Reports research to assess the performance of teachers who graduated from 11 universities, 7 with 5-year programs and 4 considering moving into 5-year programs. Provides results of data collected around four outcome measures: teacher entry into the profession, teacher retention, classroom performance, and leadership behavior. (SM)

Addresses the needs of beginning special education teachers in small, rural school districts; describes strategies for recruiting special education teachers in rural areas; describes programs that small and rural school districts can use to orient new teachers to the school and community; and identifies strategies for retaining teachers in rural…

Studies the experiences of a talented cohort of the African-American teaching pool (n=41), focusing on why they chose to enter teaching and their perspectives on factors influencing retention of others like themselves in teaching. Being encouraged to teach appears to be a necessary element in the recruitment of African-American teachers. (SLD)

In this event history analysis of the 1990-1991 Schools and Staffing Survey and the 1992 Teacher Follow-up Survey, a retrospective person-year database was constructed to examine teacher attrition over the course of the teaching career. Consistent with prior research, higher teacher salaries reduced attrition, but only slightly so. Teacher…

When Prince George's County Public Schools created a teacher mentor program, administrators also created a system for evaluating it with clear expectations and goals at the outset. Precisely defining objectives enabled leaders to see their progress, determine what needed to change along the way, and build support for the program.

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 paper reports on a study conducted to examine the status of efforts by the State of Minnesota, its institutions of higher learning, and its public school districts to recruit, prepare, and retain staff members of color (minority) for professional teaching service in public school districts. Methodology employed for the study included a review…

This study attempted to determine the personal and workplace variables which predict a special educator's decision to stay, transfer, or leave the classroom. A stratified random sample of 1,576 special education teachers in Florida was surveyed, resulting in 1,152 usable responses. Two models were estimated with forward stepwise logistic…

In an effort to understand how higher education institutions can retain women faculty members, this study examined the attitudes of eight tenured women faculty who chose to leave one research university. Some went to other tenured academic positions, others to research agencies. Interviews included open-ended questions as well as focused probes…

This policy brief presents a discussion of what needs to be done to empower, attract, and retain good teachers. Consistent with educational reform efforts, the Southeastern Regional Vision for Education (SERVE) invited the 1992 and 1993 Outstanding Teachers of the Year from Alabama, Florida, Georgia, Mississippi, North Carolina, and South Carolina…

This presentation examines teacher attrition and defines policies that could help reduce attrition. It first presents a theory of teacher attrition that explains what patterns to expect in teacher attrition and turnover and why some teacher attrition may be inevitable. It presents findings from a longitudinal study of Indiana teachers,…

This report outlines and evaluates a project, Teachers Need Teachers (TNT), developed by the Intercultural Development Research Association (IDRA). TNT is a teacher induction program for first-year teachers who are certified in bilingual education and teach limited-English-proficient students. Beginning teachers are assigned to experienced…