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

In the absence ***** trained *****, interns, emergency certified teachers, and o*****rwise under-prep*****d individuals are teaching in California schools. This piecemeal solution is causing *****s in the education ***** under-prepared ***** 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 ***** dissatisfaction among current teachers is also crucial to maintaining the current workforce.

A review of ***** available research and 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 ***** plan needs to be put into effect that makes ***** in California competitive with other ********** in terms of compensation, personal development, and possibility for advancement. Any plan must also attract future teachers while also making teaching an attractive possibility 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

*****. Introduction

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

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

Yet, further problems exist beyond limited ***** applicants. The National Center ***** Education Statistics (NCES) recently found ***** approximately 8% of America's teachers transfer schools annually, and 7-13% choose to leave the teaching field entirely (Luekens, Lyter, & Fox, 2004). Adequate statistics are ***** available for Cali*****nia, but estimates by The Center for the Future of Teaching and Learning project that California


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