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Screen Twice, Cut Once: Assessing the Predictive Validity of Teacher Selection Tools

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Title: Screen Twice, Cut Once: Assessing the Predictive Validity of Teacher Selection Tools
Language: English
Authors: Goldhaber, Dan, Grout, Cyrus, Huntington-Klein, Nick, Society for Research on Educational Effectiveness (SREE)
Source: Society for Research on Educational Effectiveness. 2015.
Availability: Society for Research on Educational Effectiveness. 2040 Sheridan Road, Evanston, IL 60208. Tel: 202-495-0920; Fax: 202-640-4401; e-mail: inquiries@sree.org; Web site: http://www.sree.org
Peer Reviewed: Y
Page Count: 13
Publication Date: 2015
Document Type: Reports - Research
Descriptors: Predictive Validity, Teacher Selection, Selection Tools, Scoring Rubrics, Public Schools, Teacher Effectiveness, Value Added Models, Teacher Attendance, Faculty Mobility, Regression (Statistics), Statistical Analysis, Academic Achievement, Public School Teachers
Geographic Terms: Washington
Abstract: It is well documented that teachers can have profound effects on student outcomes. Empirical estimates find that a one standard deviation increase in teacher quality raises student test achievement by 10 to 25 percent of a standard deviation. More recent evidence shows that the effectiveness of teachers can affect long-term student outcomes, such as college-going behavior and labor earnings (Chamberlain, 2013; Chetty, Friedman, & Rockoff, forthcoming; Jackson, 2012; Koedel, 2008). There exists far less research or policy focus on the choices school systems make in the teacher hiring process, and what tools or policies may aid the process. In this study the authors analyze the relationship between two teacher selection rubrics that are used during the teacher hiring process in Spokane Public Schools (SPS) (Washington) from 2009-2012. During this time, 2,669 individuals applied to 521 classroom teaching positions for which at least one teacher was screened. Results of the study showed that screening scores are valid predictors of student achievement and attrition, although not absences, in Spokane. Teacher hiring processes in general could be improved by similar screening processes, although it does not necessarily follow that these results can be generalized beyond Spokane, a district that is often seen as a desirable place to work in Eastern Washington. Spokane may not face the same hiring problems as other districts. However, these results are consistent with the wider literature on screening at the hiring stage in other industries. Five tables are appended.
Abstractor: ERIC
Number of References: 33
Entry Date: 2015
Accession Number: ED562400
Database: ERIC
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  Data: It is well documented that teachers can have profound effects on student outcomes. Empirical estimates find that a one standard deviation increase in teacher quality raises student test achievement by 10 to 25 percent of a standard deviation. More recent evidence shows that the effectiveness of teachers can affect long-term student outcomes, such as college-going behavior and labor earnings (Chamberlain, 2013; Chetty, Friedman, & Rockoff, forthcoming; Jackson, 2012; Koedel, 2008). There exists far less research or policy focus on the choices school systems make in the teacher hiring process, and what tools or policies may aid the process. In this study the authors analyze the relationship between two teacher selection rubrics that are used during the teacher hiring process in Spokane Public Schools (SPS) (Washington) from 2009-2012. During this time, 2,669 individuals applied to 521 classroom teaching positions for which at least one teacher was screened. Results of the study showed that screening scores are valid predictors of student achievement and attrition, although not absences, in Spokane. Teacher hiring processes in general could be improved by similar screening processes, although it does not necessarily follow that these results can be generalized beyond Spokane, a district that is often seen as a desirable place to work in Eastern Washington. Spokane may not face the same hiring problems as other districts. However, these results are consistent with the wider literature on screening at the hiring stage in other industries. Five tables are appended.
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      – SubjectFull: Predictive Validity
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      – SubjectFull: Teacher Selection
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      – SubjectFull: Selection Tools
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      – SubjectFull: Scoring Rubrics
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