Council on Linkages

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Council on Linkages
Advance strategies to identify and close gaps in
workforce Recruitment and retention efforts in
order to assure the publics health.
Evidence of effective recruitment and retention
strategies in public education
Tom Blanford, Associate Director Teacher Quality
National Education Association Tblanford_at_nea.org
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I. Pipeline
Where do teachers come from, and where do they go?
II. Context
Special issues and needs in public education.
III. What works
Trade-off resources and productivity of
recruitment and retention initiatives.
IV. Conversation
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Teacher Supply Pipeline
High School Academy
Undergrad
Ed School
Intern Teaching
High School
Alt Cert Programs
Parapros
Community College
Induction
Emergency License
Career
Years 3 - 10
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Leaky Teacher Supply Pipeline
(65-70)
High School Academy
(42)
Undergrad
Ed School
Intern Teaching
High School
Alt Cert Programs
Parapros
Community College
Induction
(50?)
(30-50)
(60)
Emergency License
Retirement
Career
Years 3 - 10
(15?)
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Obtaining good recruitment and retention numbers
is
Difficult
Lack of attention to data
Change schools and districts
In and out of workforce
In and out of school
Long Term Tracking
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Good Data
Lack of attention to data
Change schools and districts
In and out of school
In and out of workforce
Long Term Tracking
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Shortages
87 White 80 female
50 -70 of Science and math teachers in some high
poverty districts do not have major or minor in
science or math.
Urban and rural teachers leave at a higher rate
than suburban teachers.
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Repair the LEAKS
Adjust the Flow
Monitor Progress
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Returns



Resources
Pay teachers a lot of money.
10
Returns
New Teacher Academy
Resources
Teachers College, Columbia University
Intensive, year-long mentoring program focusing
on high Poverty schools (NYC, Philadelphia,
Mississippi). 85 - 90 retention rate.
11
Returns
"Call me Mister"
Resources
South Carolina (Clemson base) working with HBCUs
and community colleges to recruit and support
African American males to elementary school
teaching.
100 in the pipeline, first cohort recently
graduated.
12
Returns
Resources
North Carolina working conditions initiative
Annually survey all teachers, rate schools
compared to district and state on teachers
perception of their working conditions.
Report publicly. Highlight and study successful
schools.
13
Returns
Resources
High Quality, relevant professional development
C. R. E. D. E. for example.
14
Returns
Resources
Centralized Coordination of Recruitment Efforts
State Level (South Carolina) Clearinghouse (RNT)
15
Returns
Resources
Rationalize Hiring Processes
16
Returns
Resources
Scholarship Assistance
Targeted Payback in Service Criteria for receipt?
17
Returns
Resources
Paraprofessional to Teacher
Poudre School District Colorado
18
Returns
Resources
Standards Based Alternative License Programs
19
Returns
Resources
Quick and Dirty Alt License Programs
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Returns
Resources
Salary Supplements Recruitment Bonuses
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Returns
Resources
High School/Middle School Programs
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Lessons?

• Analyze your pipeline
• Look at cost/production
• Apply resources strategically
• Coordinate
• Track your results
• Dont sacrifice quality for
• quantity