How To Select A Good Teacher

By Steve Sailer

01/18/2010

Superstar teachers had four other tendencies in common: they avidly recruited students and their families into the process; they maintained focus, ensuring that everything they did contributed to student learning; they planned exhaustively and purposefully–for the next day or the year ahead–by working backward from the desired outcome; and they worked relentlessly, refusing to surrender to the combined menaces of poverty, bureaucracy, and budgetary shortfalls. … . Ideally, schools would hire better teachers to begin with. But this is notoriously difficult. How do you screen for a relentless mind-set?

When Teach for America began, applicants were evaluated on 12 criteria (such as persistence and communication skills), chosen based on conversations with educators. Recruits answered open-ended questions like “What is wind?” Starting in 2000, the organization began to retroactively critique its own judgments. What did the best teachers have in common when they applied for the job?

Once a model for outcomes-based hiring was built, it started churning out some humbling results. “I came into this with a bunch of theories,” says Monique Ayotte-Hoeltzel, who was then head of admissions. “I was proven wrong at least as many times as I was validated.”

Based on her own experience teaching in the Mississippi Delta, Ayotte-Hoeltzel was convinced, for example, that teachers with earlier experience working in poor neighborhoods were more effective. Wrong. An analysis of the data found no correlation.

For years, Teach for America also selected for something called “constant learning.” As Farr and others had noticed, great teachers tended to reflect on their performance and adapt accordingly. So people who tend to be self-aware might be a good bet. “It’s a perfectly reasonable hypothesis,” Ayotte-Hoeltzel says.

But in 2003, the admissions staff looked at the data and discovered that reflectiveness did not seem to matter either. Or more accurately, trying to predict reflectiveness in the hiring process did not work.

What did predict success, interestingly, was a history of perseverance–not just an attitude, but a track record. In the interview process, Teach for America now asks applicants to talk about overcoming challenges in their lives–and ranks their perseverance based on their answers. Angela Lee Duckworth, an assistant professor of psychology at the University of Pennsylvania, and her colleagues have actually quantified the value of perseverance. In a study published in TheJournal of Positive Psychology in November 2009, they evaluated 390 Teach for America instructors before and after a year of teaching. Those who initially scored high for “grit”–defined as perseverance and a passion for long-term goals, and measured using a short multiple-choice test–were 31 percent more likely than their less gritty peers to spur academic growth in their students. Gritty people, the theory goes, work harder and stay committed to their goals longer. (Grit also predicts retention of cadets at West Point, Duckworth has found.)

But another trait seemed to matter even more. Teachers who scored high in “life satisfaction”–reporting that they were very content with their lives–were 43 percent more likely to perform well in the classroom than their less satisfied colleagues. These teachers “may be more adept at engaging their pupils, and their zest and enthusiasm may spread to their students,” the study suggested.

In general, though, Teach for America’s staffers have discovered that past performance–especially the kind you can measure–is the best predictor of future performance. Recruits who have achieved big, measurable goals in college tend to do so as teachers. And the two best metrics of previous success tend to be grade-point average and “leadership achievement”–a record of running something and showing tangible results. If you not only led a tutoring program but doubled its size, that’s promising.

Knowledge matters, but not in every case. In studies of high-school math teachers, majoring in the subject seems to predict better results in the classroom. And more generally, people who attended a selective college are more likely to excel as teachers (although graduating from an Ivy League school does not unto itself predict significant gains in a Teach for America classroom). Meanwhile, a master’s degree in education seems to have no impact on classroom effectiveness.

The most valuable educational credentials may be the ones that circle back to squishier traits like perseverance. Last summer, an internal Teach for America analysis found that an applicant’s college GPA alone is not as good a predictor as the GPA in the final two years of college. If an applicant starts out with mediocre grades and improves, in other words, that curve appears to be more revealing than getting straight A’s all along.

Last year, Teach for America churned through 35,000 candidates to choose 4,100 new teachers. Staff members select new hires by deferring almost entirely to the model: they enter more than 30 data points about a given candidate (about twice the number of inputs they considered a decade ago), and then the model spits out a hiring recommendation. Every year, the model changes, depending on what the new batch of student data shows.

It’s not hugely enlightening to come up with a test that can determine that, say, Ben Franklin or James Cameron or Steve Jobs or Meryl Streep or John Madden or Steven Spielberg or Lee Kwan Yew has the skill set it takes to be a good schoolteacher. We also need another test to identify people who would be better at schoolteaching than at most other competing careers, or we'll suffer very high attrition from the schoolteacher ranks (as Teach for America does).

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