Sarah Guthery

This study examines the experience of demotion from a principalship to an assistant principalship and how race and gender can differentially impact career trajectories. Using administrative state dataset of 10,946 observations at the principal level, we used probit regression to determine the overall probability of demotion and Kaplan Meier survival analysis to estimate the differences in probability over time. Our analysis describes not only who experiences demotions, but includes the characteristics of the sending and receiving schools. Survival analysis illustrates how small differences over time in demotion by race resulted in statistically significant systemic differences. We also find that experience matters: for every additional year of experience in the principal role, the probability of experiencing demotion decreases by 0.34%.

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Texas reduced new teacher preparation requirements in 2001 to allow more alternate paths to licensure. Within five years, this policy change resulted in over half the state’s new teachers being alternatively licensed. Using a series of first difference models, this study examines the relationship between the increased supply of new teachers in Texas and new teacher salaries prior to the policy change and in the fifteen years thereafter. We find that the policy change did increase the supply of new teachers via alternative licensing, but pay for new EC-6 teachers declined by 2 to 13 percent with differential effects based on the rate at which districts hired alternatively licensed teachers.

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This study investigates whether a principal’s likelihood of hiring a teacher of color is sensitive to the racial composition of students in the school. We used an administrative dataset from Texas including 59,157 principal observations and 662,997 teacher observations spanning 2000 to 2017 in order to consider whether or not the disappearing diversity from a majority white school is a factor in principals’ decisions to hire teachers of color. We examined the hiring patterns of principals within schools where 50% of the students were white and compared the probability that a nonwhite teacher would be hired as the homogeneity of the student body increased (that is, as increasing proportions of the student body were white). We found that white principals were less likely to hire teachers of color as the proportion of white students approached 100%. This study provides initial evidence that teacher hires are not only sensitive to the principal’s race but also to the racial composition of the student body. Specifically, as the diversity of the student body disappears, so too does the principal’s likelihood of hiring a teacher of color.

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This study investigates the influence of principal tenure on the retention rates of the teachers they hire over time. We analyzed the hiring practices and teacher retention rates of 11,717 Texas principals from 1999 to 2017 employing both individual and year fixed effects. Main findings indicate that a principal who stays in the same school for at least three years begins to hire teachers who stay to both three- and five-year benchmarks at increasingly higher rates. However, the average Texas principal leaves a school after four years and while we do find small positive gains in the initial retention rates of teachers at the next school, the majority of principal improvement in teacher retention does not appear to be portable.

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