Teacher attrition has become a very serious problem in the United States in recent years. Studies have shown that many talented, new teachers are leaving the profession early in their careers due to feelings of isolation. In response to the alarming turnover rate, school districts have adopted mentoring programs which have been successful at…

The attrition rate of 1st-year special education teachers is a mounting concern. Researchers have identified several factors that contribute to the stress that many novice teachers experience and their subsequent attrition. If necessary support from mentors, colleagues, and administrators is not in place, many 1st-year teachers opt to leave the…

This article explores the transience and mobility of teachers working in an isolated community: a secondary school in regional Australia. Drawing on parent, student, and teacher interviews, we ask: how should we understand these teacher commitments to schooling and how does this influence parents' and students' commitments and understandings of…

Novice teachers who begin their careers in urban settings abandon teaching at dismal rates. Although teacher education programs make varying efforts to incorporate awareness about the diverse contexts of urban schooling into the preservice teacher curriculum--from the "one course approach" to whole curriculum imbedded--little is known about the…

Background: The provision of professional development (PD) for teachers in schools is now a major concern of most national government and teaching organisations. To provide quality PD for teachers, we must understand the aspirations, needs and interests of teachers, as they are key factors in the complex world of teaching and learning. Therefore…

The Science and Mathematics Alliance for Recruiting and Retaining Teachers (SMARRT) is a collaborative partnership pursuing aggressive strategies to recruit high quality minority teachers to teach in high-need schools in urban school districts. This partnership is dedicated to recruiting, preparing, and retaining high quality teachers with strong…

"Quick fixes" and over-reactive policy mandates don't clearly anticipate long-term implications. Examples are given of the negative effects of scholarship/loan programs, career ladders, changing credentialing requirements, and teacher competency testing, originally devised to avoid teacher shortages. (Author/CB)

Four teachers suggest a number of research topics they believe deserve investigation, including grammar instruction and teacher effectiveness. (RBW)

The paper is to explore the regularity of teachers' team construction of Non-government University. In the paper, the author analyzes the instability of the teachers' structure and their thoughts; summarizes the experience which the non-government university has accumulated over 13 years and puts forward the measures to construct non-government…

The need to attract academically talented students to teacher education and to retain these teachers in fields such as mathematics, science, English, and foreign language teaching is discussed. Honors programs in teacher education offer one means of recruiting and holding superior students. (PP)

A survey of program directors' experiences with faculty turnover showed almost half the four-year state institution respondents had had some difficulty, with less in community colleges and technical schools. Personal reasons and job and salary dissatisfaction were greatest in state colleges and universities, and tenure was only a problem there.…

The No Child Left Behind Act requires all teachers to be highly qualified by 2005-06. Accomplishing this will require statewide collaboration among higher education, school districts, certification boards, and departments of education. Data from recent studies of teacher recruitment, retention, and professional development in Wyoming illustrate…

Surveyed beginning teachers regarding their views on their preparation for teaching, beliefs and practice, and plans to remain in teaching. Teachers prepared in teacher education programs felt significantly better prepared than those prepared through alternative programs or without preparation. Teachers' views of their preparation varied. The…

The changing marketplace for foreign language college faculty necessitates carefully devised faculty development programs to help new and younger faculty to launch ("fire") their careers. Foreign language departments must develop effective faculty recruitment and retention strategies to maintain program quality, size, and missions. (CB)

Surveys of 350 teacher trainees from Singapore's teacher training institution were used to examine relationships among quality of work life, career commitment, job satisfaction, and withdrawal cognition. Career commitment and job satisfaction were important predictors of withdrawal cognition. Perceptions of the social status of teaching strongly…