What makes for a satisfied science teacher?

by Tarek Mostafa
Analyst, Directorate for Education and Skills

Teachers play a vital role in the lives of their students. They impart knowledge, provide pastoral care, act as role models and, above all, create an environment that’s conducive to learning. But teaching is

Shaping, not predicting, the future of students

by Anthony Mann
Senior Analyst, Directorate for Education and Skills

Footballer Cristiano Ronaldo is reputed to have once said that there’s no point making predictions because nothing is set in stone. It is hard to predict the future, but in education policy at least it is not altogether impossible.

Learning for careers: The career pathways movement in the United States

by Nancy Hoffman, Senior Advisor, Jobs for the Future
Bob Schwartz, Senior Research Fellow, Harvard Graduate School of Education

Over the last generation, it has become clear that something has gone awry in how the United States prepares its young people for life. In spite of millions of young people pursuing university education, fewer than one in three young Americans successfully attain a bachelor’s degree, while millions of good middle-skills jobs go begging because of our failure to build programs to equip young people with the skills and credentials to fill them. In a climate of “university for all” only 20% of young Americans enrol in career and technical education programs, the US version of Vocational Education and Training. This struck us as both a problem and an opportunity crying out for a public policy response.

So when the opportunity arose to come to the OECD for three months in 2010 to participate in the last phase of the landmark Learning for Jobs study, we took leave from our respective jobs (Nancy, at Jobs for the Future, a national NGO; Bob, at Harvard Graduate School of Education) and headed to Paris. We had already had the privilege of working as experts on country reviews for OECD, and knew this would give us the opportunity to go deeper into how school-based VET operated around the world and in particular in northern European countries like Germany, Norway, Sweden, the Netherlands and Switzerland. Learning for Jobs highlighted the essential characteristics of school-based VET. Little did we know, however, that our decision to get involved would lead two years later to the creation of a national network of U.S. states and regions committed to reshaping vocational education and training in the US. We have chronicled the first five years of the Pathways to Prosperity Network in our book, Learning for Careers, published in October 2017 by the Harvard Education Press.

Back at Harvard, in 2011 Bob fed the big lessons from Learning for Jobs into a new report, Pathways to Prosperity: Meeting the Challenge of Preparing Young Americans for the 21st Century. The Pathways report generated such strong interest among states that we invited a handful of states to come together in a mostly self-funded network based at JFF to act on the findings and recommendations in the report. Fast forward to 2017. The JFF Pathways team of 12 now works with 14 states and about 60 economic regions within those states to build pathways systems. A major initiative funded by JP Morgan Chase and led by the organization of chief school officers (state ministers) entitled, “New Skills for Youth,” is also strengthening states’ capacity to build career pathways, and myriad promising regional initiatives are underway to infuse greater career information and experience into the high school experience. Examples of Delaware and Tennessee’s pathways development and progress to date can be found here and here as well as in our book.

Most of the new initiatives, while inspired especially by the German and Swiss dual systems, do not now resemble these – and most likely never will. Nonetheless, some lessons from the best systems do influence the strategies states are implementing. Learning for Careers identifies three characteristics of strong European VET that can be translated into the US educational, economic, and cultural context:

• youth in VET take on adult responsibility in workplaces and demonstrate both maturity and technical skill - active learning outside of classrooms meets the developmental needs of adolescents to take “safe” risks, to be challenged, and to test out behaviour in an intergenerational setting; 

• employers act willingly in their self-interest and as partners to the state in building a pipeline of young professionals - employers willingly mentor young people as a social responsibility and as a contribution to social cohesion; and, 

• VET has a secret glue in the employer associations and chambers that aggregate employer need and train for a sector, not for a specific company - such sector organizations can play this role because of a common qualifications system which specifies competencies, behaviours, and knowledge required. (Non-governmental groups in the U.S. are haltingly attempting to build a qualifications system.)

If a European VET aficionado were to visit Delaware, Minnesota, Ohio, or Tennessee, she would see high schools and their tertiary partners building pathways in such fields as tech, advanced manufacturing, and healthcare and NGOs urging employers to open their doors to 16 and 17-year-old apprentices and interns. And perhaps most important, she would hear a difficult conversation about inequality and economic mobility. Our argument is that if through our Network we can enable many more low-income youth to enter the labor market equipped with the technical expertise, professional behaviors, and social networks now enjoyed primarily by children of privilege, we can put them on a path to economic mobility – a benefit for them, their families, and society at large.

Links
OECD Policy Reviews of Vocational Education and Training (VET) - Learning for Jobs
Learning for Careers - The Pathways to Prosperity Network

Join our OECD Teacher Community on Edmodo

Photo credit: @Shutterstock 

Career education that works

by Anthony Mann
Director of Policy and Research, Education and Employers Taskforce

The benefits of employers engaging with education has long been reported and promoted within policy circles. The UK’s Department for Education, for example, has recently produced guidance for schools stating the need for student learning from the world of work within careers provision. Internationally, the Organisation for Economic Cooperation and Development (OECD) has reported the benefits associated with employer involvement in education. (See, for example: Learning for Jobs).

Despite international interest surrounding the topic, research has failed to keep pace with policy instincts that career education will benefit young people going into the labour market. In a new article, published in the peer-reviewed, international Journal of Education and Work, Elnaz Kashefpakdel and Chris Percy offer new insights into the relationship between career talks with outside people experienced whilst in school and later earnings. They draw upon the limited work that already exists in the area - particularly that of Mann and Percy (2014), which surveyed 1,000 young adults aged 19-24 recalling their school days and found a significant wage premium linked to the degree of exposure young people had with school-mediated employer engagement activities.

This new work analyses data from the British Cohort Study (BCS70), which tracks 17,000 individuals throughout their lives. It provides a rich and reliable set of measurements including socio-economic factors which could potentially affect income, i.e. parental social class, academic ability, home learning environment and demographics. Through statistical analysis, it is possible to take account of such factors in assessing the impact of specific interventions in determining economic outcomes.

The BCS survey offers an interesting data set for analysis related to career interventions due to the timing of its questioning in 1986, when respondents were teenagers. During the 1980s in the UK, government was rolling out the Technical and Vocational Education Initiative (TVEI). The Initiative aimed to help prepare young people for entry into the labour market and served to drive greater activity within schools. The nature of the Initiative often meant that young people were obliged to attend career talks and related sessions, though these activities varied considerably across schools and local authorities.

Data was collected during 1986 regarding young people’s opinions of any careers talks they encountered and was compared to their earnings aged 26, using statistical analysis techniques. Results revealed that, on average, for each career talk with someone from outside of the school experienced at age 14-15 young people benefited from a 0.8% wage premium when they were 26. These findings are statistically significant at 5%, meaning that there is a 95% certainty this correlation did not occur by chance. This relationship was not found for those aged 15-16, which implies that career talks had a greater value for the younger cohort.

Analysis also found a statistically significant relationship between student perceptions of the career talks that they experienced and later earnings. Students who found career talks to be ‘very helpful’ at age 14-15 were compared with those who found careers talks ‘not at all helpful/not very helpful’. Findings demonstrated that for students aged 14-15 who found career talks ‘very helpful’ witnessed a 1.6% increase in earnings per career talk they attended. This also proved significant for young people aged 15-16; with a smaller affect size, they benefited from a 0.9% earnings boost.

These findings provide a clear relationship between the number of career talks attended, and their helpfulness, and relative earnings at age 26. This provides a solid evidence-base for increasing the volume and quality of career talks with outside speakers in education.  Findings revealed that the impact of careers talks were more pronounced for the younger age group, 14-15, than they were for the elder group, 15-16. The authors argue that at the older age group young people may be more focused on examinations, while the younger group may have been more likely to be receptive to career talks due to the year group being more of an explorative period. Thus, perhaps the most desirable age group to deliver career talks to is 14-15 year-olds.

The authors hypothesis that it is difficult to gain new knowledge and skills, known as human capital, through such short duration episodes of engagement with the labour market. However, they could gain access to new, useful and trusted information and networks while interacting with professionals in an episodic manner. It is in this realm of social and cultural capital accumulation that enables young people to gain resources of meaning from the activities, such as career talks. Additionally, the findings are in line with the argument that through the repeated encounters with people from outside schools, young people are able to find helpful information about pathways to their career ambitions.

To read more about the study, visit the website of the Education and Employers Research.
Photo Credit: Careers bulb word cloud, business concept @Shutterstock