Search Results: (1-15 of 21 records)
|NCEE 2023002||Federal Support for Attracting, Training, and Retaining Educators: How Districts Receiving Teacher and School Leader Grants Use Their Funds
Ensuring students' equitable access to talented educators remains a national priority. Congress established the Teacher and School Leader (TSL) Incentive competitive grant program in 2015 to help address this goal, providing financial support to selected school districts to improve their systems for hiring, supporting, and retaining educators, particularly in high-need schools. Grantees can use TSL funds flexibly to improve their basic infrastructure for generating and managing data or on strategies that use these data to improve their educator workforce. This report provides the first comprehensive review of the activities 2017 TSL grantee districts prioritized with their TSL funds and how well these activities aligned with key aspects of the program. The report is based on interviews conducted near the end of the initial 3-year grant period for the 24 districts that were part of the 2017 TSL cohort and is part of a broader evaluation of TSL required by Congress.
|NCES 2023003||2020-21 National Teacher and Principal Survey (NTPS) Restricted-Use Data Files
This DVD contains the 2020-21. National Teacher and Principal Survey (NTPS) restricted-use data files. The 6 files (Public School Principal, Public School, and Public School Teacher, Private School Principal, Private School, Private School Teacher) are provided in multiple formats. The DVD also contains a 4-volume User's Manual.
|NCES 2022113||Characteristics of 2020–21 Public and Private K–12 School Teachers in the United States: Results From the National Teacher and Principal Survey
This First Look report provides descriptive statistics and basic information from the 2020–21 National Teacher and Principal Survey Public School Teacher and Private School Teacher Data files.
|NCES 2022241||Baccalaureate and Beyond (B&B:16/20): A First Look at the 2020 Employment and Education Experiences of 2015–16 College Graduates
This report describes outcomes of 2015–16 bachelor’s degree earners 4 years after graduation. Outcomes include enrollment and employment status, federal student loan debt and repayment, earnings and other job characteristics, financial well-being, and teaching status.
|NCES 2022251||Baccalaureate and Beyond (B&B:16/20): A First Look at the 2020 Experiences of 2015–16 College Graduates During the COVID-19 Pandemic
This report describes the experiences of 2015–16 bachelor’s degree earners during the coronavirus (COVID-19) pandemic, 4 years after graduation. Findings include professional and personal experiences during the COVID-19 pandemic, federal student loan repayment, employment status and characteristics, changes to work arrangements, and unemployment compensation during the COVID-19 pandemic.
|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.
|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.
|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.
|NCES 2021241||Baccalaureate and Beyond (B&B:08/18): First Look at the 2018 Employment and Educational Experiences of 2007–08 College Graduates
This report describes outcomes of 2007–08 bachelor’s degree recipients in 2018, about 10 years after graduation. Outcomes include financial well-being, student loan borrowing and repayment, postbaccalaureate enrollment, employment history, earnings, job characteristics, and teaching status.
|NCES 2020142REV||Characteristics of Public and Private Elementary and Secondary School Teachers in the United States: Results From the 2017–18 National Teacher and Principal Survey First Look
This First Look report provides descriptive statistics and basic information from the 2017–18 National Teacher and Principal Survey Public School Teacher and Private School Teacher Data files.
|REL 2020033||Retention, Mobility, and Attrition among School and District Leaders in Colorado, Missouri, and South Dakota
Educators from Colorado, Missouri, and South Dakota share concerns about changes in school and district leadership. They have expressed interest in better understanding school and district leader mobility and attrition, and related factors. This report describes the proportions of school and district leaders who remained in leadership positions in the same schools or districts (stayers), transferred to leadership positions in different schools or districts (movers), or took nonleadership positions or left the state public school system (leavers) in Colorado, Missouri, and South Dakota. The report also describes the extent to which characteristics of principals, schools, and districts were associated with the likelihood of principals being movers or leavers rather than stayers. The authors used administrative data from 2015/16 to 2018/19, provided by the state education agencies. Results suggest that the proportions of school and district leaders who were stayers after one year ranged from 77 to 82 percent and that the proportions of stayers after three years ranged from 51 to 56 percent. After three years, younger principals were more likely to be movers and older principals were more likely to be leavers, compared to their peers. Principals who identified as a racial/ethnic minority and those who earned lower salaries were also more likely to be movers or leavers. In addition, principals were more likely to move from or leave schools that the state identified as needing additional support for improvement and schools in lower-performing districts. Findings suggest that decisionmakers may wish to better understand the causes of leader mobility and attrition and enhance supports for younger principals, principals who identify as a racial/ethnic minority, and principals in low-performing schools.
|NCES 2020321||2017-18 National Teacher and Principal Survey (NTPS) Restricted-Use Data Files
This DVD contains the 2017-18 National Teacher and Principal Survey (NTPS) restricted-use data files. The 6 files (Public School Principal, Private School Principal, Public School, Private School, Public School Teacher, and Private School Teacher) are provided in multiple formats. The DVD also contains a 4-volume User's Manual, which includes a codebook for each file.
|NCES 2019241||Baccalaureate and Beyond (B&B:16/17): A First Look at the Employment and Educational Experiences of College Graduates, 1 Year Later
This report describes outcomes of 2015–16 bachelor’s degree recipients 1 year after graduation. Outcomes include time to degree, amount borrowed for undergraduate education, postbaccalaureate enrollment, employment status, earnings and job characteristics, and steps taken toward a career in teaching. These findings are based on data from the first follow-up of the Baccalaureate and Beyond Longitudinal Study (B&B:16/17), a nationally representative longitudinal sample survey of students who completed the requirements for a bachelor's degree during the 2015–16 academic year.
|NCES 2018130||Education Demographic and Geographic Estimates (EDGE) Program: American Community Survey Comparable Wage Index for Teachers (ACS-CWIFT)
The Comparable Wage Index (CWI) is an index that was initially created by the National Center for Education Statistics (NCES) to facilitate comparison of educational expenditures across locales (principally school districts, or local educational agencies—LEAs) or states (state educational agencies— SEAs). The CWI is a measure of the systematic, regional variations in the wages and salaries of college graduates who are not PK-12 educators as determined by reported occupational category. It can be used by researchers to adjust district-level finance data at different levels in order to make better comparisons across geographic areas. This documentation describes the creation of a CWI for teachers based primarily on the American Community Survey (ACS). The ACS, an ongoing survey conducted by the U.S. Census Bureau, has replaced the decennial census as the primary source of detailed demographic information about the U.S. population. It provides information about the earnings, age, occupation, industry, and other demographic characteristics for millions of U.S. workers. The ACS-CWIFT measures wage and salary differences for college graduates, using an analysis that is modeled after the baseline analysis used to construct the original CWI released by NCES in 2006.