Documents secondary education 7 results

"We investigate the effects of the specialist schools policy, introduced in 1994 in England, on test scores and truancy for pupils during compulsory schooling. We also assess the effects on labour market status and post-secondary test score performance. We use matching models and data from the Youth Cohort Surveys for pupils who left school in either 2002 or 2004. We find that the policy did raise test scores, as well as increase the probability of employment. The evidence on post-secondary test scores is mixed insofar as the policy increased the number of A levels studied but reduced average points scores."

'This article explores the nature and implications of secondary students' participation in paid employment in Ireland.The analysis draws on a comprehensive survey of one-sixth of secondary schools. Results indicate that working part-time is associated with underperformance at upper secondary level and also leads to increased dropout. In line with research in other countries, part-time employment tends to draw students away from their studies. Such underperformance at upper secondary level persists regardless of the level of involvement in out-of-school social activities. Results hold when propensity score matching methods are employed to take account of possible selection effects.The discussion points to the crucial importance of early educational qualifications in longer-term and lifelong labour market outcomes; and highlights the importance of addressing the issue of student employment given its impact on educational outcomes.'

Human resource management in the "Chinese public sector has been largely under-researched. This study explores performance-related pay (PRP) practices and employees' responses to these practices in the Chinese education system. It concludes that the PRP scheme has been widely implemented in China and has been well received by Chinese high school teachers in terms of improving employee performance. Chinese high school teachers highly regard PRP for three reasons: first, PRP, as 'prize money', is believed to increase employee income; second, itemized performance criteria help reduce subjectivity; and third, small differences in PRP between employees mitigate unhealthy competition. This study adds to the knowledge base of PRP in the public sector."