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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]
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 ...
Many new teachers leave the job during their first years in the classroom. Texas A&M University-Corpus Christi offers support to boost retention.
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]
With 100% of teachers in the Instructional Excellence Fellowship remaining in the field for the following school year, (Teach for America’s) retention impact in St. Louis far exceeds the ...
It is the best approach in preparing and retaining committed and capable mentors for the long-term. [16] A reasonable strategy in talent management for the education sector must focus on recruitment, development, and retention of intelligent and efficient teachers. [17]
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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.