Research Areas

Teacher turnover has adverse consequences for student achievement and imposes large financial costs for schools. Some have argued that high-stakes testing may lower teachers’ satisfaction with their jobs and could be a major contributor to teacher attrition. In this paper, we exploit changes in the tested grades and subjects in Georgia to study the effects of eliminating high-stakes testing on teacher turnover and the distribution of teachers across grades and schools. To measure the effect of testing pressures on teacher mobility choices we use a "difference-in-differences" approach,comparing changes in mobility over time in grades/subjects that discontinue testing vis-à-vis grades/subjects that are always tested. Our results show that eliminating testing did not have an impact on the likelihood of leaving teaching, changing schools within a district, or moving between districts. We only uncover small negative effects on the likelihood of grade switching. However,we do find relevant positive effects on retention of beginning teachers in the profession. In particular, the average probability of exit for teachers with 0-4 years of experience fell from 14 to13 percentage points for teachers in grades 1 and 2 and from 14 to 11 percentage points in grades 6 and 7.

Citation: Dillon Fuchsman, Tim Sass, Gema Zamarro (2020). Testing, Teacher Turnover and the Distribution of Teachers Across Grades and Schools. CALDER Working Paper No. 229-0220

CALDER Policy Brief No. 19-1119

Theory suggests that clinical experiences—sometimes referred to as pre-service teaching, internships, or student teaching—affect teacher effectiveness by connecting teacher preparation coursework to PK–12 students and schools. Until recently, we have had little quantitative evidence indicating that these clinical experiences matter. This brief provides an overview of some of the research documenting the connections between different components of clinical experience—such as school culture, performance assessments, mentor teacher performance, and congruence between student teaching and in-service environments—and the in-service outcomes of teachers. Recent evidence shows that the environment in the schools in which clinical practice occurs, the alignment between the student demographics of internship schools and early career schools, is associated with the later effectiveness of those teacher candidates who go on to become teachers. There is also increasing evidence pointing toward to the value of working with an effective and/or high-performing mentor (also known as “cooperating”) teacher. This brief also highlights areas where less is definitively known (or no quantitative evidence exists), such as whether the introduction of assessments (like edTPA) improve teacher effectiveness.

Citation: Dan Goldhaber, Venessa Keesler (2019). What Do We Know About the Effects of Clinical Practice Experiences and Teacher Performance?. CALDER Policy Brief No. 19

Prior research has shown that about 15% of teachers are hired into the same school in which they student taught, about 40% are hired into their student teaching district, and the location of teachers’ student teaching placements is more predictive of where they are hired than where they went to high school or college. While this suggests that strategic student teaching placements are a potential policy lever for addressing regional teacher shortages, there is no prior empirical evidence of a relationship between student teaching placements and teacher shortages. In this paper, we describe research from Washington state that descriptively explores the relationship between student teaching placements and a proxy for teacher shortages, the proportion of new teacher hires in a school or district with emergency teaching credentials. We find that schools and districts that host fewer student teachers tend to hire significantly more new teachers with emergency credentials the following year, and that these relationships are robust to controlling for school and district urbanicity, distance to a teacher education program, and other observable school and district characteristics. This descriptive evidence suggests exploring efforts to place student teachers in schools and districts that struggle to staff their classrooms.

This paper has been published in Educational Researcher and can be found here, September 2020.

Citation: Dan Goldhaber, John Krieg, Natsumi Naito, Roddy Theobald (2019). Student Teaching and the Geography of Teacher Shortages. CALDER Working Paper No. 222-1019

Principals are widely seen as a key influence on the educational environment of schools, and nearly all principals have experience as teachers. Yet there is no evidence on whether we can predict the effectiveness of principals (as measured by their value added) based on their value added as teachers, an issue we explore using administrative data from Washington. Several descriptive features of the principal labor market stand out. First, teachers who become principals tend to have higher levels of educational attainment while teaching and are less likely to be female, but we find no significant differences in licensure test scores between those teachers who become principals and those we do not observe in the principalship. Second, principal labor markets appear to be quite localized: about 50 percent of principals previously taught in the same district in which they assumed a principalship. We find positive correlations between teacher and principal value added in reading (ELA) and similarly sized but less precise estimates in math. Teachers who become principals have slightly higher teacher value added, but the difference between the two groups is not statistically significant, suggesting that principals are not systematically selected based on their prior effectiveness when serving as a classroom teacher.

Citation: Dan Goldhaber, Kristian Holden, Bingjie Chen (2019). Do More Effective Teachers Become More Effective Principals?. CALDER Working Paper No. 215-0119-1

In the last decade, school systems have considered a variety of reforms to teacher evaluation systems. The most notable changes have been incorporating new measures of teacher effectiveness and linking evaluation results to compensation or dismissal (McGuinn, 2015; Steinberg & Donaldson, 2016). In this research brief, we consider a few topics where research has reached conclusions about the effects of reforms and others where research suggests important facts are still unknown.

CALDER Policy Brief No. 13-1218-1

Citation: Cara Jackson, James Cowan (2018). Assessing the Evidence on Teacher Evaluation Reforms. CALDER Policy Brief No. 13

We use a novel database of the preservice apprenticeships (“student teaching placements”) of teachers in Washington State to investigate the relationship between mentor effectiveness (as measured by value added) and the future effectiveness of their mentees. We find a strong, positive relationship between the effectiveness of a teacher’s mentor and their own effectiveness in math and a more modest relationship in English Language Arts. The relationship in math is strongest early in a teacher’s career, decays significantly over time, and would be positive and statistically significant even in the presence of nonrandom sorting on unobservables of the same magnitude as the sorting on observables. Put together, this suggests that at least some of this relationship reflects a causal relationship between mentor effectiveness and the future effectiveness of their mentees in math.

This paper has been published in Labour Economics and can be found here, April 2020.

Citation: Dan Goldhaber, John Krieg, Roddy Theobald (2018). Effective Like Me? Does Having a More Productive Mentor Improve the Productivity of Mentees? . CALDER Working Paper No. 208-1118-1

We use comprehensive data on student teaching placements from 14 teacher education programs (TEPs) in Washington State to explore the sorting of teacher candidates to the teachers who supervise their student teaching (“cooperating teachers”) and the schools in which student teaching occurs. We find that, all else equal, teachers with more experience, higher degree levels, and higher value added in math are more likely to serve as cooperating teachers, as are schools with lower levels of historical teacher turnover but with more open positions the following year. We also find that teacher candidates are more likely to be placed with cooperating teachers of the same gender and race/ethnicity, and are more likely to work with cooperating teachers and in schools with administrators who graduated from the candidate’s TEP.

This paper has been published in The Journal of Teacher Education and can be found here, July 2019.

Citation: John Krieg , Dan Goldhaber, Roddy Theobald (2018). Teacher Candidate Apprenticeships: Assessing the Who and Where of Student Teaching. CALDER Working Paper No. 206-1118-1

Student teaching has long been considered the most important component of an effective teacher education program. Recently, new research is finding links between these experiences and teacher candidates’ future effectiveness, yet relatively little is known about the student teacher placement process and, in particular, the processes that lead to the matching of teacher candidates to the in-service teachers who supervise their student teaching (“cooperating teachers”). In this study, we examine the match process as well as the factors that influence these placement decisions. We also explore how, if at all, practices vary across teacher education programs (TEPs), districts, and schools. We find that, in broad terms, the process for matching student teachers to mentor teachers is similar across educational institutions, although TEPs and school systems sometimes face competing priorities when placing student teachers in classrooms. We also identify a problem of information asymmetry in the placement process, which leaves TEPs with questions about how cooperating teachers are selected and districts and schools with limited information with which to make thoughtful and intentional matches between candidates and cooperating teachers. Finally, we document the important role of social networks in placements and how they can advantage some TEPs, districts, and schools in this process.

Citation: Elise St. John, Dan Goldhaber, John Krieg, Roddy Theobald (2018). How the Match Gets Made: Exploring Student Teacher Placements Across Teacher Education Programs, Districts, and Schools. CALDER Working Paper No. 204-1018-1

Principals are widely seen as a key influence on the educational environment in the schools they lead. Despite belief in the importance of principals, research has only recently focused on the import of principals for student success while taking advantage of longitudinal student-level data to address empirical challenges. To this end, several studies consider the overall effectiveness of principals as measured by value-added; this metric suggests that principals do influence student test scores, but the estimated magnitude of the influence is sensitive to statistical modeling choices. Other research suggests positive associations between principals’ time use, organizational management skills, and experience and student test achievement. Principal quality also appears to play an important role in teacher turnover and differential retention of effective teachers. That said, many empirical challenges remain, and there is relatively little research on the effects of principals on student test achievement and other student outcomes or whether principal effectiveness is associated with the path to the principalship (e.g., prior schooling experiences or training).

CALDER Policy Brief No. 10-0918-1

Citation: Kristian Holden (2018). What Do We Know About the Importance of Principals for Student Achievement?. CALDER Policy Brief No. 10