Notes the efforts of some universities to lure top professors from other universities. Reveals problems, such as raising the needed money and funding eminent scholars, and considers some positive aspects of the trend, such as the creation of new courses and emphases, and the clarification of priorities of a department. (EL)

Recruiting options for securing sought-after teachers include one-time bonuses on hiring or after the first year; release-time with pay or a shortened workday; longer work year with paid time for professional development, accelerated sabbatical leaves, or paying teachers to take advanced courses; and supplementary salary schedules. (MJL)

This report discusses findings on the shortage of qualified teachers for students with disabilities. Data from the 1990-91 Schools and Staffing Survey and the 1992 Teacher Followup Survey of the National Center for Education Statistics, along with annual data reported by the Office of Special Education Programs and other data collected by the…

This article documents the teacher shortage, explains its effects on urban schools, presents contributing factors, and offers potential interventions. Argues that urban schools, where many students are perennial underachievers, will be most adversely affected by the teacher shortage. (Contains 39 footnotes.) (AUTHOR)

Sources of supply of teachers relevant to District of Columbia Public Schools (DCPS) are discussed in this monograph. Subgroups traditionally available for recruitment into teaching include: (1) newly trained teachers; (2) migrating teachers; (3) re-entry teachers; (4) non-education majors; and (5) second-career professionals. The subgroups which…

Based upon a longitudinal, ethnographic study of a teacher education reform program, this paper examines the social context of, and explores the political implications for, policies and programs designed to recruit, train, and retain high-ability persons in the teaching profession. Through the economic metaphor of investment securities, this paper…

An idealized model for the selection of faculty is presented in three phases. The first of these, pre-recruitment, consists of four steps: determining needs for positions to accomplish institutional aims; analysis of student, community, administrative, and colleague characteristics, and of job qualifications; preparation of the selection package;…

This directory was prepared for personnel directors and school superintendents seeking to recruit and hire minority professionals in education. A list is provided of predominantly white institutions with at least twenty percent enrollment of minority students, including Spanish surnamed and American Indian. Historically black schools are listed as…

Notes that the abundant supply of teachers provides unprecedented opportunity for improvements in school and teacher education programs, as well as for selective recruiting of students preparing to teach and upgrading teachers with substandard qualifications. (Author/AM)

For the brightest students the most significant reasons why they won't teach relate to frustrating working conditions, bureaucratic requirements, the lack of professional control, and few opportunities for intellectual growth, as well as these students' intolerance for diversity in the workplace and their perception of teaching as a "boring…

Discusses the development of the use of career ladder programs as an incentive for attracting and retaining competent teachers. States and school districts considering the development of career ladder programs should study the issues involved in creating successful plans. (MD)

This study surveyed special education directors and speech language pathologists (SLPs) to identify recruitment and retention strategies currently in place in West Virginia and related problems. A 13-item questionnaire was mailed to all 55 Special Education Directors (SED) in West Virginia. A second survey instrument, consisting of 36 items, was…

The question of whether assistant professors are valued resources at colleges was investigated and compared to findings of a 1957 study by Caplow and McGee. Based on actual personnel actions, interviews were conducted with 306 department heads, nonterminated faculty colleagues, and new appointees. The interviews were concerned with the appointment…

This study on the recruitment and retention of faculty members of Harvard University reviews the developments in higher education and the competition for talent, the Harvard community, recruitment and retention of the faculty, compensation of the faculty, and housing and school in Cambridge. Conclusions and recommendations are summarized under…

This is one of 14 country studies which together with a final volume of summary and analysis will comprise a comprehensive Report on the Supply of Secondary Level Teachers in English-Speaking Africa. Each study is focused on the problem of determining the likely demand for overseas personnel for staffing secondary level institutions through 1975.…