Search Results: (16-30 of 554 records)
|NCES 2021046||Teacher Training to Meet Diverse Student Needs Before Entering the Classroom: Teacher Preparation in 2017-18
This Data Point looks at preservice coursework taken by public and private school teachers to meet the needs of diverse student populations before the coronavirus pandemic. Preservice coursework, part of teacher preparation, is completed by U.S. private and public school teachers before their first year teaching. This information was reported by public and private school teachers on the 2017–18 National Teacher and Principal Survey.
|REL 2021104||Using High School and College Data to Predict Teacher Candidates' Performance on the Praxis at Unibetsedåt Guåhan (University of Guam)
Policymakers and educators on Guåhan (Guam) are concerned about the persistent shortage of qualified K-12 teachers. Staff at the Unibetsedåt Guåhan (University of Guam, UOG) School of Education, the only local university that offers a teacher training and certification program, believe that more students are interested in becoming teachers but that the program's admissions requirements--in particular, the Praxis® Core test, which consists of reading, writing, and math subtests--might be a barrier. Little is known about the predictors for passing the Praxis Core test. This makes it difficult to develop and implement targeted interventions to help students pass the test and prepare for the program.
This study examined which student demographic and academic preparation characteristics predict passing the Praxis Core test and each of its subtests. The study examined two groups of students who attempted at least one subtest within three years of enrolling at UOG: students who graduated from a Guåhan public high school (group 1) and all students, regardless of the high school from which they graduated (group 2). Just over half the students in each group passed the Praxis Core test (passed all three subtests) within three years of enrolling at UOG. The pass rate was lower on the math subtest than on the reading and writing subtests. For group 1, students who earned credit for at least one semester of Advanced Placement or honors math courses in high school had a higher pass rate on the Praxis Core test than students who did not earn any credit for those courses, students who earned a grade of 92 percent or higher in grade 10 English had a higher pass rate on the reading subtest than students who earned a lower grade, and students who earned a grade higher than 103 percent in grade 10 English had a higher pass rate on the writing subtest than students who earned a lower grade. For group 2, students who did not receive a Pell Grant (a proxy for socioeconomic status) had a higher Praxis Core test pass rate than students who did receive a Pell Grant, students who earned a grade of B or higher in first-year college English had a higher Praxis Core test pass rate than students who earned a lower grade, and male students had a higher pass rate on the reading and math subtests than female students.
The study findings have several implications for intervention plans at both the secondary and postsecondary levels. Although students must pass all three Praxis subtests to be admitted to the teacher preparation program at the School of Education, examining student performance on each subtest can help stakeholders understand the content areas in which students might need more support. In the long term preparing more prospective teachers for the Praxis Core test might increase program enrollment, which in turn might increase the on-island hiring pool.
|REL 2021095||Examination of the Validity and Reliability of the Kansas Clinical Assessment Tool
Although national assessments for evaluating teacher candidates are available, some state education agencies and education preparation programs have developed their own assessments. These locally developed assessments are based on observations of teaching and other artifacts such as lesson plans and student assignments. However, local assessment developers often lack information about the validity and reliability of data collected with their assessments. The Council for the Accreditation of Educator Preparation (CAEP) has provided guidance for demonstrating the validity and reliability of locally developed teacher candidate assessments, yet few educator preparation programs have the capacity to generate this evidence.
The Regional Educational Laboratory Central partnered with educator preparation programs in Kansas to examine the validity and reliability of the Kansas Clinical Assessment Tool (K-CAT), a newly developed tool for assessing the performance of teacher candidates. The study was designed to align with CAEP guidance. The study found that cooperating teachers reported that the K-CAT accurately represented existing teaching performance standards (face validity). Two skilled raters found that the content of the K-CAT was mostly aligned to existing teaching performance standards (content validity). In addition, K-CAT scores for the same teacher candidate, provided by cooperating teachers and supervising faculty, were positively related (convergent validity). K-CAT indicator scores showed internal consistency, or correlations among related indicators, for standards and for the tool overall (reliability). K-CAT scores showed small relationships with teacher candidate scores on other measures of teaching performance (criterion-related validity).
|NCES 2021054||Teacher Requirements to Help Students Outside Regular School Hours in 2017–18
This Data Point examines whether teachers were required to help students with their academic or social and emotional needs outside regular school hours in public and private schools in the United States in school year 2017-18, by selected school classification.
|REL 2021094||Pathways to Teaching: Teacher Diversity, Testing, Certification, and Employment in Washington State
The number and percentage of students of color are growing in Washington state, yet the teacher workforce remains largely White (non-Hispanic). This means that few students of color have teachers who share their race or ethnicity, which could have consequences for student achievement and wellbeing. To better understand the state’s shortage of teachers of color, this study investigated six steps in the teacher preparation and career pathway at which teacher candidates and teachers are likely to drop out or leave the profession: three teacher preparation tests, certification, employment, and retention. Among all teacher candidates who took at least one of these steps during 2010-19, Hispanic candidates and non-Hispanic candidates of color were less likely than White candidates to complete each step, took longer to complete each step, and were less likely to become a certificated educator in a Washington K-12 public school. The descriptive findings suggest that education policymakers consider revising policies and programs to increase the number of teachers of color. The state has already made changes, such as revising testing requirements for teacher candidates.
|NCES 2021144||Condition of Education 2021
The Condition of Education 2021 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.
|WWC 2021010||Science Teachers Learning through Lesson Analysis (STeLLA®)
This What Works Clearinghouse (WWC) intervention report summarizes the research on Science Teachers Learning through Lesson Analysis (STeLLA®). STeLLA® is a professional development program, developed by BSCS Science Learning, that aims to improve students' science achievement by improving elementary teachers' science content knowledge and instruction. Based on the research, the WWC found that implementing STeLLA® has potentially positive effects on science achievement for students in grades 4 and 5.
|REL 2021079||Outcomes for Early Career Teachers Prepared through a Pilot Residency Program in Louisiana
Louisiana's Believe and Prepare pilot program, supported by grants from the Louisiana Department of Education, aimed to prepare teacher candidates or in-service teachers through a residency with a mentor and a competency-based curriculum. To improve teacher preparation and teacher residencies, state and teacher education leaders in Louisiana sought to better understand the early career outcomes for participants in the pilot program. This study analyzed data for the three cohorts that participated in the program between 2014/15 and 2016/17. A majority (76 percent) of pilot participants were enrolled in a university-based teacher preparation program. The study examined certification, employment, and retention outcomes for a subset of pilot participants who were teacher candidates or early career teachers (together referred to as early career Believe and Prepare pilot participants). About 30 percent of early career Believe and Prepare pilot participants who attained a Level 1 professional certificate in 2015/16–2017/18 were certified in a high-need subject, as defined by the Louisiana Department of Education (middle grades math and science, secondary math and science, or special education), and 28 percent of participants who entered teaching in 2015/16–2018/19 taught in a high-need subject in their first year of teaching. Early career pilot program participants who completed a residency in a primary school were more likely than those who completed a residency in a nonprimary school to attain a Level 1 professional certificate. Participants who completed a residency in a charter school were less likely than those who completed a residency in a noncharter school to attain a Level 1 professional certificate. (Louisiana does not require Level 1 certifications for charter schools.) Of early career Believe and Prepare teachers who entered teaching in 2015/16–2017/18, 89 percent were retained in the state for a second year, 76 percent were retained in the same district, and 71 percent were retained in the same school. Among these teachers the within-state retention rate was lowest for teachers in high-need subjects, and the within-school retention rate was lowest for secondary and middle grades math and science teachers.
|REL 2021081||Analyzing Teacher Mobility and Retention: Guidance and Considerations Report 2
This applied research methods report is a guide for state and local education agency policymakers and their analysts who are interested in studying teacher mobility and retention. This report is the second in a two-part set and builds on the foundational information in report 1. This report presents guidance on how to interpret differences in mobility and retention rates by teacher, school, or district characteristics; analyze year-to-year trends in mobility and retention; compare mobility and retention rates across districts or states; and examine how the implementation of a policy related to teachers might be associated with teacher mobility or retention.
|REL 2021080||Analyzing Teacher Mobility and Retention: Guidance and Considerations Report 1
This applied research methods report is a guide for state and local education agency policymakers and their analysts who are interested in studying teacher mobility and retention. This report provides the foundational information needed to answer policy-relevant research questions related to teacher mobility and retention and presents the decision points and steps necessary for conducting basic mobility and retention analyses.
|REL 2021076||Michigan Teachers Who Are Not Teaching: Who Are They, and What Would Motivate Them to Teach?
Statewide teacher shortages in Michigan are impeding efforts to ensure all students equitable access to qualified teachers. To alleviate shortages, education leaders have considered recruiting certified teachers who are not currently teaching (both those who have never taught and those who left teaching). This study analyzed teacher certification and employment data and data from a survey of certified teachers who were not teaching in a Michigan public school in 2017/18 to gather information on the viability of this recruitment option. The report describes the characteristics of these nonteaching certified teachers, the three most important reasons why they are not teaching, and the three most important incentives that would motivate them to teach in a public school in the state. The study found that approximately 61,000 teachers certified in Michigan were not teaching in the state’s public schools in 2017/18. A survey of nonteaching certified teachers found that they most frequently selected wanting a higher salary as one of the three most important reasons why they were not teaching and that they most frequently selected an increase in salary as one of the three most important incentives that would motivate them to teach. Respondents also frequently selected financial incentives, such as allowing retirees to retain their retirement benefits, improving other benefits, and forgiving student loans, as one of their three most important incentives. Nonteaching certified teachers might consider becoming a public school teacher if it were easier and less costly to earn or renew a teaching certificate, if they could more easily obtain a full-time or part-time position, and if they were assured of school leadership support and smaller class sizes or a lighter student load.
|REL 2021077||Advanced Placement Participation, Staffing, and Staff Training in the District of Columbia Public Schools
To expand participation in Advanced Placement (AP) courses, several District of Columbia Public Schools (DCPS) high schools have enacted a policy mandating that all students enroll in one or more AP courses. To promote quality instruction in AP courses, DCPS recommends regular teacher participation in the Advanced Placement Summer Institute (APSI) and is considering recommending that teachers' college major be factored into teacher assignments to AP courses. To better understand this policy and these recommendations, this study examined students' AP exam taking and passing rates in schools that mandate AP course enrollment and in schools that do not, teacher participation in the APSI, and the alignment of AP teachers' college major with the AP course they teach. Three of the four high schools that adopted a mandate on AP course enrollment during the study period had higher AP exam taking and passing rates after their mandate went into place. In three of the five schools that adopted a mandate before or during the study period, the passing rate (grade 10–12 students in the school who passed at least one AP exam as a percentage of all grade 10–12 students in the school) was below 20 percent in every year of the study period, and in a fourth it was below 50 percent in every year. Fewer than one-fifth of AP teachers participated in the APSI at least once every three years. Participation rates were higher in schools offering more AP courses, in schools with lower percentages of racial/ethnic minority students, among teachers whose college major aligned with the AP course they taught, and among more experienced teachers. Among AP teachers with a college major on record, about half had a college major aligned with each specific AP course they taught, and 70 percent had a college major aligned with the broad subject area of each AP course they taught.
|NCES 2021305||Highlights of School-Level Finance Data: Selected Findings from the School-Level Finance Survey (SLFS) School Years 2015-16 (FY 16) and 2016-17 (FY 17)
This statistical analysis report presents key findings and other data highlights from School-Level Finance Survey (SLFS) in school years 2015-16 and 2016-17. The report focuses on (1) the completeness and comparability of SLFS data and (2) how the SLFS can be utilized to evaluate differences in resource allocation (as measured by school-level expenditures) across schools, school districts, and states.
In discussing the findings, the report presents district- and state-aggregated information on school-level expenditure data collected through the SLFS, including:
The report also includes an assortment of tables and figures to support its key findings on school-level expenditures collected through the SLFS.
|REL 2021069||Center- and Program-Level Factors Associated with Turnover in the Early Childhood Education Workforce
Staff turnover is a pressing problem in early childhood education. High turnover can create organizational instability and distract from the care and education mandate of early childhood education centers. The Early Childhood Workforce Development Research Alliance of the Regional Educational Laboratory Northeast & Islands wants to better understand the factors associated with turnover in the early childhood educator workforce. Using data from the 2012 National Survey of Early Care and Education, this study found that a low average turnover rate across early childhood education centers obscured systematic variation in turnover patterns across types of centers and programs, with high turnover rates in some types. Higher wages were associated with lower turnover rates across centers. Turnover rates were highest among private-pay centers serving children ages 0–5. Nonwage benefits such as health insurance and retirement benefits and paid time off for professional development were generally unrelated to turnover rates. Educators were also clustered into certain center types based on background characteristics; Black educators and educators with lower educational attainment more likely to work in centers with low wages and high turnover.
|NCES 2021007||Outside Jobs Among U.S. Public School Teachers
This Data Point examines the supplemental school year income earned at jobs outside the school system by public school teachers in the United States.