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Educator labor markets
Non-teaching staff comprise over half of all school employees and their turnover may be consequential for school operation, culture, and student success, yet we lack evidence documenting their attrition. We use 11 years of administrative data from Oregon to examine mobility and exit among teachers, administrators, paraprofessionals, and other staff. Although teachers dominate staff turnover conversations, they are consistently the most stable employee group. Some school factors, like the proportion of students being disciplined, predict higher turnover rates for all employees, but within-school turnover between staff groups is weakly correlated and some school context variables are differentially associated with the turnover of various employee groups. Results suggest that employee turnover in schools is not a homogenous phenomenon across staffing groups.
The debate on the stringency of licensure exams for prospective public school teachers is on-going, including the recent controversial roll-out of the educative Teacher Performance Assessment (edTPA). We leverage the quasi-experimental setting of different adoption timing by states and analyze multiple data sources containing a national sample of prospective teachers and students of new teachers in the US. With extensive controls of concurrent policies, we find that the edTPA reduced prospective teachers in undergraduate programs, less-selective and minority-concentrated universities. Contrary to the policy intention, we do not find evidence that edTPA increased student test scores.
Efforts to attract and retain effective educators in high poverty public schools have had limited success. Dallas ISD addressed this challenge by using information produced by its evaluation and compensation reforms as the basis for effectiveness-adjusted payments that provided large compensating differentials to attract and retain effective teachers in its lowest achievement schools. The Accelerating Campus Excellence (ACE) program offers salary supplements to educators with records of high performance who are willing to work in the most educationally disadvantaged schools. We document that ACE resulted in immediate and sustained increases in student achievement, providing strong evidence that the multi-measure evaluation system identifies effective educators who foster the development of cognitive skills. The improvements at ACE schools were dramatic, bringing average achievement in the previously lowest performing schools close to the district average. When ACE stipends are largely eliminated, a substantial fraction of highly effective teachers leaves, and test scores fall. This highlights the central importance of the performance-based incentives to attract and retain effective educators in previously low-achievement schools.
Anecdotal evidence points to the importance of school principals, but the limited existing research has neither provided consistent results nor indicated any set of essential characteristics of effective principals. This paper exploits extensive student-level panel data across six states to investigate both variations in principal performance and the relationship between effectiveness and key certification factors. While principal effectiveness varies widely across states, there is little indication that regulation of the background and training of principals yields consistently effective performance. Having prior teaching or management experience is not related to our estimates of principal value-added.
Challenging the conventional wisdom that the spread of democracy was a leading driver of the expansion of primary schooling, recent studies show that democratization in fact did not lead to an average increase in primary school enrollment rates. One reason for this null effect is that there was already considerable provision of primary education before democratization. Still, it is possible that the spread of democracy did impact other aspects of education systems, such as the content of education and the extent to which teaching jobs are politicized. Studying this possibility cross-nationally has been infeasible due to data limitations. To address this gap, we take advantage of an original dataset covering 160 countries from 1945 to 2021 that contains information about these aspects of education. We document that transitions to democracy tend to be preceded by a decline in the politicization of both education content and teaching jobs. However, soon after democratization occurs, this decline usually halts. Counterfactual estimates suggest that democratization roughly halves the degree to which teacher hiring and firing decisions are politicized, but has a smaller impact on the content of education. The empirical patterns that we uncover have important implications for future research.
Public teacher compensation is largely determined by fixed salary schedules that were designed to avoid payment inequalities based on demographic characteristics. Yet, recent research shows female teachers earn less than their male peers after controlling for experience, education, and school characteristics. Building on this literature, this paper examines teacher salaries to provide empirical evidence of the extent of gender wage gaps in the teaching profession and the sources of those gaps. Using data from two waves of the National Teacher and Principal Survey, we show that on average male teachers have an advantage of over $700 in base pay and of $1,500 in supplemental compensation, compared to female teachers with similar characteristics and in similar contexts. Additionally, our estimations indicate that male teachers are both more likely to take on extra duties and receive compensation for those activities than female teachers, and the gap increases when schools have a male principal. Finally, an analysis of wage gaps across collective bargaining contexts suggests that wage gaps are positive for both base pay and extra duties, though the magnitudes of each vary across different CBA contexts. Our results provide insight into teacher compensation policies.
Our study examines roughly 2,000 novice teachers’ responses about how they account for students’ cultural, ethnic/racial, and linguistic diversity. We qualitatively analyze robust open-ended survey responses to explore teachers’ reported strategies for how they integrate asset-based pedagogy (ABP). We identify codes related to these strategies and then investigate them by participant demographics. This illuminates both the predictive validity of our qualitative analyses as well as provides initial evidence as to whether certain characteristics are associated with critical techniques. Our findings inform practitioners of a suite of ABP strategies as well as districts and policymakers about how novice teachers are processing asset-based instruction and who to target support in this vital pedagogical area.
The Revista del Centro de Estudios Educativos, numero 3, 1971 included an early Carnoy article on the economics of education: “Un enfoque de sistemas para evaluar la educación, ilustrado con datos de Puerto Rico.” The article used a unique data set that had student test scores, students’ family background characteristics, and information about teachers and other school inputs for about one-third of all students in Puerto Rican schools to estimate relations between teacher characteristics and student test scores controlling for students’ social class, gender, and whether the school was urban or rural. Such data sets were rare in the late 1960s, and so were attempts to understand how education systems worked to produce student learning outcomes—that is, to improve the quality of education.
There is a lot to criticize in the empirical analysis in that early article, but it does show that there was considerable concern about the quality of education in Latin America even back in 1971. That concern has grown greatly in the past fifty years as countries in the region have expanded their educational systems to provide an increasing proportion of youth with secondary schooling and higher education. With that expansion, there has been a shift in focus from policies concerned with access to schooling to policies concerned with improving the quality of schooling (UNESCO, 2005).
Two factors have contributed to this shift. The first is research claiming that quality of education, as measured by international test scores, is a better predictor of economic growth than the number of years of schooling in the labor force (Hanushek and Kimko, 2000; Hanushek and Woessman, 2008). The second is the increase in testing itself, both at the national and international levels. Student test results are being used increasingly to pressure national and local educational systems, schools, and individual teachers to have their students do better on the tests (OECD, 2013). League tables comparing schools, local school districts, regions, and nations against others are now a regular feature of educational politics in many countries of the world. To some extent, international test scores are becoming important enough to affect government legitimacy.
Faced with decreasing funds and increasing costs, a growing number of school districts across the United States are switching to four-day school weeks (4DSWs). Although previously used only by rural districts, the policy has begun to gain traction in metropolitan districts. We examine homeowner, teacher, and student outcomes in one of the first metropolitan school districts to adopt the 4DSW. We find 2 to 4 percent home price declines relative to surrounding school districts, a 5 percent decrease in teacher retention for experienced teachers, and a 0.2 to 0.3 standard deviation decrease in student test scores. These results suggest the decision to adopt a 4DSW in a metropolitan setting should not be taken lightly.
We study the returns to experience in teaching, estimated using supervisor ratings from classroom observations. We describe the assumptions required to interpret changes in observation ratings over time as the causal effect of experience on performance. We compare two difference-in-differences strategies: the two-way fixed effects estimator common in the literature, and an alternative which avoids potential bias arising from effect heterogeneity. Using data from Tennessee and Washington, DC, we show empirical tests relevant to assessing the identifying assumptions and substantive threats—e.g., leniency bias, manipulation, changes in incentives or job assignments—and find our estimates are robust to several threats.