UC Santa Cruz, CSU Monterey Bay, Cabrillo, Gavilan, Hartnell and Monterey Peninsula College, Santa C

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UC Santa Cruz, CSU Monterey Bay, Cabrillo,
Gavilan, Hartnell and Monterey Peninsula College,
Santa Cruz, Monterey and San Benito County
Offices of Education and Tri-county School
Districts
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Monterey Bay Educational Consortium(MBEC) in
partnership with the Center for the Future of
Teaching and Learning TEACHER WORKFORCE
INITIATIVE
Mission Providing A Fully Prepared and
Effective Teacher in Every Classroom
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Teacher Workforce Initiative (TWI) Goal

• To strengthen the teacher workforce in
  Monterey, San Benito, and Santa Cruz Counties
  through a regional, data-driven collaborative
  among K-18 educational institutions

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TWI Primary Objective

• To build and maintain a regional teacher
  workforce decision-making system that
• illuminates teacher workforce issues
• supply and demand
• quality
• maintains an ongoing capacity to address these
  issues and
• facilitates the collection and analysis of
  current-year data

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Question 1. What can we learn about the regions
teacher workforce with 2002-03 data?

• Strategy Replicate SRI analyses to compare
  region with state
• Data
• California Basic Educational Data System (CBEDS)
• Collected annually from all K-12 teachers,
  schools, and districts in October
• Available for analysis in late summer

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Professional Assignment Information Form (PAIF)

• Teacher Preparation
• Full Credential completed teacher preparation
  program and hold a preliminary, clear,
  professional clear, or life credential
• Not Full Credential university or district
  intern pre-intern or emergency permit or waiver
  if used in current assignment
• Authorized Teaching Area all areas authorized,
  regardless of current assignment

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Summary of 2002-03 Findings

• Teacher certification varies across
• subject area
• students socioeconomic status
• Many regional teachers near retirement age
• These results parallel California state patterns

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Comparison of California State and MBEC
Credential Patterns, 2002-03

• Both for the state and the region, special
  education, mathematics, and science had the
  highest levels of teachers without full
  credentials.

Source CBEDS Data 2002-03, SRI International
Analysis
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Relationship Between Teacher Certification and
Proportion of Ethnic Minority Students MBEC
2002-03
Source CBEDS Data 2002-03, SRI International
Analysis
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Age Distribution of MBEC Regions Full-Time
Teachers 2002-03

• The statewide median age was 44.5 years
• In the Tri-County region, teachers median age
  was 48
• Regionally, more teachers were nearing retirement
  age in special ed and social sciences (median
  51)

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Question 2. Do Current-Year Data Reflect 2002-03
Patterns?

• Strategy Collect PAIF data from districts at the
  same time that it goes to the state
• From November 2003 through March 2004, districts
  worked to be included
• Data include 4982 full-time teachers
• Traditional and charter schools
• 28 districts
• 84 of schools
• 90 of the teacher population

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Full-time Teachers Monterey, San Benito,and
Santa Cruz Counties (2003-04)
Age
Source Tri-County Districts, TWI Analysis
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Ethnic Background of MBEC Regions Students and
Teachers, 2002-03
Source California Department of Education,
Educational Demographics Unit, 2002-03
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Relationship Between Teacher Certification and
School API Performance MBEC 2003-04
Source Tri-County Districts, TWI Analysis
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Relationship Between Teacher Certification and
Proportion of Ethnic Minority Students MBEC
2003-04
Source Tri-County Districts, TWI Analysis
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Question 3 What Else Can We Learn About Teacher
Supply and Demand?

• Housing costs compared with salaries
• New teacher preparation in the region
• Public and private teacher preparation programs
• Community college and high school pipeline
  resources

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Tri-County Region Teacher Supply Number of
Credential Recommendations, 7/1/02 6/30/03
Source Institutions of Higher Education Teacher
Preparation Programs Chapman data not available.
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Tri-County Region Teacher Demand Supply 2002-03
Source Institutions of Higher Education Teacher
Preparation Programs Chapman data not available.
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Teacher Workforce Initiative
Developing a Data SystemYear 1- collecting data
and providing analysisYear 2 -develop a plan
for an automated data systemYear 3 - Putting
the data system in place
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TWI Data Collection

• A collaborative effort of K-12 agencies and
  higher education
• Current year data will be available in February
  2006, earlier than in the past
• Data will be used to develop local and regional
  strategies and practices that improve the
  regional teacher workforce

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Data Relevant to TWI Successes

• Teacher Exit Questionnaire begins May 1, 2005
• Districts increase use of Ed-Join online
  electronic job posting and application process
• Collaborative professional development meets
  needs of teachers and administrators in
  hard-to-staff schools
• Established baseline data on hardest-to-staff
  schools
• Process for tracking production of first time
  teachers

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Teacher Workforce InitiativeCommittees - Dan
Cope
Recruitment and retentionHard to Staff
SchoolsPipeline to TeachingHousing
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Hard to Staff Schools Committee

• Co-Chairs Adrienne Meckel and Connie Benton
• Goal To increase the regions capacity to
  provide high quality professional development at
  the hardest-to-staff schools

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Hard to Staff Schools Action Plan

• Designs professional development to
• Meet the needs of teachers and students and
• Establish schools as compelling places to teach
• Through
• Sharing expertise across all three counties
• Longitudinal analysis of hardest-to-staff schools

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Teacher Recruitment and Retention Committee

• Co-Chairs Alejandro Hogan and Robert Costa
• Goal To develop strategic personnel practices
  designed to successfully recruit and retain fully
  credentialed and high quality teachers

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Teacher Recruitment and Retention Committee

• Integrated into existing structure of Tri-County
  Personnel Directors Council
• Implementing two research efforts to streamline
  personnel practices and obtain information from
  exiting teachers

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Teacher Workforce Initiative
Teacher Workforce Pipeline Committee
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Teacher Pipeline and Preparation Committee

• Chair Diane Cordero De Noriega
• Goal To ensure and prepare an adequate supply of
  effective and appropriately credentialed teachers
  locally

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Teacher Pipeline and Preparation Committee Action
Plan

• Aim To develop multiple, well-coordinated K-16
  pathways and quality teacher preparation programs
• Currently identifying regional barriers at
  critical junctures in the teacher pathway

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Affordable Housing Committee

• Co-Chairs Diane Siri and Susan Midori-Jones
• Goal To identify and implement strategies to
  increase affordable, accessible housing for
  teachers in the Monterey Bay region

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Gap Between Teachers Salaries and Housing Prices
a Source CDE Selected Certificated Salaries and
Related Statistics 2002-03 b Source Santa Cruz
Association of Realtors, Multiple Listings
Service Statistics
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Santa Cruz Countys Housing Crunch
1996 267,238 2001 522,000 2005 750,000
The average price of a home in Santa Cruz
For example
Home in Santa Cruz for sale at 650,000.
2 bedroom / 1 bath 855 square feet.
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Affordable Housing Action Plan

• Develop and disseminate to all teachers a
  Resource Guide/Information Packet for affordable
  housing
• Develop and present homebuyer workshops for
  teachers
• Identify potential properties for housing
  development and a tax initiative to subsidize
  teacher-housing program

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Successes in Affordable Housing

• Identified properties for housing projects
• Completed survey to determine community support
  for parcel tax for teacher housing
• Provided real estate workshops to teachers
• Established tri-county alliance of financial
  institutions in support of teachers
• Nine teachers purchased homes through these
  efforts