Imperative One -- More & Better Teachers: That Was Then; This Is Now! Presentation to the State Board of Education M

1. Imperative One --More & Better Teachers:That Was Then;This Is Now!Presentation to theState Board of EducationMarch 17, 2003

2. That Was Then

3. That Was Then

4. Florida’s Teacher Workforce SOURCE: Florida Department of Education, Education Information and Accountability Services, Staff in Florida's Public Schools, Fall 2002

5. Students and Teachers: Major Racial-Ethnic Groups as Percentage of the Total SOURCE: Florida Department of Education, Office of Policy Research & Improvement, Minority: Trends in Minority Students and Teachers, March 2003

6. Teacher Shortage:That Was Then • Two years ago, it was estimated that Florida would need 160,000 new teachers in the next 10 years to address enrollment growth and teacher attrition, including the replacement of an aging workforce. • Student enrollment estimates have been lowered some since then.

7. Fall 2003:This is Now! Projected Number of Retirements Classroom Teachers - 2003 SOURCE: Florida Department of Education, Office of Policy Research & Improvement, Projections: Estimated Need for Classroom Teachers, 2003-04, March 2003

8. Fall 2003:This is Now! Projected Number of Terminations Classroom Teachers - 2003 SOURCE: Florida Department of Education, Office of Policy Research & Improvement, Projections: Estimated Need for Classroom Teachers, 2003-04, March 2003

9. Fall 2003:This is Now! Projected Number of Classroom Teachers Needed - 2003 SOURCE: Florida Department of Education, Office of Policy Research & Improvement, Projections: Estimated Need for Classroom Teachers, 2003-04, March 2003

10. RECRUITMENTANDRETENTION

11. Age of Florida’s Teachers SOURCE: Florida Department of Education, Education Information and Accountability Services, Staff Survey, February 2002

12. Florida Teacher Retention 1992-2002 (Includes Retirees) SOURCE: Florida Department of Education, Office of Policy Research & Improvement, Florida Teacher Retention, 1992-2002, March 2003

13. Percentage of Teachers Ages 20-29 Still in the Classroom Three Years Later SOURCE: Florida Department of Education, Office of Policy Research & Improvement, Florida Teacher Retention, 1992-2002, March 2003

14. Percentage of Teachers Ages 20-29 Still in the Classroom Three Years Later: Major Racial-Ethnic Groups SOURCE: Florida Department of Education, Office of Policy Research & Improvement, Florida Teacher Retention, 1992-2002, March 2003

15. What is Important to Teachers? National Follow-Up Survey (Major Sources of Job Dissatisfaction): • Low Salaries. • Lack Of Support from School Administration / Influence Over Decision Making. • Student Discipline / Motivation Problems. SOURCE: Ingersoll, R., The Teacher Shortage: A Case of Wrong Diagnosis and Wrong Prescription, NASSP Bulletin, June 2002

16. 2001-2002 Beginning Teacher Salaries Reported by Districts SOURCE: Florida Department of Education, Office of Strategy Planning, September 2002

17. State Response to Address Recruitment and Retention Needs

18. Current Retention Initiatives • Increased pay: • School Recognition Program. • The Florida Mentor Teacher School Pilot Program. • Performance Based Pay. • Excellent Teaching Program. • Advanced Placement Bonus. • International Baccalaureate Bonus. • Smaller class sizes – Amendment 9.

19. Current Retention Initiatives • Fewer disruptive students – Teacher Authority Act. • More support from school administration: • Liability insurance. • Use of reasonable force. • Teacher Lead Program. • Opportunity to work part-time – Allowed in law, Adjunct Certification Program.

20. Attracting Teachers • Troops to Teachers -- stipends to eligible former military who enter teaching. • Florida Future Educators -- 748 chapters. • Critical Teacher Shortage Scholarships. • Minority Teacher Scholarships.

21. The Great Florida Teach-In • Attendance has doubled since 2000, with 944 attending in 2002. • In 2002, 46 states and 8 foreign countries were represented. • 408 of these attendees are teaching in Florida public schools. This number represents about 3% of the annual need.

22. Recruiting Find a Job Post a Job Financial Assistance Career Resources Education as a Career Tour the Sunshine State Discussions New Teachers Math/Science Education More... Hot Topics Teacher Certification Teacher Resources Education Initiatives in the Spotlight Just Read Now! Based on the philosophy that every teacher is a reading teacher, Just Read Now contains effective strategies that will engage students and encourage them to become active participants in the reading process. More... Just Science Now! Exploring Science through Inquiry As part of the new K-20 education portal for Florida’s educators, Just Science Now offers tips on teaching science through inquiry. More... Just Read, Florida! Florida's goal is to have the best-trained reading teachers in the nation, by equipping teachers and principals with the necessary knowledge and tools to provide effective instruction, diagnose reading difficulties, and fix the problems so that no child is left behind. More... Initiatives in Practice:

23. Special Efforts to Recruit and Retain Effective Teachers in Exceptional Education • Comprehensive System of Personnel Development (CSPD) K-20 system of nine Regional Professional Development Partnerships. • Florida State Improvement Grant.

24. Florida State Improvement Grant • Competitive U.S. DOE grant awarded to Florida for five-years under the Individuals with Disabilities Education Act (IDEA) totaling $7,750,000. • Provides funding to the nine partnership projects to impact quantity and quality of personnel serving students with disabilities.

25. Potential SBE Policy Actions to Enhance Successful Recruitment and Retention

26. POTENTIAL SBE POLICY ACTION: • Support removing five-year cap from DROP to allow teachers and high-performing principals to stay. • May help relieve immediate problems in fall 2003.

27. POTENTIAL SBE POLICY ACTION: • Support beginning teacher salary @ $31,000. • Continue to support the Excellent Teaching Program.

28. POTENTIAL SBE POLICY ACTION: • Support differentiated teacher designations and salaries based on training and performance: • Associate Teacher • Teacher • Senior Teacher • Mentor Teacher

29. POTENTIAL SBE POLICY ACTION: Address Leadership: • Support the creation of a new executive principal leadership designation for school principals. Outstanding principals have lower teacher turnover!

30. POTENTIAL SBE POLICY ACTION: • Support placing experienced teachers in low performing schools. • Support the development of a Teacher Lifeline Network to provide on-line support for beginning teachers.

31. POTENTIAL SBE POLICY ACTION: • Ramp Up Teacher Recruitment: • TeachInFlorida.com -- Florida's web portal for teacher recruitment and educator support • The Great Florida Teach-In -- Florida's Annual Teacher Job Fair

32. POTENTIAL SBE POLICY ACTION: • Support Teacher Scholarship, Loan, and Loan Reimbursement Programs. • Support reimbursements for up to 10 years for individuals with undergraduate or graduate degrees in math, science, engineering, and critical teacher shortage areas who teach in critical areas. • Support a Teaching Fellows Program: Stipends to encourage graduate students in math, science, engineering, and critical teacher shortage areas to enter the teaching profession.

33. POTENTIAL SBE POLICY ACTION: • Exert the power of the SBE to forge recruiting partnerships at the highest levels.

34. PREPARATIONAND CERTIFICATION

35. State-Approved Teacher Education Programs • State approval required in Section 1004.04, Florida Statutes. • 96 percent pass state certification exams. • New teachers and their principals report overall satisfaction with preparation and performance (annual survey: 92.2 percent of teachers satisfied; 94.1 percent of principals).

36. Teacher Education Programs • About 5,600 students complete State-approved teacher education programs each year. • However, not all completers of these programs end up in Florida public schools classrooms.

37. 2001-02 Teacher Education Graduates:Number Teaching in Fall 2002 SOURCE: Florida Department of Education, Office of Policy Research & Improvement, Tracking Teacher Education Graduates to Florida Classrooms - 2001-02, February 2003

38. The “West Point” Model • A Teacher Corps differentiated by: • Type and Length of Training • Deployment • Title • Salary Structure • Expectations for Retention

39. Certification • Required in Chapter 1012, F.S., and by NCLB. • Public expectation for quality and safety: • Credential Review. • Fingerprints. • Content-Rich. • Option-Based.

40. State Certification • Two Levels of Certification. • Temporary Certificate. • Valid for 3 years. • Non-renewable. • Based upon subject content knowledge. • Professional Certificate • Valid for 5 years. • Renewable. • Based upon subject knowledge, general knowledge, professional knowledge, and classroom competency.

41. Federal Certification Requirements For No Child Left Behind • "Highly Qualified" Teacher Standard: 1. State certification AND • Bachelor's or higher degree AND • * For "new" elementary teachers - rigorous subject area test. * For "new" middle/secondary teachers - rigorous subject area test OR a major (equivalent courses). * For all "not new" teachers - rigorous subject area test OR a major (equivalent courses) OR performance evaluation (s.1012.34). • Effective Dates:  • Title I School Programs - 2002-03 school year. • All Schools - No later than end of  2005-06 .

42. State Response to Address Preparation and Certification Issues

43. Certification • Flexible: • Alternative Certification— • 2002-03: first-year mandatory statewide implementation. • 942 current participants. • 6 percent vacancies filled. • Adjunct Certification. • Reciprocity.

44. Incentives and Alternative Certification for Instructors with High-Demand Skills • “Teach-for-Florida” Grant Opportunity: • Emergency recruitment and preparation programs. • PreK-20 Partnership Conference: May 9-10 • Increasing the supply of teachers from under-represented populations, in critical shortage areas, and to teach in the most challenging schools. • Possible multi-year grant opportunity for local PK-20 partnerships.

45. Potential SBE Policy Actions to Enhance Successful Preparation and Certification

46. POTENTIAL SBE POLICY ACTION: • Support flexibility for colleges of education to establish differentiated state-approved teacher preparation programs in order to address differing clientele, emergency programs, etc. • Enhance opportunities for alternative preparation programs.

47. POTENTIAL SBE POLICY ACTION: • Improve alignment of teacher education program enrollments with State needs. • Support paid internships for teacher candidates. • Support “two-year guaranteed” products from state-approved teacher preparation programs.

48. POTENTIAL SBE POLICY ACTION: • Support the continued streamlining of the teacher certification process. • Expand alternative certification programs.

49. PANEL DISCUSSION: Response of Districts and Institutions of Higher Education