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Improving Education Management in Madagascar: Results and Implications of an Impact Evaluation

Explore the impact evaluation results and implications on education management in Madagascar. Discover the tools, procedures, challenges, and progress in primary education.

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Improving Education Management in Madagascar: Results and Implications of an Impact Evaluation

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  1. Improving Education Management in Madagascar: Results and Implications of an Impact Evaluation Gérard Lassibille, Jee-Peng Tan, Cornelia Jesse and Team AGEMAD Africa Program for Education Impact Evaluation (APEIE) Second Workshop, Dakar, Senegal Dec 17-19, 2008

  2. Outlline • Country context • Current management processes • AGEMAD tools and procedures • Design of the experiment • Implementing the impact evaluation • Key results and implications • Scaling up and institutionalization

  3. Country Context • Education viewed as central to government reforms to accelerate growth and reduce poverty • Key recent measures in primary education include: • Restructuring of the primary and secondary cycles of schooling • Introduction of new pedagogical approaches • Reduction of grade repetition • Distribution of school kits to all primary school children • Increased hiring of contractual teachers • Use of school grants to improve service delivery and performance • AGEMAD set in the context of these reforms: • To improve understanding of management issues in education • To support the ongoing and future reforms

  4. Evidence of progress in primary education: • Increase in primary education’s share of total spending on education: 59% in 2006, up from 38% in 2002; • 4 million in school in 2006, up from 1.7 million in 1996 • 59,000 teachers in 2006-7, about twice the number 10 years ago

  5. Yet, many problems and challenges remain … • Evidence of weak performance: • ½ of each cohort of 1st graders don’t finish the primary cycle; • Repetition rate still high at 18% in 2005 (30% in 2000) • Low test scores: in 2004-5 PASEC, average score of 50% in Maths and Malagasy and 32% in French; deteriorated since 1997-98 • More than ½ of teachers are contractual teachers; poorly trained and poorly paid • Multiple causes of weak sector performance: • Some beyond control of the sector • Some depend on decisions within the sector, including acting to reduce: • Inconsistencies in teacher allocation across schools; • Poor utillization of instructional time; • Ineffective management of the pedagogical processes at the school and classroom levels.

  6. Current Administrative Structure

  7. Evidence of Weak Management …. • Many aspects of the pedagogical processes are poorly managed and tasks essential for student learning are neglected • Poor monitoring of pupil absenteeism: • Only 13 days a month, on average, monitored by teachers • Absences not supervised by school directors: • 10% never monitor them • 1/3 of attendance records not signed off by directors • Not a topic of discussion with teachers in 80% of cases

  8. Evidence of weak management (contd.)… • Neglect of basic pedagogical tasks: • Among teachers: • 20% don’t prepare daily lesson plans • Only 15% consistently prepare daily and bi-weekly lesson plans • Among school heads: • 1/3 never discuss with teachers their daily lesson plans • ½ fail to sign off on their teachers’ lesson plans • 70% never sign off on teachers’ daily lesson plans

  9. Evidence of weak management (contd)….. • Poor communication on student learning: • Results of tests and quizes are poorly recorded, if at all; • 25% of teachers don’t prepare individual student report cards; • Communication from teachers to parents is often perfunctory; • Pupil absenses is poorly communicated to parents. • School directors hardly involved in following-up on student performance: • 3/4 don’t discuss issues with learning outcomes with their teachers; • only 20% sign-off on test results and student report cards)

  10. Evidence of weak management (contd.)….. • Inadequate supervision of teacher absences: • Absenteeism rate of nearly 10% • Only 8 % of school directors follow teacher absences closely • taking daily attendance; • monitoring and posting a monthly summary of absences • More than 80% of directors fail to report teacher absences to administrators at the sub-district and district levels

  11. AGEMAD tools and procedures • Objective • Strengthen management of service delivery in primary education • How? • Modifying behavior of key actors by inserting supervision and follow-up at key points in the adminstrative hierarchy • Making explicit to the actors their responsiblities and supporting them with the tools to accomplish their tasks

  12. AGEMAD tools and procedures • More than 30 tools developed for tasks considered essential for a well-functioning system: • 7 for teachers • 8 for school directors • 8 for sub-district administrators • 9 for district administrators • Tools targeted following areas: • Pedagogy • Student learning and follow-up • Management of instructional time • Administration • School statistics • Partnership with the local community

  13. AGEMAD tools and procedures • AGEMAD tools and procedures: • Most tools are not new • Should be used by each actor at specific times during the year • School report cards for school directors, sub-district and district levels officers: • Complement the AGEMAD tools and procedures • Draw attention to schooling outcomes • Include comparative data, allowing a school to compare its outcomes with those of other schools • Serve as basis for dialogue and accountability

  14. Setting up the experiment • Objective: Evaluate impact of the AGEMAD interventions on service delivery and schooling outcomes • Experiment seeks to answer three key questions: • Do AGEMAD interventions work? • Which particular AGEMAD package worked? • Were there spillover effects? • Experiment will run for two school years, 2005-6 to 2006-7 • Support from MIT Poverty Lab for experimental design

  15. Implementing the experiment • Report cards of schools, sub-districts and districts: • Developed by a team in the EMIS section of the Ministry of Education. A total of 10,000 report cards were produced. • Tools, operational guides and training: • 200,000 tools et 11,000 guides produced and distributed • Training provided to nearly 4,000 participants • 1st year: 4-day course for the sub-distrcit and district officiers; 2-day course for teachers and school directors; • 2nd year: 2-day course for the sub-district and district officiers; 1-day course for the school directors and their teachers; • Training for teachers and school directors provided by sub-district officers • School meetings: • Over the two years, 1,500 meetings tool place with support for organization and facilitation provided by specially recruited, to discuss elaboration of school improvement programs

  16. Implementing the experiment • Implementation team: • Stable team of about 15 MOE staff • AIDE et ACTION • AFD (2 technical assistants on site) • World Bank • Support from more than 50 persons • Financing from the WB, AFD, MOE, Ireland, and the EFA-FTI EPDF

  17. Collecting the data • School surveys: • Impromptu school surveys (1,200 schools and 4,000 teachers) • Survey of the sub-district and district administrators • Artifacts of service providers’ work: • Administrative and pedagogical tools used by teachers and school heads (at the end of the experiment, in 40 schools and 850 artifacts). • Achievement tests (incl. pupil surveys): • Year 1: tested about 25,000 pupils in Grade 3; • Tear 2: tested about 22,000 pupils in same cohort (i.e., Grade 4) • Maximum of 25 pupils per school • Administrative data: • Pass rate on the end-of-cycle examination.

  18. Analytical approach • Two types of AGEMAD impact expected: • Direct impact on the behavior of the actors • Indirect impact on student achievement • Evaluating the indirect impact is easy: simply compare across the treatment and control groups • Evaluating the indirect impacts presents more difficulty: • The simplest (or simplistic): compare task by task across across the treatment and control groups • Complication 1: multiple actors; focused on school personnel (director and teachers) • Complication 2: multiple tasks per actor; focused on tasks considered essential by Malagasy educators

  19. Analytical approach • Seven essential tasks: • Teacher: • Takes daily roll call • Prepares daily lesson plan • Makes two-monthly plans of lessons • Monitors student learning • Tested pupils during the past two months • Helps lagging students • Discusses student learning issues with the director • School director: • Keeps a register of enrollments • Signs off on daily roll call • Analyzes student absences on a monthly or bi-monthly basis • Reviews pupils’ test results • Takes stock of teacher absences • Informs sub-district or district officer about teacher absences • Follows up with teachers on lesson planning

  20. Analytical approach AGEMAD interventions seeks to influence key actors to discharge their key responsibilities: Definitions adopted for the analysis: • A good teacher performs all 7 essential tasks in TORs • A good director executes all 7 essential tasks in TORs • In a well managed school all the staff execute all their essential responsibilities

  21. Results—Impact on Provider Behavior

  22. Results: Impact on schooling outcomes

  23. Implications of the results • Who to target? • Prioritize school-level actors • “Cascade” model alone, as currently defined, doesn’t work • What’s in the intervention package? • Materials in the form of tools and guides; • Training actors in using the tools and guides; • On-site support from facilitators; and • Community-school meetings around school report cards, as basis for school improvement plans • What are the costs? • Cost of intervention per school high during impact evaluation • Costs during impact evaulation NOT necessarily cost to scale up

  24. Implications for scaling up and instutionalization • Mainstream IE results into MoE activities • Need a champion from the start • Need early involvement of a national team, with good technical support • Necessary to sustain change in actors’ attitudes & behaviors • Use existing structures and mechanisms for scale up: • Tools, guides and training modules integrated into teacher training • Tool distribution, training and facilitated school meetings funded through the local catalytic funds based on regional, district and school performance plans and needs • Develop leaders to drive change in management practices • Discussion underway on collaboration in leadership training between Madagascar MoE and partner organization in another country

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