Many schools and districts have considerable discretion when hiring teachers, yet little is known about how that discretion should be used. Using data from a new teacher screening system in the Los Angeles Unified School District (LAUSD), we find that performance during screening, and especially performance on specific screening assessments, is significantly and meaningfully predictive of hired teachers’ evaluation outcomes, contributions to student achievement, attendance, and mobility. However, applicants’ performance on individual components of the screening process are differentially predictive of different teacher outcomes, highlighting challenges and potential trade-offs faced by districts during screening.

中文翻译：

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切入点：洛杉矶统一学区教师甄选和聘用的有效性

许多学校和地区在聘用老师时拥有很大的酌处权，但对于如何使用这种酌处权知之甚少。使用来自洛杉矶联合学区（LAUSD）的新教师甄选系统的数据，我们发现，甄选期间的表现，尤其是特定甄别评估的表现，显着且有意义地预测了受聘教师的评估结果，对学生成绩的贡献，出勤和流动性。但是，申请人在筛选过程的各个组成部分上的表现是对不同教师成绩的不同预测，突显了各地区在筛选过程中面临的挑战和潜在的取舍。