Improving Teacher Quality: A Guide for Education Leaders
December 2010, Jossey-Bass
Techniques for the difficult task of improving teacher quality
No one stakeholder group can realize lasting change on their own; nor can any reform initiative focusing on just one type of strategy create the workplace conditions needed to truly build capacity within the education profession. Rather, stakeholders must focus on collaborating, reaching common understanding, and prioritizing for ultimate impact on the quality of teachers and teaching. This book discusses research and concrete examples of practice tied to teacher quality intended to improve eight key interrelated factors: Preparation; Recruitment; Hiring; Induction; Professional Development; Compensation and Incentives; Working Conditions; and Performance Management.
- Offers a framework and strategies for understanding the issues that make up the teacher quality question
- Written for educational leaders, superintendents, district administrators, teacher leaders, and principals, as well as policy-makers and other stakeholders
- Filled with illustrative examples teacher quality
The author addresses the most important factor that affects student achievement-the quality of the teacher.
A Systemic Approach to Human Capital Management.
About the METworksSM Framework.
About This Book.
1. Teachers and Leaders in Schools: The Conditions That Support Effective Teachers and Leaders.
Create a Positive, Collaborative, and Team-Oriented School Culture That Facilitates Effective Teaching.
Engage Families and the Community in a Meaningful and Genuine Way.
Ensure That Teacher Workloads Are Reasonable.
Ensure That Schools Are Safe, Clean, and Appropriately Equipped for Effective Teaching.
From Their Schools to Yours: Getting the Ball Rolling.
2. Getting the Right People on the Bus: How School Districts Manage Teacher Recruitment, Hiring, and Placement.
Hire the Best Possible Candidates.
Distribute Teachers Appropriately and Equitably Across Schools and Classrooms.
If the Pool of Excellent Applicants Is Too Shallow, Work to Widen the Pool. If Outstanding Applicants Are Not Accepting Your Offers, Review Your Educator Talent Management System.
Teacher Recruitment Checklists.
3. The Enduring Role of Unions: Teacher Performance Management.
What Do You Want to Measure?
How Do You Want to Measure Teacher Effectiveness?
What Will You Do with This Information?
Implications for Professional Development.
Implications for Staffing.
Implications for Compensation.
Putting the Pieces Together.
From Their School to Yours: Getting the Ball Rolling.
4. The View from the Statehouse: Enabling Teachers, Building the Profession.
The Role of Federal Teacher Quality Policy.
Building the Profession: Strong Induction and Mentoring Programs.
High-Quality Professional Development: Enabling Teachers.
Making Connections to Induction, Mentoring, and Professional Development Across the Career Continuum.
From the Statehouse to the Schoolhouse: Getting the Ball Rolling.
5. Setting the Table: The Role of Institutions of Higher Education in Preparing Teachers for Success.
Serve as a Gateway to the Profession.
Prepare Candidates to Be Effective in the Classroom.
From Higher Education to Your School: Getting the Ball Rolling.
Conclusion: Managing Educator Talent for Gen Y Teachers and Beyond.
Conditions That Support Effective Teachers and Leaders.
Teacher Recruitment, Hiring, and Placement.
Teacher Performance Management.
Enabling Teachers, Building the Profession.
The Role of Institutions of Higher Education in Preparing Teachers for Success.
Sabrina Laine is chief program officer for educator quality at Learning Point Associates. She manages the National Comprehensive Center for Teacher Quality funded by the U.S. Department of Education and is a principal investigator for the Center for Educator Compensation Reform.
Ellen Behrstock-Sherratt is a policy associate at Learning Point Associates. Her area of focus is teacher quality and school leadership and she led the development of the Managing Educator Talent (METworksSM) Framework.
Molly Lasagna is a policy associate at Learning Point Associates.