The onset of the pandemic in spring 2020 substantially disrupted routes into teaching and offered a unique opportunity to study this process with different requirements for initial entry into the classroom. We examine the impacts of the Temporary Certificate of Eligibility (Temporary CE), which allowed teacher candidates in New Jersey to enter the…

Effective teachers are developed through preparation programs, but, more importantly, through continuing professional learning relevant to the students that they teach. To continue to grow, teachers need a supportive environment that allows them to develop their instructional skills through specific, actionable feedback. In fall 2019, the National…

This study set out to evaluate the effectiveness of a multi-year new-teacher induction program, which encompassed a first-year mentoring component and four years of continuous professional development to support new teachers during their pre-tenure phase. Using a mixed methods case study approach, the research sought to determine the most…

Teachers help shape the future of our world and impact school effectiveness and improvement. School effectiveness is most important because education is transformative and central to economic development and social change, called for in this year's AERA theme. Retaining talented teachers is pivotal to cultivating tomorrow's leaders and innovators.…

Significant added stressors during the COVID-19 pandemic are likely to compound and exacerbate historic concerns about burnout and turnover within the teaching profession. This study used a convergent mixed methods design to investigate experiences of teacher well-being in the beginning months of the COVID-19 pandemic. Specifically, quantitative…

The goal of talent management systems is to recruit, prepare, select, place, induct, develop, compensate, and retain educators with the desired competencies to achieve the organization's vision for instructional quality. Strong alignment of talent management policies and practices is essential to achieve that goal. The purpose of this workbook is…

The success of many students with disabilities (SWDs) depends on access to high-quality general education teachers. Yet, most measures of teacher value-added measures (VAM) fail to distinguish between a teacher's effectiveness in educating students with and without disabilities. We create two VAM measures: one focusing on teachers' effectiveness…

The shortage of mathematics teachers necessitates deliberate efforts to retain high-quality ones in many parts of the world. This puts teacher job satisfaction in the spotlight since satisfied teachers are likely to retain their jobs. Thus, the purpose of this study is twofold. The first is to quantify the influence of teacher self-efficacy and…

Since its founding 34 years ago, Teach For America has prepared nearly 70,000 recent college graduates and career-changers to teach in high-poverty schools across the United States. Unlike traditional teacher-preparation programs, it places "corps members" in short-staffed public schools after an intensive summer seminar, before they are…

We study personnel flexibility in charter schools by exploring how teacher retention varies with teacher and school quality in Massachusetts. Charters are more likely to lose their highest and lowest value-added teachers. Low performers tend to exit public education, while high performers tend to switch to traditional public schools. To…

There is a shortage of effective and diverse teachers at high poverty, high minority, and rural schools in one Midwestern state. The purpose of this problem-based learning investigation was to identify strategies, policies, and procedures used by Human Resource departments of school districts in the state to recruit, hire, and retain effective and…

There is a shortage of effective and diverse teachers at high poverty, high minority, and rural schools in one Midwestern state. The purpose of this problem-based learning investigation was to identify strategies, policies, and procedures used by Human Resource departments of school districts in the state to recruit, hire, and retain effective and…

There is a shortage of effective and diverse teachers at high poverty, high minority, and rural schools in one Midwestern state. The purpose of this problem-based learning investigation was to identify strategies, policies, and procedures used by Human Resource departments of school districts in the state to recruit, hire, and retain effective and…

This qualitative study examined the lived experiences of Out-of-Field (OOF) teachers in urban schools, and how they are impacted (psychologically, physiologically, cognitively, and socially). The research utilized three theories: Maslow's Hierarchy of Needs, Herzberg's Two-Factor Motivation Theory, and Bandura's Theory of Self-Efficacy. The…

Despite millions of dollars spent annually on professional development (PD) for teachers, most training proves ineffective in changing teacher practice or improving student outcomes on a large scale. The ineffectiveness comes from a lack of content specificity, poor training design and delivery, misalignment of local needs compared to external…