eric.ed.gov har udgivet: In an effort to explore significant supply and demand variables that affect the teacher labor market in the Southeast, a qualitative research study was undertaken to examine the market patterns of initial career choice, position availability, recruitment and selection, turnover, and mobility of public school teachers. An ethnographic investigation of schools or departments of education at six universities and six school systems in two southeastern states used document analysis, on-site observation, and interviewing to collect data for analysis of labor market variables. Five categories of inquiry guided the study: (1) background and contextual variables; (2) position availability, need, and turnover; (3) paths to education and teaching; (4) identification, recruitment, and selection of teachers; and (5) employment conditions and teacher alternatives. Following a review of the related literature… Continue Reading →
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eric.ed.gov har udgivet: Emerging research from across the nation demonstrates that school working conditions–time, teacher empowerment, school leadership, professional development, and facilities and resources–are critical to increasing student achievement and retaining teachers. The existing national data regarding working conditions impact on student achievement and teacher turnover provided a meaningful impetus for the Clark County School District of Nevada (CCSD) and its schools to conduct a survey to gather data with which to inform local working condition reform strategies. By placing the perceptions of Clark County educators at the center of school and district efforts to better recruit and retain teachers, the goal is to create a stable teaching force that allows for a high quality teacher in every classroom across the district. Analysis of the approximately 8,500 survey responses (representing… Continue Reading →
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eric.ed.gov har udgivet: This study, commissioned by The Abell Foundation, analyzes new teachers hired by the Baltimore City Public School System (BCPSS) over the past several years. In particular, the study compares different categories of new teachers: those with full professional certification, teachers in alternative certification programs (Teach for America, the BCPSS Teaching Residency Program, and Project SITE SUPPORT), and conditionally (formerly provisionally) certified teachers who were not participating in alternative programs. This preliminary study lays the foundation for future research in which this relationship can be examined. This study sought to address whether alternatively certified teachers provided the school system with: (1) More subject area expertise at secondary level (measured by college major or minor) than available from other new teachers; (2) Higher PRAXIS scores (PRAXIS 1, PRAXIS 2a… Continue Reading →
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eric.ed.gov har udgivet: In 2004-2005, North Carolina’s average teacher turnover rate was nearly 13 percent, ranging from a high of 29 percent to a low of 4 percent. Turnover among teachers in low-performing schools was substantially higher, with a low of 12 percent and a high of 57 percent. North Carolina has put strategies in place to address teacher retention but how will these strategies impact retention at low-performing schools? This research update summarizes three studies that address issues related to teacher retention. One study examined North Carolina’s use of an annual bonus to certified math, science and special education teachers working in high poverty or academically failing public secondary schools. The study found that: (1) The bonus payment was sufficient to reduce mean turnover rates of the targeted teachers… Continue Reading →
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eric.ed.gov har udgivet: Research for Action (RFA) has completed its second year of a five-year external evaluation of the Project Leadership and Investment for Transformation (LIFT) Initiative in the Charlotte-Mecklenburg School District (CMS). Project LIFT is a public-private partnership between CMS and the local philanthropic and business communities in Charlotte, designed to turn around nine schools in the West Charlotte Corridor. Starting in the 2012-13 school year, Project LIFT operates as a semi-autonomous Learning Community within CMS, providing the initiative with CMS infrastructural support and access to an initial $55 Million investment of private resources to drive a multifaceted reform effort in Charlotte’s highest poverty schools. Project LIFT’s long-term goals are to significantly improve student achievement in the following ways: 1) 90% of students will achieve proficiency in math and… Continue Reading →
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eric.ed.gov har udgivet: The Idaho Rural Education Task Force was formed in July 2007 with the goal of proposing and examining solutions to challenges facing rural schools. The task force’s work this year has focused on three areas: recruitment and retention of highly qualified teachers, funding shortages related to insurance costs and staff allowances, and the technology gap between rural and urban schools. Rural districts are challenged to find enough teachers to meet their needs, and often the qualified applicant pool for open positions is very small or non-existent. The situation is becoming more critical due to the increased math and science graduation standards recently adopted by the State of Idaho, elevating need for teachers. To assist districts in retaining teachers and to maximize the use of the current teacher… Continue Reading →
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eric.ed.gov har udgivet: This study was conducted at the request of education policymakers who participate in the Montana Rural Recruitment and Retention Task Force. Like many states, Montana is struggling to recruit and retain qualified educators, especially in certain subject areas and in more rural parts of the state. The purpose of this study is to provide information that will help the task force address these challenges. Task force members asked REL Northwest to examine the following questions: (1) What is the extent of educator shortages in the state in 2017/18? How do educator shortage patterns vary by characteristics of school systems?; (2) To what extent did educators stay in their position and school system, move to a different position within the school system, move to a different school system,… Continue Reading →
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eric.ed.gov har udgivet: HISD [Houston Independent School District] has had an award program including teachers since 2000-2001. Awards based on individual teacher performance were introduced in 2005-06, and the program evolved into Accelerating Student Progress: Increasing Results and Expectations (ASPIRE) in 2006-07 with the incorporation of value-added methodology. This evaluation focuses on the 2010-11 year of ASPIRE, for which HISD paid out over $35 million. Award programs generally aim to increase student achievement by rewarding educators financially. HISD additionally designed ASPIRE to encourage teacher cooperation, align with the district’s other school-improvement initiatives, use value-added data to reward teachers reliably and consistently, include core teachers at all grade levels, and address alignment of curriculum to tests on which awards are based. HISD contracts with Dr. William Sanders’ Education Value-Added Assessment System… Continue Reading →
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eric.ed.gov har udgivet: The selected study examined the effects of comprehensive teacher induction (CTI) programs on teacher outcomes and student achievement. Within participating school districts, schools were randomly assigned to offer their beginning teachers either a CTI program or the district’s standard induction program. Within the group participating in CTI, the study examined CTI’s effects on teacher practice and teacher retention. This review examines the study’s teacher retention analysis. Study authors reported no statistically significant effects of the CTI program on teacher retention rates after one year, nor on the proportion who remained in the teaching profession a year later. Authors also reported no effects of the CTI program on student reading or math achievement. What Works Clearinghouse (WWC) found the analysis of teacher outcomes to be consistent with WWC… Continue Reading →
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eric.ed.gov har udgivet: This paper analyzes attrition patterns among teachers in New York City public elementary and middle schools and explores whether teachers who transfer among schools, or leave teaching entirely, are more or less effective than those who remain. We find that the first-year teachers who are less effective in improving student math scores have higher attrition rates than do more effective teachers. The first-year differences are meaningful in size; however, the pattern is not consistent for teachers in their second and third years. Attrition patterns differ between schools having disproportionate numbers of low- vs. high-scoring students. A relatively high percentage of the ineffective first-year teachers in low-scoring schools leave teaching altogether; whereas inefficient first-year teachers in higher-scoring schools disproportionately transfer within NYC. In general, first-year teachers who transfer,… Continue Reading →
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