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This report synthesizes the research evidence about the impact of community schools on student and school outcomes. Its aim is to support and inform school, community, district, and state leaders as they consider, propose, or implement community schools as a strategy for providing equitable, high-quality education to all young people. We conclude that well-implemented community schools lead to improvement in student and school outcomes and contribute to meeting the educational needs of low-achieving students in high-poverty schools, and sufficient research exists to meet the Every Student Succeeds Act (ESSA) standard for an evidence-based intervention.
Estimates of teacher “value-added” suggest teachers vary substantially in their ability to promote student learning. Prompted by this finding, many states and school districts have adopted value-added measures as indicators of teacher job performance. In this paper, we conduct a new test of the validity of value-added models. Using administrative student data from New York City, we apply commonly estimated value-added models to an outcome teachers cannot plausibly affect: student height. We find the standard deviation of teacher effects on height is nearly as large as that for math and reading achievement, raising obvious questions about validity. Subsequent analysis finds these “effects” are largely spurious variation (noise), rather than bias resulting from sorting on unobserved factors related to achievement. Given the difficulty of differentiating signal from noise in real-world teacher effect estimates, this paper serves as a cautionary tale for their use in practice.
While school choice may enhance competition, incentives for public schools to raise productivity may be muted if public education is viewed as imperfectly substitutable with alternatives. This paper estimates the aggregate effect of charter school expansion on education quality while accounting for the horizontal differentiation of charter school programs. To do so, we combine student-level administrative data with novel information about the educational programs of charter schools that opened in North Carolina following the removal of the statewide cap in 2011. The dataset contains students' standardized test scores as well as geocoded residential addresses, which allow us to compare the test score changes of students who lived near the new charters prior to the policy change with those for students who lived farther away. We apply this research design to estimate separate treatment effects for exposure to charter schools that are and are not differentiated horizontally from public school instruction. The results indicate learning gains for treated students that are driven entirely by non-horizontally differentiated charter schools: we find that non-horizontally differentiated charter school expansion causes a 0.05 SD increase in math scores. These learning gains are driven by public schools responding to increased competition.
We study the transmission of beliefs about gender differences in math ability from adults to children and how this affects girls’ academic performance relative to boys. We exploit randomly assigned variation in the proportion of a child’s middle school classmates whose parents believe boys are innately better than girls at learning math. An increase in exposure to peers whose parents report this belief increases a child’s likelihood of believing it, with similar effects for boys and girls and greater effects from peers of the same gender. This exposure also affects children’s perceived difficulty of math, aspirations, and math performance, generating gains for boys and losses for girls.
In recent years, states have sought to increase accountability for public school teachers by implementing a package of reforms centered on high-stakes evaluation systems. We examine the effect of these reforms on the supply and quality of new teachers. Leveraging variation across states and time, we find that accountability reforms reduced the number of newly licensed teacher candidates and increased the likelihood of unfilled teaching positions, particularly in hard-to-staff schools. Evidence also suggests that reforms increased the quality of new labor supply by reducing the likelihood new teachers attended unselective undergraduate institutions. Decreases in job security, satisfaction, and autonomy are likely mechanisms for these effects.
Despite wide achievement gaps across California between students from different racial and socioeconomic backgrounds, some school districts have excelled at supporting the learning of all their students. This analysis identifies these positive outlier districts—those in which students of color, as well as White students, consistently achieve at higher levels than students from similar racial/ethnic backgrounds and from families of similar income and education levels in most other districts. These results are predicted, in significant part, by the qualifications of districts’ teachers, as measured by their certification and experience. In particular, the proportion of underprepared teachers—those teaching on emergency permits, waivers, and intern credentials—is associated with decreased achievement for all students, while teaching experience is associated with increased achievement, especially for students of color.
High teacher turnover imposes numerous burdens on the schools and districts from which teachers depart. Some of these burdens are explicit and take the form of recruiting, hiring and training costs. Others are more hidden and take the form of changes to the composition and quality of the teaching staff. This study focuses on the latter. We ask how schools respond to spells of high teacher turnover, and assess organizational and human capital effects. Our analysis uses two decades of administrative data on math and ELA middle school teachers in North Carolina to determine school responses to turnover across different policy environments and macroeconomic climates. Based on models controlling for school contexts and trends, we find that turnover has marked, and lasting, negative consequences for the quality of the instructional staff and student achievement. Our results highlight the need for heightened policy attention to school specific issues of teacher retention.
Ten years ago, many policymakers viewed the reform of teacher evaluation as a highly promising mechanism to improve teacher effectiveness and student achievement. Recently, that enthusiasm has dimmed as the available evidence suggests the subsequent reforms had a mixed record of implementation and efficacy. Even in districts where there was evidence of efficacy, the early promise of teacher evaluation may not sustain as these systems mature and change. This study examines the evolving design of IMPACT, the teacher evaluation system in the District of Columbia Public Schools (DCPS). We describe the recent changes to IMPACT which include higher performance standards for lower-performing teachers and a reduced emphasis on value-added test scores. Descriptive evidence on the dynamics of teacher retention and performance under this redesigned system indicate that lower-performing teachers are particularly likely to either leave or improve. Corresponding causal evidence similarly indicates that imminent dismissal threats for persistently low-performing teachers increased both teacher attrition and the performance of returning teachers. These findings suggest teacher evaluation can provide a sustained mechanism for improving the quality of teaching.
Few topics in education policy have received more attention than teacher turnover—and rightly so. The cost of losing a good teacher can be substantial and is born most directly by students. It is now widely recognized that teachers differ considerably in their ability to improve student outcomes, but discussions of teacher turnover rarely reflect these differences. Instead, we typically treat teacher turnover as uniformly negative. In this paper, we examine teacher turnover in the context of rigorous teacher evaluation to explore three questions. How does teacher turnover affect the quality of teaching and student achievement? How does teacher turnover vary by measured teaching effectiveness? And to what extent is the turnover of effective teachers associated with the evaluation system? We examine these questions employing data from the District of Columbia Public Schools. We find that in general turnover improves teacher quality and student achievement, but that this result masks large differences between teachers identified as more and less effective. Turnover among more effective teachers is relatively low, and when more-effective teachers exit, they infrequently report the evaluation system as a reason.
We characterize the extent to which Black-White gaps for multiple educational outcomes are linked across school districts in the United States. Gaps in disciplinary action, grade-level retention, classification into special education and Gifted and Talented, and Advanced Placement course-taking are large in magnitude and correlated. Racial differences in family income and parent education are strikingly consistent predictors of these gaps, and districts with large gaps in one outcome are likely to have large gaps in another. Socioeconomic and segregation variables explain 1.7 to 3.5 times more variance for achievement relative to non-achievement outcomes. Systemic patterns of racial socioeconomic inequality drive inequalities across multiple educational outcomes; however, discretionary policies at local levels are more influential for non-achievement outcomes.