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Educator preparation, professional development, performance and evaluation
Starting in 2011, Boston Public Schools (BPS) implemented major reforms to its teacher evaluation system with a focus on promoting teacher development. We administered independent district-wide surveys in 2014 and 2015 to capture BPS teachers’ perceptions of the evaluation feedback they receive. Teachers generally reported that evaluators were fair and accurate, but that they struggled to provide high-quality feedback. We conduct a randomized controlled trial to evaluate the district’s efforts to improve this feedback through an intensive training program for evaluators. We find little evidence the program affected evaluators’ feedback, teacher retention, or student achievement. Our results suggest that improving the quality of evaluation feedback may require more fundamental changes to the design and implementation of teacher evaluation systems.
Effective teacher hiring is fundamental to improving schools and yet few studies investigate this process. In this exploratory study of six successful, high-poverty schools (three charter, three district) in one Massachusetts city, we analyze the policy contexts that influenced hiring and examine the schools’ hiring practices. Through interviews with 142 teachers and administrators, we learned that, despite significant differences, these schools’ approaches were strikingly similar. Each used a two-way, information-rich hiring process that provided schools and candidates with opportunities to exchange information and assess one another before making an offer or signing a contract. Participants viewed their investment in hiring as an essential part of their school’s success. Based on our findings, we provide recommendations for policymakers, practitioners, and researchers.
Ten years ago, the reform of teacher evaluation was touted as a mechanism to improve teacher effectiveness. In response, virtually every state redesigned its teacher evaluation system. Recently, a growing narrative suggests these reforms failed and should be abandoned. This response may be overly simplistic. We explore the variability of New York City principals’ implementation of policies intended to promote teaching effectiveness. Drawing on survey, interview, and administrative data, we analyze whether principals believe they can use teacher evaluation and tenure policies to improve teaching effectiveness, and how such perceptions influence policy implementation. We find that principals with greater perceived agency are more likely to strategically employ tenure and evaluation policies. Results have important implications for principal training and policy implementation.