This report contains data on three facets of special education attrition in Kansas. First, the report documents attrition information for special education personnel who were employed during the 2000-2001 school year (SY) but who did not return to a special education position in Kansas for the 2001-02 SY. Second, attrition rates for special…

This report presents a literature review that was initiated to provide Virginia school districts with information about attracting and retaining quality teachers. The review addresses what school divisions are doing to retain teachers in the first 5 years; teachers' perceptions regarding school division retention strategies; and reasons teachers…

In a letter dated June 1, 2006, Utah informed the U.S. Department of Education (ED) of its intention to carefully and thoughtfully revise its Highly Qualified Teacher (HQT) plan with the aim of achieving the goal set in the No Child Left Behind Act (NCLB) of having all teachers meet highly qualified (HQ) requirements by the end of the 2006-2007…

Studies indicate that as many as 20 percent of teachers nationwide leave the profession after three years and close to 30 percent leave after five years. This research capsule examines the characteristics of teachers who move or leave and the types of schools they are most likely to leave. Findings on the impact of financial compensation on…

The recruitment of qualified teachers is an immense and demanding job, particularly for high-poverty urban schools. Urban schools often turn to the common practice of recruiting teachers who are under qualified, most of them with no teaching experience and limited training. Because of their lack of preparation, coupled with the difficult working…

The VITAE project is a four-year (2001-2005) research study, commissioned by the Department for Education and Skills, conducted with 300 teachers in 100 schools in seven local education authorities in England. The project aimed to identify factors that may affect their work and lives over time and how these factors may, in turn, impact on their…

This study of factors leading to early departure from institutions of higher education used case studies of five newly hired faculty members who left their institutions with five matched (for cohort, institution, and department) newly hired peers who remained. Survey data were gathered from newly hired faculty at five institutions during the 1991…

This paper describes an alternative certification program that was developed to address the shortage of certified special education teachers in West Virginia. The goal of the program is to provide students from a noneducational background with opportunities at the master's degree level to become special education teachers in one of three…

This document contains 13 papers presented at a national forum on special education teacher satisfaction, retention, and attrition. The forum focused on results and implications of three studies: (1) the San Diego State University/American Institute for Research (California) study of variables related to the satisfaction, attrition, and retention…

This publication describes the high teacher attrition rate in special education and the importance of teacher retention, and provides teacher retention strategies and activities for educators and administrators. Information for the guide was obtained through discussion groups, interviews, and a written survey. Three sections identify strategies…

This phase of a longitudinal study being conducted at Iowa State University compares the career paths of teacher education graduates with mathematics and science majors to elementary and other secondary area graduates. Participating in the study were teacher education graduates (N=842), out of a population of 1,411, who responded to a…

Senior, high quality teachers can be retained in inner city schools despite limited resources and difficult conditions. Compared to teachers in suburban and rural school districts, teachers in urban systems often have lower salaries, work under greater bureaucratic constraints, teach more students per day, and lack basic materials. Good,…

The recruitment, selection, induction, and retention of capable teachers are interrelated processes involving schools' personnel, policies, and organization. This report explores issues surrounding these processes and discusses methods to improve districts' programs. Part I, "Recruiting Teachers," describes the competition for capable…

The recruitment and retention of faculty in business administration and accounting at the University of California (the University) and the California State University (the State University) are evaluated. An overview of education in business considers the location, type, and level of degree programs and concentrations in business-related fields…

In an effort to explore significant supply and demand variables that affect the teacher labor market in the Southeast, a qualitative research study was undertaken to examine the market patterns of initial career choice, position availability, recruitment and selection, turnover, and mobility of public school teachers. An ethnographic investigation…