This policy brief presents a strong case for the creation of a statewide teacher data system in California by highlighting some of the simple teacher workforce questions that cannot be answered because such a system does not currently exist. At the state level, data on teacher qualifications are needed to fulfill the new reporting requirements of…

Minorities educated in urban school systems are unlikely to select themselves into teacher training programs. This article shows the direct connection among societal conditions, the quality of schooling offered minority children, and minority teacher recruitment. Suggestions for developing alternative certification and recruitment approaches are…

A computerized model for forecasting the effect of various faculty recruitment policies on the average age of faculty members, average period of employment with the institution, total staff numbers, and resulting cost changes is described. (MSE)

To attract and retain high-quality teachers, the education system must address science teachers' sense of professional isolation, administrators' lack of receptivity to thoughtful teachers' ideas, egalitarian salary compensation schemes, and lack of professional recognition. An outstanding chemistry teacher-turned-pharmaceutical saleswoman is…

Although some suburban districts have surplus teacher applicants, many growing, rural, innercity, or low-paying districts are scrambling to find teachers. Nevada and Colorado face shortages, whereas Maine and Connecticut are oversupplied. There are too many elementary teachers and not enough math, science, and special-education teachers. High-tech…

Schools need a Renaissance human-resources director to implement strategic staffing and fast-track teacher-recruitment plans. The HR director must attend to customer satisfaction, candidate supply, web-based recruitment possibilities, stabilization of newly hired staff, retention of veteran staff, utilization of retired employees, and latest…

A Scottish report on professional conditions of service for teachers recommends an increase of over 20 percent in teacher salaries by August 2003. However, university faculty salaries are likely to continue the 3 percent per annum increases of recent years. Universities may have to do some public relations work in schools to attract staff for…

The recruitment and retainment of new and veteran teachers in schools that experience high poverty and low performance is a constant challenge in US school districts. How a new set of initiatives launched by the School District of Philadelphia resulted in a significant drop in its new teacher attrition rate is examined.

Brian Jacob examines challenges faced by urban districts in staffing their schools with effective teachers. He emphasizes that the problem is far from uniform. Teacher shortages are more severe in certain subjects and grades than others, and differ dramatically from one school to another. The Chicago public schools, for example, regularly receive…

Through a partnership between the school district and business and industry in Prince George County (MD) a new teacher recruitment program was developed that is one of the most successful in the country. (MD)

In 2004, Edvantia, Inc. (formerly AEL) and the National Association of State Boards of Education (NASBE) initiated an effort to identify successful strategies for recruiting and retaining highly qualified teachers in rural areas. They reviewed non-rural-specific and rural-specific research and practice literature, surveyed rural superintendents…

A survey of 115 rural Pennsylvania principals examined the effectiveness of various recruitment sources for teachers. Substitute teacher lists were the most often used recruiting source. Problems in recruiting for "hard to fill" positions and the effectiveness of various methods for recruiting minorities are discussed. (LP)

As suburban and rural school districts' student populations diversify, they are beginning to compete with urban districts in recruiting the elusive minority teacher. In 1993-94, minority teachers comprised only 9% of the U.S. teaching force. High-immigration states need bilingual teachers. This sidebar contains an annotated directory of nine…

The Teacher Advancement Program (TAP) is a comprehensive school reform with the goal to attract, retain, and motivate quality teachers. By aggressively recruiting new teachers, providing a career continuum, introducing teacher-led professional development, implementing rigorous teacher accountability, and paying teachers based on their position,…

The prospect of overseeing the rapid preparation of many participants in fast-track alternative certification programs presents several challenges for state education officials who seek to maintain, or even enhance, the quality of the state's teaching force. This study examined a range of fast-track alternative teacher certification programs in 11…