Teacher evaluation policies seek to improve student outcomes by increasing the effort and skill levels of current and future teachers. Current policy and most prior research treats teacher evaluation as balancing two aims: accountability and growth. Proper teacher evaluation design has been understood as successfully weighting the accountability and growth dimensions of policy and practice. I detail six assumptions underlying teacher evaluation for growth and accountability and assess their reasonableness in light of empirical evidence from the personnel economics, social psychology and management literatures. I simulate a set of teacher evaluation policies and find that those that treat evaluation for accountability and evaluation for growth as substitutes modestly outperform policies that treat them as complements. The teachers’ rates of learning through evaluation and the labor market effects of evaluation are critical in determining its impact. I conclude with recommendations for the design of teacher evaluation policies.
education policy, teacher evaluation, labor contracts, personnel management, simulation
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