Essay - Education Abstract California Public School Administrators are Facing a Significant...

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California public school administrators are facing a significant problem from teacher shortages due to both attrition and retention problems. Large numbers of retiring baby boomers, as well as teachers leaving the pr*****ession or the state because of dissatisfaction has created an increase in demand/open teaching positions across ***** state. Reasons for dissatisfaction include lack of room for advancement, unfavorable response ***** the "No Child Left Behind" legislation, pay issues, and lack of support ***** school administration. California universities ***** o*****r sources of teachers are not training enough teachers to fill the gap.

In the absence of trained teachers, interns, emergency certified teachers, and otherwise under-prepared individuals are teaching in California schools. This piecemeal solution is causing *****s in the education ***** under-prepared teachers are more prevalent in at-risk schools. Quick and effective methods of attracting qualified teachers and retaining them in California is necessary to avoid serious long-term problems in *****. Addressing areas of ***** among current teachers is also crucial to maintaining the current workforce.

A review ***** the available research ***** surveys reveals many possible solutions, including incentives and measured ***** make ***** teaching career more rewarding. Recognizing that most non-retiree attrition is due to ***** having better opportunities in another field or situation, a long-term plan needs to be put *****to effect that makes teaching in ***** competitive with other ********** in terms of compensation, personal development, and possibility for *****. Any plan must ***** attract future teachers while also making ***** an attractive ***** for students deciding on a future career. Possible alternative pl*****s and suggestions from national and regional studies are discussed.

***** Human Resources Dilemma Confronting Public School Administrations

1. Introduction

***** ***** school ***** have been addressing the immense task of managing teacher shortages across the state. The challenge involves both recruiting and retaining quality *****teachers for Cali*****nia schools. Administrators ***** implemented stopgap measures ***** searching for a long-term solution to this growing problem. Fresh ***** based on ***** ***** teacher trends are needed, along ***** ***** research on teacher satisfacti***** and attrition statistics.

State agencies set stricter guidelines ***** teachers in the past decade, causing ***** problem of balancing teacher ***** and qualification with availability. Qualified applicants are also not available ***** ***** declining interest, ***** low numbers ***** trained *****s being trained in California ***** the private sector. ***** ***** *****terest may be the result of higher fees for credentialing *****. Additionally, government and education groups across the nation have projected record num*****rs of retiring teachers in the next decade (EdSource, 2001). All of these factors lend to a reduced number of teachers available ***** **********g positions.

Yet, further problems exist beyond limited qualified applicants. The National Center for Education Statistics (NCES) recently found that approximately 8% of America's ***** transfer schools annually, and 7-13% choose to leave the teaching field entirely (Luekens, Lyter, & Fox, 2004). Adequate statistics ***** not available for Cali*****nia, but estimates by The Center for ***** Future of Teaching and Learning project that California


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