Teacher-layoff policies in many school districts do not take in to account what's best for students. In fact, most states offer little, if any, guidance to districts on how to address layoffs. Lack of state direction coupled with district inattention to teacher performance has made "last-hired, first-fired" policies the norm. Nearly 75 percent of large districts nationwide use only seniority to determine teacher layoffs, reports the National Council on Teacher Quality.
Seniority-based layoffs are the easy way out, but they don't work well for everyone—especially low-income students.
- They result in higher job loss. Districts must dismiss more new teachers—who earn lower salaries than their veteran counterparts—to close budget shortfalls. University of Washington researcher Marguerite Roza found that "seniority neutral" policies actually save jobs.
- They reward longevity instead of effectiveness. Strong teachers have an immense influence on student achievement. Yet districts do not consider teacher evaluations in their layoff decisions.
- They hurt high-poverty schools. Because such schools have a disproportionate number of new teachers, seniority-based layoff policies create revolving doors in the schools that need steady hands the most.
Bottom line: Last-hired, first-fired policies fail to place the needs of students first, and districts should find alternative solutions when tight budgets force layoffs.