This report examines the serious and worsening problems of teacher staffing in the Philadelphia School District. Staff turnovers are high, teaching applications are down, and reliance on emergency certified teachers is up. Barriers to attracting and keeping good teachers include low salaries, more stringent state certification requirements, and…

This study examines the problem of teacher recruitment, preparation, and retention in the context of schoolwide reform in 7 of Philadelphia's 43 middle schools. The seven schools are implementing the Talent Development Middle School model of Johns Hopkins University's Center for Research on the Education of Students Placed at Risk, a promising…

This report examines six policies and practices that are often barriers to quality teaching, presenting examples of programs and activities designed to eliminate specific barriers to quality teaching. The policies and practices are: recruitment of quality teachers (barriers include lack of incentives to teach, bureaucratic practices, and…

A dissertation study identified factors inherent in Montana's smallest schools that attract and retain teachers. Questionnaires were completed by 126 certified elementary teachers in 107 elementary school districts with a student enrollment of 40 students or less. Factors were categorized using the "four spheres of influence":…

This study investigated problems in retaining New York City public school teachers beyond their first year of employment. In 1991 and 1993, researchers interviewed new teachers and people who unsuccessfully sought teaching positions, examining hiring, licensing, and teaching experiences, professional development and support, and attitudes about…

The U.S. is facing a serious shortage of math and science teachers. Worse news is that we are not now training enough new teachers to remedy the problem. Solutions may include differential pay, inservice staff development, school-industry cooperation, improved work environments, and computer-assisted instruction. (Author/JM)

The authors focus on the need for administrators to deal with the problem of teacher burnout as it relates to the implementation of Public Law 94-142 (the Education for All Handicapped Children Act). (Author)

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).…

Although more women than men participate in higher education in the United States, the same is not true when it comes to pursuing careers in science and engineering. To Recruit and Advance: Women Students and Faculty in Science and Engineering identifies and discusses better practices for recruitment, retention, and promotion for women scientists…

This paper considers the case of the Michigan Migrant Head Start program to describe and analyze the labor market conditions and teaching staff characteristics to identify the challenges faced by Migrant Head Start grantees in attracting, hiring, retaining, and training degreed teachers. The emphasis is on describing and analyzing the child care…