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Educator labor markets
This case study offers an organizational perspective on the ways in which a collective bargaining agreement shaped the administrative functioning of schools within an urban district. The data demonstrate how rational choice assumptions failed to account for the everyday site interactions between principals and teachers. Using complexity theory as an analytic tool, the authors consider the interference of external pressures on a system defined by internal interdependence. Reforms that address the complexity of workplace conditions in K-12 contexts are offered.
We show that fade out biases value-added estimates at the teacher-level. To do so, we use administrative data from North Carolina and show that teachers' value-added depend on the quality of the teacher that preceded them. Value-added estimators that control for fade out feature no such teacher-level bias. Under a benchmark policy that releases teachers in the bottom five percent of the value-added distribution, fifteen percent of teachers released using traditional techniques are not released once fade out is accounted for. Our results highlight the importance of incorporating dynamic features of education production into the estimation of teacher quality.
Test-based accountability pressures have been shown to result in transferring less effective teachers into untested early grades and more effective teachers to tested grades. In this paper, we evaluate whether a state initiative to turnaround its lowest performing schools reproduced a similar pattern of assigning teachers and unintended, negative effects on the outcomes of younger students in untested grades. Using a sharp regression discontinuity design, we find consistent evidence of increased chronic absenteeism and grade retention in the first year. Also, the findings suggest negative effects on early literacy and reading comprehension in the first year of the reform that rebounded somewhat in the second year. Schools labeled low performing reassigned low effectiveness teachers from tested grades into untested early grades, though these assignment practices were no more prevalent in reform than control schools. Our results suggest that accountability-driven school reform can yield negative consequences for younger students that may undermine the success and sustainability of school turnaround efforts.
Teachers are among the most important school-provided determinants of student success. Effective teachers improve students’ test scores as well as their attendance, behavior, and earnings as adults. However, students do not enjoy equal access to effective teachers. This article reviews some of the key challenges associated with teacher policy confronted by school leaders and education policymakers, and how the tools of applied economics can help address those challenges. The first challenge is that identifying effective teachers is difficult. Economists use value-added models to estimate teacher effectiveness, which works well in certain circumstances, but should be just one piece of a multi-measure strategy for identifying effective teachers. We also discuss how different policies, incentives, school characteristics, and professional-development interventions can increase teacher effectiveness; this is important, as schools face the daunting challenge of hiring effective teachers, helping teachers to improve, and removing ineffective teachers from the classroom. Finally, we discuss the supply and mobility of teachers, including the consequences of teacher absenteeism, the distribution of initial teaching placements, and the characteristics and preferences of those who enter the profession.
Using data with detailed instructor employment information from a state college system, this study examines disciplinary variations in the characteristics and effects of non-tenure-track faculty hired through temporary and long-term employment. We identify substantial differences in the demographic and employment characteristics between the two types of non-tenure-line faculty, where the differences are most pronounced in STEM fields at four-year colleges. Using an instrumental variables strategy to address student sorting, our analyses indicate that taking introductory courses with temporary adjuncts reduces subsequent interest, and the effects are particularly large in STEM fields at four-year colleges. Long-term non-tenure faculty are generally comparable to tenure-track faculty in student subsequent interest, but tenure-track faculty are associated with better subsequent performance in a handful of fields.
Numerous studies have considered the important role of cognition in estimating the returns to schooling. How cognitive abilities affect schooling may have important policy implications, especially in developing countries during periods of increasing educational attainment. Using two longitudinal labor surveys that collect direct proxy measures of cognitive skills, we study the importance of specific cognitive domains for the returns to schooling in two samples. We instrument for schooling levels and we find that each additional year of schooling leads to an increase in earnings by approximately 18-20 percent. The estimated effect sizes—based on the two-stage least squares estimates—are above the corresponding ordinary least squares estimates. Furthermore, we estimate and demonstrate the importance of specific cognitive domains in the classical Mincer equation. We find that executive functioning skills (i.e., memory and orientation) are important drivers of earnings in the rural sample, whereas higher-order cognitive skills (i.e., numeracy) are more important for determining earnings in the urban sample. Although numeracy is tested in both samples, it is only a statistically significant predictor of earnings in the urban sample. (JEL I21, F63, F66, N37)
High rates of principal turnover nationally mean that school districts constantly are called on to recruit and select new principals. The importance of a school’s principal makes choosing candidates who will be effective paramount, yet we have little evidence linking information known to school districts at time of selection to principal’s future job performance. Using data from Tennessee, we test the degree to which observable information about novice principals from prior to entry, including qualifications, work history information, and effectiveness in prior roles, predicts practice ratings assigned to them in their initial years in the principalship. We find that educational attainment and years of experience in other jobs hold little predictive power. Performance ratings received as an assistant principal (AP) or teacher, however, do predict principal effectiveness. Moreover, APs who previously worked in schools with highly rated principals are more likely to be effective upon transitioning into the principalship.
Assistant principals are important education personnel, both as essential members of school leadership teams and apprentice principals. However, empirical evidence on their career outcomes remains scarce. Using statewide administrative data from Tennessee and Missouri, we provide the first comprehensive analysis of AP mobility. While prior work focuses only on AP promotions into principal positions, we also account for APs who exit school leadership and transfer to a different school. We find yearly mobility rates of 25–28%, with 10% of APs leaving school leadership, 7.5% changing schools, and 7.5–10% becoming principals. We also document a strong relationship between AP mobility and principal turnover, where higher-performing APs are substantially more likely to replace their departing principal. Principal transitions also appear to increase the likelihood that APs exit school leadership and change schools, highlighting an additional cost of high rates of principal churn.
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 skill development. Proper teacher evaluation design has been understood as successfully weighting the accountability and professional growth dimensions of policy and practice. I develop a model of teacher effectiveness that incorporates improvement from evaluation and detail conditions which determine the effectiveness of teacher evaluation for growth and accountability at improving student outcomes. Drawing on empirical evidence from the personnel economics, economics of education and measurement literatures, I simulate the long-term effects of a set of teacher evaluation policies. I find that those that treat evaluation for accountability and evaluation for growth as substitutes outperform policies that treat them as complements. I conclude that optimal teacher evaluation policies would impose accountability on teachers performing below a defined level and above which teachers would be subject to no accountability pressure but would receive intensive instructional supports.
We study personnel flexibility in charter schools by exploring how teacher retention varies with teacher and school quality in Massachusetts. Charters are more likely to lose their highest and lowest value-added teachers. Low performers tend to exit public education, while high performers tend to switch to traditional public schools. To rationalize these findings, we propose a model in which educators with high fixed-costs use charter schools to explore teaching careers before obtaining licenses required for higher paying public sector jobs. The model suggests charter schools create positive externalities for traditional public schools by increasing the average quality of available teachers.