Posts Tagged ‘reports’
AACTE is partnering with the American Association for Employment in Education (AAEE) to increase input from educator preparation providers in the organization’s annual teacher supply and demand survey. The views expressed in this post do not necessarily reflect the views of AACTE.
The annual American Association for Employment in Education (AAEE) Educator Supply and Demand Report needs your input! If you have not already done so, please complete this year’s survey by January 27.
Today, the National Council on Teacher Quality (NCTQ) released its latest installment in the Teacher Prep Review, “Landscape in Teacher Preparation: Undergraduate Elementary.” To those familiar with previous versions of the Review, NCTQ is publishing with a noticeably different approach this time – instead of one all-encompassing review of programs, NCTQ has chosen to release reports in five segments:
AACTE is partnering with the American Association for Employment in Education (AAEE) to increase input from educator preparation providers in the organization’s annual teacher supply and demand survey.
If you haven’t already done so, could you please take 10-15 minutes to complete the 2016-17 AAEE Supply and Demand Survey? You do not need to be a member of AAEE to participate in the survey, and all respondents will receive an executive summary of the results. The survey is open through January 16.
On October 28-30, we had the privilege of taking part in the National Convening on Success in Teacher Education at Minority-Serving Institutions (MSIs), held at the University of Pennsylvania. Hosted by the Penn Center for Minority Serving Institutions, the convening was focused around the release of the Center’s new report, A Rich Source for Teachers of Color and Learning: Minority Serving Institutions.
MSIs, which include Hispanic-serving institutions, tribal colleges and universities, historically Black colleges and universities, and Asian American and Native American/Pacific Islander-serving institutions, educate 20% of college and university students, many of whom are low-income and first-generation college students as well as students of color. Because of their focus and scope, MSIs play a key role in teacher preparation and efforts to diversify the nation’s teaching workforce.
A new report released this week by the National Council on Teacher Quality (NCTQ) calls for stronger admissions standards for teacher preparation programs. Casting blame for “a low bar for entry” on states, the Council for the Accreditation of Educator Preparation (CAEP), and individual programs, NCTQ claims that raising admissions requirements (such as minimum GPA and ACT or SAT scores) would increase not only the quality but also the number of candidates entering the profession.
The views expressed in this article do not necessarily reflect the views of AACTE.
For future teachers, the job outlook is bright. For school hiring personnel, the challenge of finding enough qualified educators for their vacancies is daunting.
The growing mismatch between teacher supply and demand was documented strongly in a comprehensive report published by the Learning Policy Institute last month. One of the key data sources cited in the study is the American Association for Employment in Education (AAEE) “Educator Supply and Demand Report 2014-15,” which now has a new edition available—and the shortage situation has not improved.
Tampa, Florida, is short 1,000 teachers this year. Nine out of 10 low-income schools have staffing deficits in special education. Across the United States this year, classrooms are in need of 60,000 teachers, and the number could reach 100,000 by 2018. These are among the sobering statistics presented at a national policy forum I attended September 15, sponsored by the Learning Policy Institute (LPI).
The event, “Solving Teacher Shortages: Attracting and Retaining a Talented and Diverse Teaching Workforce,” presented the latest staffing and enrollment data and what they mean for education – ranging from fewer classes and larger class sizes to the hiring of underqualified teachers. Various high-profile speakers explained that shortages are driven largely by attrition of teachers for reasons such as lack of respect and autonomy, poor working conditions, and inadequate pay and administrative support.
Today, the Learning Policy Institute released a set of reports that present the latest data on U.S. teacher supply and demand and promote comprehensive recruitment and retention strategies to alleviate persistent shortages. AACTE commends the reports’ attention to the steep cost to students of understaffed schools, particularly in low–income communities, as well as the proposed solutions centered on high-quality clinical preparation of new teachers and reducing the attrition rate among practicing teachers.
School districts across the nation are struggling to staff classrooms with adequate numbers of skilled teachers, forcing them to make tough choices that shortchange students. Many educator preparation programs have stepped up recruitment and developed innovative partnerships with districts to meet local needs. Although these efforts are seeing some success, adjustments to the production end of the educator pipeline cannot compensate for the “leaky bucket” of practicing teachers who, according to the Learning Policy Institute, leave at a rate of nearly 8% per year.
Mark your calendar for a special webinar September 29 about key roles for educator preparation providers (EPPs) in solving the nation’s persistent teacher shortages.
Offered by AACTE in partnership with the Learning Policy Institute (LPI), the webinar will highlight the latest enrollment and staffing data and promising models for programs and policies to improve educator recruitment, preparation, and retention.
A new report from the National Council on Teacher Quality (NCTQ) and the Brookings Institution explores the teacher diversity shortages that persist throughout the United States. To illustrate the current imbalance between teacher and student demographics, the report notes that in order to reach uniformity between the two populations, some 1 million White teachers currently in the profession would need to be replaced with approximately 300,000 African American teachers and over 600,000 Hispanic teachers.
Pointing to problems that exist throughout the teacher pipeline, the authors predict that resolving the imbalance in teacher demographics will continue to be challenging. As the nation’s diversity continues to grow, so too will the pressure and struggle to address teacher workforce diversity, they say, requiring a long-term approach to improving it.