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Launch Daily 5 and CAFE Routines in 15 Days

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Launch Daily 5 and CAFE Routines in 15 Days

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This teacher wasn't ready to give her students choice.

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This lesson is taught after the 3 Ways to read a book. (Day 4 of school)

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Teach on the 1st day of School!

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Have Students make Cafe Menu Strategy Labels

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Have Students make Cafe Menu Strategy Labels

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Many different publishing companies have come to us wanting to create premade posters, CAFE headers, and strategy cards for Daily 5 and CAFE. In addition, many individuals are selling their own creative and cutesy versions on various websites. Here is what we want you to know: we have never given our permission to do this, and we never will.

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Write/ Stamp

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Communicating Behavior Expectations Year Round!

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Communicating Behavior Expectations Year Round!

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Daily Five Archives - The Brown Bag Teacher

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Teach the Children. Love the Children. Change the World.

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Vol. 70

No. 1

Abstract

What Is Feedback, Anyway?

Feedback Essentials

Progress Toward a Goal

"But There's No Time!"

Advice, evaluation, grades-none of these provide the descriptive information that students need to reach their goals. What is true feedback-and how can it improve learning?

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Abstract

What Is Feedback, Anyway?

Feedback Essentials

Progress Toward a Goal

"But There's No Time!"

Who would dispute the idea that feedback is a good thing? Both common sense and research make it clear: Formative assessment, consisting of lots of feedback and opportunities to use that feedback, enhances performance and achievement.

Yet even John Hattie (2008), whose decades of research revealed that feedback was among the most powerful influences on achievement, acknowledges that he has "struggled to understand the concept" (p. 173). And many writings on the subject don't even attempt to define the term. To improve formative assessment practices among both teachers and assessment designers, we need to look more closely at just what feedback is-and isn't.

What Is Feedback, Anyway?

The term feedback is often used to describe all kinds of comments made after the fact, including advice, praise, and evaluation. But none of these are feedback, strictly speaking.

Basically, feedback is information about how we are doing in our efforts to reach a goal. I hit a tennis ball with the goal of keeping it in the court, and I see where it lands-in or out. I tell a joke with the goal of making people laugh, and I observe the audience's reaction-they laugh loudly or barely snicker. I teach a lesson with the goal of engaging students, and I see that some students have their eyes riveted on me while others are nodding off.

Here are some other examples of feedback:

A friend tells me, "You know, when you put it that way and speak in that softer tone of voice, it makes me feel better."

A reader comments on my short story, "The first few paragraphs kept my full attention. The scene painted was vivid and interesting. But then the dialogue became hard to follow; as a reader, I was confused about who was talking, and the sequence of actions was puzzling, so I became less engaged."

A baseball coach tells me, "Each time you swung and missed, you raised your head as you swung so you didn't really have your eye on the ball. On the one you hit hard, you kept your head down and saw the ball."

Note the difference between these three examples and the first three I cited-the tennis stroke, the joke, and the student responses to teaching. In the first group, I only had to take note of the tangible effect of my actions, keeping my goals in mind. No one volunteered feedback, but there was still plenty of feedback to get and use. The second group of examples all involved the deliberate, explicit giving of feedback by other people.

Whether the feedback was in the observable effects or from other people, in every case the information received was not advice, nor was the performance evaluated. No one told me as a performer what to do differently or how "good" or "bad" my results were. (You might think that the reader of my writing was judging my work, but look at the words used again: She simply played back the effect my writing had on her as a reader.) Nor did any of the three people tell me what to do (which is what many people erroneously think feedback is-advice). Guidance would be premature; I first need to receive feedback on what I did or didn't do that would warrant such advice.

In all six cases, information was conveyed about the effects of my actions as related to a goal. The information did not include value judgments or recommendations on how to improve. (For examples of information that is often falsely viewed as feedback, see "Feedback vs. Advice" above and "Feedback vs. Evaluation and Grades" on p. 15.)

Decades of education research support the idea that by teaching less and providing more feedback, we can produce greater learning (see Bransford, Brown, & Cocking, 2000; Hattie, 2008; Marzano, Pickering, & Pollock, 2001). Compare the typical lecture-driven course, which often produces less-than-optimal learning, with the peer instruction model developed by Eric Mazur (2009) at Harvard. He hardly lectures at all to his 200 introductory physics students; instead, he gives them problems to think about individually and then discuss in small groups. This system, he writes, "provides frequent and continuous feedback (to both the students and the instructor) about the level of understanding of the subject being discussed" (p. 51), producing gains in both conceptual understanding of the subject and problem-solving skills. Less "teaching," more feedback equals better results.

Feedback Essentials

Whether feedback is just there to be grasped or is provided by another person, helpful feedback is goal-referenced; tangible and transparent; actionable; user-friendly (specific and personalized); timely; ongoing; and consistent.

1. Goal-Referenced

Effective feedback requires that a person has a goal, takes action to achieve the goal, and receives goal-related information about his or her actions. I told a joke-why? To make people laugh. I wrote a story to engage the reader with vivid language and believable dialogue that captures the characters' feelings. I went up to bat to get a hit. If I am not clear on my goals or if I fail to pay attention to them, I cannot get helpful feedback (nor am I likely to achieve my goals).

Information becomes feedback if, and only if, I am trying to cause something and the information tells me whether I am on track or need to change course. If some joke or aspect of my writing isn't working -a revealing, nonjudgmental phrase-I need to know.

Note that in everyday situations, goals are often implicit, although fairly obvious to everyone. I don't need to announce when telling the joke that my aim is to make you laugh. But in school, learners are often unclear about the specific goal of a task or lesson, so it is crucial to remind them about the goal and the criteria by which they should self-assess. For example, a teacher might say,

The point of this writing task is for you to make readers laugh. So, when rereading your draft or getting feedback from peers, ask, How funny is this? Where might it be funnier?

As you prepare a table poster to display the findings of your science project, remember that the aim is to interest people in your work as well as to describe the facts you discovered through your experiment. Self-assess your work against those two criteria using these rubrics. The science fair judges will do likewise.

2. Tangible and Transparent

Any useful feedback system involves not only a clear goal, but also tangible results related to the goal. People laugh, chuckle, or don't laugh at each joke; students are highly attentive, somewhat attentive, or inattentive to my teaching.

Even as little children, we learn from such tangible feedback. That's how we learn to walk; to hold a spoon; and to understand that certain words magically yield food, drink, or a change of clothes from big people. The best feedback is so tangible that anyone who has a goal can learn from it.

Alas, far too much instructional feedback is opaque, as revealed in a true story a teacher told me years ago. A student came up to her at year's end and said, "Miss Jones, you kept writing this same word on my English papers all year, and I still don't know what it means." "What's the word? " she asked. "Vag-oo," he said. (The word was vague!)

Sometimes, even when the information is tangible and transparent, the performers don't obtain it-either because they don't look for it or because they are too busy performing to focus on the effects. In sports, novice tennis players or batters often don't realize that they're taking their eyes off the ball; they often protest, in fact, when that feedback is given. (Constantly yelling "Keep your eye on the ball!" rarely works.) And we have all seen how new teachers are sometimes so busy concentrating on "teaching" that they fail to notice that few students are listening or learning.

That's why, in addition to feedback from coaches or other able observers, video or audio recordings can help us perceive things that we may not perceive as we perform; and by extension, such recordings help us learn to look for difficult-to-perceive but vital information. I recommend that all teachers videotape their own classes at least once a month. It was a transformative experience for me when I did it as a beginning teacher. Concepts that had been crystal clear to me when I was teaching seemed opaque and downright confusing on tape-captured also in the many quizzical looks of my students, which I had missed in the moment.

3. Actionable

Effective feedback is concrete, specific, and useful; it provides actionable information. Thus, "Good job!" and "You did that wrong" and B+ are not feedback at all. We can easily imagine the learners asking themselves in response to these comments, What specifically should I do more or less of next time, based on this information? No idea. They don't know what was "good" or "wrong" about what they did.

Actionable feedback must also be accepted by the performer. Many so-called feedback situations lead to arguments because the givers are not sufficiently descriptive; they jump to an inference from the data instead of simply presenting the data. For example, a supervisor may make the unfortunate but common mistake of stating that "many students were bored in class." That's a judgment, not an observation. It would have been far more useful and less debatable had the supervisor said something like, "I counted ongoing inattentive behaviors in 12 of the 25 students once the lecture was underway. The behaviors included texting under desks, passing notes, and making eye contact with other students. However, after the small-group exercise began, I saw such behavior in only one student."

Such care in offering neutral, goal-related facts is the whole point of the clinical supervision of teaching and of good coaching more generally. Effective supervisors and coaches work hard to carefully observe and comment on what they observed, based on a clear statement of goals. That's why I always ask when visiting a class, "What would you like me to look for and perhaps count?" In my experience as a teacher of teachers, I have always found such pure feedback to be accepted and welcomed. Effective coaches also know that in complex performance situations, actionable feedback about what went right is as important as feedback about what didn't work.

4. User-Friendly

Even if feedback is specific and accurate in the eyes of experts or bystanders, it is not of much value if the user cannot understand it or is overwhelmed by it. Highly technical feedback will seem odd and confusing to a novice. Describing a baseball swing to a 6-year-old in terms of torque and other physics concepts will not likely yield a better hitter. Too much feedback is also counterproductive; better to help the performer concentrate on only one or two key elements of performance than to create a buzz of information coming in from all sides.

Expert coaches uniformly avoid overloading performers with too much or too technical information. They tell the performers one important thing they noticed that, if changed, will likely yield immediate and noticeable improvement ("I was confused about who was talking in the dialogue you wrote in this paragraph"). They don't offer advice until they make sure the performer understands the importance of what they saw.

5. Timely

In most cases, the sooner I get feedback, the better. I don't want to wait for hours or days to find out whether my students were attentive and whether they learned, or which part of my written story works and which part doesn't. I say "in most cases" to allow for situations like playing a piano piece in a recital. I don't want my teacher or the audience barking out feedback as I perform. That's why it is more precise to say that good feedback is "timely" rather than "immediate."

A great problem in education, however, is untimely feedback. Vital feedback on key performances often comes days, weeks, or even months after the performance-think of writing and handing in papers or getting back results on standardized tests. As educators, we should work overtime to figure out ways to ensure that students get more timely feedback and opportunities to use it while the attempt and effects are still fresh in their minds.

Before you say that this is impossible, remember that feedback does not need to come only from the teacher, or even from people at all. Technology is one powerful tool-part of the power of computer-assisted learning is unlimited, timely feedback and opportunities to use it. Peer review is another strategy for managing the load to ensure lots of timely feedback; it's essential, however, to train students to do small-group peer review to high standards, without immature criticisms or unhelpful praise.

6. Ongoing

Adjusting our performance depends on not only receiving feedback but also having opportunities to use it. What makes any assessment in education formative is not merely that it precedes summative assessments, but that the performer has opportunities, if results are less than optimal, to reshape the performance to better achieve the goal. In summative assessment, the feedback comes too late; the performance is over.

Thus, the more feedback I can receive in real time, the better my ultimate performance will be. This is how all highly successful computer games work. If you play Angry Birds, Halo, Guitar Hero, or Tetris, you know that the key to substantial improvement is that the feedback is both timely and ongoing. When you fail, you can immediately start over-sometimes even right where you left off-to get another opportunity to receive and learn from the feedback. (This powerful feedback loop is also user-friendly. Games are built to reflect and adapt to our changing need, pace, and ability to process information.)

It is telling, too, that performers are often judged on their ability to adjust in light of feedback. The ability to quickly adapt one's performance is a mark of all great achievers and problem solvers in a wide array of fields. Or, as many little league coaches say, "The problem is not making errors; you will all miss many balls in the field, and that's part of learning. The problem is when you don't learn from the errors."

7. Consistent

To be useful, feedback must be consistent. Clearly, performers can only adjust their performance successfully if the information fed back to them is stable, accurate, and trustworthy. In education, that means teachers have to be on the same page about what high-quality work is. Teachers need to look at student work together, becoming more consistent over time and formalizing their judgments in highly descriptive rubrics supported by anchor products and performances. By extension, if we want student-to-student feedback to be more helpful, students have to be trained to be consistent the same way we train teachers, using the same exemplars and rubrics.

Progress Toward a Goal

In light of these key characteristics of helpful feedback, how can schools most effectively use feedback as part of a system of formative assessment? The key is to gear feedback to long-term goals.

Let's look at how this works in sports. My daughter runs the mile in track. At the end of each lap in races and practice races, the coaches yell out split times (the times for each lap) and bits of feedback ("You're not swinging your arms!" "You're on pace for 5:15"), followed by advice ("Pick it up-you need to take two seconds off this next lap to get in under 5:10!").

My daughter and her teammates are getting feedback (and advice) about how they are performing now compared with their final desired time. My daughter's goal is to run a 5:00 mile. She has already run 5:09. Her coach is telling her that at the pace she just ran in the first lap, she is unlikely even to meet her best time so far this season, never mind her long-term goal. Then, he tells her something descriptive about her current performance (she's not swinging her arms) and gives her a brief piece of concrete advice (take two seconds off the next lap) to make achievement of the goal more likely.

The ability to improve one's result depends on the ability to adjust one's pace in light of ongoing feedback that measures performance against a concrete, long-term goal. But this isn't what most school district "pacing guides" and grades on "formative" tests tell you. They yield a grade against recent objectives taught, not useful feedback against the final performance standards. Instead of informing teachers and students at an interim date whether they are on track to achieve a desired level of student performance by the end of the school year, the guide and the test grade just provide a schedule for the teacher to follow in delivering content and a grade on that content. It's as if at the end of the first lap of the mile race, My daughter's coach simply yelled out, " B+ on that lap!"

The advice for how to change this sad situation should be clear: Score student work in the fall and winter against spring standards, use more pre-and post-assessments to measure progress toward these standards, and do the item analysis to note what each student needs to work on for better future performance.

"But There's No Time!"

Although the universal teacher lament that there's no time for such feedback is understandable, remember that "no time to give and use feedback" actually means "no time to cause learning." As we have seen, research shows that less teaching plus more feedback is the key to achieving greater learning. And there are numerous ways-through technology, peers, and other teachers-that students can get the feedback they need.

So try it out. Less teaching, more feedback. Less feedback that comes only from you, and more tangible feedback designed into the performance itself. And, of course, send me some feedback on this article at gwiggins@authenticeducation.org.

Feedback vs. Advice

› You need more examples in your report.

› You might want to use a lighter baseball bat.

› You should have included some Essential Questions in your unit plan.

These three statements are not feedback; they're advice. Such advice out of the blue seems at best tangential and at worst unhelpful and annoying. Unless it is preceded by descriptive feedback, the natural response of the performer is to wonder, "Why are you suggesting this?"

As coaches, teachers, and parents, we too often jump right to advice without first ensuring that the learner has sought, grasped, and tentatively accepted the feedback on which the advice is based. By doing so, we often unwittingly end up unnerving learners. Students become increasingly insecure about their own judgment and dependent on the advice of experts-and therefore in a panic about what to do when varied advice comes from different people or no advice is available at all.

If your ratio of advice to feedback is too high, try asking the learner, "Given the feedback, do you have some ideas about how to improve?" This approach will build greater autonomy and confidence over the long haul. Once they are no longer rank novices, performers can often self-advise if asked to.

Feedback vs. Evaluation and Grades

› This is a weak paper.

› You got a C on your presentation.

› I'm so pleased by your poster!

These comments make a value judgment. They rate, evaluate, praise, or criticize what was done. There is little or no feedback here-no actionable information about what occurred. As performers, we only know that someone else placed a high or low value on what we did.

How might we recast these comments to be useful feedback? Tip: Always add a mental colon after each statement of value. For example,

"Good work: Your use of words was more precise in this paper than in the last one, and I saw the scenes clearly in my mind's eye."

"This is a weak paper: Almost from the first sentence, I was confused as to your initial thesis and the evidence you provide for it. In the second paragraph you propose a different thesis, and in the third paragraph you don't offer evidence, just beliefs."

You'll soon find that you can drop the evaluative language; it serves no useful function.

The most ubiquitous form of evaluation, grading, is so much a part of the school landscape that we easily overlook its utter uselessness as actionable feedback. Grades are here to stay, no doubt-but that doesn't mean we should rely on them as a major source of feedback.

References

Bransford, J. D., Brown, A. L., & Cocking, R. R. (Eds.). (2000). How people learn: Brain, mind, experience, and school. Washington, DC: National Academy Press.

Hattie, J. (2008). Visible learning: A synthesis of over 800 meta-analyses relating to achievement. New York: Routledge.

Mazur, E. (2009, January 2). Farewell, lecture? Science, 323, 50-51.

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Advice, evaluation, grades-none of these provide the descriptive information that students need to reach their goals. What is true feedback-and how can it improve learning?

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Identifying Instructional moves during Guided Reading

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Identifying Instructional moves during Guided Reading

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The Reading Rule We Would Never Follow As Adult Readers

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The Reading Rule We Would Never Follow As Adult Readers

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Choice.

The number one thing all the students I have polled through the years want the most when it comes to reading. No matter how I phrase the question, this answer in all of its versions is always at the top. Sometimes pleading, sometimes demanding, sometimes just stated as a matter of fact; please let us choose the books we want to read.

Yet, how often is this a reality for the students we teach? How often, in our eagerness to be great teachers, do we remove or disallow the very things students yearn for to have meaningful literacy experiences? How many of the things we do to students would we never put up with ourselves? In our quest to create lifelong readers, we seem to be missing some very basic truths about what makes a reader. So what are the rules we would probably not always follow ourselves?

Removing choice. I have to start with the most obvious; removing choice in reading (and even in writing). We know that choice matters, we know as adult readers we revel in the sheer experience of being able to choose what we want to read. We take it for granted and will even rebel in small ways when someone says we have to read something. Choice is the cornerstone of our own literacy life, yet it is one of the first things we tend to remove for children, especially fragile or developing readers. And I get it, we think we know better when students repeatedly choose wrong, yet, it is in the selection process that students can uncover who they are as readers, if we give them time to discuss, reflect, and yes, even try the things they choose that may not be a great fit.

Forced reflection. We seem to be reflecting kids to death with our requirements to write a little bit about every book they read. Or having them keep a reading journal or having them write about the signposts or whatever else they are finding when they independently read. It is not that we shouldn't have students reflect when they read, it is that we make these one-size-fits-all requirements where students cannot discover how they would like to digest their reading. How often do we as adults write a paragraph every time we finish a book? Or summarize it? Or make a diorama, (which yes, I made my students do)? While I know adults that would love to do all of those things, I also know many that would not. In fact, many adult readers I know would slow down their reading or hide their reading if they had to do all of that "work." When I teach the signposts (from the excellent book Notice and Note Notice and Note) I tell my students that they are not expected to find them when they are reading at home, but that they are meant to be able to find them when asked. There is a big difference in the way they feel about the task because it is not something they have to do all of the time.

Forced tracking. Oh reading logs, I am looking at you here. Yes, as an adult I track my reading on my Goodreads account. I even write reviews sometimes. But I don't track my pages (unless I have a bigger purpose in mind and then it is for short amount of time), or time how long I read for, or even have my husband sign for me. I make time to read because I love reading. And while we can say that reading logs foster more reading because it is a check up system, it also kills reading for many. If you want to see if the kids are reading, have them read in class and pay attention to what they are reading. Allow students to track in a way that is meaningful to them; Goodreads, notebook page, poster, pictures of books on their phone, or even through conversations. There is no one system that fits all and if a system we have in place is even killing the love of reading for one child, then we need to rethink it.

Points and competition. Yes, AR, you have it coming. Plus all of the other initiatives that we put in place to urge students to read. And I get it; we desperately want students to become readers and to keep reading, yet this short-term solution can actually have a long-term consequence; kids who do not read for reading's sake but for the prizes or honors attached to it. We know what the research says regarding motivation and reading and how it can actually have adverse effects, and yet, we continue to concoct programs to try to get them reading. How many adults though would read more because we then could take a computerized test that would give us points? How many adults would be okay with their reading lives on display for the world to see? Some would, while others would hate for the world to know something that they see as a personal discovery. Why do we assume that what might work for one child will work for all?

Limited abandonment. As an adult reader I practice wild book abandonment, passing books on when I know they are not right for me, yet as teachers, we often have rules for when students are allowed to abandon a book. I used to subscribe to the 50 page rule myself. Why? If a child wants to abandon a book, they are on their way to knowing themselves better as a reader. This is something to celebrate, not something to limit. If a child is a serial book abandoner, and yes, I have a few of those, then we should be asking them why, rather than just stopping them. What did they not like about this book? What do they need to look for instead? Help them explore their reading identity so that they can develop it rather than have them mimic yours.

Inane bookshopping rules. My students used to be allowed to bookshop on Fridays. That was it. Yet, as an adult reader I bookshop all of the time. I am constantly on the prowl for the next great read and my to-be-read list is ever expanding. I get that book shopping or browsing sometimes becomes an escape for a child when they do not want to read, but then we work with that one child, rather than impose limits for all. My students know that book shopping can happen anytime during our independent reading time, or even if they have completed other tasks. I would rather want children that want to look at books, than those who abhor it.

When my students started telling me their reading truths, I drove home in shame; how many of the very things they told me had killed their love of reading where things that I had done myself as a teacher? How many of the things was I still doing? Yet, within the words of my students, I found the biggest truth of all; different children need different reading experiences and so that means now is I try to create a passionate reading environment, where there is room and scaffold for all of my readers. Not just those that can work in one system concocted by me. I know that sometimes large things are out of our control, yet, there are so many small things that are. Think of what made you a reader or what stopped you from becoming one and then use that reflection to shape the way reading is taught and practiced in your own learning environment. Being a teacher means that we learn from our mistakes, I have made many, and it means that we continue to strive for better. We cannot do that if we don't listen to the students. And you know what; don't take my word for it; ask your own students. Then listen. Then do something about it.

PS: Today I pondered out loud on Twitter how many educators tell students to read at home or over the summer and never read themselves. Being a reading role model should be a requirement for all teachers of reading, it makes a huge difference.
If you are wondering why there seems to be a common thread to so many of my posts as of late, it is because I am working on two separate literacy books. While the task is daunting and intimidating, it is incredible to once again get to share the phenomenal words of my students as they push me to be a better teacher. The first book tentatively titled The Global Literacy Classroom is scheduled for release November, 2016 by Solution Tree. The second, which I am still writing, is tentatively Passionate Readers and will be published in the summer of 2017 by Routledge. So until then if you like what you read here, consider reading my book Passionate Learners - How to Engage and Empower Your Students. Also, if you are wondering where I will be in the coming year or would like to have me speak, please see this page.

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The Reading Rules We Would Never Follow as Adult Readers

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Choice. The number one thing all the students I have polled through the years want the most when it comes to reading. No matter how I phrase the question, this answer in all of its versions is always at the top. Sometimes pleading, sometimes demanding, sometimes just stated as a matter of fact; please let...

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A Level is a Teacher's Tool, Not a Childs..

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A Level is a Teacher's Tool, Not a Childs..

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It's hard enough to be a kid. They have lots of things to worry about: parents, friends, sports, grades, etc. Reading can be an escape from those worries, just like it is for adults; it's a way to relax and plunge yourself into someone else's world for a little while. But what happens when a child finds out that they're not reading on the "same level" as the other children? What does that even mean to them? It's not good, they know that. Reading has now become another worry to add to the pile of worries.

Trying to climb the "level ladder" is not what reading is about. It should be about enjoyment and discovery. Focusing too much on text levels can cause problems. Fountas and Pinnell created the F&P Text Level Gradient ™ to be used as a teacher's tool for assessment and instruction. The levels aren't meant to be shared with the children or parents.

Help Students Build Self-Esteem and Love of Reading

"It is detrimental to a student's self-esteem and to their love of reading when they are encouraged to measure their own progress by 'moving up levels,'" (Fountas and Pinnell 2017). Students should not use levels to compare themselves with others or to compete. This is counterintuitive to building a classroom community where each student is respected; has a sense of agency; values collaboration over competition; and grows up seeing themselves as literate.

Make "Choice" Authentic

Telling students to choose by "level" is not an authentic way to select books to read independently. That isn't how I choose a book as an adult. In fact, I really love reading high fantasy, young adult books with a romantic twist. Can I read War and Peace? Sure, but I devour those YA novels like candy and that's what we want students to do: get them to a point where they need to read every day; they yearn for it. As much as possible, strive for them to choose books in a way that all readers do-books that interest and engage them.

Advocate for the Appropriate Use of Levels in Your School

Fountas and Pinnell believe very strongly that students' reading levels have no place in teacher evaluation or on report cards to be sent home to parents. Too much emphasis on levels can lead to misconceptions on the part of families. Informing parents of the level at which their child is reading can make them uneasy. They may see the level as a very exact
measurement, but students don't always read at a precise level. Parents also talk with other parents, and if they find that their child is reading at a lower level than other children, they might panic. But they don't understand the intricacies of how those levels work the way you do.

Levels can be a resource for you and your colleagues to guide student choices for independent reading, but they should not be a limitation or a requirement. Leveled books are instructional tools for teachers who understand them-nothing more. Above all else, a level is a teacher's tool, not a child's label.

Jill Backman, Fountas & Pinnell Marketing Manager

Join the fastest growing community in the field of literacy education. Get your free membership and stay up to date on the latest news and resources from Fountas and Pinnell at www.fountasandpinnell.com

Join the Fountas & Pinnell Literacy™ Facebook Learning Group for more collaborative conversation at https://www.facebook.com/groups/FountasPinnell/

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A Level is a Teacher's Tool, NOT a Child's Label

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It's hard enough to be a kid. They have lots of things to worry about: parents, friends, sports, grades, etc. Reading can be an escape from those worries, just like it is for adults; it's a way to relax and plunge yourself into someone else's world for a little while.