RECRUITMENT AND

ENROLLMENT

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Board of Trustees

Appalachian State University

March 30, 2007

The Need: 11,000 teachers annually The Supply: 4,000 new teachers annually The Attrition: 13% per year The Supply keeps approximate pace with

new student growth in the state. The Supply does not address the

attrition. Filling the gap: out-of-state teachers,

returning teachers, alternative licensure

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Lower standards for teacher preparation

Increase class sizes Curtail the curriculum Lower the age for leaving school Rely on substitutes and

unprepared teachers

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PRODUCE MORE TEACHERS REDUCE TEACHER ATTRITION RATES* --BETTER WORKING CONDITIONS --BETTER PAY --MORE RESPECT AND SUPPORT*a .05% improvement in annual retention

rate in five years would reduce the gap by over 3,000 teachers.

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Set institutional enrollment & graduation targets;

Hold institutional leadership accountable; Develop institution specific recruitment

plans; Develop UNC system-wide recruitment

plan; Secure funding from the General

Assembly;5

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Institution Grads/02-03 2005-06 2006-07 2007-08 2008-09 2009-10

ASU 372 451 547 635 662 659

Projected Increase in Traditional Teacher Education Graduates for

2005-2006 through 2009-2010

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Traditional high school students seeking a four year experience

Traditional high school students seeking 2 year degrees with options for 4 year ones—full and part-time students

Transfer students from community colleges and 4 year institutions

Alternative licensure/lateral entry/career changes

Current enrolled non-education majors14

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ASU TEACHER EDUCATION ENROLLMENT PROJECTIONS

2004-2009Student Sources 2004-05 2005-06 2006-07 2007-08 2008-09 2009-2010

Traditional students 446 422 461 546* 634* 688*

Transfers from CC 290 303 263 271 279 287

Transfers from 4 year 150 109 120 124 128 134

Currently enrolled non-majors NA NA NA 4 22 50

Alternative Licensure 96 61 65 70 79 82

2+2 CC students 63 142 142 150 178 205

TOTALS 1,045 1,037 1,051 1,165 1,320 1,446

*Includes spring admits who were wait listed in fall but guaranteed seats in spring .

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Implement 10 new/revised strategies to include the following:

Hiring Director of Teacher Education Recruitment; Improving campus data collection & analysis; Focusing recruitment on specific

market segments

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Improving communications with potential students;

Increasing the yield from existing pool of applicants;

Expanding off-campus cohort programs; Focusing on improving recruitment into and

retention to high need areas: math, science, special education, foreign languages;

Improving diversity for the enrolled population; Stressing retention practices with program

areas Seeking additional financial incentives 18

DEVELOPING MORE HIGHLY QUALIFIED TEACHERS THE

APPALACHIAN WAY

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