ABSTRACT
Given the elements of performance management described in Chapter 4, the data discussed in Chapter 5 needed to implement performance management decisions that have real consequences, and the type of comprehensive teacher development system described in Chapter 6, this chapter addresses the issues of using the data for specific consequences-new approaches to teacher licensure, evaluation, tenure, and dismissal. We use the word “tenure” in the chapter to cover a variety of postprobationary job security provisions that provide teachers (and perhaps others) with a property right to a job. These may be called tenure, due process, continuing contract, permanent status, or other labels that connote similar job rights.
