Performance Feedback in Education

On Who and for What

Wing InstituteApril 21, 2011

If you don’t have the data, you don’t know what you are doing

• We need data, but data on whom?”

• Race to Nowhere

• Race to “Know-where”

Best job you will ever have…

• …is one where you know how well you have done every day

• How many students know?

• How many teachers know?

• How many principals know?

• “Feedback” produces inconsistent results

• Checklist Manifesto• “A checklist never saved a life”

Without an understanding of the laws of behavior, progress in really slow

• “One could teach what is now taught in American schools in half the time with half the effort“

B. F. Skinner

The Shame of American Education

• Morningside Academy

• Getting Smart Quicker: Training More Skills in Less time

• Walter Schneider

Deceptively Simple

A: B C

E = mc²

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5

6

The Scientific Model of Behavior Change

Antecedents: Behavior Consequences

(Setting Event) (Reinforced/Punished)

The ABC Model

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A B CSupervisors

A B CEmployees

Managers A B C

Administrators A B C

Cascaded ABCs

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A B CTeacher

A B CStudent

Principal A B C

Executives A B C

Cascaded ABCs

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Five-Step Behavior Management Process

5. Evaluate

4. Reinforce

3. Feedback

2. Measure

1. Pinpoint

Feedback to whom and on what

• Do we know what we want students to do?

• If not, how can we know what we want teachers to do?

Here’s the problem

• We don’t practice what we preach!

• “I love the work; hate the workplace.”

• Dog food

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13 Management Practices that Waste Time and Money

1. Employee of the Month

2. Setting Stretch Goals

3. Annual Performance Appraisal

4. Ranking Employees, Offices and Plants

5. Rewarding Things a Dead Man Can Do

6. Salary and Hourly Pay

7. You did a good job, but…

8. Using the Sandwich Method of Correcting

9. Overvaluing smart, talented people

10. The Budget Process

11. Promoting People That No One Likes

12. Downsizing

13. Mergers and Acquisitions and other forms of Reorganizing

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PIC/NIC Analysis™

Performer(s) _________________ Analysis Done By __________________________

BEHAVIOR ANTECEDENTS CONSEQUENCES P/N I/F C/U

*Remember, consequences are from the point of view of the performer(s).

The Problem Pinpointed Performance

Smoking cigarettes

Nicotine addiction

Boredom

Stress

Meals

Alcohol

Coffee

Telephone

Driving

Ash tray

Going to bed

Meetings

Heart Disease

Lung Disease

Cost

Dirty

Stinks

Criticism

Holes In Clothes

Fires

Taste

Good Smell

Stimulus

Relaxation

Fills time

N

N

N

N

N

N

N

N

P

P

P

P

P

F

F

F

F

F

I

F

F

I

I

I

I

I

U

U

C

U

U

U

U

U

C

C

C

C

C

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PIC/NIC Analysis Case Study

The city of Atlanta wants a residential recycling program. In order to recycle goods, the sanitation person must pick up the recycling container and put the items into a special bin on the truck. The bin is on the side of the truck and must be opened each time. This requires extra work and time from the performer.

When performers finish their route, they may go home for the day.

Recently, TV news has caught 90% of the performers dumping the recyclable goods into the regular trash bin. The sanitation department is so mad, they have proclaimed that anyone caught doing this will be fired.

Unfortunately, performers continue to dump the recyclable goods into the regular trash bin.

Why would this be so?

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PIC/NIC Analysis

P/N I/F C/UP/N I/F C/UAAntecedentntecedentss

CConsequenconsequenceses

Behavior: Not Putting recyclables in proper bins

Don’t believe it is important Union will protectManagement won’t follow through

Others don’t do it

Praise from co-workers

Save time Easier

Might get fired

P I CP I C

P I C

N F U

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PIC/NIC Analysis

P/N I/F C/UP/N I/F C/UAAntecedentntecedentss

CConsequenconsequenceses

Behavior: Putting recyclables in proper bins

Trained Bins Labeled

Warned

Saw TV report

Go home later

Takes more time

More effort

Might get praised

N I C

N I C

N F C

P F U

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Some Common Organizational Consequences

P/N I/F C/UAntecedents Consequences

Recognition

Compensation

Benefits

Promotion

P F C

P F U

P F U

P F U

Get Fired N F U

ABC Analysis

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Five-Step Behavior Management Process

5. Evaluate

4. Reinforce

3. Feedback

2. Measure

1. Pinpoint

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Assessing Probability of Success for Your Initiative

1. Select some change initiative that did not live up to its promise

2. Enter descriptive information

3. Complete the checklist

4. Calculate score using “Quick Scoring”

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Quick Scoring Method

Pinpoint: < 4 = 0

4-5 = 10

6-7 = 20

Measure: < 2 = 0

2 = 10

3-4 = 20

Feedback: < 3 = 0

3-4 = 10

5 = 20

Reinforce: < 4 = 0

4-5 = 10

6 = 20

Evaluate: < 2 = 0

2 = 10

3-4 = 20

Implementing change that lasts

• Schools have seen changes come and go

• Who needs PICs for change?

The World is changing fast;

But, the laws of behavior remain the same!

Those who know them are in a unique position to be able to change the way the world works

• “A culture that is not willing to accept scientific advances in the understanding of human behavior, together with the technology that emerges from these advances, will eventually be replaced by a culture that is.”

B.F. Skinner

The Shame of American Education