Tabù no. Paletti sì - Valutazione delle prestazioni e politiche di miglioramento |

Tabù no. Paletti sì - Valutazione delle prestazioni e politiche di miglioramento

di Antonio ValentinoLun, 04/04/2011 - 12:38

Il gran parlare che si fa, in questo periodo, di valutazione dei docenti e delle scuole tende, se non altro, a fare uscire la questione dalle nicchie dei soliti addetti e spinge ad approfondire in termini meno generici e astratti il rapporto tra valutazione, miglioramento e premialità. E anche a interrogarci sull’accezione tutta ministeriale di “premio” come forma prevalente di riconoscimento della qualità del lavoro a scuola e come fattore motore per dare vitalità e smalto al nostro sistema di istruzione.

Penso che la questione vada affontata con animo sgombro da pregiudizi. Ma anche con la barra ben orientata. E la direzione non può che essere quella di un rinnovamento e miglioramento della scuola pubblica che le permetta di recuperare in pieno la sua funzione sociale di luogo di emancipazione e di sviluppo della cittadinanza.

Difendere la scuola pubblica, se può significare esaltarne giustamente il ruolo, non può tuttavia
portarci a nascondere le contraddizioni che l’attraversano, le arretratezze culturali e professionali di molta parte del fare scuola, le diseguaglianze che la carraterizzano e non solo tra nord e sud, ma tra scuole dello stesso territorio o addirittura tra sezioni dello stesso istituto.

Se si condivide questo rilievo, si tratta di capire se e come il discorso della valutazione delle
prestazioni può portare acqua al mulino di una scuola pubblica migliore, nel senso di attenta a
migliorare l’efficienza in funzione dell’efficacia e dell’equità.

Qui si assume come punto acquisito il fatto che le sperimentazioni per la premiazione dei
docenti “bravi” e delle “buone” scuole, lanciate nel novembre scorso dal MIUR, non hanno
funzionato. Non solo le scuole, ma anche le associazioni professionali e (quasi) tutti gli esperti
impegnati su questi terreni hanno detto a chiare letere che “non era cosa”.

Qualche punto fermo
Sarebbe opportuno partire dalle ragioni del rifiuto sostanziale di queste sperimentazioni, non per
recriminare, ma per vedere che lezione trarne sul terreno di una ricerca meno raffazzonata su un
tema importantissimo.
Va comunque ribadito a premessa, contro chi rema contro per partito preso,
1. che la valutazione delle prestazioni individuali e collettive rappresenta, se ben condotta,
un poderoso strumento di conoscenza e autoconsapevoleza e una importante leva per il
miglioramento.
Quindi valutare per migliorare. E non semplicemente sul terreno dell’efficienza (sempre
comunque importante e preliminare, e mai fine a se stesso);
2. che, in ogni caso, un soggetto (un singolo, un team, una organizzazione …) che non ‘si misura’
(o, se si preferisce, che non si osserva con metodo e continuità e non si interroga in modo
non approssimativo), è piuttosto improbabile che possa gestirsi con cognizione di causa e
soprattutto, possa migliorarsi.
(Anche se dobbiamo avere sempre presente che valutare è difficile e complicato e che essere
valutati è, checchè se ne dica, generalmente frustrante. Anche se questa consapevolezza non può
costituire alibi per non valutare);
3. che le operazioni che precedono ogni valutazione (raccolta di dati e statistiche) non forniscono
automaticamente risposte e soluzioni. E’ la riflessione e la interpretazione dei dati che permettono di costruire significati e scelte operative per la soluzione dei problemi. Sulla base di obiettivi e compiti debitamente (e opportunamente) ripensati a fronte di ambienti, come quelli scolastici, caratterizzati da un forte tasso di imprevedibilità.
Ciò premesso, è opportuno poi mettere in risalto alcune consapevolezze che il dibattito degli ultimi
mesi ha fatto emergere come utili paletti per riprendere a parlare di valutazione non sulla base di
assunti ideologici, ma di dati di esperienza e risultati di ricerche.
Con riferimento esplicito ad alcune scelte di fondo delle sue sperimentazioni, andrebbe quindi
condiviso
1. che i meccanismi di premialità correlati unicamente agli apprendimenti degli allievi sono
intrinsicamente deboli (ricerche USA);
2. che, conseguentemente, “la definizione di merito deve uscire dalla ideologia della premialità
e assumere il rigore del riconoscimento, mediante azioni valutative mirate, contestualizzate,
connesse a programmi specifici, capaci di differenziare il valore aggiunto attribuibile ai team e
ai singoli. (….)”(Tessaro). In altri termini, è soprattutto il miglioramento dell’apprendimento
che evidenzia una professionalità docente esperta; non tanto i risultati di apprendimento. I
risultati di apprendimento vanno piuttosto considerati e valutati in ragione dei progressi fatti in
rapporto alle situazioni e condizioni di partenza e al contesto;
3. che le rilevazioni sulla “reputazione”, anche se integrate e relativizzate da altri elementi, se
enfatizzano la funzione dei genitori/studenti come clienti, sono strumento che può risultare
condizionante dell’autonomia professionale e dar luogo a forme di autoreferenzialità di segno
analogo a quelle ‘praticate’ dalle scuole e altrettanto nocive. Inoltre, se fatta solo in funzione del
riconoscimento dei “bravi”, lascia fuori le rilevazioni sui soggetti deboli o inadatti, in funzione
di miglioramento o diversa collocazione;
4. che la confusione tra obiettivi (nel caso: valutare per premiare) e compiti (sempre nelle due
sperimentazioni: mettere a punto meccanismi di misurazione per premiare il merito) e la
genericità degli indicatori di risultato - oltre alla debolezza del sistema di valutazione - sono
criticità da prevedere e rimuovere prima di mettere mano a operazioni ambiziose come quella
tentata dal Ministro;
5. che una valutazione non finalizzata alla gestione della crescita professionale e non funzionale
allo sviluppo di carriera (e, quindi, a riconoscimenti economici adeguati) è destinata a non avere
successo.

Le prove INVALSI: no a contrapposizioni ideologiche e nocive
È in ragione di queste considerazioni, che personalmente considero paletti per ogni discorso
successivo sulla questione, che le posizioni che puntano a gettare discredito e a considerare
illegittime le future prove INVALSI, estese da quest’anno anche al biennio delle superiori, mi
sembrano sbagliate e ingiustificate – come ha ben messo recentemente in evidenza Maurizio
Tiriticco in un lucido e appassionato articolo.
In primo luogo appare pretestuoso il regionamento secondo cui l’accertamento dei livelli di
conoscenze e competenze (tra l’altro, vincolo di sistema…..) dei nostri studenti andrebbe messo in
discussione in quanto lederebbe addirittura l’autonomia delle singole scuole e perché indurrebbe a un tipo di didattica orientata alla soluzione dei test.

La debolezza di questo modo di pensare è immediatamente evidente a chi nella scuola lavora e sa
che l’autonomia non è sinonimo di autoreferenzialità e che, quindi, essa non si esercita chiudendosi nel proprio guscio, ma accettando e misurandosi su traguardi comuni (a livello nazionale, e non solo) che facciano perno in primo luogo sulle competenze di cittadinanza.
Le consapevolezze che queste rilevazioni permettono di sviluppare possono diventare bussola per
capire le direzioni del cambiamento possibile.
Sappiamo dei dubbi sulla capacità di questi strumenti di accertare efficacemente e affidabilmente
i livelli competenze previste dagli ordinamente. Ma questi dubbi, che certamente vanno tenuti
presenti, non possono però oscurare le potenzialità delle rilevazioni e le possibilità di un uso
positivo dei risultati.
Né si può enfatizzare più di tanto il rischio che le tipologie di prove proposte possano snaturare
la didattica piegandola alla soluzione delle stesse. Si fa così un torto alla professionalità degli
insegnanti. In ogni caso una formazione attenta nella gestione di queste prove e dei loro risultati può facilmente fugare, al riguardo, rischi certamente possibili.

Primo: accertare gli ostacoli al buon funzionamento
Un approfondimento, a questo punto, sulla nozione di miglioramento, per rimarcare un’area di
attenzione non sempre adeguatamente considerata.
Mi vado confermando sempre più nell’idea che l’assenza di accertamenti volti a individuare zone
d’ombra, professionalità inadeguate - perché impreparate, incapaci, inadatte o semplicemente non
motivate - costituisce forte ostacolo ad un buon funzionamento del sistema scuola.
Disattenzioni al riguardo (mancanza o inadeguatezza di rilevazioni) impediscono interventi
migliorativi delle professionalità e degli ambienti. Senza di essi, d’altra parte, la scuola non
è “sistema” che tende a garantire la realizzabilità degli obiettivi che sono dentro la sua ragione
sociale.
Su questo terreno un ruolo importante è chiamato a svolgerlo, già in base alle disposizioni vigenti,
il Dirigente scolastico. Ma rilevazioni mirate – all’interno di valutazioni di Istituto - permettono
accertamenti e valutazioni più appropriate (e attendibili); e quindi soluzioni adeguate e opportune .

Creare appeal alla carriera scolastica
In altri termini, se il senso della valutazione è far sì che il sistema funzioni al meglio, non sono
forse, allora, punto di attacco l’individuazione e l’analisi delle criticità?
Pertanto, se vogliamo migliorare il sistema, è - in primo luogo - necessario
a. farsi carico delle misure da mettere in campo per sviluppare motivazione e professionalità
adeguate (forme e condizioni per il reclutamento, sviluppi di carriera, incentivi “estrinsici”
oltre a quelli intrinsici per la formazione in servizio), ma anche
b. impedire che i problemi di funzionamento delle scuole vengano appesantiti dalla presenza di
personale inadatto a ricoprire ruoli e funzioni previste dagli ordinamenti.
Né va sottovalutato l’obiettivo – strategico – di attirare energie (giovani) disponibili e di qualità
al pianeta scuola, sia attraverso politiche remunerative (lo stipendio) e di carriera allettanti, sia
con politiche più generali che riconoscano alla scuola ‘peso’ sociale e, quindi, al suo personale,
considerazione e riconoscimento.

Un percorso possibile per costruire un efficace sistema di valutazione
Questi ultimi riferimenti permettono comunque di recuperare centralità al percorso necessario per
la valorizzazione delle professionalità nella scuola e per la costruzione di un efficace sistema di
valutazione e monitoraggio.
A questo proposito mi sembrano degne di attenzione le linee di lavoro proposte dal prof. Tessaro
in un suo recente articolo. Così egli articola il percorso che qui di seguito ripropongo con qualche
semplificazione e puntualizzazione:
- Individuazione di profili professionali condivisi e declinati in indicatori e descrittori
- Definizione di profili in uscita degli studenti, declinati in termini di conoscenze, abilità,
competenze
- Sviluppo di una cultura valutativa che riconosca e condivida senso e valore del valutare in
modo integrato processi e prodotti, progetti e contesti
- Messa a punto di un sistema di valutazione basato sulla condivisione preventiva dei criteri e
degli standard e sulla trasparenza degli atti
- Promozione di una formazione continua dei valutatori esterni
- Disponibilità delle risorse per progettare e implementare e validare l’impianto valutativo.
Se non si garantiscono interventi certi e curati su ciascuno di questi ambiti, qualsiasi discorso sulla
valutazione delle prestazioni è - penso - destinato a rimanere sulla carta.

Desidero ancora richiamare, a proposito dell’elenco sopra riportato, che mancano del tutto i
riferimenti al tema della premialità.
E’ una scelta particolarmente condivisibile. È infatti difficile, nei ragionamenti che si fanno su
quest’argomento, motivare il premio per chi fa al meglio il proprio dovere.
Si capisce invece molto di più che chi ‘fa meglio’ possa aspirare, con maggiori probabilità rispetto
agli altri, a ruoli più impegnativi e prestigiosi e remunerativi, sia dentro (Dirigente Scolastico,
Funzioni Strumentali, collaboratori del preside, presidio di aree strategiche) che fuori la scuola
(centri ricerca, funzioni ispettive …,); e che possa godere di una accellerazione di carriera.

Invece, questa della premialità in termini di riconoscimento economico una tantum
è un non sense, un potenziale cavallo di Troia con forte carica distruttiva del clima scolastico.

Questo tipo di premialità solo in un caso potrebbe avere senso: quando si vuole riconoscere
l’impegno e il ‘talento’ di una scuola che, in virtù della sua autonomia o di adesione a progetti
nazionali, sviluppi attività di ricerca e sperimentazione su terreni di particolare significatività per
il sistema e ottenga risultati che permettano ricadute positive sull’intero sistema. Allora sì che può
essere opportuno e doveroso riconoscerla.

Fase di passaggio e verifiche obbligate
In attesa di risorse adeguate (campa cavallo?) - che diano gambe solide ad una politica che guardi
alla valutazione come operazione funzionale agli obiettivi di cui sopra – , un interrogativo: non
sarebbe il caso di investire le esigue disponibilità finanziarie del momento in motivazione e
crescita della cultura professionale in genere e valutativa in particolare? Per esempio, attraverso
sperimentazioni di carattere nazionale sui temi caldi del rinnovo ordinamentale delle recenti leggi di riordino? E attivando allo scopo le risorse professionali già previste (Comitati tecnico Scientifici e
altro) per le sperimentazioni ministeriali? In altre parole: rilancio della sperimentazione e la ricerca
a livello nazionale e premi per le scuole che dimostrino qualità di risultati anche ‘esportabili’.

E’ una proposta che non vuole avere niente di provocatorio e che, a ben guardare, appare
abbastanza sensata (anche se, ovviamente, impegnativa).
In tanti (cito i primi nomi che mi vengono in mente: Tiriticco, De Anna, Missaglia, Castoldi,
l’ANDIS di Milano) l’hanno avanzata, anche se con accenti e modalità diverse.
Pure chi scrive ne ha parlato a più riprese.
E’ un’idea peregrina?

Ciò detto, diventa però questione centrale, in questa fase, la verifica delle compatibilità /
conciliabilità del quadro di opzioni sopra rappresentato – e nel quale tende a riconoscersi quella
parte del mondo della scuola che punta più sullo sviluppo e la valorizzazione delle professionalità e meno su logiche premiali di marca brunettiana - con le politiche governative al riguardo.
I due provvedimenti normativi con i quali è gioco-forza misurarsi sono, da una parte, lo Schema di
decreto legislativo recante disposizioni integrative e correttive del decreto legislativo n. 150/ 09,
(CdM, 21 gennaio 2011) sui temi della premialità; dall’altra, il DPCM dell’8 febbraio 2011 (i limiti
e le modalità di applicazione del sistema di misurazione, valutazione, trasparenza della performance al personale docente ed educativo), applicativo del decreto legislativo prima citato.

A questo punto il discorso, come ben sanno non solo gli addetti ai lavori, diventa difficile e molto
problematico. Ma inevitabile.

31 commenti

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