Most TTI teachers stayed on the job even after incentive payments ended¶

Claim · All claims
Evidence · 1 study · causal r? · q3
Currency · newest study 2013 · not yet checked against its sources · not reviewed by a person · overdue for a recheck since 2016: local conditions change quickly

Subclaims¶

q3 i? Retention of transferred high-performing teachers persisted beyond the incentive period: most TTI teachers remained on the job even after payments ended. → Steven Glazerman 2013

Evidence¶

Steven Glazerman 2013¶

Steven Glazerman, Ali Protik, Bing-ru Teh, Julie Bruch, Jeffrey Max. (2013). Transfer Incentives for High-Performing Teachers: Final Results from a Multisite Randomized Experiment. Washington, DC: National Center for Education Evaluation and Regional Assistance, Institute of Education Sciences, U.S. Department of Education. https://ies.ed.gov/ncee

q3 · i? · causal · r?

A key finding of the TTI evaluation report, from the multisite randomized experiment conducted 2007-2014, is that "Most TTI teachers stayed on the job even after payments ended."

"Most TTI teachers stayed on the job even after payments ended."

Discussion¶

Related Claims¶

• TTI was more cost-effective than similar teacher-transfer incentive interventions — related
• Most TTI teachers stayed on the job even after transfer payments ended — possibly the same claim (merge candidate)
• A $20,000 selective transfer incentive offers high-performing teachers in 10 districts payment to move into their district's hardest-to-staff schools — related
• A study of a $20,000 selective transfer incentive examined high-performing teachers' behavioral responses in 10 districts — related
• The Talent Transfer Initiative increased elementary school math and reading test scores by the equivalent of 4 to 10 percentile points — related
• TTI did not increase test scores in middle schools — related
• Retention bonuses for high-poverty schools work only while payments last, and working conditions may outweigh pay — reports the opposite
• Offering $20,000 per teacher filled 90 percent of targeted vacancies in hard-to-staff schools with high-performing teachers across seven districts — related
• The transfer incentive targeted high-performing teachers into the hardest-to-staff schools within their own districts — related