Hiring and retaining teachers of color is one approach that policymakers can use to support improved academic achievement and opportunities for racially and ethnically diverse students. National data show that while the student population is becoming more diverse, the teacher workforce remains largely white and female. While teachers from all…

Nobody goes into teaching to get rich, but that's no excuse not to pay teachers as professionals. Compensation is one of the most important factors in determining who enters the teaching profession and how long they stay--yet 90 percent of all U.S. school districts pay teachers without any regard for their actual performance with students,…

In early 1999, when it was formally launched, the Massachusetts Signing Bonus Program (MSBP) for New Teachers attracted nationwide attention. The Bonus Program's efforts were greeted with acclaim and its favorable attention continued into the second year. When problems began to appear in 2001, however, only local eyes were watching. No national…

Studied the Massachusetts Signing Bonus Program for New Teachers, a teacher recruitment program. Findings for 4 years show many failings of the program, which has produced relatively few urban teachers with low rates of teacher retention. (SLD)

In 1998, Massachusetts instituted a $20,000 Signing Bonus to address concerns about the supply of quality teachers. This article reports on a longitudinal, qualitative study of the experiences of 13 of the original 59 recipients of the Signing Bonus, and analyzes their responses to various incentives embedded within the Massachusetts Signing Bonus…

This paper discusses a variety of incentives that can make a difference in attracting and retaining high quality teachers. These incentives include salaries, retirement benefits, working conditions, quality of life, tenure and seniority rights, and sick leave. The states in the Northeast vary considerably in their ability to attract quality…