Managers' Productivity and Recruitment in the Public Sector

Muñoz, Pablo; Prem, Mounu

doi:10.31235/osf.io/7zn2b

Cited by 2 publications

(1 citation statement)

References 74 publications

(120 reference statements)

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“…In one experiment, for example, school principals who were given management training and encouraged to give frequent detailed feedback to teachers saw test scores in their schools rise by around 30% of a standard deviation (Fryer, 2017). A number of other studies also highlight the importance of good management practices for attainment (Bloom et al, 2015;Muñoz and Prem, 2022). This is also important for students in further education colleges (McNally, Schmidt and Valero, 2022).…”

Section: Management and Cpdmentioning

confidence: 99%

Teacher recruitment, training and retention: submission to the Education Select Committee

Farquharson,

Phelan,

Sibieta

et al. 2023

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The authors gratefully acknowledge the support of the Nuffield Foundation (grant number EDO/ FR-000022637) and the Economic and Social Research Council via the ESRC Centre for the Microeconomic Analysis of Public Policy (grant number ES/T014334/1). The Nuffield Foundation is an independent charitable trust with a mission to advance social well-being. It funds research that informs social policy, primarily in Education, Welfare and Justice. It also funds student programmes that provide opportunities for young people to develop skills in quantitative and scientific methods. The Nuffield Foundation is the founder and co-funder of the Nuffield Council on Bioethics, the Ada Lovelace Institute and the Nuffield Family Justice Observatory. The Foundation has funded this project, but the views expressed are those of the authors and not necessarily of the Foundation. Visit www.nuffieldfoundation.org. Teacher recruitment, training and retention: Evidence to Education Committee 2 Key Findings1. Teacher salaries have declined in real-terms since 2010. Most teachers will have seen real-terms salary cuts of 13% between 2010-11 and 2022-23. This is clearly much larger than the 5% real-terms cut in average earnings over the same period. This is likely to have contributed to the significant problems in teacher recruitment and retention. Salary rises of 4.3% have been proposed for 2023-24, which will just about match expected inflation and average earnings growth, but will still leave most teacher salaries about 13% lower than in 2010.2. Teacher starting salaries have seen more rapid increases in recent years. This reflects the government commitment to deliver £30,000 starting salaries by 2024. By 2022-23, teacher starting salaries were only 5% below their 2010 level in rea-terms and are expected to be 2% lower in 2023-24 3. Identifying the most effective teachers at hiring stage is difficult, as characteristics like qualifications, results or types of training are not strongly related to effectiveness in the classroom. Since predicting effectiveness during the hiring process is so challenging, more rigorous probation periods may be helpful in giving head teachers the chance to properly assess their staff and how they work on the job. 4. On the job, the most reliable evidence for improving teacher effectiveness supports programmes of peer-to-peer evaluation among teachers. Observing and rating two or three of a colleague's lessons substantially improved teacher effectiveness -both among the teachers receiving peer feedback and among those giving it. Teachers can also be trained in specific approaches to teaching and pedagogy.5. Teacher attrition rates are particularly high in the early years of a teaching career.Close to a third of teachers have left the profession within their first five years. Improved rates of pay, which the Government has committed to with its promise to raise starting salaries to at least £30,000, could certainly help. However, pay is not the only important issue for retention. Teachers in England highlight a ...

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Section: Management and Cpdmentioning

confidence: 99%

Teacher recruitment, training and retention: submission to the Education Select Committee

Farquharson,

Phelan,

Sibieta

et al. 2023

View full text Add to dashboard Cite

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Mayor competitividad en los procesos de reclutamiento y selección, ¿mejor satisfacción usuaria? Evidencia a partir de los servicios públicos del Estado chileno

Valdebenito,

Pliscoff

2023

Reforma y Democracia

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¿Tiene un efecto en la satisfacción usuaria la concursabilidad como medio de selección de funcionarios y funcionarias que ingresan a la administración pública? Este artículo busca desarrollar esta temática, en el marco de una discusión sobre el impacto del mérito en la gestión del Estado. Las administraciones públicas latinoamericanas están viviendo sucesos de cambio para instalar procesos en sus prácticas de gestión de personas. Al hacer esto, se busca dejar atrás prácticas clientelares o discrecionales e instalar mecanismos de selección que privilegien el mérito para ingresar a alguna repartición pública. Las cifras muestran avances en la materia, aunque aún con mucho espacio de mejora. Este trabajo maneja información de las reparticiones públicas chilenas respecto al uso de la concursabilidad, asociándola con la satisfacción usuaria, la cual está siendo medida en la administración pública de forma sistemática en los últimos años. Los resultados de este estudio confirman una relación positiva entre los niveles de concursabilidad y la satisfacción usuaria, sugiriendo que una selección más meritocrática en los concursos públicos de funcionarios supone una mejor gestión y desempeño en sus organizaciones. Finalmente, se presentan conclusiones referidas al caso chileno sobre la materia, que pueden ser de utilidad para otros sistemas administrativos públicos de América Latina.

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Managers' Productivity and Recruitment in the Public Sector

Cited by 2 publications

References 74 publications

Teacher recruitment, training and retention: submission to the Education Select Committee

Teacher recruitment, training and retention: submission to the Education Select Committee

Mayor competitividad en los procesos de reclutamiento y selección, ¿mejor satisfacción usuaria? Evidencia a partir de los servicios públicos del Estado chileno

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