1. Investing in Teachers: An Overview of Policy Alternatives Jennifer King Rice University of Maryland

2. Costs and Effects of Class Size Reduction UNIVERSAL TREATMENT ESTIMATETARGETED TREATMENT ESTIMATE EFFECTIVENESS Reduction of classes to 15-18 students 0.15 – 0.27 SD Up to 0.4 SD for 4 yrs Effects persist through G7 Effect on minority students Up to 0.4 SD COST Reduction to 18 students $5.049 billion ($448/pupil) Schools with more that 50% FRPL $1.8 billion ($159/pupil) Reduction to 15 students $11.047 billion ($981/pupil) Schools with more that 50% FRPL $3.98 billion ($352/pupil) Sources: Finn & Achilles (1999); Nye, et al. (1999); Krueger (1999); Molnar, et al. (1999); Brewer, et al. (1999)

3. Issues affecting the costs and effects of class size reduction:  Targeting the policy to particular grades, subjects, types of schools/students  Duration of the treatment  Availability and cost of facilities  Supply of qualified teachers

4. Teacher Quality: Dimensions of the Problem  Definition of teacher quality  extensive literature review  Quality of preparation  Adequate pool of qualified teachers  Recruitment of teachers to shortage areas  Retention of teachers  Ongoing professional development

5. Approach used here:  Examine what teacher attributes are linked with teacher performance (literature review)  Conduct scan of policy strategies being used in the field  Develop typology of strategies that links them with specific dimensions of the problem  Construct prototypes of “packages” of strategies that reflect multi-dimensionality of the problem  Estimate the costs of prototypes

6. Data: Multi-level case studies  Documents on teacher recruitment and retention policies  Interviews with state, district, and school administrators about investments in teacher policies  Focus groups with teachers in selected schools to understand critical issues related to their decisions about where to work, and to assess their perceptions of the impact of state and district teacher policies

7. Typology of Teacher Recruitment & Retention Strategies Recruitment StrategiesRetention Strategies Economic incentive Signing bonus Loan forgiveness Housing assistance Tuition assistance Bonus for NBC Higher salaries Tax benefits Pay-for-performance Long terms rewards for National Board certification Benefit packages Changes to teacher prep programs Alternative/accelerated certification Pre-college recruitment Alt certification (adequate duration, grow your own, relationship with districts) Prep programs focused on specific type of school Reform of teacher hiring process License reciprocity Streamline hiring process Job banks Assignments for new tchrs Public relations Relations with H.E. Initiatives to make schools better places to work Induction programs Reasonable class size Good leadership Induction programs Long term professional development Reasonable class size Instructional support Good leadership

8. Prototypes of policy configurations to invest in teacher quality Prototype I Significant and sustained salary boost for qualified teachers willing to work in high need schoolsSignificant and sustained salary boost for qualified teachers willing to work in high need schools Professional development module for teaching in this type of schoolProfessional development module for teaching in this type of school Streamlined hiring processStreamlined hiring process Job banksJob banks

9. Prototypes of policy configurations to invest in teacher quality (cont.) Prototype II Signing bonusSigning bonus Intensive induction programIntensive induction program Better leadership (increased principal salary)Better leadership (increased principal salary) Incentive for National Board certified teachersIncentive for National Board certified teachers Streamlined hiring processStreamlined hiring process Job banksJob banks