Teacher Residencies An Innovative Model for Preparing Teachers Roneeta Guha, Senior Researcher, Learning Policy Institute Eleanor Fulbeck, Senior Researcher, American Institutes for Research January 19, 2016 Teacher Attrition Exacerbates Shortages High-need districts struggle to attract and retain high-quality, well-prepared teachers 50% of new teachers leave within 3 years in many urban districts 2X = Likelihood underprepared teacher will leave within five years vs. prepared teacher $15,000-$20,000 = Cost per teacher who leaves Residencies Are a Solution WHAT: A local response to meet the need for high-quality, committed teachers who stay WHO: A collaboration between school districts, IHEs, and (often) local not-for-profits HOW: Clinical-based teacher preparation programs that are customized to meet the needs of school districts serving high need students WHERE: In more than 50 urban and rural districts nationwide 3 Teacher preparation has not responded to district needs to prepare highly- effective candidates for high need areas Residency Program Design 4 Recruit and Select Residents Recruit, Select and Train Mentor Teachers Clinical Experience: In schools 4 days a week for a full year Masters- level Coursework Hired to Teach in High-need Schools Induction Support Prepare and Retain Effective Teachers to Meet District Needs 15 Years of Teacher Residencies Chicago (2001) Boston (2003) Denver (2003) 50+ Programs Nationwide (2016) 20+ Programs in NCTR Network (2016) Seattle Kansas City Boettcher UTPB San Francisco Aspire Los Angeles Minneapolis Twin Cities Memphis Jacksonville Richmond Temple New York City Washington DC Early Findings from the NCTR Residency Model Improved teacher retention (5-year retention rates of 85%) Increase in student achievement with residency-trained teachers Principal satisfaction rates of over 90% Improved diversity of local teacher workforce 6 Teacher Residencies in California Alliance Teacher Residency Program Aspire Teacher Residency Central Coast Partnership for Teaching Excellence at California State University Monterey Bay and Cal Poly San Luis Obispo Kern Rural Teacher Residency Fresno Teacher Residency Los Angeles Urban Teacher Residency Residency in Secondary Education at California State University Chico San Francisco Teacher Residency STEM Teachers in Advanced Residency at California State University Dominguez Hills UCLA IMPACT Urban Teacher Residency Case Study: San Francisco Teacher Residency Year-long apprenticeship with expert teacher 2 years of coaching & mentoring Coursework integrated with clinical placement + $17K stipend + $15K housing grant + health care + guaranteed job + Observe experts 3-year teaching commitment Carefully selected & trained mentors Residencies Recruit Diverse Teachers Source:SFTR SFUSD Residencies Improve Retention Benefits of Residencies Fills shortage subjects Increases diversity of workforce Keeps teachers in the profession Positive impact Supplementary Slides 12 Preparation Models Traditional Preparation Pre-teaching clinical experience of hours Receive credential before teaching May or may not teach in same district as clinical experience Early career mentoring and support left to district Alternative Preparation Work hours as a classroom teacher while taking coursework Receive teaching credential once coursework is completed Early career mentoring and support left to district States Supporting Residencies Texas: Granted $1.29M to Texas A&M to implement residency program Mississippi: Earmarked funds for loan forgiveness to graduates of residency programs Tennessee: Allocated Race to the Top funds for residency programs in two districts Funding Residencies Higher Education Act: Teacher Quality Partnership Grants AmeriCorps funding (resident stipends) Existing scholarship and loan forgiveness programs (e.g., TEACH grants, Perkins loans) State grant programs (e.g., Texas) Foundations Partner Districts Existing Sources Title II of the Every Student Succeeds Act (ESSA) provides support for teacher and school leader residency programs New Source