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Most states responded to the onset of the pandemic by temporarily granting teachers Emergency licenses. These licenses allowed teachers to work in classrooms without passing the typical licensure exams. Since then, several states have extended their use of Emergency licenses, raising questions about how these policies impact the composition of the teacher workforce and student outcomes. In this paper, we examine the result of these policies using data on multiple cohorts of Emergency licensed teachers (ELTs) who taught in Massachusetts between 2021 and 2023. We find that ELTs were slightly more likely to remain in the same school and in the teaching workforce than teachers from other entry routes. However, ELTs' students scored significantly lower on standardized tests in math and science than other students in the same school and same year. Our findings are at odds with earlier, more positive assessments of Emergency licensure in Massachusetts. Our updated results appear to be driven by more recent cohorts of ELTs, rather than the teachers who received Emergency licenses at the start of the pandemic. Overall, this study suggests policymakers should be cautious when drawing sweeping conclusions about the impacts of teacher licensure based solely on the earliest cohort of teachers who obtained pandemic-era Emergency licenses.

Prior research has connected characteristics of cooperating teachers who supervise student teaching to performance measures of the teacher candidates they host, suggesting more effective teachers may also be better mentors. The specific measures of cooperating teacher effectiveness considered in this prior literature (value added and performance evaluations), however, are infrequently observable to individuals responsible for student teaching placements. In this paper, we consider a more easily observed proxy for mentor effectiveness: National Board (NB) Certification. We find that NB teachers are considerably more likely to host candidates than other teachers, candidates supervised by NB teachers are slightly more likely to be hired within three years, and these candidates have slightly lower value added in English language arts than their peers, all else being equal. We find no significant relationship between cooperating teacher NB certification and candidates' later attrition and value added in math. We conclude that individuals and policies seeking to leverage student teaching placements to improve student and teacher outcomes may need to focus on less easily observable proxies of cooperating teacher quality than NB certification status.

This paper examines the impact of Teach For America (TFA) on following-year student test and non-test outcomes in Miami-Dade County Public Schools. This paper measures the extent to which exposure to TFA is followed by improved student outcomes in the future. In particular, this paper measures days missed due to absences or suspensions, course grades in each core subject, and progression in math courses. We find that students taught by TFA math teachers go on to have higher grades in math courses in the following year and are less likely to miss school due to being absent or suspended. However, while students in TFA classrooms score higher on math and ELA assessments in a given year, these test score gains fade out by the following year.

We examine how teachers from two alternative preparation programs--Teach for America (TFA) and Kansas City Teacher Residency (KCTR)--contribute to the teacher labor market in and around Kansas City, Missouri. We show that TFA and KCTR teachers are more likely than other teachers to work in charter schools, and more broadly, in schools with high concentrations of low-income, low-performing, and underrepresented minority (Black and Hispanic) students. TFA and KCTR teachers are themselves more racial/ethnically diverse than the larger local-area teaching workforce, but only KCTR teachers are more diverse than teachers in the same districts in which they work. In math in grades 4-8 we find sizeable, positive impacts of TFA and KCTR teachers on test-score growth relative to non-program teachers. We also estimate positive impacts on test-score growth in English Language Arts (ELA) for teachers from both programs, but our ELA estimates are smaller in magnitude.

We study a teacher incentive policy in Washington State that awards a financial bonus to National Board certified teachers in high poverty schools. Using a regression discontinuity design, we find that the bonus policy increased the proportion of certified teachers in bonus-eligible schools by improving hiring, increasing certification rates of incumbent teachers, and reducing turnover. Depending on the method, we estimate that the proportion of NBCTs in treated schools increased by about four to eight percentage points over the first five years of eligibility. However, the improvement in certification rates corresponds to a change of about 0.2 to 0.3 percent of a standard deviation in teacher quality per year and we do not find evidence that the bonus resulted in detectable effects on student test achievement.

A pervasive challenge for Wisconsin and states across the nation is accurate assessment of teacher labor supplies at the state and local levels. Demand measures based on predictions of changing teacher and student demographics have been wildly inaccurate. This report presents findings on key features of the Wisconsin teacher labor market, including mobility, attrition, supply, and demand. The authors use data from multiple sources (including state staffing and credentialing files, application and vacancy information, and statewide survey data on perceptions of staffing challenges) to: (1) establish a common vocabulary around categories of labor supply--specifically which positions are high supply, which are medium supply, and which are low supply; (2) provide a baseline against which subsequent reports can build and future policies can be assessed; (3) provide a common base of empirical evidence to focus and foster debate; and (4) identify aspects of the teacher labor market that are problematic. This report provides evidence on teacher supply and demand in Wisconsin to help policymakers see which avenues are available to influence the complex dynamics of differential mobility, attrition, licensure, and selection across educator labor markets. This portrait of Wisconsin's teacher labor market illustrates and defines key features to create a common understanding and vocabulary to engage emerging and persistent challenges. The authors organized this report around the following questions: (1) What are the prevailing trends in teacher attrition and mobility?; (2) What is the current supply of teachers?; (3) How are districts responding to staffing challenges?; and (4) Is there a teacher shortage in Wisconsin?

Recent evidence on teacher productivity suggests teachers meaningfully influence noncognitive student outcomes that are commonly overlooked by narrowly focusing on student test scores. These effects may show similar levels of variation across the teacher workforce and are not significantly correlated with value-added test score gains. Despite a large number of studies investigating the TFA effect on math and English achievement, little is known about nontested outcomes. Using administrative data from Miami-Dade County Public Schools, we investigate the relationship between being in a TFA classroom and non-test student outcomes. We validate our use of nontest student outcomes to assess differences in teacher productivity using the quasi-experimental teacher switching methods of Chetty, Friedman, and Rockoff (2014) and find multiple cases in which these tests reject the validity of candidate nontest outcomes. Among the cases deemed valid, we find suggestive evidence that students taught by TFA teachers in elementary and middle school were less likely to miss school due to unexcused absences and suspensions (compared to non-TFA teachers in the same school), although point estimates are very small. Other nontest outcomes were found to be valid but showed no evidence of a TFA effect.

We examine the extent to which clustering large numbers of Teach For America (TFA) corps members in a limited number of low-performing schools was accompanied by changes in teacher mobility decisions. Using longitudinal data from Miami-Dade spanning six school years, augmented with survey responses from TFA's own Alumni Survey for cohorts placed in the Miami region, we use Cox proportional hazards models and multinomial logit decision models in a modified difference-in-difference (DD) framework. Our results suggest that the increased concentration of TFA corps members in schools was associated with a reduction in TFA mobility across schools after the first year of service, but it did not affect the overall retention of corps members in the district after the two-year commitment. In addition, we find evidence suggesting non-TFA teachers in schools with a relatively high proportion of TFA corps members were significantly more likely to leave the district. We also find that TFA corps members retained beyond the two-year commitment performed substantially better in mathematics during their first two years of teaching: evidence of positive selection into postcommitment retention. Finally, we produce steady-state estimates of the minimum TFA effects necessary for the district to prefer hiring a TFA corps member relative to a non-TFA hire. TFA corps members in the district exceed this minimum value in both reading and mathematics.

A sizeable body of evidence has documented the effectiveness of Teach For America (TFA) corps members at raising the mathematics test scores of their students, though little is known about the program's impact at the school level. TFA's recent placement strategy in the Miami-Dade County Public Schools, in which large numbers of TFA corps members are placed as clusters into a targeted set of disadvantaged schools, provides an opportunity to evaluate the impact of the TFA program on broader school performance. This study examines whether the influx of TFA corps members led to a spillover effect on other teachers' performance. We find that many of the schools chosen to participate in the cluster strategy experienced large subsequent gains in mathematics achievement. These gains were driven in part by the composition effect of having larger numbers of effective TFA corps members. However, we do not find any evidence that the clustering strategy led to any spillover effect on schoolwide performance. In other words, our estimates suggest that the extra student gains for TFA corps members under the clustering strategy would be equivalent to gains resulting from an alternate placement strategy in which corps members were evenly distributed across schools.

The literature on teacher preparation programs in the United States is extensive. However, there is limited scientifically based research on what kind of program produces effective teachers; rather, the literature consists mostly of calls for change in teacher preparation programs. Almost all experts agree that major changes are needed in these programs, with the emphasis being to produce teachers who are effective in enhancing student learning. This paper reports evidence-based research and offers suggestions based on studies that include theoretical work, qualitative analysis, statistical analysis, and randomized experience that could provide strong causal evidence of the effects of teacher preparation on student learning. Key points of this briefing paper include the following: (1) Relevant clinical experience is a critical part of a teacher preparation program; (2) Programs must take advantage of existing technology and support its innovative use as a tool for teacher preparation and as a tool for teachers in the classroom; and (3) Multiple sources of data should be collected and analyzed to evaluate the effectiveness of preparation programs.

Traditionally, states have required individuals complete a program of study in a university-based teacher preparation program in order to be licensed to teach. In recent years, however, various "alternative certification" programs have been developed and the number of teachers obtaining teaching certificates through routes other than completing a traditional teacher preparation program has skyrocketed. In this paper I use a rich longitudinal data base from Florida to compare the characteristics of alternatively certified teachers with their traditionally prepared colleagues. I then analyze the relative effectiveness of teachers who enter the profession through different pathways by estimating "value-added" models of student achievement. In general, alternatively certified teachers have stronger pre-service qualifications than do traditionally prepared teachers, with the least restrictive alternative attracting the most qualified perspective teachers. These differences are less pronounced when controlling for the grade level of teachers, however. On average, alternatively certified science teachers have also had much more coursework in science while in college than traditionally prepared science teachers. The same is not true for math teachers, where the hours of college coursework are approximately equal across pathways. Of the three alternative certification pathways studied, teachers who enter through the path requiring no coursework have substantially greater effects on student achievement than do either traditionally prepared teachers or alternative programs that require some formal coursework in education. These results suggest that the additional education coursework required in traditional teacher preparation programs either does little to boost the human capital of teachers or that whatever gains accrue from traditional teacher education training are offset by greater innate ability of individuals who enter teaching through routes requiring little formal training in education. (Contains 7 tables and 13 footnotes.)

Concerned about the persistently high dropout rates from big-city secondary schools, education leaders are trying a new approach to increasing the graduation rate--multiple pathways to graduation. Multiple pathways initiatives are relatively new and far from proven. Even the most advanced examples face significant issues, i.e., the need to demonstrate that students who graduate via multiple pathways are as well prepared as graduates from regular high schools. However, multiple pathways initiatives are clearly a significant new development, using analysis of student data to provide much better targeted remedies to students' individual problems than were possible in earlier dropout prevention programs. This report is based on interviews with district and foundation leaders and scholars who were among the originators of the multiple pathways idea. This report provides snapshots of different approaches to multiple pathways evident in New York, Portland, Oregon, other Eastern and Midwestern cities, and a California multi-district collaborative. This report distinguishes three different approaches to providing multiple pathways to graduation: (1) Targeted Population approach; (2) District-Wide approach; and (3) Linked Learning approach. This report describes these approaches in detail, provides examples of each, and analyzes what district leaders must do if they want to implement one or another of the approaches. The report ends with an analysis of how well the different multiple pathways approaches are likely to work in districts with particular characteristics. Appendices include: (1) Interview Questions; (2) Interviewees; (3) Graduation Rate Measurements; and (4) Suggested Effectiveness Dashboard. (Contains 1 figure and 23 footnotes.) [This paper was written with Paul Hill.]

This paper examines school-related policies and strategies that have been proposed or justified, at least in part, on the basis of their potential for reducing black-white test score gaps. These include strategies, one of which is greater integration, to reduce differences in the quality of teachers faced by black and white students; school and classroom policies designed to improve the achievement of low-performing students; and the strategies of school accountability and parental choice designed to change incentives throughout the education system. While none of these strategies is likely to be sufficiently powerful to offset the powerful non-school social forces that contribute to the racial achievement gap, the failure of education policy makers to be vigilant about the aspects of the problems over which they do have control could well lead to even greater gaps in the future or to lost opportunities to reduce them. (Contains 19 footnotes and 3 tables.)

This research investigates the relative effectiveness (in terms of student tested achievement) of Teach for America (TFA) teachers, and examines the validity of the criticisms of TFA. Specifically, the authors look at TFA teachers in secondary schools, and especially in math and science, where considerable program growth is planned over the next few years. Using individual level student data linked to teacher data in North Carolina, the authors estimate the effects of having a TFA teacher compared to a traditional teacher on student performance. The North Carolina data they employ are uniquely suited for this type of analysis because it includes end of course (EOC) testing for students across multiple subjects. This allows them to employ statistical methods that attempt to account for the nonrandom nature of student assignments to classes/teachers, which have been shown to lead to biased estimates of the impact of teacher credentials (Clotfelter, Ladd, and Vigdor, 2007a; Goldhaber, 2007). The findings show that TFA teachers are more effective, as measured by student exam performance, than traditional teachers. Moreover, the authors suggest that the TFA effect, at least in the grades and subjects investigated, exceeds the impact of additional years of experience, implying that TFA teachers are more effective than experienced secondary school teachers. The positive TFA results are robust across subject areas, but are particularly strong for math and science classes. An appendix is included. (Contains 1 figure, 12 tables, 1 exhibit and 14 footnotes.) [This report was supported by the Steven L. Merrill Family Foundation.]

Although many factors combine to make a successful school, most people agree that quality teachers and school principals are among the most important requirements for success, especially when success is defined by the ability of the school to raise the achievement of its students. The central question for this study is how the quality of the teachers and principals in high poverty schools in North Carolina compares to that in the schools serving more advantaged students. A related question is why these differences emerge. The consistency of the patterns across many measures of qualifications for both teachers and principals leaves no doubt that students in the high poverty schools are served by school personnel with lower qualifications that those in the lower poverty schools. Moreover, in many cases the differences are large. Additional evidence documents that the differences largely reflect predictable outcomes of the labor market for teachers and principals. Hence, active policy interventions are needed to counter these forces if the ultimate goal is to provide equal educational opportunity. (Contains 4 figures, 11 tables and 13 footnotes.)

This working paper provides background for the U.S. Department of Education's first report to the nation on teacher quality, informing the ongoing work on state policy contexts for the improvement of teaching undertaken by the Center for the Study of Teacher Policy. The main goal is to illustrate the range of state-initiated actions aimed at improving the quality of teaching. Section 1 addresses state attention to educational reform and quality of teaching (recent focus on teaching quality, critical roles of states, and how states can promote teaching quality). Section 2 discusses how states are promoting visions of good teaching and learning (student standards and assessments, standards for teaching practice, and independent professional standards boards). Section 3 examines how states are attracting, rewarding, and retaining capable people in teaching (teacher recruitment needs, recruiting teachers and facilitating their mobility, ensuring teacher qualifications, using salaries to attract and retain teachers, and removing unqualified teachers). Section 4 discusses how states are improving the initial preparation and induction of teachers (standards and accountability, alternative certification, and beginning teacher induction programs). Section 5 looks at how states are motivating and supporting teachers' ongoing professional learning (differences in the quality of opportunities for professional learning, state guidance and resources for professional development, and developing or mandating specific targets for professional development). Section 6 discusses how states are enhancing the school workplace environment. (Contains 47 endnotes.) (SM)

This briefing paper examines Hawaii's collaboration between the Department of Education (ED) and teacher education institutions, explaining that for over 60 years, this relationship has been highly beneficial. The law that began this collaboration mandated the formation of an advisory group, the Teacher Education Coordinating Committee (TECC). The TECC's objectives are to identify, study, take action, or make recommendations on matters of education of common interest to the Department of Education and institutions of higher learning in Hawaii. The common factor in making the system work is adequate teacher preparation leading to local employment in the ED. One key to success is a principal who knows what is needed and can put a plan in place. School districts must be able to identify priority district needs and promote good teacher development. Educational data are collected from various offices within the district and the ED. Information and data are shared with teacher education institutions via the TECC. The TECC makes recommendations as necessary. The TECC often advises the ED on matters of teacher certification. In the 1970's, the ED helped developed a procedure for certificate reciprocity with other states. In the 1990's, the TECC advised institutions to develop alternative programs for certification. Several suggestions for successful collaboration are presented. (SM)

We study the effectiveness of teachers certified by the National Board for Professional Teaching Standards (NBPTS) in Washington State, which has one of the largest populations of National Board Certified Teachers (NBCTs) in the nation. Based on value-added models in math and reading, we find that NBPTS certified teachers are about 0.01-0.05 student standard deviations more effective than non-NBCTS with similar levels of experience. Certification effects vary by subject, grade level, and certification type, with greater effects for middle school math certificates. We find mixed evidence that teachers who pass the assessment are more effective than those who fail, but that the underlying NBPTS assessment score predicts student achievement. Finally, we use the individual assessment exercise scores to estimate optimal weights for value-added prediction.

We are in the midst of what amounts to a national experiment in how best to attract, prepare, and retain teachers, particularly for high poverty urban schools. Using data on students and teachers in grades three through eight, this study assesses the effects of pathways into teaching in New York City on the teacher workforce and on student achievement. We ask whether teachers who enter through new routes, with reduced coursework prior to teaching, are more or less effective at improving student achievement than other teachers and whether the presence of these alternative pathways affects the composition of the teaching workforce. Results indicate that in some instances the new routes provide teachers with higher student achievement gains than temporary license teachers, though more typically there is no difference. When compared to teachers who completed a university-based teacher education program, teachers with reduced course work prior to entry often provide smaller initial gains in both mathematics and English language arts. Most differences disappear as the cohort matures and many of the differences are not large in magnitude, typically 2 to 5 percent of a standard deviation. The variation in effectiveness within pathways is far greater than the average differences between pathways.

California State University, Bakersfield (CSUB) received funding from National Science Foundation's (NSF) Robert Noyce Teacher Scholarship Program to recruit Noyce Scholars from upper-division science, technology, engineering, and mathematics (STEM) majors, graduate students, and professionals switched to STEM teaching from other fields (NSF DUE-0934944). The program purpose is to increase the number of highly qualified science and math teachers at high-needs schools. This report is based on multilevel quantitative and qualitative data from university records, program minutes, as well as individual-level information gatherings from Noyce Scholars and Advisors. In addition, the report design is grounded on a thorough review of updated literature to ensure its conformation to best professional practices. The results show that the program quality is supported involvement of a group of award-winning faculty in STEM education, and significant GPA improvement has been observed among Noyce Scholars since last year. The program is also enriched by more research or internship experiences led by faculty of STEM education. Besides improvement of overall student experiences at CSUB, Noyce Scholars graduated from the program have demonstrated their success in supporting student learning at high-needs schools. Two appendixes include: (1) Questionnaire for Noyce Recipients Before Program Completion; and (2) Questionnaire for Noyce Recipients After Program Completion. (Contains 6 figures, 1 table, and 3 footnotes.)

The Boston Teacher Residency is an innovative practice-based preparation program in which candidates work alongside a mentor teacher for a year before becoming a teacher of record in Boston Public Schools. We find that BTR graduates are more racially diverse than other BPS novices, more likely to teach math and science, and more likely to remain teaching in the district through year five. Initially, BTR graduates for whom value-added performance data are available are no more effective at raising student test scores than other novice teachers in English language arts and less effective in math. The effectiveness of BTR graduates in math improves rapidly over time, however, such that by their fourth and fifth years they out-perform veteran teachers. Simulations of the program's overall impact through retention and effectiveness suggest that it is likely to improve student achievement in the district only modestly over the long run.

School districts often struggle to recruit and retain effective math teachers. Alternative-route certification programs aim to expand the pool of teachers available; however, many alternate routes have not been able to attract large numbers of teacher candidates with undergraduate degrees in math. In response, some districts, including Baltimore, Philadelphia, Washington D.C., and New York City, have developed alternative programs with a math immersion component to recruit candidates who do not have undergraduate majors in math. Such programs provide potential math teachers with intensive math preparation to meet state certification requirements while, at the same time maintaining an early-entry approach in which individuals who have not completed a teacher preparation program can become qualified to teach with only five to seven weeks of coursework and practice teaching. Four years since its inception, the New York City Teacher Fellows Math Immersion program supplies 50 percent of all new certified math teachers to New York City public schools. In this study, we find that Math Immersion teachers have stronger academic qualifications than their College Recommending (traditionally certified) peers, although they have weaker qualifications than Teach for America teachers. However, despite stronger general academic qualifications Math Immersion teachers produce somewhat smaller gains in math achievement for middle school math students than do College Recommending teachers and substantially smaller gains than do Teach for America teachers.

The coronavirus disease 2019 (COVID-19) crisis will undoubtedly have dire consequences for all sectors of public education. The rapid transition to remote modes of instruction in the spring of 2020 and the subsequent anxiety about the start of the 2020-21 academic year have highlighted the critical need for well-prepared educators. Although calls for additional funding for public education are significant, at the time of this writing, a federal bailout is still in question, which leaves most state education agencies (SEAs) with grim outlooks and limited options (Green, 2020). Many states have considered cutting billions of dollars from state and school districts' budgets for the 2020-21 school year to account for the precipitous drop in sales and income tax revenue. The need for great teachers and leaders is now greater than ever, particularly for the students most affected by the crises at hand. This paper is intended for SEAs as they consider the short-term and long-term implications that COVID-19 will have on the educator workforce. The authors include key trends in the teacher workforce and consider potential impacts on the teaching profession. Following these trends and considerations, the authors provide a section that includes guiding principles for addressing changes in the teaching workforce. At the end of the paper, the authors discuss how SEA teams can navigate new funding streams to address impacts to the profession.

This paper describes a program that prepares recent immigrants and refugees, currently living in the community, to become certified classroom teachers. The Newcomers-Extended Teacher Education Program (ETEP) provides opportunities for recent immigrants and refugees who have completed a bachelor's degree in their home nation or the United States to become certified teachers through a rigorous, graduate level teacher certification program spread out over 2 years (which allows time for socialization to the U.S. schooling system and for developing English writing skills). It is designed around several core commitments: school-university partnerships for linking theory and practice, extended mentored internships, and embedded assessment system, and a cohort structure. After discussing the importance of a diverse teaching force, noting ways to recruit minority teachers, and describing program design, the paper focuses on a study of program successes and challenges. Data came from surveys of course instructors and mentor teachers, mentor interviews, and the author's experience as the ETEP program coordinator. Obstacles encountered included standardized teacher tests, hiring practices, cross-cultural communication, mentor-mentee expectations, and classroom management. Benefits included having minority teachers in the classrooms, which motivated both students and mentor teachers. (Contains 54 references.) (SM)

This paper describes a graduate teacher certification program for people with baccalaureate degrees and teachable majors and minors, examining program development, design, recruitment, and admissions processes and discussing the teacher education needs of these post-baccalaureate career changers. The program is responsive to adult learners who are committed to becoming teachers. Interns are totally immersed in the culture of schools; they are placed in a school and begin their experience on the first day of the cooperating school and remaining there through the university's academic year. They are prepared to integrate technology into the classroom and to become leaders in technology integration. The paper reports how faculty, interns, and graduates believe that the program prepares adults for new careers as school teachers. It concludes that adults want to learn how to be successful teachers, recognize the need to learn about students, schools, and teaching, and want to invest time and money in well-organized programs that take advantage of their limited time to learn a new career. They prefer to control their experiences but are willing to be flexible. They hold high standards for themselves and their instructors and mentors, and they want the program to be high quality. (Contains 21 references and a list of additional readings.) (SM)

This paper reviews patterns in the literature on minority teachers and teacher preparation. The study involved an extensive literature search using the following database selections: Books in Print A-Z; ERIC Database 1966-2000; Education Abstracts FTX 6/83-12/99; PsycINFO 1984-2000/02; Sociological Abstracts 1963-1999/12; and Social Sciences Abst FTX 2/83-12/99. The search generated 1,111 records on minority teachers, 12,768 on multicultural education, and 5,604 on teacher preparation. Several patterns emerged: minority teacher recruitment and retention; role model hypothesis; assessment issues; description of special/alternative programs for particular populations (e.g., paraprofessionals and high school students); and teacher perception of programs and teaching. The paper also analyzes 90 records that appeared when the descriptors multicultural education and minority teachers were combined. It concludes by discussing the trends and examining implications for multiculturalists. The paper notes the causal relationship between the increase of children of color and the shortage of teachers of color. It also notes the lack of scholarship in the field of multicultural education that addresses the needs and preparation of teachers of color. (Contains 79 references.) (SM)