You are missing the connection between these statistics and school HR policy. Sure there is a small positive correlation, but at what cost should we extract th

You are missing the connection between these statistics and school HR policy. Sure there is a small positive correlation, but at what cost should we extract this benefit? Given this data, should we use value-add as a major component of teacher evaluations, and ultimately compensation/terminations? Giving employee evaluations that are 5% performance and 95% random chance is a recipe for an organization that no capable intelligent person would consider for a career.