Search Results: (1-15 of 557 records)
|NCES 2022026||Qualifications of Public School Mathematics and Computer Science Teachers in 2017‒18
This report examines the education and certification qualifications of public school mathematics/computer science teachers by selected school characteristics during school year 2017–18. Data are reported separately for teachers of high school and middle school grades.
|NCEE 2022006||Study of Teacher Coaching Based on Classroom Videos: Impacts on Student Achievement and Teachers' Practices
Helping teachers become more effective in the classroom is a high priority for school leaders and policymakers. This study examined one promising strategy for improving teachers’ effectiveness: providing individualized coaching using videos of teachers’ instruction for reflection, practice, and feedback. The coaching focused on general, rather than subject specific, teaching practices. About 100 elementary schools were randomly divided into three groups: one where teachers received five highly structured cycles of focused, professional coaching during a single school year, one where teachers received more coaching (eight cycles), and one that continued with its usual strategies for supporting teachers. The study compared teachers’ experiences and their students’ achievement across the three groups to determine the effectiveness of the two versions of the coaching.
|NCES 2022144||Condition of Education 2022
The Condition of Education 2022 is a congressionally mandated annual report summarizing the latest data from NCES and other sources on education in the United States. This report is designed to help policymakers and the public monitor educational progress.
|NCES 2022025||Teachers of Hispanic or Latino Origin: Background and School Settings in 2017‒18
This Data Point examines the background and school settings of teachers of Hispanic or Latino origin in public and private schools in the United States in school year 2017–18, by selected school and teacher characteristics.
|NCES 2022019||Impact of the Coronavirus (COVID-19) Pandemic on Public and Private Elementary and Secondary Education in the United States (Preliminary Data): Results from the 2020-21 National Teacher and Principal Survey (NTPS)
The 2020–21 National Teacher and Principal Survey (NTPS) collected data on the impact of the coronavirus pandemic on public and private schools, principals, and teachers during the 2019–20 school year. The report presents selected findings, using preliminary data, from coronavirus-related questions that were focused on how schools adapted to the coronavirus pandemic during the spring of 2019–20.
|NCES 2022009||Digest of Education Statistics, 2020
The 56th in a series of publications initiated in 1962, the Digest's purpose is to provide a compilation of statistical information covering the broad field of education from prekindergarten through graduate school. The Digest contains data on a variety of topics, including the number of schools and colleges, teachers, enrollments, and graduates, in addition to educational attainment, finances, and federal funds for education, libraries, and international comparisons.
|NCES 2022024||Black or African American Teachers: Background and School Settings in 2017-18
This Data Point examines the background and school settings of Black or African-American teachers in public and private schools in the Unites States in school year 2017–18, by selected school and teacher characteristics.
|REL 2022109||Teacher Shortages in New York State: New Teachers' Certification Pathways, Certification Areas, District of Employment, and Retention in the Same District
New York State is experiencing teacher shortages in specific subject areas. One way to address these shortages is through the certification and placement of new teachers. This study explored the pathways through which new teachers between 2015/16 and 2017/18 earned certificates, their certification areas, and their subsequent placement and retention in districts across the state, particularly high-need districts. While the majority of new teachers earned certificates through the traditional in-state pathway, this varied somewhat by certification area. The proportion of teachers who earned certificates through the individual evaluation pathway was higher for the shortage certification area of career and technical education than for other certification areas. The most frequent certification area was the shortage certification area of special education, while the shortage certification areas of career and technical education and bilingual special education were among the least frequent. New York City district schools employed new teachers who earned certificates through the alternative in-state pathway at a higher rate than other types of high-need districts (rural, large city—not New York City, and other urban/suburban) as well as average- and low-need districts. New teachers employed in high-need districts had higher rates of retention in the same district for a second year than new teachers employed in average- and low-need districts. Just 5 percent of new teachers in New York State were uncertified.
|REL 2022110||Additional Certification for Teachers in New York State: Teachers’ Experience and Employment Location, Certification Pathways, and Certification Areas
New York State is experiencing teacher shortages in specific subject areas. One way to address these shortages is for certified teachers to earn additional certificates qualifying them to fill positions in shortage areas. This study explored patterns in how experienced teachers (those with at least one year of teaching experience in New York State public schools) in 2015/16 earned additional certificates between October 2015 and October 2017. These patterns included which teachers earned additional certificates, their certification pathways, and their additional certification areas. The study found that about 5 percent of teachers in New York State in 2015/16 earned additional certificates during the two-year period. A larger proportion of teachers who earned additional certificates during that period were employed in New York City district schools and charter schools than in other types of districts or schools. Teachers who earned additional certificates were less experienced than those who did not earn additional certificates. More teachers earned additional certificates in shortage areas than in nonshortage areas, except for administration, a nonteaching certification area. Special education was the most common shortage certification area in which experienced teachers earned additional certificates. More than half of teachers who earned additional certificates did so through the traditional in-state pathway, while about a third did so through the individual evaluation pathway.
|WWC 2022004||Pathway to Academic Success Project Intervention Report
This What Works Clearinghouse (WWC) intervention report summarizes the research on the Pathway to Academic Success Project. The Pathway to Academic Success Project trains teachers to improve the reading and writing abilities of English learners who have an intermediate level of English proficiency by incorporating cognitive strategies into reading and writing instruction. The cognitive strategies include setting goals, tapping prior knowledge, asking questions, making predictions, articulating and revising understanding of text, and evaluating writing. Based on the research, the WWC found that implementing the Pathway to Academic Success Project has potentially positive effects on writing quality, writing conventions, and literacy achievement, compared with business-as-usual professional development and English language arts instruction.
|REL 2022130||Exploring Early Implementation of Pennsylvania's Innovative Teacher and Principal Residency Grants
To improve educator diversity and address educator shortages, the Pennsylvania Department of Education (PDE) awards grants to universities in the state to develop and implement teacher and principal residency preparation programs. The programs must offer aspiring teachers and principals a residency of at least a year, consisting of clinical practice in schools with trained mentors, aligned coursework, and financial aid. The programs must focus on improving diversity and must partner with districts with chronic teacher or principal shortages, high proportions of students of color or in poverty, or that have been identified for state support.
This study examines eight residency programs that received grants for the 2019/20 school year. The study interviewed program staff, collected program data, and conducted focus groups with residents and mentors. The study sought to provide preliminary information early in the implementation of the programs on how well they were preparing teachers and principals, where the teachers and principals were getting jobs after completing the programs, whether the programs were improving diversity, and how they could be improved.
Four key findings emerged from the study. First, recruiting diverse candidates was difficult. Teacher residents were mostly White, although more than a third of participants in one of the programs were people of color. Principal residents were more diverse. Second, for five of the six programs with available employment data, at least half of the residents were hired in high-need districts after completing the programs. Third, residents and mentors felt the residents were prepared for most teaching or school leadership responsibilities, although principal mentors felt some principal residents were not as well prepared. Finally, program staff, residents, and mentors described several lessons learned, including that communication and the balance of the time commitment between the coursework and the residency could be improved.
The findings will inform PDE’s plans for future grants and help the funded programs improve. The findings may also be relevant to other states, districts, or preparation programs that are developing residency programs.
|REL 2021108||Supports Associated with Teacher Retention in Michigan
Statewide teacher shortages are hindering Michigan’s efforts to ensure that all students have equitable access to qualified teachers. Implementing teacher supports—which may be policies, practices, or programs—to increase teacher retention offers a way to alleviate shortages. This study identified supports implemented by local education agencies (traditional school districts and charter schools) that are associated with teacher retention. The study examined local teacher retention rates from 2013/14 to 2018/19 and teachers' responses to a survey about teacher supports in their local agencies and their perceptions of those supports.
Average annual teacher retention rates among Michigan’s local education agencies ranged from 33 percent to 100 percent in the six-year period. The likelihood that teachers would remain teaching in their local education agency was higher in local education agencies that served lower percentages of students who were economically disadvantaged, higher percentages of students who were White, and higher percentages of students proficient in English language arts. And the likelihood was higher in agencies that had regular supportive communication between new teachers and school leaders, implemented mentoring programs, provided new teachers with an orientation to their school, allowed teachers to set goals in their evaluations, and provided teachers with sufficient instructional resources. The study also found that supports associated with teacher retention varied by the type of local education agency and the percentage of students who were economically disadvantaged. Findings from this study can help education agencies in Michigan prioritize which of 30 teacher supports examined merit more rigorous investigation.
|REL 2021100||Variation in Mentoring Practices and Retention across New Teacher Demographic Characteristics under a Large Urban District's New Teacher Mentoring Program
A large urban school district wanted to understand how its first-year teacher mentoring program might better support the district goals of increasing retention and maintaining a diverse workforce. This study investigated new teachers' participation in that program; how participation varied across teacher characteristics, especially how participation varied by the racial/ethnic makeup of new teacher–mentor pairs; and how participation in various aspects of the program was related to new teacher retention after the first year. The study found that over 40 percent of new teachers spent at least 10 hours a month meeting with their mentor but that more than 25 percent spent less than half that much time in mentoring meetings. There were also large differences by race/ethnicity in the proportions of new teachers who reported spending time on specific topics: White new teachers were almost twice as likely as Black new teachers to report spending substantial time on classroom management. New teacher retention was related to the amount of time new teachers spent meeting with their mentor, to whether new teachers reported spending substantial time with their mentor addressing classroom management, and to the racial/ethnic alignment of new teacher–mentor pairs.
|REL 2021113||Using Enhanced Coaching of Teachers to Improve Reading Achievement in Grades PreK–2 in Chicago Public Schools
Chicago Public Schools is working to improve early literacy outcomes through a multiyear professional development initiative for preK–2 teachers. The P–2 Balanced Literacy Initiative aims to improve literacy instruction by training teachers to implement effective early literacy instruction balancing systematic foundational skills instruction with reading and writing instruction involving rich, complex texts. The initiative began in 2016/17 and served 23 percent of all district elementary schools by 2018/19. The district designated 26 of the 115 elementary schools implementing the initiative in 2018/19 to receive enhanced supports, including intensive, site-based coaching, to support students’ independent reading. This study compared the reading achievement of students who attended schools that received the enhanced supports (priority schools) with the reading achievement of students who attended similar schools that received only the initiative’s standard supports (nonpriority schools). It also examined differences between priority and nonpriority schools in teachers’ and administrators’ participation in professional development sessions and looked at the successes and challenges of implementation. The study found that one year after implementation of the initiative, attending a priority school did not lead to higher end-of-year reading achievement than attending a nonpriority school after other factors were adjusted for. Teachers and administrators in priority schools were more likely than those in nonpriority schools to participate in the initiative’s core professional development sessions. Interviews with select district, network, and school leaders; instructional support coaches; and teachers suggest that several aspects of the initiative’s professional development were valuable, most notably the opportunities for teachers to deepen their understanding of the initiative’s professional development, receive feedback through observation and school-based coaching, and learn from one another. But instructional support coaches’ limited capacity, due to competing responsibilities, was a challenge. District leaders might consider increasing the number of coaches available and limiting their competing priorities so they can focus on the initiative.
|NCES 2021341||2008/18 Baccalaureate and Beyond Longitudinal Study (B&B:08/18) Restricted-Use Data File (RUF)
This B&B:08/18 restricted-use dataset is the third and final data release for this study of a national sample of 2007–08 bachelor’s degree recipients who were surveyed 4 times over 10 years, in 2008, 2009, 2012, and 2018.
The Baccalaureate and Beyond Longitudinal Study (B&B) examines students' education and work experiences after they complete a bachelor’s degree, with a special emphasis on the experiences of new elementary and secondary teachers.