Addressing this crisis effectively is going to take research -
based teacher recruitment and retention strategies supported by the state and adapted to each district's specific needs.»
Not exact matches
Moving the scale of quality of the United States» teaching force toward this higher level would, he recognizes, require significant changes in school districts» employment practices,
basing recruitment, compensation,
and retention policies on the identification
and compensation of
teachers according to their effectiveness.
It has been suggested to include: evidence -
based initiatives
and investment to tackle subject specialist shortages at both primary
and secondary level; plans to focus
recruitment to regions of the country in most need, particularly since the failure of the National Teaching Service; the range
and performance of ITT providers in terms of
recruitment and retention of
teachers;
and a thorough plan for the evaluation of any initiatives
and how any findings will feed into future plans for
teacher recruitment.
This brief summarizes the results of a study of the
recruitment, employment,
and retention of minority k - 12
teachers, examining the extent
and sources of the minority
teacher shortage
and offering evidence -
based solutions to addressing the low proportion of minority
teachers in comparison to the increasing numbers of minority students in the school system.
Teacher shortages are not felt uniformly across all communities and classrooms, but instead affect some states, subject areas, and student populations more than others, based on differences in wages, working conditions, concentrations of teacher preparation institutions, as well as a wide range of policies that influence recruitment and ret
Teacher shortages are not felt uniformly across all communities
and classrooms, but instead affect some states, subject areas,
and student populations more than others,
based on differences in wages, working conditions, concentrations of
teacher preparation institutions, as well as a wide range of policies that influence recruitment and ret
teacher preparation institutions, as well as a wide range of policies that influence
recruitment and retention.
Lead Adviser: Edison Schools Inc.,
based in New York City, will offer overall management advice, including assessing the effectiveness of professional development; improving
teacher and principal
recruitment and retention; strengthening classroom management;
and preparing an 18 - month action plan for the school system's incoming chief executive officer.
To increase the effectiveness of
teachers, the district estimates it will need $ 3.75 million for literacy
and math coaches who will be
based at struggling schools; $ 2.3 million for training
teachers in proven instructional strategies; $ 2.46 million for strengthening the preparation,
recruitment,
and mentoring processes for all staff;
and $ 660,000 for improving working conditions
and staff
retention.
Based on these data — which treat compensation,
teacher turnover, working conditions,
and qualifications — each state is assigned a «teaching attractiveness rating,» indicating how supportive it appears to be of
teacher recruitment and retention and a «
teacher equity rating,» indicating the extent to which students, in particular students of color, are assigned uncertified or inexperienced
teachers.
Based upon the needs expressed on your initial application, we are putting together speakers to support
and challenge your current practices around
teacher development,
recruitment,
and retention.
Guilford County's presented its own
recruitment and retention tool that rewards
teachers who demonstrate they are highly effective
based on the state's
teacher evaluation system, EVAAS.
This brief summarizes research on
teacher recruitment and retention, identifies key factors that influence decisions to enter, stay in, or leave the profession,
and offers evidence -
based recommendations for policymakers.
A Senate bill would benefit from being more explicit about how states
and districts can use Perkins» resources to implement evidence -
based practices to increase the
recruitment and retention of CTE
teachers and administrators
and to expand their higher education faculty partners.
She has demonstrated an absolute commitment to social mobility, to addressing the serious difficulties in
teacher recruitment and retention,
and to developing education policy on the
basis of evidence.
It may occur only on a short - term
basis and be disconnected from policies around
teacher recruitment, assessment,
retention, support,
and compensation.
During the webinar, researchers
and practitioners shared findings from the latest research
and discussed high - leverage, evidence -
based investments in
teacher and school leader
recruitment, preparation,
and retention.
(e) The board shall establish the information needed in an application for the approval of a charter school; provided that the application shall include, but not be limited to, a description of: (i) the mission, purpose, innovation
and specialized focus of the proposed charter school; (ii) the innovative methods to be used in the charter school
and how they differ from the district or districts from which the charter school is expected to enroll students; (iii) the organization of the school by ages of students or grades to be taught, an estimate of the total enrollment of the school
and the district or districts from which the school will enroll students; (iv) the method for admission to the charter school; (v) the educational program, instructional methodology
and services to be offered to students, including research on how the proposed program may improve the academic performance of the subgroups listed in the
recruitment and retention plan; (vi) the school's capacity to address the particular needs of limited English - proficient students, if applicable, to learn English
and learn content matter, including the employment of staff that meets the criteria established by the department; (vii) how the school shall involve parents as partners in the education of their children; (viii) the school governance
and bylaws; (ix) a proposed arrangement or contract with an organization that shall manage or operate the school, including any proposed or agreed upon payments to such organization; (x) the financial plan for the operation of the school; (xi) the provision of school facilities
and pupil transportation; (xii) the number
and qualifications of
teachers and administrators to be employed; (xiii) procedures for evaluation
and professional development for
teachers and administrators; (xiv) a statement of equal educational opportunity which shall state that charter schools shall be open to all students, on a space available
basis,
and shall not discriminate on the
basis of race, color, national origin, creed, sex, gender identity, ethnicity, sexual orientation, mental or physical disability, age, ancestry, athletic performance, special need, proficiency in the English language or academic achievement; (xv) a student
recruitment and retention plan, including deliberate, specific strategies the school will use to ensure the provision of equal educational opportunity as stated in clause (xiv)
and to attract, enroll
and retain a student population that, when compared to students in similar grades in schools from which the charter school is expected to enroll students, contains a comparable academic
and demographic profile;
and (xvi) plans for disseminating successes
and innovations of the charter school to other non-charter public schools.
It dedicates $ 1.1 billion to increasing
base salaries for all
teachers, allowing $ 300 million to be set aside for locally - determined differentiated pay initiatives to improve
recruitment and retention of hard - to - staff positions.