A range of proposals aim to reform teacher compensation, recruitment, and retention. Teachers have generally not embraced these policies. One potential explanation for their objections is that teachers are relatively risk averse. We examine this hypothesis using a risk-elicitation task common to experimental economics. By comparing preferences of new teachers with those entering other professions, we find that individuals choosing to teach are significantly more risk averse. This suggests that the teaching profession may attract individuals who are less amenable to certain reforms. Policy-makers should take into account teacher risk characteristics when considering reforms that may clash with preferences.

Rural schools, particularly high poverty rural schools, often have difficulty hiring and retaining qualified teachers. Here, we discuss three programs the Arkansas Department of Education has used to attract teachers to teacher Geographic Shortage Districts (GSDs) through material incentives. Unfortunately, none of the programs have had much success, perhaps in part since the funding offered was inadequate to attract new teachers to isolated communities. Additionally, we analyze the use of materialistic and non-materialistic incentives on the websites of all school districts designated as GSDs by the Arkansas Department of Education. Few GSDs display non-materialistic appeals that might entice individuals to seek out employment in the district, with the notable exception of KIPP Delta, the only charter school on the list, which has much more success recruiting teachers. We end with suggestions for policymakers and school district officials seeking to attract teachers to geographic shortage areas.

Historically, the government has sought to improve the quality of the teacher workforce by requiring certification. Teachers are among the most licensed public personnel employees in the United States. Traditionally, an education degree with a student teaching experience and passage of licensure exams were necessary for licensure. In the 1980s, alternative paths to certification developed. In this article, we evaluated the impact of licensure screens and licensure routes on student achievement. Our findings from an analysis of Arkansas data suggest that there is little difference in terms of quality between traditionally and alternatively certified teachers. However, licensure exams do have some predictive power.

This study examined the relationship between observable teacher characteristics and productivity as measured by an increase in student achievement on a standardized test using a value-added approach. This analysis focused on teachers of algebra, geometry, and 11th grade English Language Arts in Arkansas. The authors generated a value-added score at the school-course level and attributed that score to each teacher of that course in the school. The authors then regressed observable teacher characteristics on the value-added measure. The authors found no evidence that teacher certification route affects student tests scores, but found that higher ability math teachers do lead to higher scores.Teachers comprise over 4% of the U.S. labor force and numerous studies have linked teacher quality to student achievement. In recent years, policies and rules governing the teaching profession have changed significantly. Teacher tenure policies are being revisited, support is shifting away from salary schedules based on seniority and advanced degrees to systems based on merit, and teachers are increasingly entering the profession via alternative licensure routes. These structural changes in the education labor market will likely lead to compositional changes in the teacher workforce.

State policy makers are constantly looking for ways to improve teacher quality. An oft tried method is to increase the rigor of licensure exams. This study utilizes state administrative data from Arkansas to determine whether raising the cut-scores on licensure exams would improve the quality of the teacher workforce. In addition, the study explores the trade-offs of such a policy decision. It is concluded that raising the required passing score on the Praxis II would increase the quality of the teacher workforce, as measured by value-added student achievement. This change, however, would be accompanied with an important trade-off as it would reduce the number of minority teachers and potentially lead to negative outcomes in disadvantaged schools.