or UC campus is Chico State, which is still more than a two-hour drive. In fact, about three-quarters of students who did transfer from Lassen went to an out-of-state university.
Streamlining transfer
The report offers several recommendations to lawmakers and the public college systems that could streamline the transfer process.
Auditors recommend that lawmakers consider providing funding to the colleges to align requirements and make the ADT more widely accepted across the state.
The community colleges and the four-year systems could also do their part to improve the ADT. For the community colleges, that means analyzing why certain community colleges don’t offer the ADT for some majors. CSU, auditors recommend, should do the same for campuses that don’t accept the ADT for certain majors and then determine whether their reasons make sense.
UC should either widely adopt the ADT model or, for campuses unwilling to do that, ensure that their transfer options “emulate the ADT’s key benefits for streamlining course requirements,” auditors say. Last year, Gov. Gavin Newsom did sign Assembly Bill 1291 to create a pilot program at UCLA in which students beginning in 2026-27 will get priority admission if they complete an associate degree in select majors. The pilot will eventually expand to more campuses, though some students and advocacy groups criticized the legislation because it won’t guarantee students admission to their chosen campus.
The audit also recommends better data-sharing between the three systems.
The community college system could share data with UC and CSU about students who intend to transfer, which UC and CSU could use to better tailor their advice to those students.
Additionally, UC and CSU could share more data with the community colleges about the students who successfully transfer, which could help the community colleges better evaluate their transfer efforts and determine which ones are most effective.
Sonya Christian, chancellor of the community college system, said in a letter responding to the audit that the system looks forward to working with UC, CSU and lawmakers to implement the report’s recommendations, but said there could be challenges, including with data-sharing.
Christian said consistent and timely data remains a “persistent challenge” for the system because of its decentralized nature, which requires each of the 73 local community college districts to individually report data to Christian’s office.
“The lack of a common data platform hampers our ability to collect timely and reliable data on transfer rates and gaps and hinders our ability to be able to accelerate transfer for the students of California through real-time data sharing with four-year system and institutional partners,” she said.
But, Christian added, she has made it a priority since becoming chancellor last year to improve those processes and “let the data flow.”
“I look forward to carrying forward recommendations around improvements to our data, research, and system-wide policy leadership,” she added.
School officials said they are currently working on dealing with the wave of new students coming from the Villages of Patterson development under construction. School officials and community members and school officials worry that the schools will not be able to handle another large-scale wave of development without a mitigation agreement.
Credit: Emma Gallegos / EdSource
Education and housing are often inextricably linked, but policy decisions made in the two sectors are generally siloed, at times shaped and passed without considering how a housing policy might impact education and vice versa.
Megan Gallagher’s research bridges the two, focusing on housing and educational collaborations that support students’ academic outcomes. Some of her latest work as a principal research associate at the Urban Institute, a nonprofit research organization focused on public policy, provides school officials and housing developers with ideas on how to partner together to desegregate schools by desegregating neighborhoods.
Gallagher has also co-authored a report that compiled a list of key housing characteristics that impact children’s educational outcomes:
Housing quality
Housing affordability
Housing stability
Neighborhood quality
Housing that builds wealth
In this Q&A, Gallagher details why those housing characteristics matter in a child’s education and the collaborations that can help children have a fair chance at achieving academic success. The interview has been lightly edited for brevity and clarity.
How does housing policy impact children’s educational outcomes? It’s really important when we try to understand the influence that housing has on kids’ educational outcomes, that (we look at) its unique contribution.
You could have families with the same income levels, (but) one is in a high-quality house and one is in a low-quality house. A low-quality house can influence a child’s health, ability to sleep, and feeling safe. And so, you could have a very different outcome for that child if they are in a lower-quality home.
You have outlined five characteristics of housing that have an impact on children’s educational outcomes. Why are those five characteristics so important? Those five characteristics have been studied a decent amount in housing policy literature. I didn’t conduct all the original research that went into these findings, I just sort of pulled it all together into one place. It is possible that there are aspects of housing that have not been measured historically that could also have an influence on education.
We know that low-quality housing — housing that has mold or electrical issues — is associated with lower kindergarten readiness scores. That causal relationship has been established. The relationship between spending too much on rent is connected to increased behavioral problems. Housing instability, and I would really put homelessness and housing insecurity into the housing instability bucket, really affects school stability and then has an effect on math and reading scores. We know that successful homeownership, so homeownership that allows families to build equity, increases the likelihood of attending college. We also know that neighborhood context, like violence, can disrupt academic progress and prevent children from succeeding in school.
So there is evidence that connects each one of these housing conditions to a variety of aspects of kids’ well-being and educational outcomes.
One of the things that we have not really done a very good job on is which of these aspects of housing matter the most or have the most influence. If we have a million dollars, what would we want to put that million dollars on to improve educational outcomes? I don’t think we have enough evidence right now to know exactly what would be the right pathway for that.
Do all five characteristics need to be in place for children to have the best possible educational outcomes? There’s not enough data right now for us to understand which of the five need to be in place or what the likelihood of succeeding is if you have one or two or three or four of them in place.
This is an area where we continue to need more understanding, more evidence, but I don’t think that we can wait to make policy decisions until we have all of that evidence.
Is the lack of sufficient research one of the outcomes of the disconnect between housing and education policy? Absolutely. I think the sectors are so siloed, many of the giant data collection investments that have happened at HUD (the U.S. Department of Housing and Urban Development) or at the U.S. Department of Education have not had data elements that capture aspects of the other sector.
When we are looking at housing data in housing policy, there hasn’t been really detailed data collected about the children in the family — which schools they attend and how they’re doing — which could potentially allow data to be connected, likewise in the education world.
We run into lots of challenges in research with privacy where just because you can connect data, should you? Is that what program participants have agreed to when they’ve decided to enroll their children in public school or when they’ve decided to enroll in a housing subsidy program? In a lot of cases, the answer is no.
Some of the best data is really connected at the local level, where you have local policymakers that are working with local agencies that have asked permission and are connecting data to kind of fine-tune programs on the ground.
How do we reach a point where we have the information necessary to ensure academic success for all children? It has to happen at multiple levels. The federal government needs to encourage the Department of Ed and HUD to collaborate and to really support or incentivize collaboration in their discretionary grant programs. I really see it as the feds have an opportunity to lead and really support this kind of work.
But I also think that there are so many local organizations that are leading. I think a lot of the case study work that I have done can help to illustrate how flexibility and collaboration can really translate into a set of programs or practices that support kids’ education and stable, high-quality housing.
I know that philanthropy is really supporting a lot of exploration around sector alignment.
I feel really hopeful about this sort of broader vision for how we create policy that thinks about the way that multiple systems can influence how well a child is doing. But I also think that it’s not like there’s just all of this housing sitting there and kids are not living in it. A big part of this work is making sure that there continues to be a housing production pipeline that is developing housing to ensure that there’s enough housing at various price points so that everybody has the opportunity to live where they’d like to live.
Credit: Katie Schneider Gumiran and Rosa Gaia for Conway Elementary
An instructional leader in a Bay Area school district told me last week that while they are a bright spot in improving reading for the last three years, they still haven’t recovered to pre-pandemic levels. “Our biggest pain point is writing. Our gaps start in ELA, but we see them in science and social studies too.”
This district isn’t alone; schools throughout California are struggling to improve writing across the curriculum. What might we do differently?
In their new book, Learning Together, Elham Kazemi and colleagues suggest school leaders work with teachers to analyze student writing more regularly. Reviewing a set of informational essays, or an extended project in biology, could be the center of more grade-level planning meetings or districtwide professional learning days.
The pioneer in this approach has been Ron Berger, one of the co-founders of EL Education, a national non-profit that partners with K-12 educators to transform their schools. Berger has been a mainstay of High Tech High’s Deeper Learning conferences in San Diego and has taught more than 300 workshops around the country, all of them closely examining examples of student work.
In Leaders of Their Own Learning, the instructional guide he co-authored, Berger tells the story of coaching a high school physics teacher who says, “The students’ lab reports are terribly written and it’s driving me crazy.”
Ron asks if she’s ever shown her students a model of a good lab report and she replies that she has not.
When given the chance to closely study an exemplary lab report, her students are surprised at the vocabulary and level of precision in it. A number laughed at how low their own standards had been.
“For all the correcting we do, directions we give, and rubrics we create about what good work looks like,” writes Berger, “students are often unclear about what they are aiming for until they actually see and analyze strong models.”
Ron Berger used to lug around a giant black bag of student essays, labs, and video presentations to discuss at workshops. Eventually, with support from the Hewlett Foundation, and collaborating with Steve Seidel at Harvard University, Berger built an online museum for displaying student work.
Models of Excellence showcases 500 examples of great student writing and other projects from around the U.S. and the world. California students have contributed sixty pieces, including a Kids Guide to California National Parks created by 2nd graders from Big Pine, and an analysis by 6th graders on the water quality of Lake Merritt in Oakland.
Here are three ways districts and schools across California can improve writing by studyingtheir own student work:
First, form a study group. In grade-level meetings or working across the district, teachers and a coach can assemble their own models of excellent student writing. The group can link the models to criteria which guide students’ efforts; the more concrete, the better. The study group can use the rubrics and student checklists developed by the Vermont Writing Collaborative for all genres of writing at all grade levels.
After teaching a lesson where third graders critiqued a fantasy story, Berger reflects, “It’s much more powerful to bring in models of great work. Then have the kids be detectives and have the excitement of discovering and naming the qualities of great writing — humor, powerful words, well-drawn character — in their own words.”
Second, get the feedback right. Dylan William writes in Embedded Formative Assessment that most feedback in schools is accurate, but falls short of showing the learner how to move forward. He tells of a science student who reads he needs to be more systematic. “If I knew how,” the student tells his teacher, “I would have done it the first time.”
Students can resist revising their work, so Berger suggests teachers and peers follow this mantra about feedback: “Be Kind, Be Specific, Be Helpful.” Keeping this in mind, writing three or four drafts of an essay becomes a part of the school culture.
Finally, make the writing visible. Tina Meglich, principal of Conway Elementary in Escondido, transformed her school by displaying curated student work throughout the library and hallways. “Kids will ask, ‘Who wrote that essay on Esperanza Rising?’ They’re fascinated by each other’s work, and they inspire one another to do better because of it.”
Analyzing student writing in this way not only raises the quality of the work, but it also instills in students a vision of what’s possible. “I believe that work of excellence is transformational,” Berger writes. “After students have had a taste of excellence, they’re never satisfied with less; they’re always hungry.”
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David Scarlett Wakelyn is a consultant at Upswing Labs, a nonprofit that works with school districts and charter schools to improve instruction. He previously was on the team at the National Governors Association that developed Common Core State Standards.
The opinions expressed in this commentary represent those of the author. If you would like to submit a commentary, please review our guidelines and contact us.
As enrollments drop, city after city is facing pressure to close half-empty schools. Fewer kids means fewer dollars. Consolidating two schools saves money because it means paying for one less principal, librarian, nurse, PE teacher, counselor, reading coach, clerk, custodian … you get the idea. Low-enrollment schools end up on the chopping block because they’re the ones that typically cost more per pupil.
But there is another way to cut costs without closing underenrolled schools.
First, it’s worth noting that small schoolsneedn’t cost more per pupil. Our school spending and outcomes data include examples of small schools all across the country that operate on per-pupil costs comparable to their larger peers — some even delivering solid student outcomes.
But here’s the catch: These financially viable small schools are staffed very differently than larger schools.
There’s a 55-student school near Yosemite that spends about $13,000 a student—well under the state average. How do they make it work? One teacher teaches grades two, three, and four. There’s no designated nurse, counselor, or PE teacher, and rather than offer traditional athletics, students learn to ski and hike.
A quick glance at the many different financially viable small schools across different states reveals that staff often wear multiple hats. The principal is also the Spanish teacher, or the counselor also teaches math.
Also common are multi-level classrooms. When my kids attended a small rural high school, physics was combined with AP Physics, which meant both my 10th and 12th graders were in the same class, but with different homework.
Sometimes schools give kids electives via online options, send students to other schools for sports, or forgo some of these services altogether. Some have no subs (merging classes in the case of an absence). Sometimes the schools partner with a community group or lean on parents to help in the library or coach sports.
Done well, smallness can be an asset, even with the more limited services and staff. Whereas a counselor might be critical in a larger school to ensure that a student has someone to talk to, with fewer students in a small school, relationships come easier. Teachers may have more bandwidth to assist a struggling student.
What isn’t financially viable? A school with the full complement of typical school staff but fewer kids. These aren’t purposely designed small schools, rather they’re underenrolled large schools (sometimes called “zombie schools”). Los Angeles Unified School District, for instance, has a slew of tiny schools spending over $30,000 per pupil. Such schools vary in performance, but all sustain their higher per-pupil price tag by drawing down funds meant for students in the rest of the district. In the end, no one wins.
With so much aversion from parents to closing schools (witness, for example, Seattle, Chicago, San Francisco, Oakland, Pittsburgh or Denver) we might expect more districts to adopt these nontraditional staffing models as a way to save costs and keep families happy.
In some cities, it’s the charter schools that are offering just that: smaller nontraditional programs that make it work without extra subsidies.
Some will argue that nontraditional schools (including charters) won’t work for every student. Districts must take all comers, including English learners, families needing extra supports, those wanting a full athletics program, specialty autism services, and so on. That said, the idea here is that larger districts needn’t offer those services in every school, provided they’re available elsewhere in the district.
But it’s these larger districts that are the most wedded to the uniform staffing structure. It’s so deeply embedded in job titles and union rules, as well as program specifications and more.
Tolerating small nontraditional schools would mean letting go of some of that rigidity and accepting the idea that schools can be successful without all those fixed inputs. And it might mean reducing some staff who believe their roles are protected when enshrined in a staffing formula. On the flip side, if the school in question has higher outcomes, and the choice is to close it or redesign its staffing structure to transform it into a more intentionally small school, parents and students may accept that trade if it means preserving the school community.
It would also mean changing budgeting practices so that what gets allocated is a fair share of the dollars per pupil—in contrast with allocations based on standardized staffing prescriptions.
The last decade saw a big push for inputs-based models, including “every school needs a counselor” or “every school needs a nurse.” As enrollments continue to fall, these inflexible one-size-fits-all allocations stand in the way of keeping small schools open.
None of this is to say that every school should remain open. Many will inevitably close. But for some of those that deliver solid outcomes for their students, perhaps now is the right time to rethink the typical schooling model.
Marguerite Roza is Ddrector of the Edunomics Lab and research professor at Georgetown University, where she leads the McCourt School of Public Policy’s Certificate in Education Finance.
The opinions expressed in this commentary represent those of the author. EdSource welcomes commentaries representing diverse points of view. If you would like to submit a commentary, please review our guidelines and contact us.
Many colleges and universities in California are currently expanding the ways students can receive credit for prior learning, an increasingly popular practice of awarding college credit to students for knowledge they acquired outside a college setting.
Proponents of granting credit for prior learning, often referred to by its acronym CPL, point out that Advanced Placement or International Baccalaureate tests are very common ways that students receive credit for college classes before they attend college. But there is an effort to broaden the ways that students may be able to receive credit for what they’ve learned outside a college classroom, whether on the job, through volunteering or even a hobby, such as photography or playing an instrument.
In the past few weeks, Gov. Gavin Newsom praised the notion of giving credit for prior learning as an important way to recognize the skills that adults pick up in the military or even volunteering through the California Service Corps.
Many educators say this is an important step toward promoting equity in their institutions. It’s a way to recognize the academic value of work, particularly for students who may have left college to work or started college later in life. Proponents say it can save students time and money, making graduation more likely.
Does my college or university offer credit for prior learning?
Because this is an arena of education that is rapidly evolving, it can be difficult for students to figure out whether they may qualify for credit. Right now, that depends on the policies at any given institution or academic department.
College advisers or faculty members are a good starting point. Veterans may also want to speak to the department that supports veterans. Many institutions are currently refreshing their policies for giving credit for prior learning and outlining them in their course catalogs.
How can credit for prior learning help students?
Students can fulfill general education or major requirements before even showing up to school. This means that they’re able to graduate with a degree or credential more quickly — which also means that they’re more likely to graduate. This can save students time and money.
A study by the Council for Adult and Experiential Learning found that students who started school with 12 credits could save between $1,500 to $10,500 and nine to 14 months, depending on the institution.
The study found that 48% of students over 25 years old who had obtained credit for prior learning completed their degree or certificate within 7.5 years, compared with 27% of students who had no credit. The completion rate was even higher, at 73%, for credit received outside the military.
There are also important psychological benefits to students who start college with credit under their belts. These students begin their college careers with a sense of momentum and accomplishment, according to Tina Barlolong, career center co-coordinaor at Palomar College in San Marcos.
Are there any drawbacks?
Taking a college course just for the sake of taking a course has risks, and the same is true for pursuing credit for prior learning. It takes a lot less time and money than a full course, but students on financial aid or veterans on the GI Bill, for instance, could run out of funding before they’ve attained a degree if they pursue unnecessary credit.
Proponents of credit for prior learning encourage students to discuss their best options with a counselor, adviser or a faculty member in a student’s field of study. They can ensure that the credit in question will serve a purpose, such as fulfilling a general education or major requirement.
What are some common methods of receiving credit for prior learning?
It may be as simple as passing a challenge test required by a department. The College Board offers a way to test out of college-level material through its College-Level Examination Program, usually referred to as CLEP in the field.
Portfolio reviews are common in the arts. That means a professor or committee may review paintings, photography or graphic design before deciding to award a student credit. A portfolio could also be used to assess a student’s business skills.
Playing music or acting out a scene may be a way to earn credit in the performing arts. Beginning piano is a popular course.
Some students may have obtained a certificate or license in their job that is the equivalent of what they would learn in a college course. Certifications offered by Microsoft or Google that allow students to receive credit for basic computing are common.
The American Council on Education offers many colleges and universities guidance on how to award credit. That can include deciding whether military or corporate training meets academic standards.
Are veterans eligible for credit for what they have learned while in the military?
Yes. In fact, the study by the Council for Adult and Experiential Learning found that 68% of students who received credit for prior learning earned it through the military.
Credit for prior learning has a long history among veterans. The military offers service members extensive training that tends to be highly standardized. When they are discharged, veterans receive a Joint Services Transcript, which translates military experiences into civilian language. This can be used for a resume or for receiving college credit. Veterans can also receive credit for college through free examinations called DSST tests.
Every public university or college in California accepts the Joint Services Transcript — though whether any given course is eligible for credit may depend on the institution or department.
Veterans may be able to get credit for physical education requirements, for instance. Depending on their training in the service, veterans may also receive credit for courses in engineering, law enforcement, computer science or health care.
One branch of the military bypasses this whole process: the Air Force has its own community college, so most of its members simply receive a college transcript upon being discharged.
Can I get credit for work experience?
Not exactly. The idea behind getting credit for prior learning is that it is awarded for learning and skills acquired, not just for work experience.
Someone working as an auto mechanic might have picked up a lot of knowledge and skills, but that experience may not correspond to everything covered in an automotive repair course, such as safety procedures, ethics and professionalism. Credit is granted for that knowledge and training — not just the years working in a given field.
How do California’s colleges and universities view credit for prior learning?
Thanks to legislation, community colleges and the campuses of California State University and the University of California all have policies on the books for credit for prior learning. But how those policies are implemented varies from system to system, school to school and even department to department.
All three systems will consider the veterans’ Joint Services Transcript and offer credit for any equivalent courses that are offered on their campus.
California’s community colleges have perhaps the most generous guidelines for awarding these credits. Colleges may award credit for skills learned through work experience, employer-training programs, military service, government training, independent study or volunteer work.
The community colleges have set an ambitious goal of ensuring that at least 250,000 Californians receive credit for prior learning by 2030. The Mapping Articulated Pathways Initiative supports community colleges in these efforts through training, technology and policy.
California State University overhauled its policies for granting credit for prior learning in 2023, and it has required each campus to have its own policies. The system does accept exams such as the CLEP and DSST for credit. It will also accept any training or instruction that corresponds to American Council on Education guidelines.
The University of California has the strictest guidelines on credit for prior learning. Its guidance states that credit will only be offered for courses that meet the same high standards of the UC system — this stance is typical of selective universities. It does not award credit for vocational or technical training or for results on CLEP or DSST tests. It will accept credit for courses on veterans’ Joint Services Transcript for any equivalent courses UC offers.
“The more traditional, the more selective an institution is, the more they tend to not have generous policies,” said Su Jin Jez, CEO of the nonprofit California Competes, a nonpartisan policy and research organization.
How much does getting this credit cost?
This is another factor that varies by institution. It might be free for students who have already matriculated. Many institutions charge a fee for tests or other assessments. Some might charge for each credit unit. Generally, it will be considerably cheaper than tuition. However, funding can become a barrier when financial aid does not cover these fees, according to a recent survey by the American Council on Education.
Will this credit transfer from one institution to another?
Theoretically, it should, just like any other course. When a student receives credit for prior learning through an institution, their transcript will show that they received credit for a specific course number.
But no matter how a student earns credit, transferring credits can be potentially tricky. It largely depends on the institution or major a student is transferring into.
Does giving credit to students for prior learning end up hurting college enrollment?
It may sound counterintuitive, but giving credit to a student for prior learning actually means it is more likely that the student will take more courses. The Council for Adult and Experiential Learning study found that students awarded credit for prior learning actually tended to earn 17.6 traditional course credits more than students without those credits.
It can be beneficial but the “can be” should be in italics because it has endemic problems that are often over-looked. One of which is the fact that it can be really hard to ensure that everyone is working, thinking and benefitting.
The happy buzz of voices in the classroom, just far enough away that you can’t really hear what they are saying, can be a recipe for happy collusion: I will let you go off to the corners of the room and we will both pretend the optimal case is occurring.
So I was very happy to read a brilliant blog post by my friend, colleague and TLAC Fellow (see below) Doug Doblar of Bay Creek Middle School in Gwinnett County, Georgia, that uses the TLAC technique Cold Call to solve some of group work’s endemic problems.
Here’s how Doug describes the endemic problems of group work:
One of the challenges that requires constant vigilance … is assuring that every member of a group thinks and learns during the day’s thinking task. There are quite a few ways this can go wrong, I’ve found:
One or two students in the group form a quick understanding of the new topic and race forward, leaving the other member or members of the group in the dust
One or two students in the group do not form a very quick understanding of the topic, but are afraid to say so, so they feign an understanding, allowing the other member or members of the group to similarly leave them in the dust
One or two students in a group “aren’t feeling it today,” so they don’t participate, feign an understanding, and get left in the dust
Or some other iteration of this situation where part of the group is off to the races while another part of the group is stuck at the starting line, willingly or not.
Perfectly put. I love an advocate for an idea who is keenly aware of the potential downside!
Doug advises addressing these challenges through a variety of tools, which is supremely practical and realistic. A complex challenge in the classroom is rarely solved by one tool alone.
First Doug advises building strong routines and setting clear expectations that address the pitfalls.
But Doug also advises using Cold Call and I think this application of the technique is brilliant.
As you walk from group to group, he advises you should Cold Call students who are at risk of non-engagement.
Here’s how he describes it:
Cold calling is my go-to technique during thinking tasks when I’m worried that a member of a group might be getting left behind, willingly or unwillingly.
As I actively observe during thinking task time, it usually isn’t too hard to spot these students. They stand a little farther from the group, maybe don’t face the whiteboard, rarely have the marker, and might be ones I already know are “not feeling it” today and who feel that their bad mood should excuse them from learning and participating. They’re also ones with personalities who make them regular disengage-ers who I’m always aware of.
As Doug circulates he finds these students and Cold Calls them in one of three ways, which I will let him describe:
Directly asking a student to do the next “thin slice”: During thin-sliced thinking tasks– which I use more days than not –I’ll often just show up to a group and ask a student who I’m afraid might be disengaged to lead the next example or to explain a prior example to me. “Bryce, will you lead the next one?” or “Maddie, will you explain this last one to me?”
“What’s he/she talking about?: When I come to a group whose leader is doing great of explaining thinking and trying to make sure the group is following along, but I’m worried that a member of that group is either disengaged or feigning an understanding to keep things moving, I’ll often just slide up to that student and ask “what’s he/she talking about?” It’s a quick and easy cold call that holds the student accountable for explaining the leader’s example.
“What’s he/she doing?”: This version of cold calling works just like the “what’s he/she talking about” one, except I use it when the group’s leader isn’t doing as good of a job. Sometimes I’ll catch the student with the marker silently and independently working a slice on his or her own with just the other members of the group watching. Usually this is ok, but I’ll frequently slide in and ask another group member “what’s he/she doing?” while it’s happening to make sure that the rest of the group actually understands what’s going on.
As if that’s not helpful enough, Doug has posted videos of himself doing this and I’ve made a short montage of them here:
Doug wraps by talking about how important it is to keep the Cold Calls positive and how that helps build what we sometimes call ‘loving accountability.’
They know I might move over at any moment and cold call one of them, and not a single one looks anxious about it…the students understood and they were proud to be able to explain that to me…. Accountability is hard to build into any instructional setting, but once it is assumed, kids really take ownership of their learning most of the time.
It’s great stuff and there’s plenty more insight in Doug’s full post, which you can read here.
Want to know more?
Check out:
Doug’s Blog: Doug writes beautifully about implementing Building Thinking Classrooms in Mathematics and how TLAC techniques support that framework. He provides practical advice and video. To read more, visit his blog here: http://www.dougdoblar.com/
TLAC Fellows: Doug is one of twelve of our talented TLAC Fellows – Cohort 3. We’re opening the application for Cohort 4 on February 18th! All application materials and more information about the program can be found here: https://teachlikeachampion.org/teach-like-champion-fellows/
Upcoming Engaging Academics Workshop: Interested in exploring Cold Call with us? We’re in LA on February 27-28 for an Engaging Academics workshop where we’ll study high engagement strategies like Everybody Writes, Cold Call, Means of Participation, and Lesson Preparation. Join us here: https://teachlikeachampion.org/engagingacademicsfeb2025
