Reviews efforts undertaken in Chicago to attract minority high school graduates into teaching careers in Catholic education through scholarships and other incentives. Also describes programs to retain qualified minority teachers and administrators, including workshops, a special degree program tailored to Catholic school teachers, and efforts…

Examined attitudes of teachers in religiously integrated schools in Northern Ireland with regard to their motivation for teaching in an integrated school, comparisons between their teaching experiences in integrated and nonintegrated schools, and how teaching in an integrated school may affect their future career prospects. (LP)

A policy is proposed to enhance recruitment and retention of quality teachers in Catholic schools. Teachers would receive educational scholarships based on years of service, redeemable for the educator or the educator's dependent child. Such tuition scholarships would provide incentive for persons to enter or stay in teaching. (SLD)

The most important asset of any enterprise is the talent and enthusiasm of its workforce. In operating a successful business, there is no greater challenge than to attract and retain the best-qualified, hardest-working employees. And perhaps the most important factors in keeping the best people are providing workers with the tools to succeed at…

The need to increase the racial/ethnic diversity of the U.S. teaching force has been reported widely. This article documents the programs and practices implemented at one university to recruit and retain minority students in the teacher preparation program through the Teacher Education Advocacy Center (TEAC). The goals of the Center are to enhance…

Teacher burnout and attrition are epidemic in the field of special education. The annual attrition rate for special education teachers has been estimated to be between 8% and 10% (Whitaker, 2000), and special education teachers are leaving the field in much greater numbers than their peers in general education (Nichols & Sosnowsky, 2002).…

Reports on a nationwide survey of the teaching profession that compares personal profiles and salaries of public school teachers and 4-year college graduates employed year round. Discusses issues of supply and demand, motivation and morale, job satisfaction, and teacher training. Six charts are included. (IW)

Explores how community characteristics of socioeconomic class; rural, small-town, suburban, or urban location; and culture shaped the principal's expectations for student progress, educational goals, recruitment and retention, supervision and staff development, and teacher collaboration in five elementary school programs for preschool students…

This study compared the satisfactions and dissatisfactions of teachers of emotionally/behaviorally impaired students in special education, of general education teachers, and of teachers responsible for both regular and special needs students. Younger, less experienced teachers of students in special education were the most dissatisfied.…

The paper presents findings from research aimed at identifying effective approaches to the recruitment and retention of child care workers, conducted to assist the UK Government's Childcare Strategy. The paper explores the practices and views of child care employers, Early Years Development and Childcare Partnerships (EYDCPs) and child care…

Paterson Teachers for Tomorrow (PT4T) is a collaborative project between the Paterson, NJ Public Schools and the College of Education at William Paterson University of New Jersey (WPUNJ), created to attract talented high school students from Paterson to careers in teaching, prepare them to be effective teaching professionals, and return them to…

This article describes an investigation of the career-related experiences of 73 male K-2 teachers from across Nevada. Data were acquired and are discussed in three main categories: (1) perceived factors influencing men's initial choice to become a K-2 teacher; (2) perceived factors impacting men's present level of enjoyment in being a K-2 teacher;…

Prescriptive writings on performance evaluation have argued that splitting the administrative (summative) and developmental (formative) roles will lead to evaluatees being less defensive and more open to discussing performance problems and taking suggestions, and that without the responsibility for making an administrative evaluation, evaluators…

In examining recruitment and retention of teachers in rural areas, David Monk begins by noting the numerous possible characteristics of rural communities--small size, sparse settlement, distance from population concentrations, and an economic reliance on agricultural industries that are increasingly using seasonal and immigrant workers to minimize…

One of the greatest challenges for the Unites States as a nation, and for Paterson, NJ in particular, is how to attract and retain academically and pedagogically talented teachers for urban schools--teachers who are committed to remain in those schools to do the difficult, long-term work of reform and renewal. This work is critical if urban…