The role of teacher quality in retention and hiring: Using applications to transfer to uncover preferences of teachers and schools
AbstractMany large urban school districts are rethinking their personnel management strategies, often giving increased control to schools in the hiring of teachers, reducing, for example, the importance of seniority. If school hiring authorities are able to make good decisions about whom to hire, these reforms have the potential to benefit schools and students. Prior research on teacher transfers uses career history data, identifying the school in which a teacher teaches in each year. When this data is used to see which teachers transfer, it is unclear the extent to which the patterns are driven by teacher preferences or school preferences, since the matching of teachers to schools is a two-sided choice. This study uses applications-to-transfer data to examine separately which teachers apply for transfer and which get hired and, in so doing, differentiates teacher from school preferences. Holding all else equal, we find that teachers with better pre-service qualifications (certification exam scores; college competitiveness) are more likely to apply for transfer, while teachers whose students demonstrate higher achievement growth are less likely. On the other hand, schools prefer to hire âhigher qualityâ teachers across measures that signal quality. The results suggest not only that more effective teachers prefer to stay in their school, but that when given the opportunity schools are able to identify and hire the best candidates.
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Bibliographic InfoArticle provided by John Wiley & Sons, Ltd. in its journal Journal of Policy Analysis and Management.
Volume (Year): 30 (2011)
Issue (Month): 1 (December)
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Web page: http://www3.interscience.wiley.com/journal/34787/home
Other versions of this item:
- Donald Boyd & Hamilton Lankford & Susanna Loeb & Matthew Ronfeldt & James Wyckoff, 2010. "The Role of Teacher Quality in Retention and Hiring: Using Applications-to-Transfer to Uncover Preferences of Teachers and Schools," NBER Working Papers 15966, National Bureau of Economic Research, Inc.
- J2 - Labor and Demographic Economics - - Demand and Supply of Labor
- J22 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Time Allocation and Labor Supply
- J23 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Labor Demand
- J24 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Human Capital; Skills; Occupational Choice; Labor Productivity
- J63 - Labor and Demographic Economics - - Mobility, Unemployment, Vacancies, and Immigrant Workers - - - Turnover; Vacancies; Layoffs
- J68 - Labor and Demographic Economics - - Mobility, Unemployment, Vacancies, and Immigrant Workers - - - Public Policy
- J8 - Labor and Demographic Economics - - Labor Standards
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- Ali Protik & Steven Glazerman & Julie Bruch & Bing-ru Teh, 2013. "Staffing a Low-Performing School: Behavioral Responses to Selective Teacher Transfer Incentives," Mathematica Policy Research Reports 7996, Mathematica Policy Research.
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- Susanna Loeb & Demetra Kalogrides & Tara Béteille, 2011. "Effective Schools: Teacher Hiring, Assignment, Development, and Retention," NBER Working Papers 17177, National Bureau of Economic Research, Inc.
- Gentile, Elisabetta & Imberman, Scott A., 2012.
"Dressed for success? The effect of school uniforms on student achievement and behavior,"
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