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...

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...

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...

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...

February 8, 2018 | The Mercury News

New research shows that California’s landmark overhaul of public education finance and accountability is narrowing achievement gaps between groups of students and helping parents learn about school progress, the state Department of Education reported Tuesday. The Learning Policy Institute late...

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

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.