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Teacher performance evaluation has become a dominant theme in school reform efforts. Yet, whether evaluation changes the performance of teachers, the focus of this paper, is unknown. Instead, evaluation has largely been studied as an input to selective dismissal decisions. We study mid-career teachers for whom we observe an objective measure of productivity—value-added to student achievement—before, during, and after evaluation. We find teachers are more productive in post-evaluation years, with the largest improvements among teachers performing relatively poorly ex-ante. The results suggest teachers can gain information from evaluation and subsequently develop new skills, increase long-run effort, or both.

This article examines a national policy of performance-related pay for teachers in the educational context of England, as understood in relation to the concept of New Public Management. Using a mixed methods approach employing surveys and in-depth interviews, the article considers the perspectives of working teachers, thus engaging directly with those who might be incentivized (or disincentivized) by performance pay. Significant implications for the broader international policy context are drawn in terms of teachers’ complex and problematic attitudes towards incentivization, particularly when performance pay is located within a wider agenda of New Public Management.

As nationwide calls for educational rigor and accountability continue across the U.S., many states have made the edTPA®, a teacher performance assessment, a requirement for teacher certification. The edTPA® is a subject-specific performance assessment that requires aspiring teachers to plan, implement, assess, and reflect upon a learning segment, while demonstrating pedagogical skills related to their disciplines. While it is designed to promote teaching excellence, the edTPA® can drive already-stressed teacher candidates to their breaking point, as it places them in an unfamiliar classroom and asks them to quickly display their knowledge and savvy.   This book is here to help teacher candidates not only survive the challenge of the edTPA®, but also thrive. It maps out precisely what steps aspiring secondary education teachers should take to ensure successful completion of the edTPA®. Demystifying the language used in the assessment, it uniquely connects edTPA® requirements with what teacher candidates learn within their teacher preparation programs, showing them how the assessment relates to what they are already doing in their classrooms. The strategies in this book draw on both academic research and practical experience to guide student teachers as they plan for their edTPA® portfolios and for their teaching careers beyond.

Identifying significant factors in teaching-learning performance affecting the efficiency of teachers at university is an indispensable factor in upholding the quality of the teaching in English for Academic Purposes (EAP) courses. This study aims to evaluate teachers’ performance in EAP courses using the students’ course-instructor evaluation survey, and the students’ final grades. For this purpose, the Performance Improvement Management (PIM) software Data Envelopment Analysis (PIM-DEA) is applied to evaluate the efficiency of EAP teachers. Later, a sensitivity analysis is applied to prioritize the significant indicators of teacher performance following an interview with the teachers aimed at the betterment of their performance. The result of the study reveals that the degree of student satisfaction in relation to assignments, exams, and grading systems are significant factors related to teachers’ performance. A wider realization of this should be seen, in the researcher’s opinion, vital to the development of the educational sector.

The pandemic has led to significant changes in teaching environments, which may have affected teacher engagement and performance. The aim of the paper is to investigate the levels of work engagement (WE) and work performance (WP) during the pandemic among teachers in primary and lower secondary schools in Romania and to identify if the dimensions of these two concepts differ according to gender, age, residence, status, teaching degree, and course profile, filling a gap in the specialized literature regarding these variables in Romanian education. We conducted a survey between February and March 2022 on a sample of 1051 teachers using the Utrecht Work Engagement Scale (UWES) and the Individual Work Performance Questionnaire (IWPQ 0.3). Teachers reported a high level of engagement and work performance, higher levels of WE being identified among female teachers and those teaching in rural areas. Younger teachers showed the lowest work engagement, despite their familiarity with the digital tools used during the COVID-19 pandemic. Interestingly, while gender and employment status did not have a significant impact on job performance, contextual performance was higher among tenured teaching staff and women. In addition, the profile of subjects taught significantly affected engagement and performance. The results of this research can contribute to a more dynamic and supportive educational system, ultimately leading to improved outcomes for teachers and students.

Teacher evaluation is at the center of current education policy reform. Most evaluation systems rely at least in part on principals' assessments of teachers, and their discretionary judgments carry substantial weight. However, we know relatively little about what they value when determining evaluations and high stakes personnel decisions. Using unique data from an independently managed public charter school district, I explore the extent to which autonomous school administrators' formative evaluations of teachers predict a variety of future personnel decisions. I also assess the extent to which their evaluations predict alternative measures of teacher performance, including student and parent evaluations of individual teachers in the same and future school years. I find that formative midyear ratings—shared by administrators with teachers—clearly differentiate between teachers and are strongly associated with end-of-year dismissal and promotion decisions. I use an exploratory factor analysis to identify four distinct components of administrators' feedback to teachers and show that different components predict different types of personnel decisions in schools. In addition, different components predict different teacher performance measures. The results suggest the importance of accounting for multiple aspects of teachers'work in evaluation systems that are meant to inform multiple types of personnel decisions.

Teacher performance evaluation currently is receiving unprecedented attention from policy makers, scholars, and practitioners worldwide. This study is one of the few studies of teacher perceptions regarding teacher performance measures that focus on China. We employed a quantitative dominant mixed research design to investigate Chinese teachers’ preferences for teacher performance measures and the possible reasons for their preferences. Considering the quantitative results, the surveyed Chinese teachers identified fulfillment of additional roles, collaboration with faculty and staff, and students’ test scores as the most important measures for performance evaluation. Qualitatively, the most important measures that the surveyed teachers reported were the teacher’s morality, workload, and students’ test scores.

As countries aim to ensure high achievement for all students, improving and sustaining the quality of the teacher workforce is a vital policy priority. Several studies have found that well‐designed teacher evaluation systems, aligned with professional learning and development, can contribute to improvements in the quality of teaching and raise student achievement. This article provides an overview of research on teacher evaluation for improvement and suggests directions for policy and research to strengthen systems.

The role of teacher is critical in improving students’ academic performance. Teacher’s performance is affected by many factors. This study analyzes and examines the effect of organizational culture, leadership style, work ethic, and work commitment on teacher’s performance and students’ academic achievement. The study applies the analytical research involving private high school teachers in the district of Jember East Java Province of Indonesia. There are 313 private high schools in Jember with more than 5,000 teachers. The sample consists of 213 respondents. The main research data were obtained by distributing the questionnaires. It uses path analysis to determine the direct and indirect effect using the structural equation modeling. The results show that organizational culture, leadership style, work ethic, and work commitment have a significant positive effect both on teacher’s performance and students’ academic performance. Besides, teacher’s performance plays a significant mediating role in the relationship between the independent variables and students’ academic performance.

Research has yet to show whether new estimates of teacher performance can be used to improve teaching and learning. Quantitative social scientists seek to develop ever-better tools for measuring and improving school teacher performance. One approach uses data on individual students' past test scores to predict subsequent scores and then subtracts the (counterfactual) prediction from the actual scores to estimate teachers' “value added.” But there is considerable debate about what educational benefits these measures might yield. I discuss scholarly agreements and disagreements about statistical properties of teacher value-added measures and argue that most key research questions cannot be answered by the types of studies that now dominate the literature ( 1 ).