Employing Multiple Pathways and Pipelines for Teacher Recruitment - - PowerPoint PPT Presentation

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Employing Multiple Pathways and Pipelines for Teacher Recruitment - - PowerPoint PPT Presentation

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Employing Multiple Pathways and Pipelines for Teacher Recruitment AACTE 70 th Annual Conference March 2, 2018 Laura Bilbro-Berry Clay Smith Overview National and state teacher shortages have prompted mandates for production by public

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Employing Multiple Pathways and Pipelines for Teacher Recruitment AACTE 70th Annual Conference March 2, 2018 Laura Bilbro-Berry Clay Smith

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Overview

  • National and state teacher shortages have

prompted mandates for production by public institutions.

  • In response to the shortages and mandates,

varied pathways into teacher education have been created.

  • A multifaceted approach to recruitment and

retention is needed to meet the demand.

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Literature Review

  • Supply and Demand and the Teacher Shortage

Hussar & Bailey(2011);Noel-Levitz (2007);Ludwig, et al.(2010);Guarina, Santibanez, & Dale (2006);Smethem (2007); King (2006);Evans (1993); Taylor (2012); Jimmerson (2003)

  • Production Mandates and the Role of Teacher

Education Programs

Noel-Levitz (2007); Education Commission of the States, 2001); Arnold, Biscoe, Farmer, & Shapley (2007)

  • The University Center 2+2 Model

Gerdman (2001);Coulter & Vandal (2007);Butterfield & Ciampa (2006);Floyd & Arnauld(2007); Locklear, Davis, & Covington (2009); Lys, Covington, Bilbro-Berry, 2011)

  • Issues of Retention within DE Programs

Boston,Ice, & Gibson(2011);Drouin & Vartanian;Cowan (2012); Hagedorn(2005);Bean(2005);Heyman (2008)

  • Persistence, Engagement, and Advising

Curry & Barham (2007); LaNasa, Cabera, and Transgurd(2009); Spellman (2007);

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Examining Our Landscape

  • Enrollment trends over time
  • Admissions data (traditional, transfer, and

post-bac)

  • Student surveys
  • Focus Groups
  • Current Practices used for recruitment
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Universities are no longer producing enough licensed teachers through traditional programs to meet the turnover replacement need of school districts.

Attrition Rates from Last Reported Year (2016-17)

  • Overall state attrition rate is 8.65%
  • Attrition rate for beginning teachers (fewer than 3 years experience) is 12.21% - higher than experienced teachers.

Beginning teachers account for 31.7% of the teaching population in NC

  • The majority of teachers who leave do so for personal reasons with family relocation and retirement being the most

common reasons for leaving the profession

  • The counties with the highest attrition rates are located in eastern NC (Jones, Weldon City/Halifax, Warren, and Bertie)
  • North Carolina is the 9th largest state nationwide in terms of population growth of school-age children

Sources: UNC Educator Quality Dashboard, eqdashboard.northcarolina.edu 2016-2017 State of the Teaching Profession in North Carolina, Report to the North Carolina General Assembly – G.S. 115C-12(22)

# of Teachers Needed per ADM projections Turnover Replacement Number Total Teachers Needed 2017-2018 98,786 10,884 10,908 2018-2019 98,528 10,916 10,658 2019-2020 98,301 10,927 10,700

The Issue

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2014-2015 2015-2016 2016-2017

Master’s Degrees

972 957 1107

Bachelor’s Degrees

1125 1092 989

Other

118 130

668

Enrollment Totals

2215 2179

2764

Enrollment On Our Campus…

With baccalaureate enrollment decreasing, ECU intentionally targeted alternative populations to license candidates in non-traditional fashion. This allowed us to license more teachers to meet the needs of school districts, namely through NCTeach, our lateral entry fast-track.

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Data

  • Collaborate with Admissions to pinpoint

intended majors SAT and ACT lists (purchase)

  • Maintain databases of potential students for

alternative and transfer pipelines

  • Invest in creation of a CRM to be more

intentional with email campaigns

  • Regularly check the pulse of students
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Incentives

  • Scholarships and Stipends – corporate donors,

rewriting fund agreements

  • Promoting distance education programs –

discounted tuition

  • Accessibility – utilizing online options to meet

the market demand

  • Fast track options
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Communication/Marketing

  • Employ a variety of communication and

marketing strategies to meet each pipeline

  • Social Media Campaigns
  • Electronic email “blasts” in collaboration with

Admissions

  • Radio, print, and website advertisements
  • Connection with Athletics
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Connections and Engaging Students By Multiple Means

*Step Guide*

WebEx Office Hours / Personal Room

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Connections and Engaging Students By Multiple Means

Screencast Videos: screencast-o-matic.com

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Special Populations Field Office

Reaching Students “Where They Are”

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Engagement

  • Open House and Extended Open House (UG)
  • iTeach Day – Special Event for UG Recruits
  • Partnerships– 43 school systems, 20

community colleges

  • Recruitment visits – middle schools, high

schools, career fairs, school districts, community colleges

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Questions?

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Contact Information

Laura Bilbro-Berry, EdD

Director of Partnerships and Enrollment Management bilbroberryl@ecu.edu; 252-328-1123

Clay Smith, MAEd

Special Populations Director smithclay@ecu.edu; 252-737-4163