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Teacher attrition and retention also vary based on the sector of the school (e.g., traditional public vs. charter) and whether it is located in an urban or rural area. [7] [8] The characteristics of teacher, schools, and students can even redefine the effect of salaries on teacher retention. [9] [10]
TNTP has also released a series of studies of the policies and practices that affect the quality of the nation's teacher workforce, including The Widget Effect (2009), [5] Teacher Evaluation 2.0 (2010), [6] and The Irreplaceables (2012). [7] In 2013, TNTP is active in more than 25 cities, including 10 of the nation's 15 largest. [8]
Oct. 20—A state commission that had been tasked with improving teacher recruitment and retention in Missouri has come out with its recommendations. The proposals were presented earlier this week ...
Merit pay programs can also alleviate the problem of teacher retention. Stronge, Gareis and Little (2006) argue that merit pay or other performance pay programs provide added motivation for teachers in keeping novice teachers from leaving the profession after a few years and especially in retaining experienced teachers.
For example: being thorough often conflicts with time or money constraints. Solution – instructions, possibly including variants. The solution may include pictures, diagrams, prose, or other media. Examples – sample applications and solutions, analogies, visual examples, and known uses can be especially helpful, help user understand the context
The UTR framework focuses on the best ways to recruit, prepare, and retain teachers for specific school districts. [2] This relatively new approach to teacher training is a substitute for traditional teacher education curricula, while differing from the alternative teacher certification programs that have become popular throughout the past two decades.
To maximize student learning, a teacher must find out what works best in a particular situation. [25] Each teaching and research method, model and family is essential to the practice of technology studies. Teachers have their strengths and weaknesses, and adopt particular models to complement strengths and contradict weaknesses.
This has led proponents of class size reduction argue that CSR is in fact highly cost effective. They note that low teacher retention rates lead to higher retraining costs and contribute to the current lack of qualified teachers. When faced with a constant flux of new teachers, student achievement has also been shown to suffer.