Rethinking Teacher Evaluation in Chicago

Presents findings from the Excellence in Teaching Pilot, which included training and support, classroom observations, and feedback in principal-teacher conferences. Examines implementation issues and the validity and reliability of observation ratings

From Large Urban to Small Rural Schools: An Empirical Study of National Board Certification and Teaching Effectiveness Final Report

The National Board for Professional Teaching Standards (NBPTS) is a professional organization that provides national certification to teachers who apply for and meet the Board's standards of performance for "accomplished" educators. This study responds to a request from the NBPTS to analyze National Board certification among high school teachers in understudied subject areas and locales to help fill gaps in the research literature. The research team selected two new locales for this analysis, the Commonwealth of Kentucky and the Chicago public schools. Chicago, a racially and ethnically diverse city with a population of more than 2.8 million, has one of the largest urban school districts in the country. Kentucky, by contrast, is a largely rural state with some suburban and urban areas, including the Louisville/Jefferson County metro area, population 750,000. Together, these two locales encompass a full range of public school settings

School district investments in general skills: The case of principal residency programs

Districts are investing more in school leadership, including the implementation of residency training programs for aspiring principals. There is limited evidence about the district return on these investments, and none in the context in which principal hiring is decentralized at the school level. This paper develops a model highlighting the conditions under which districts benefit from investments in general leadership skills and examines the residency program in the Chicago Public Schools (CPS). The event-study analysis that addresses treatment effect heterogeneity finds that principals who complete a residency are significantly more effective at raising achievement. Although the leadership skills gained through the residency are likely to make a principal more valuable to districts outside of CPS, the large majority of residents remain in CPS despite the absence of salary premia for completion of a residency or high performance. These findings suggest the presence of transition costs that enable CPS to retain more effective, residency-trained principals without having to increase pay, thereby realizing some of the return on the investment in general skills