Grading California’s Schools
September 19, 2018 | Capital Public Radio

Researchers from Stanford University and Policy Analysis for California Education (PACE) released a new study on K-12 education in California this week. Dr. Susanna Loeb, Principal Investigator, and Dr. Heather Hough, Executive Director of PACE will join us to discuss...

MSU Professor Gives Insights on Teacher Shortage
September 18, 2018 | MSU Today

What’s causing teacher shortages in California?Michigan State University researcher Katharine Strunk helps answer that question as part of a sweeping report on public education in the state.Getting Down to Facts II, released on Monday, is intended to help policymakers make...

New Findings from Getting Down to Facts II
September 18, 2018 | EdSource

EdSource interviews with Sean Reardon and Deborah Stipek, professors at the Stanford Graduate School of Education, about their contributions to the research project on California public education, Getting Down to Facts II. Reardon’s research found that California’s low-income children entered...

Study Provides New Ammo for K–12 Schools Battle
September 17, 2018 | CalMatters

A decade ago, an academic research team produced a massive report on the shortcomings in how California’s K-12 schools educate about 6 million children and adolescents. The “Getting Down to Facts” report was issued just as a very severe recession...

How to Give Teachers a $10,000 Raise
July 13, 2018 | Center for American Progress

Teachers are responsible for educating and cultivating today’s students—the future of the U.S. democracy and workforce. By 2020, 65 percent of all jobs in the United States will require postsecondary education or training. To be prepared for democratic participation and...

Improving the Teacher Workforce
December 16, 2016 | Brookings Institution

Teachers are among our most valuable school resources for improving student learning. They are the adults who interact most with students, and we rely on teachers to deliver curriculum and instruction. The research evidence is clear that teachers have long-term...

Strategic Student Teaching Placement PDF

Strategic Student Teaching Placement

Commentary authors
John Krieg
Roddy Theobald
Dan Goldhaber
Published

Evidence shows teachers often begin their careers near their hometowns, a phenomenon known as the "draw of home." This preference affects teacher distribution across districts. In Washington State, data indicates that a significant percentage of districts lack graduates from major teacher education programs, placing them at a hiring disadvantage. The draw of home is powerful, with new teachers ten times more likely to start in their hometown districts than 50 miles away. A new study suggests student teaching placements significantly influence initial job locations. In Washington, 15% of first teaching jobs occur where student teaching took place, while 40% are in the hosting district. Encouraging placements in needy districts could aid teacher hiring and performance. Novice teachers perform better in areas resembling their student teaching demographics. Purposeful placement in such districts could benefit both student teachers and these under-resourced areas. This strategy may improve job placement rates and enhance teacher effectiveness in needy districts.

How Learning About Commonalities Can Improve Student-Teacher Relationships and Boost Achievement at School PDF

How Learning About Commonalities Can Improve Student-Teacher Relationships and Boost Achievement at School

Commentary author
Hunter Gehlbach
Published

Fostering positive relationships between teachers and students significantly impacts academic success. Researchers conducted an experiment to explore how highlighting shared beliefs and values between teachers and students might improve these connections. Contrary to common assumptions, the study revealed that when individuals learned about their shared commonalities, their relationships strengthened, leading to enhanced academic performance. The findings challenge prevailing norms that view academic improvement as the primary driver of improved teacher-student relationships. Instead, the research demonstrates that emphasizing shared beliefs and values between educators and students positively affects their interactions and academic outcomes. Moreover, the study discovered that these interventions were especially impactful for historically underserved students—black and Latino students showed significant academic improvement when teachers acknowledged their shared commonalities. This effect significantly narrowed the academic achievement gap between historically underserved and well-served students. The implications extend beyond education, suggesting that acknowledging shared values and fostering connections could address societal issues and promote collaboration. The researchers urge educational institutions and leaders to invest in strategies that enhance teacher-student relationships, underscoring their pivotal role in academic success and their potential to ameliorate social and racial disparities in education.

Two Types of Principals Who Exit Their Schools PDF

Two Types of Principals Who Exit Their Schools

Commentary authors
Alex J. Bowers
Jared Boyce
Published

Principal turnover in the United States has become a pressing issue, with as many as 18% exiting schools annually, associated with detrimental effects like reduced student achievement and increased teacher turnover. While previous studies have focused on predictive models assuming a single type of exiting principal, this research delved into the 2007–08 Schools and Staffing Survey (SASS) and the 2008–09 Principal Follow-up Survey (PFS) from the National Center for Education Statistics (NCES) to identify distinct categories among exiting principals: "Satisfied" and "Disaffected." Satisfied principals, comprising around two-thirds of exits, displayed high satisfaction, influence, and minimal school climate issues. In contrast, Disaffected principals, about one-third of exits, reported lower influence, negative attitudes, and more climate problems. Specifically, Disaffected principals felt restricted in setting curriculum and standards, lacked enthusiasm for their role, and often considered transferring out. The study highlights that universal approaches to address turnover might not effectively target the Disaffected minority, suggesting the need for tailored strategies to combat principal turnover.

A Bargain Half Fulfilled PDF

A Bargain Half Fulfilled

Teacher Autonomy and Accountability in Charter and Public Schools
Commentary author
Zachary Oberfield
Published

A new study focuses on the anticipated advantages of charter schools compared to public schools, particularly in terms of teacher autonomy and accountability. While the charter school system was envisioned to provide educators with more freedom and responsibility, this research sought to verify these assumptions. Analyzing teacher survey data, the study found that teachers in charter schools indeed experienced more autonomy than those in public schools. However, there was no significant disparity in how accountable they felt. Interestingly, within the charter school realm, teachers in schools run by Educational Management Organizations (EMOs) reported less autonomy compared to teachers in independent charter schools, with a parallel level of accountability. The research suggests that excessive administrative red tape, especially prevalent in public schools and EMO-run charters, may hinder teacher autonomy. This raises concerns about the accountability aspect of the charter school arrangement and calls for improvements in both sectors. Public schools might benefit from reducing unnecessary administrative burdens to enhance teacher autonomy, while charter schools, especially EMO-run ones, need to address issues hindering teacher independence and accountability fulfillment.

Highly Effective Teacher Retention Bonuses PDF

Highly Effective Teacher Retention Bonuses

Commentary authors
Matthew G. Springer
Walker A. Swain
Luis A. Rodriguez
Published

In low-performing, high-poverty schools with high teacher turnover, the focus often shifts from replacing ineffective teachers to retaining the most effective ones. Tennessee initiated a $5,000 retention bonus for top-rated teachers in the lowest-performing schools. Analyzing its impact, the program significantly increased retention of high-performing instructors in tested subjects, up by about 20%. These retained teachers outshined potential replacements, exhibiting a 1.64 standard deviation increase in effectiveness compared to likely new hires. Yet, this bonus had no significant effect on untested subject teachers, suggesting that one-time incentives might not offset systemic issues in the teacher evaluation system. Schools with disadvantaged students face a crucial need to retain effective teachers, as teacher concentrations in such settings often negatively affect working conditions. While retention bonuses show promise, other factors beyond monetary rewards influence teacher retention, calling for further exploration of working conditions, policy incentives, and compensation interactions. However, these targeted bonuses prove cost-effective and advantageous compared to turnover-related expenses, potentially offering significant benefits to students by retaining highly effective teachers.

Guiding a First Generation to College
April 16, 2016 | The New York Times

Many of the causes for the unequal participation in higher education are very difficult to address. But we do know what to do about one big part of the divide: the information disconnect. Students who are new to America or...

Michael Kirst on New Federal and State Policies PDF

Michael Kirst on New Federal and State Policies

Implications for Researchers and Data Systems
Commentary author
Michael W. Kirst
Published

Michael W. Kirst discusses the new federal Every Student Succeeds Act (ESSA) and the CA overhaul of accountability based on local control of education policy. The federal law requires multiple measures for accountability, including some with state choice. Databases for English learners will change significantly. Federal requirements for teacher evaluation will be deregulated significantly. State assessments are all over the place and will be hard to summarize. California is building an integrated federal/state/local accountability system that includes 23 metrics, primarily for local use in Local Control Accountability Plans (LCAP) that focus on improving budget strategy. Longitudinal data bases from the past will be difficult to integrate with these policy shifts.