Strategies for attracting and retaining educators: What does the evidence say?
Strategies for attracting and retaining educators: What does the evidence say?
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吸引和留住教育工作者的策略：证据表明了什么？
DOI：
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发表时间：
2019
影响因子：
0.4
通讯作者：
Joseph P. Bishop
中科院分区：
文献类型：
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作者：
Anne Podolsky;Tara Kini;L. Darling;Joseph P. Bishop
一支高素质的教师队伍是改善儿童教育成果的必要基础，特别是对那些最依赖学校取得成功的儿童而言。然而，在美国，教师队伍的短缺在全国范围内不断加剧，在某些教学领域--如数学、科学和特殊教育--以及工资和工作条件最不吸引人的地方，已经达到了危机的程度。我们分析了最近的研究和代表性的调查数据，以确定教师招聘和保留的驱动因素。我们还回顾了政策文献，以确定地区，州和联邦的政策战略，已有效地解决影响教师的专业决策的因素。这些政策包括增加他们的报酬，改善他们的准备、专业支持和工作条件，以及改善地区和学校的管理做法，否则这些做法会阻碍招聘和留住他们。
A highly competent teacher workforce is a necessary foundation for improving children’s educational outcomes, especially for those who rely most on schools for their success. Yet in the United States, shortages in the teaching force have been growing across the country, reaching crisis proportions in some teaching fields— such as mathematics, science, and special education—and in locations where wages and working conditions are least attractive. We analyzed recent research and representative survey data to identify the drivers of teacher recruitment and retention. We also reviewed the policy literature to identify district, state, and federal policy strategies that have been effective at addressing the factors influencing teachers’ professional decisions. These policies include increasing their compensation and improving their preparation, professional support, and working conditions, as well as improving district and school management practices that otherwise create obstacles to recruitment and retention.