Search EdWorkingPapers
Program and policy effects
Displaying 21 - 30 of 494
Most students who begin at a community college do not complete their desired credential. Many former students fail to graduate due to various barriers rather than their academic performance. To encourage previously successful non-completers to re-enroll and eventually graduate, a growing number of community colleges have implemented re-enrollment campaigns focused on former students who have already made substantial progress toward graduation. In this study, we randomly assigned over 27,000 former community college students to a control group, “information-only” treatment group, or “information and one-course waiver” treatment group to examine whether re-enrollment campaigns can improve their likelihood of long-term persistence and credential completion. Although we showed in earlier work that the “information and one-course waiver” treatment had a positive impact on former students’ likelihood of re-enrollment, our findings reveal the re-enrollment intervention has no effect on students’ likelihood of long-term persistence or credential completion for the pooled sample or any subgroup of interest, including low-income students, racially minoritized students, or adult students. Simply put, this particular re-enrollment intervention including one-time, one-course tuition waivers increased former students’ likelihood of re-enrollment but was not an effective lever to increase long-term academic outcomes among previously successful community college students who departed early without earning a credential.
The four-day school week is a school calendar that has become increasingly common following the COVID-19 pandemic. Proponents of the calendar often claim that offering teachers a regular 3-day weekend will help schools better retain existing teachers and recruit new teachers to their district without incurring additional costs due to higher salaries or other pecuniary benefits. However, there is scant empirical evidence assessing these claims. I use difference-in-differences and synthetic difference-in-differences models to assess the impact of four-day school week calendars on teacher retention and teacher quality in Arkansas. I find evidence that the calendar may help retain teachers who otherwise would have moved to another school and suggestive evidence that retention in non-adopting schools may be harmed by the four-day school week adoption in nearby districts. Results examining changes in teacher quality are inconclusive. These results have significant implications given the rapid growth in four-day school week calendars in recent years.
There is limited empirical evidence about educational interventions for students experiencing homelessness, who experience distinct disadvantages compared to their low-income peers. We explore how two school staffing interventions in New York City shaped the attendance outcomes of students experiencing homelessness using administrative records from 2013-2022 and a difference-in-differences design. We find suggestive evidence that one intervention, which placed social workers in schools, increased the average attendance rates of students in shelter by 1-3 percentage points after 3-5 years. We discuss implications for the importance of non-instructional school staff and strategies to serve homeless students.
We investigate the beginning of the school discipline pipeline using a reform in Charlotte-Mecklenburg Schools that limited the use of out-of- school suspension for students in grades K–2. We find that the reform reduced the likelihood of out-of-school suspension by 1.4 percentage points (56%) and had precise null effects on test scores and disciplinary infractions. This leads us to reject a key argument in favor of early-grade suspensions: namely, that early-grade suspensions improve classroom- level outcomes. For high-risk students, we find short-run increases in test scores that persist into third grade. The reform reduced the Black- white out-of-school suspension gap by 79%.
Local teacher recruitment through “grow-your-own” programs is a prominent strategy to address workforce shortages and ensure that incoming teachers resemble, understand, and have strong connections to their communities. We exploit the staggered rollout of the Teacher Academy of Maryland career and technical education certificate program across public high schools, finding that exposed students were more likely to become teachers by 0.6 percentage points (pp), or 47%. Effects are concentrated among White girls (1.4pp/39%) and Black girls (0.7pp/80%). We also identify positive impacts on wages (5% on average/18% for Black girls), countering a prevailing narrative that teaching leaves one worse off financially relative to other labor market opportunities.
When employees expect evaluation and performance incentives will continue (or begin) in the future, the potential future rewards create an incentive to invest in relevant skills today. Because skills benefit job performance, the effects of evaluation can persist after the rewards end or even anticipate the start of rewards. I provide empirical evidence of these dynamics from a quasi-experiment in Tennessee schools. New performance measures improve teachers’ value-added contributions to student achievement. But improvements are twice as large when the teacher also expects future rewards linked to future scores. Value-added remains at the now higher level after performance incentives end.
Why do employers offer pensions? We empirically explore two theoretical rationales, namely that pensions may improve worker effort and worker selection. We examine these hypotheses using administrative measures on effort and output in public schools around the pension-eligibility notch. When workers cross the notch their effective compensation falls significantly, but we observe no reduction in worker effort and output. This implies that pension payments do not increase effort. As for selection, we find that pensions retain low-value-added and high-value-added workers at the same rate, suggesting pensions have little or no influence on selection.
Many public workforce training programs lead to industry-recognized, third-party awarded credentials, but little research has been conducted on the economic benefits of these credentials in the labor market. This paper provides quasi-experimental evidence on the labor market returns to industry-recognized credentials connected to community college workforce noncredit training programs. Based on novel data that includes approximately 24,000 working-age adults enrolled in noncredit workforce training programs at the Virginia Community College System, we employ a comparative individual-level fixed effects model to estimate earnings premia net of fixed attributes and earnings time-trends. Our results indicate that earning an industry-recognized credential, on average, increases quarterly earnings by approximately $1,000 and the probability of being employed by 2.4 percentage points, although there is substantial heterogeneity in economic return across different program fields. Back-of-the-envelope calculations suggest that the earnings gains associated with the industry credential obtained through the noncredit workforce training would exceed program costs in just over half a year on average.
Each year, over a thousand public schools in the US close due to declining enrollments and chronic low performance, displacing hundreds of thousands of students. Using Texas administrative data and empirical strategies that use within-student across-time and within-school across-cohort variation, I explore the impact of school closures on students' educational and labor market outcomes. The findings indicate that experiencing school closures results in disruptions in both test scores and behavior. While the drop in test scores is recovered within three years, behavioral issues persist. This study further finds decreases in post-secondary education attainment, employment, and earnings at ages 25–27. These impacts are particularly pronounced among students in secondary education, Hispanic students, and those from originally low-performing schools and economically disadvantaged families.
Home-visitation programs have improved child development in low- and middle-income countries, but they are costly to scale due to their reliance on trained workers. We evaluated an inexpensive and low-tech alternative with 2,433 caregivers of children aged 6 to 30 months served by 250 public childcare centers in Uttarakhand, India: automated phone calls offering parenting advice. The intervention was implemented largely as intended, with more than two-thirds of caregivers completing at least 10 calls. Yet, counter to expectations, it had negative but statistically insignificant effects on caregivers’ knowledge and interactions with their children, reduced their self-efficacy (by 0.11 standard deviations), and increased their anxiety (by 0.10 standard deviations). Consistent with this pattern, it had precisely estimated null effects on children’s development and language. An analysis of program materials suggests four reasons why the program may not have had the desired effects.