Teacher Performance Ecosystems: Coaching, Career Ladders, and Community Accountability
Description
Replace the hire-and-forget model with a structured Teacher Performance Ecosystem combining instructional coaching, tiered career ladders, and community accountability. Core: (1) One master coach per 15 teachers using structured classroom observation. (2) Four-tier career ladder: Resident → Certified → Senior → Instructional Lead, tied to student learning gains.
(3) Annual School Report Cards at ward/district level. (4) Teacher Excellence Fund with 20–40% salary top-ups for sustained above-median learning growth. Draws on Kenya's Tusome, India's Teaching at the Right Level, and Uruguay's Plan Ceibal.
Implementation Pathway
Years 1–2
- • Pilot in 3 countries
- • Deploy coaching model in 500 schools
- • Build assessment infrastructure
Years 3–5
- • Scale to national level in pilots
- • Export to 10 additional countries via South-South partnerships
Years 6–10
- • Institutionalize career ladder in civil service law
- • Embed community accountability in national education frameworks
Required Resources
Impact Analysis
Overall Net Impact
Combined analysis across all timeframes
Short-term
0-2 years
No benefits identified
No harms identified
Mid-term
3-10 years
No benefits identified
No harms identified
Long-term
10+ years
No benefits identified
No harms identified