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Recruiting, preparing, and retaining stem teachers for a global generation
\"There is a critical need to prepare diverse teachers with expertise in science, technology, engineering, and mathematics (STEM) with the skills necessary to work effectively with underrepresented K-12 students. Three major goals of funded STEM programs are to attract and prepare students at all educational levels to pursue coursework in the STEM content areas, to prepare graduates to pursue careers in STEM fields, and to improve teacher education programs in the STEM content areas. Drawing upon these goals as the framework for Recruiting, Preparing, and Retaining STEM Teachers for a Global Generation, the 15 chapters contained herein highlight both the challenges and successes of recruiting, preparing, and sustaining novice teachers in the STEM content areas in high-need schools. Recruiting, retaining and sustaining highly-qualified teachers with expertise in STEM content areas to work in hard-to-staff schools and geographic areas are necessary to equalize educational opportunities for rural and urban Title 1 students. High teacher turnover rates, in combination with teachers working out-of-field, leave many students without highly-qualified teachers in STEM fields. Most of the chapters in this volume were prepared by scholars who received NSF funding through Noyce and are engaged in addressing research questions related to these endeavours\"-- Provided by publisher.
Book
Recruiting, Preparing, and Retaining STEM Teachers for a Global Generation
Recruiting, Preparing, and Retaining STEM Teachers for a Global Generation, showcases 15 chapters highlighting both the challenges and successes of recruiting, preparing, and sustaining novice teachers in the STEM content areas in high-need schools.
eBook
Recruiting and retaining secondary mathematics teachers: lessons learned from an innovative four-year undergraduate program
In response to the critical shortage of qualified mathematics teachers in the U.S., the TIME 2000 Program was created with funds from the National Science Foundation, at Queens College of the City University of New York. Now institutionalized, the program is designed to support the recruitment, preparation, and retention of prospective teachers through a close-knit learning community in which participants experience an innovative and multifaceted program for their four years of undergraduate study. This article describes the innovative aspects of the program that show promise of preparing highly competent teachers whose careers span a lifetime. Short- and long-term strategies for recruiting students from high school are described as well as the program components that are designed to increase retention of candidates in the program and in teaching.
Journal Article
A systematic review of STEM teacher recruitment and retention interventions
The worldwide problem of teacher recruitment and retention is particularly pronounced in STEM (Science, Technology, Engineering, and Mathematics) subjects, due in part to a lack of trainee teachers and to high rates of attrition. The teacher shortage has resulted in non-specialist teachers teaching STEM subjects and is likely to have a negative effect on the next generation of STEM students and STEM teachers. Numerous studies have outlined, and in some cases evaluated, recruitment and retention interventions, but to our knowledge a comprehensive review of interventions specifically aimed at recruiting STEM teachers has not yet been done. We reviewed 25 studies (9 recruitment, 11 retention, 5 both). Most interventions were financial (13/25), others included teacher education and alternative pathways. We evaluated study quality and the method each study used to assess intervention effectiveness. Financial incentives do not appear effective for recruitment despite being the most common incentive. Financial incentives seem to be more effective for retention; 3/9 higher quality studies found positive results. Findings for the other types of intervention were mixed and due to low design quality, not compelling. Our findings suggest that financial incentives might be effective for retention. Further research is needed to determine what interventions work for recruitment as the most common, financial incentives, do not appear effective. Studies investigating the efficacy of interventions need to be more rigorous with large sample sizes, comparison groups, and ideally randomised-control trials. There is also room for innovation as we did not find much evidence of novel intervention types.
Journal Article
A Systematic Review of the Recent Empirical Literature on Math and Science Teacher Recruitment and Retention
The shortage of math and science teachers is a pressing issue in the United States (US) and globally. This review closely follows the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines and synthesizes findings from 43 peer-reviewed empirical studies published between 2005 and 2024 on the recruitment and retention of math and science teachers, offering a new perspective for understanding and mitigating math and science teacher shortages. This review revealed (a) the qualifications and characteristics of math and science teachers who enter and remain in the teaching profession; (b) that financial incentives, experiential learning, mentorship, and professional development are commonly used strategies and mechanisms to recruit and retain math and science teachers; and (c) that psychological, sociocultural, and working conditions are factors that influence math and science teachers’ decisions to enter and remain in the teaching field. While this review primarily focuses on the US context, it offers valuable insights for researchers, practitioners, policymakers, and other key stakeholders worldwide by identifying strategies, mechanisms, and factors that shape teacher recruitment and retention in math and science. This review also discusses gaps in the literature, directions for future research, and implications for research, policy, and practice that emerge from the empirical evidence.
Journal Article
Supporting Future Teachers to Promote Computational Thinking Skills in Teaching STEM—A Case Study
In recent years, teachers in various fields, such as science, mathematics, linguistics and others, have been interested in alternative learning strategies as opposed to traditional activities, in order to help students to examine their learning progress. The integration of computational thinking in teaching activities, after returning to face-to-face activities, can meet the needs of students during the COVID-19 pandemic. In this research, two samples of students in their first year of study were recruited for the teacher training program validation for computational skills in STEM education. The training model offers an explanation for the differences between the following two sets of data: the CT modules used in a substantial number of teacher workshops, and the results obtained, which are closely related to the argument that teachers can support students’ lifelong learning by developing computational thinking activities. The results related to the students’ scores may have contributed to their improvement in computational thinking skills and it could be one of the best examples of how to change the ways of learning about 21st century skills and sustainable education.
Journal Article
The Challenges of Staffing Urban Schools with Effective Teachers
Brian Jacob examines challenges faced by urban districts in staffing their schools with effective teachers. He emphasizes that the problem is far from uniform. Teacher shortages are more severe in certain subjects and grades than others, and differ dramatically from one school to another. The Chicago public schools, for example, regularly receive roughly ten applicants for each teaching position. But many applicants are interested in specific schools, and district officials struggle to find candidates for highly impoverished schools. Urban districts' difficulty in attracting and hiring teachers, says Jacob, means that urban teachers are less highly qualified than their suburban counterparts with respect to characteristics such as experience, educational background, and teaching certification. But they may not thus be less effective teachers. Jacob cites recent studies that have found that many teacher characteristics bear surprisingly little relationship to student outcomes. Policies to enhance teacher quality must thus be evaluated in terms of their effect on student achievement, not in terms of conventional teacher characteristics. Jacob then discusses how supply and demand contribute to urban teacher shortages. Supply factors involve wages, working conditions, and geographic proximity between teacher candidates and schools. Urban districts have tried various strategies to increase the supply of teacher candidates (including salary increases and targeted bonuses) and to improve retention rates (including mentoring programs). But there is little rigorous research evidence on the effectiveness of these strategies. Demand also has a role in urban teacher shortages. Administrators in urban schools may not recognize or value high-quality teachers. Human resource departments restrict district officials from making job offers until late in the hiring season, after many candidates have accepted positions elsewhere. Jacob argues that urban districts must improve hiring practices and also reevaluate policies for teacher tenure so that ineffective teachers can be dismissed.
Journal Article
Unlocking STEM pathways: A person-centred approach exploring a teacher recruitment intervention
Background and context of the study
This research employed a person-centred approach to evaluate the effectiveness of a recruitment intervention aimed at attracting STEM undergraduate students to the teaching profession. The study aimed to identify participant profiles based on changes of interest in teaching, examine the demographic factors associated with these profiles, and explore the outcomes associated with the identified profiles. A total of 267 participants from 18 universities in England were recruited for the study. The intervention involved presenting 12 vignettes that depicted different motivations for choosing teaching as a career. Participants rated their change of interest in teaching after reading each vignette.
Results
The latent profile analysis revealed four distinct profiles: dissuaded participants, unpersuaded participants, moderately persuaded participants, and highly persuaded participants. The highly persuaded profile reported the highest levels of self-efficacy, interest, perceived fit, and enjoyment in teaching. Participants from higher socioeconomic backgrounds were more likely to be persuaded by the recruitment intervention, but gender, ethnicity, or program levels did not significantly affect profile membership.
Conclusions
The findings demonstrate the potential of recruitment interventions to influence the interest of STEM undergraduate students in teaching and underscore the importance of considering individual characteristics and motivations when attracting prospective teachers to the profession.
Journal Article
What Is the Problem? The Challenge of Providing Effective Teachers for All Children
Richard Murnane and Jennifer Steele argue that if the United States is to equip its young people with the skills essential in the new economy, high-quality teachers are more important than ever. In recent years, the demand for effective teachers has increased as enrollments have risen, class sizes have fallen, and a large share of the teacher workforce has begun to retire. Women and minorities have more career options than ever before, making it increasingly difficult to attract and retain the many effective teachers who are needed. Moreover, schools are limited in their ability to identify and reward the most effective teachers. Perhaps the most urgent problem facing American education, say Murnane and Steele, is the unequal distribution of high-quality teachers. Poor children and children of color are disproportionately assigned to teachers with the least preparation and the weakest academic backgrounds. Teacher turnover is high in schools that serve large shares of poor or nonwhite students because the work is difficult, and the teachers who undertake it are often the least equipped to succeed. Murnane and Steele point out that in response to these challenges, policymakers have proposed a variety of policy instruments to increase the supply of effective teachers and distribute those teachers more equitably across schools. Such proposals include across-the-board pay increases, more flexible pay structures such as pay-for-performance, and reduced restrictions on who is allowed to teach. Several of these proposals are already being implemented, but their effectiveness remains largely unknown. To measure how well these policies attract effective teachers to the profession and to the schools that need them most, rigorous evaluations are essential. Murnane and Steele also note that policymakers may benefit from looking beyond U.S. borders to understand how teacher labor markets work in other countries. Although policies rooted in one nation s culture cannot be easily and quickly transplanted into another, it is important to understand what challenges other countries face, what policies they are using, and how well those policies are working to enhance teacher quality and improve student achievement.
Journal Article
Attracting PhDs to K-12 Education
The National Research Council (NRC) has undertaken a three-phase project to explore the possibility of a program to attract science, mathematics and engineering PhDs to careers in K-12 education. The first phase of the project surveyed the interests of recent PhDs in science and mathematics in pursuing careers in secondary education. Analysis of the Phase I data suggests that a significant percentage of PhDs might be interested in pursuing careers in secondary education under some circumstances. This report from the second phase of the project presents a proposal for a national demonstration program to determine how one might prepare PhDs to be productive members of the K-12 education community. The proposed program is designed to help meet the needs of the nation's schools, while providing further career opportunities for recent PhDs in science, mathematics and engineering.
eBook