The increasing prevalence of private tutoring has received minimal scholarly attention in the United States. We use over 25 years of geocoded data on the universe of U.S. private tutoring centers to estimate the size and growth of this industry and to identify predictors of tutoring center locations. We document four important facts. First, from 1997 to 2022, the number of centers more than tripled, from about 3,000 to 10,000, with steady growth through 2015 before a more recent plateau. Second, the location and growth of private tutoring is heavily concentrated in areas with high income and parental education. More than half of tutoring centers are in areas in the top quintile of income. Third, even conditional on income and parental education, private tutoring centers tend to locate in areas with many Asian American families, suggesting differences in demand by ethnic or cultural identity. Fourth, we see only marginal evidence that the private tutoring market tracks K-12 school markets, i.e. charter, magnet, or private school options. The rapid rise in high-income families' demand for this form of private educational investment mimics phenomena observed in other spheres of education and family life, with potentially important implications for inequality in student outcomes.

Since 2002, public school teachers in Florida have been permitted to choose between a defined benefit (DB) and a defined contribution (DC) retirement plan. We exploit this unique policy environment to study new teachers’ revealed preferences over pension plan structures. Roughly 30 percent of teachers hired between 2003 and 2008 selected the DC plan, despite the fact that teachers not actively deciding within six months were defaulted into the DB plan. The share choosing the DC plan was higher among teachers with advanced degrees, math and science teachers, and teachers in charter schools. It was lower among special education teachers and especially among black and Hispanic teachers. There was only a slight relationship between plan choice and teacher value added to student achievement, with teachers in the bottom value-added quartile roughly 2 percentage points less likely to choose the DC option.

Strategic Performance Indicators (SPIs) are summary measures derived from parallel, descriptive analyses conducted across educational agencies. The SPIs are designed to inform agency management and efforts to improve student outcomes. We developed the SPIs to reveal patterns common across partner agencies, to highlight exceptions to those patterns, and to provide tools for educational agencies to understand their own successes and challenges. We present two examples of SPI briefs and highlight specific steps partner agencies have taken in response to such analyses. Our goal is that, with data, the SPIs will catalyze educational agencies to engage in deep investigation. If educational systems must rely on academic researchers to make progress on core management challenges, progress will be slow. The ability to use and analyze administrative data must be integrated into the everyday management of educational systems, much as it has been in many other sectors of the modern economy.

We examine earnings records for more than 130,000 classroom teachers employed by Florida public schools between the 2001–2 and 2006–7 school years, roughly 35,000 of whom left the classroom during that time. A majority of those leaving the classroom remained employed by public school districts. Among teachers in grades 4–8 leaving for other industries, a 1 standard deviation increase in estimated value added to student math and reading achievement is associated with 6–8 percent higher earnings outside teaching. The relationship between effectiveness and earnings is stronger in other industries than it is for the same groups of teachers while in the classroom, suggesting that current teacher compensation systems do not fully account for the higher opportunity wages of effective teachers.