Teacher Pay and Teacher Quality

By A. Leigh. 2005

220 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/9fbfa22cae69a9dd86db92c187bc2957eaa575b6

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In Education

Citations in the corpus

The Economic Value of Higher Teacher Quality. Working Paper 56. (2010, background): “Existing evidence, while not definitive, suggests that schools are not very effective at choosing the best teachers among the pool of eligible applicants (Ballou, 1996; Ballou and Podgursky, 1997; Staiger and Rockoff, 2010).”
New Teachers' Experiences of Hiring: Late, Rushed, and Information-Poor (2006, background): “…pattern, he notes, contrasts starkly with the patterns in other fields and suggests that, when hiring new teachers, “school districts . . . place little or no weight on measures of academic achievement and cognitive ability that are valued in other professions” (Ballou & Podgursky, 1997, p. 85).”
Characteristics of Effective Alternative Teacher Certification Programs (2008, background): “We found a good deal of variation from one program to another with regard to the frequency with which participants were observed by their programs (see Exhibit 2) and the value the participants placed on it.”
Incentives to Improve Teaching : Lessons from Latin America (2005, methodology): “In the case of the United States, this issue was analyzed by Ballou and Podgursky (1997), Flyer and Rosen (1996), and Lankford and Wyckoff (1997), among others.”
Teacher Recruitment and Retention: A Review of the Recent Empirical Literature (2006, background): “Ballou and Podgursky (1997) offered national survey evidence that teacher quality measures (e.g., the share of mathematics and science teachers and the average SAT scores of high school students who say they wish to teach) rose modestly during the 1980s at the same time that teacher salaries…”
Assessing Teacher, Classroom, and School Effects, Including Fiscal Effects (2004, background): “Finally, Ballou and Podgursky (1997) showed that increasing teacher salaries via the single salary schedule was an ineffective strategy for raising teacher quality, concluding that some type of performance pay structure was needed to ensure that the largest increases were provided to the most…”