Modeling Instructional Best Practices: Pedagogy of College of Education Professors

In light of increased accountability for K-12 student achievement, critics have questioned the quality of teachers and school principals as well as the university programs that prepare them for these roles (Lambert, 1996; Levine, 2005; Murphy, 1992). Regarding the preparation of teachers, critics have stated that education courses are vapid, impractical, segmented, and directionless (Glenn, 2000). Two national reports that have made recommendations for teacher redesign are noteworthy. The report of the National Commission on Teaching and America’s Future, What matters most: Teaching for America’s future (Lambert, 1996), found that teacher preparation education is thin and fragmented and recommended that universities reinvent teacher preparation. The Glenn Commission\u27s report, Before It\u27s Too Late (2000), called for the identification of exemplary teacher preparation programs to be held up as models for other programs to emulate

Enhancing Teacher Quality Through Knowledge- and Skills-Based Pay

The 1989 Education Summit established the National Education Goals that spurred states to set standards and assess educational outcomes (Patton and Thompson, 1999). A decade into standards-based reform, the 1999 Education Summit identified two important policy areas that have emerged to carry out these goals: teacher quality and accountability (National Education Summit, 1999). Research supports the important relationship between teacher quality and student achievement (Darling-Hammond and Ball, 1998; Ferguson and Ladd, 1996; Sanders and Horn, 1994; Wright, Horn, and Sanders, 1997). Concerns about teacher quality led the National Commission on Teaching and America’s Future to recommend that states and districts consider better ways of linking pay to the development of teacher knowledge and skills (National Commission on Teaching and America’s Future, 1996). Exploring better ways of using pay to enhance teacher quality is also supported, to varying degrees, by teacher unions and associations. Knowledge- and skills-based pay systems are emerging as a potentially promising way of leveraging the investment in teacher pay to improve teacher quality and to provide clearer signals to teachers about how they should focus their professional energies. This CPRE Policy Brief reports on our experiences in working with policymakers and studying knowledge- and skills-based pay systems. We provide guidance on important design issues for these systems, and recommend ways state and district policymakers can strengthen the capacity for and pursue knowledge- and skills-based pay

Part II: Professional Development Activities and Professional Learning Community in the Mid-America Region of the Association of Christian Schools International

Current trends in the education literature currently point to school leadership as responsible for the professional growth of the faculty (Fullan, 2010; Reeves, 2006) leading to the desired academic growth of the students. The Christian school community, however, has limited resources compared to those in the public sector. Unfortunately, the literature rarely includes the 400,000 teachers or the school leaders who have chosen to work in private education and their influence on the lives of over 5 million children (Broughman & Swaim, 2006). By examining effective professional development and its relationship to the development of professional learning communities specifically for Christian schools, this study’s findings provide much needed research for leadership in the private school community. Because participating in professional development is important to continued teacher growth and quality as well as student achievement (Darling-Hammond, 2004; Haycock, 1998; National Commission on Teaching and America’s Future, 1996), it is hoped this study will lead to improved teacher and student performance under the guidance of school leadership. While Headley’s (2003) work surveyed 60 ACSI schools, providing an overview of professional activities most commonly provided for teachers in those schools, additional knowledge is needed about which activities are of most value to professional learning community development, leading to teacher growth and student success

Developing Comprehensive Induction Programs at Christian Schools

The 1980s were classified as a time of “national awakening” (Goodlad, 1990, p. 1) to the complexities of restructuring our schools. Educational problems ranging from high drop out rates to low test scores could not be adequately and professionally addressed until the nation’s leaders acknowledged that “the renewal of schools, teachers and the programs that educate teachers must proceed simultaneously” (Goodlad, 1990. p. 4)

Education School Challenges: The Increasing Demands on K-8 Teachers

The educational needs of future K-8 teachers in the areas of mathematics and science are greater as a result of the increased (and, I would add, appropriate) student expectations in the area of mathematics and science as enunciated in the SOL and the specific content areas as described in the new licensure requirements. The sophistication and understanding of science and mathematics that is needed at both the elementary school and middle school levels is indeed substantial. However, proficiency in science and mathematics is only one portion of the total needs of new teachers. How are we all, from the Colleges of Arts and Sciences and the Colleges of Education, going to best provide the educational needs within the very restrictive total time that we have available

Mentoring New Teachers to Increase Retention: A Look at the Research

In recent years the demand for new teachers across the nation has risen steeply. Demographic factors (such as the baby boom echo) and legislative policies (such as class size reduction) have resulted in the increased need for new teachers, while promising young graduates are often discouraged from entering the profession by low salaries and poor earnings opportunities. Many districts attempt to fill shortages by hiring non-credentialed teachers, who, if they are interns attending a credentialing program, are considered "highly qualified" under the terms of NCLB. Under-qualified and least-experienced teachers are often assigned the most difficult classes, and tend to be concentrated in special education, urban schools, and in schools serving students who are poor, minorities, and English learners. Factors such as these lead to high rates of attrition among practicing teachers, lending some educators to suggest we have a teacher retention problem rather than a teacher shortage problem.High attrition rates have negative effects on student achievement. This is exacerbated by the fact that schools with large numbers of poor and minority pupils have more trouble retaining teachers and the most difficulty attracting new applicants for teaching positions. The continual flight of teachers from these schools creates burdensome extra costs to the district. Hiring and professional development are direct costs, increased instability in the school culture represents an indirect cost

Improving the Distribution of Teachers in Low-Performing High Schools

Analyzes the factors behind the persistent inequitable distribution of effective teachers, and recommends measures to prepare, recruit, and retain more highly qualified teachers to improve academic outcomes in schools with mainly poor minority students

For the Public Good: Quality Preparation for Every Teacher

The goal is to ensure that teachers enter the profession ready for the demands of the 21st-century classroom. The first report from Bank Street College of Education's Sustainable Funding Project  looks at ways of reaching that goal through yearlong co-teaching experiences, commonly referred to as residencies, in classroom settings with experienced mentors.The report—"For the Public Good: Quality Preparation for Every Teacher"—also identifies public funding streams to support residency programs nationwide and outlines how teacher preparation providers and school districts can establish mutually beneficial partnerships to support high-quality teacher preparation

The impact of NQT induction programmes on the enhancement of teacher expertise, professional development, job satisfaction or retention rates: a systematic review of research literature on induction

This report is the result of a preliminary study undertaken by the Induction Review Group between January and March 2003 which essentially involved a mapping exercise to identify the range and type of research studies addressing the research question, ‘How does current research characterise the impact of induction programmes on new teachers in relation to enhancing teaching expertise, professional development, job satisfaction and retention rates?’ Results of the initial in-depth review are reported in Chapter 4. The Review Group plans further refinements of the mapping exercise and other in-depth reviews drawing on it

A System Approach to Building a World-Class Teaching Profession: The Role of Induction

Reviews research on teacher retention and quality. Argues for "comprehensive induction," including high-quality mentoring, common planning time for interaction with other teachers, intense professional development, and ongoing support from school leaders