scholarly journals Teacher Quality Policy When Supply Matters

2015 ◽  
Vol 105 (1) ◽  
pp. 100-130 ◽  
Author(s):  
Jesse Rothstein
Keyword(s):  
Labor Market ◽  
Teacher Quality ◽  
Bayesian Learning ◽  
Additional Benefit ◽  
Teacher Labor Market ◽  
Firing Rates ◽  
Self Selection ◽  
Optimal Policies ◽  
Teacher Contracts ◽  
Quality Policy

Teacher contracts that condition pay and retention on demonstrated performance can improve selection into and out of teaching. I study alternative contracts in a simulated teacher labor market that incorporates dynamic self-selection and Bayesian learning. Bonus policies create only modest incentives and thus have small effects on selection. Reductions in tenure rates can have larger effects, but must be accompanied by substantial salary increases; elimination of tenure confers little additional benefit unless firing rates are extremely high. Benefits of both bonus and tenure policies exceed costs, though optimal policies are sensitive to labor market parameters about which little is known. (JEL I21, J22, J23, J24, J31, J41, J45)

Does the Russian Government Pay a "Fair" Wage: Review of Studies

2015 ◽  
pp. 62-85 ◽  
Author(s):  
T. Zhuravleva
Keyword(s):  
Labor Market ◽  
Public Sector ◽  
Private Sector ◽  
Wage Differentials ◽  
Omitted Variables ◽  
Russian Government ◽  
Correct Evaluation ◽  
Self Selection ◽  
Data Limitations ◽  
Fair Wage

This paper surveys the literature on public-private sector wage differentials for Russian labor market. We give an overview of the main results and problems of the existing research. The authors unanimously confirm that in Russia private sector workers receive higher wages relative to their public sector counterparts. According to different estimates the "premium" varies between 7 and 40%. A correct evaluation of this "premium" is subject to debate and is a particular case of a more general econometric problem of wage differentials estimation. The main difficulties are related to data limitations, self-selection and omitted variables. Reasons for the existence of a stable private sector "premium" in Russia are not fully investigated.

Teacher Labor Market (Bursa Tenaga Kerja Guru): Kajian Teknologi Pendidikan

2018 ◽  
Vol 1 ◽  
Author(s):  
Baharuddin Baharuddin ◽  
St. Rajiah Rusydi
Keyword(s):  
Labor Market ◽  
Teacher Labor Market ◽  
Teacher Labor

Tujuan artikel ini upaya meningkatkan kemampuan guru dalam menguasai berbagai kompetensi, sehingga dapat menjalankan tugas dan kewajibannya secara profesional. Sertifikasi guru merupakan modal dasar bagi guru untuk mengembangkan profesinya secara terus-menerus sepanjang kariernya sebagai guru, yang pada gilirannya memberikan kontribusi bagi terwujudnya pendidikan yang bermutu. Melihat konsep tenaga kerja guru menjelaskan bahwa keefektifan guru digunakan untuk merujuk pada hasil kerja yang dicapai guru atau sejumlah kemajuan yang diraih siswa dalam rangka pencapaian tujuan-tujuan khusus pendidikan. Artikel ditulis dengan kajian literatur dengan hasil mengindentifikasi bagaimana luasnya variasi faktor-faktor permintaan dan penyaluran yang berdampak pada komposisi dan distribusi kekuatan kerja para tenaga pengajar sebagaimana halnya para guru; atribut guru dan berbagai kebijakan kemampuan kerja guru yang berdampak pada para lulusan, secara umum.

Labor Market Effects of Pensions and Implications for Teachers

2010 ◽  
Vol 5 (4) ◽  
pp. 463-491 ◽  
Author(s):  
Leora Friedberg ◽  
Sarah Turner
Keyword(s):  
Labor Market ◽  
Pension Plans ◽  
Defined Benefit ◽  
Fixed Income ◽  
Teacher Labor Market ◽  
Market Effects ◽  
Retirement Security ◽  
Retirement Timing ◽  
Key Features ◽  
K 12

While the retirement security landscape has changed drastically for most workers over the last twenty years, traditional defined benefit (DB) pension plans remain the overwhelming norm for K–12 teachers. Because DB plans pay off fully with a fixed income after retirement only if a teacher stays in the profession for decades and yield little or nothing if a teacher leaves early, DB plans induce a strong, nonlinear relationship between years of tenure and benefit accrual. One implication is that as many current teachers approach eligibility for full pensions, there are strong incentives for retirement and associated consequences in the teacher labor market. In this article, we assess the key features of DB plans, discuss the general incentive effects, and consider the application to the particular case of teachers. This work highlights the importance of assessing the characteristics of teachers who respond most to the retirement timing incentives.

Nonmonetary Compensation in the Public Teacher Labor Market

2010 ◽  
Vol 5 (1) ◽  
pp. 82-103 ◽  
Author(s):  
Daniel Player
Keyword(s):  
Labor Market ◽  
Elementary Teachers ◽  
Female Students ◽  
Students With Learning Disabilities ◽  
Quality Teachers ◽  
Teacher Labor Market ◽  
Math Ability ◽  
The Public ◽  
Salary Structure ◽  
Teacher Labor

Because of the rigid salary structure in the public teacher labor market, principals may have the incentive to align classes favorably for high-quality teachers as a form of nonmonetary compensation. This article tests whether higher-quality teachers, holding other characteristics constant, tend to be matched with more favorable assignments. The findings show that elementary teachers with higher licensure exam scores and greater observed classroom success tend to be matched to students with higher prior math ability, fewer students with learning disabilities, fewer students eligible for subsidized lunch, and more female students. Several tests indicate that matching patterns are not entirely driven by parental pressure or the technology of learning, providing evidence that principals use class assignments as a way to compensate teachers.

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