Search for EdWorkingPapers here by author, title, or keywords.
Program and policy effects
States and localities cannot avoid dealing with issues of teacher compensation. Not only is it the largest budget item for most local governments, but it is the place of largest leverage for improving the quality of schools. Fortunately, consistent research evidence directly informs ways to optimize teacher compensation.
This research provides strong motivation for improving teacher compensation. First, it shows that teachers are paid significantly less than they could earn outside of teaching. Second, teacher salaries have been stagnant, largely because personnel budgets have been more directed toward increasing the number of educators and administrators than toward supporting teachers. But simply increasing pay without consideration of teacher effectiveness will not lead to improved student outcomes.
The economic status of both students and the nation as a whole could be dramatically improved with increases in school quality. But with pressures on public budgets—due importantly to the growing costs of public pensions and health benefits—personnel dollars will have to be used more strategically if our students are to compete internationally. Moreover, the nation has a substantial equity problem: achievement gaps have been constant for a half century despite a wide variety of federal, state, and local policies designed to address them.
Access to quality secondary schooling can be life-changing for students in developing contexts. In Kenya, entrance to such schools has historically been determined by performance on a high-stakes exam. Understandably then, preparation for this exam is a high priority for Kenyan families and educators. To increase the share of students gaining entry to these schools, some educational providers offer targeted instruction for students they believe have a chance of securing a spot. We experimentally evaluate the impact of these “symposia” programs—week-long, sleep-away camps where eighth grade students receive a burst of academic instruction from teachers selected based on merit. While similar models have been tested in the U.S., less is known about this intervention in developing settings. Our results suggest these programs are not particularly effective for the average nominated student relative to a typical week of school. However, we find large, positive effects among students attending schools from which few students are nominated for symposia. We provide suggestive evidence that this was because students from low- representation schools had less pre-camp practice test resources outside of school. The results have implications for program design and contribute to the growing literature on the effectiveness of appropriately targeted individualized instruction.
We use information on the charter school choices made by North Carolina families, separately by race, who switched their child from a traditional public school (TPS) to a charter school in 2015-16 to explore how such choices affect racial segregation between schools and racial isolation within charter schools. We find that the movement of white switchers, but not minority switchers to charter schools increases racial segregation between schools. In addition, using a conditional logit model to estimate revealed preferences, we find that the value parents place on the racial composition of individual charter schools differs by the race and income of the switchers. As a result, even after we control for other valued aspects of charter schools -- such as distance from the previous traditional public school and the charter school’s mission, academic performance and services offered -- the differential preferences of the switchers leads to substantial racial isolation within charter schools.
School Improvement Grants (SIG) represent one type of governments’ capacity-building investment to spur sustainable changes in America’s persistently under-performing public schools. This study examines both short- and long-run effects of the first two cohorts of SIG schools from two states and two urban districts across the country. Using dynamic event analyses, we observe that SIG showed larger effects in the second and third years of the intervention than the first year on 3-8th grade student test scores—a pattern of gradually increase over the course the intervention. These positive effects are largely sustained three or four years after the funding ended. In high schools, the SIG effects on 4-year graduation rates were steadily increasing throughout the period of six or seven years after the initial start of the intervention. These patterns of SIG effects mostly apply to each of the four locations, but the magnitude of effects varies across locations, suggesting differential implementations. Moreover, SIG effects on students of color or low-socioeconomic students are similar to, and sometimes a bit larger than, the overall SIG effects. We also conduct a variety of sensitivity and robustness checks. Lastly, we discuss the policy implications of our findings on states’ continuing efforts of transforming public organizations and building their long-term capacity for better performance.
The Every Student Succeeds Act of 2015 (ESSA) grants states unprecedented discretion in implementing many of the federal law’s requirements concerning the needs of the nation’s educationally disadvantaged students. This theoretical paper addresses a void in the policy implementation literature on why ESEA reform efforts have not been more effectively sustained. It synthesizes previous research on ESEA by proposing the use of multiple political science frames to guide new empirical research on ESSA’s impacts. These alternative models—ESSA’s Legal Framework, Institutional Actors, and Stakeholder Bargaining—can inform the law’s national impacts on equity for disadvantaged students and the key conditions affecting differences in state responses to the equity challenge ESSA presents.
Most racial and ethnic segregation—and most financial inequities—in American public schools occur between, not within, school districts. Solving these problems often requires interdistrict solutions based on cooperation within regions. This report uses three examples (Boston, MA; Hartford, CT; and Omaha, NE) to explore how interdistrict desegregation plans with innovative funding strategies have been designed, financed, and implemented. The report describes programs’ academic and social outcomes and identifies four lessons for policymakers: Secure a metropolitan-wide agreement; establish a clear vision for educational equity; sustain efforts with equitable resources; and create a strong data and evaluation plan.
Newly emerging teacher residency programs offer an innovative approach to recruiting and retaining high-quality teachers for hard-to-staff schools. This report summarizes the features of these programs and research about their practices and outcomes. These programs create a vehicle to recruit teachers for high-needs fields and locations; offer recruits strong content and clinical preparation specifically for the kinds of schools in which they will teach; connect new teachers to early career mentoring that will keep them in the profession; and provide financial incentives that will keep teachers in the districts that have invested in them.
Recent research demonstrates that, when more money is spent on education for students from low-income families, achievement and graduation rates improve. So, too, do life outcomes such as employment, wages, and reduced poverty rates. Investments in instruction, especially high-quality teachers, appear to leverage the largest marginal gains in performance. School funding reforms in several states have created the conditions for stronger educational outcomes. These reforms funded schools more equitably and provided access to well-prepared and well-supported teachers; standards, curriculum, and assessments focused on 21st-century learning goals; schools organized productively for student and teacher learning; and supportive early learning environments. This report examines these efforts in four states: Connecticut, Massachusetts, New Jersey, and North Carolina. Their experiences demonstrate that, in the U.S., equity-focused changes can yield results for students but also require steady work.
Research illustrates the importance of greater teacher diversity because of the substantial benefits teachers of color provide to all students, and to students of color in particular. Studies also show that policies must focus more effectively on retention of teachers of color, if diversity in the teaching profession is to be sustained. While more teachers of color are being recruited than in years past, their turnover rates are high, in part due to inadequate preparation and mentoring, poor teaching conditions, and displacement from the high-need schools in which they teach. Increasing the number of teachers of color in the workforce requires building high-retention pathways into the field that offer high-quality preparation and financial supports, including service scholarships, loan forgiveness programs, teacher residencies, Grow Your Own programs, ongoing mentorship, and other policies and strategies that improve teacher licensure, hiring, professional growth, and teaching conditions for current and aspiring teachers of color.
Recent media reports of teacher shortages across the country are confirmed by the analysis of several national data sets reported in this paper. Shortages are particularly severe in special education, mathematics, science, and bilingual/English learner education, and in locations with lower wages and poorer working conditions. Shortages are projected to grow based on declines in teacher education enrollments, coupled with student enrollment growth, efforts to reduce pupil-teacher ratios, and ongoing high attrition rates. If attrition were reduced by half to rates comparable to those in high-achieving nations, shortages would largely disappear. We describe evidence-based policies that could create competitive, equitable compensation packages for teachers; enhance the supply of qualified teachers for high-need fields and locations; improve retention, especially in hard-to-staff schools; and develop a national teacher supply market.