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 ***** teachers leaving the profession or the state because of dissatisfaction has created an increase in demand/open teaching positions across the state. Reasons for ***** include lack of room for advancement, unfavorable response to ***** "No Child Left Behind" legislation, pay issues, and ***** of support from school administration. California universities and other sources of teachers are not training enough teachers to fill the gap.

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

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

The Human Resources Dilemma Confronting Public School Administrations

*****. Introduction

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

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

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


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