the human capital pipeline: how can we sustain excellence
TRANSCRIPT
9/25/2015
The Human Capital Pipeline: How Can We Sustain Excellence
in the System (and not fall off a cliff)?
Agenda
• Introductions and goals for session• Human Capital Landscape• Are we going off a cliff? • Strategies and Solutions• What’s working here?
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Human Capital Landscape
4Source: Ingersoll and May (2011) Recruitment, Retention, and the Minority Teacher Shortage. Consortium for Policy Research in Education.
Percent Annual Teacher Turnover by Race/Ethnicity by Year
Human Capital Landscape
5Source: Barrett and Harris (2015). Significant Changes in the New Orleans Teacher Workforce, Educational Research Alliance.
Human Capital Landscape
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Source: Rossmeier and Simms (2015), The State of Public Education in New Orleans (SPENO) 2015. Cowen Institute for Public Education Initiatives.
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Human Capital Landscape
0 10 20 30 40 50 60 70 80 90 100
Fewer than 3
3 to 9
10 to 20
Over 20
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33.3
36.4
21.3
Percentage of Public School Teachers in the US
Year
s of E
xper
ienc
e
Teacher Experience in the United States: Average Number of Years, 2011-12
Source: National Center for Education Statistics, Digest of Education Statistics.
Human Capital Landscape
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Source: Rossmeier and Simms (2015), The State of Public Education in New Orleans (SPENO) 2015. Cowen Institute for Public Education Initiatives.
Human Capital Landscape
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0 10 20 30 40 50 60 70 80 90 100
Bachelor's
Master's
Ed specialist
Doctorate
39.9
47.7
7.6
1.1
Percentage of Public School Teachers in the US
U.S. Teacher Education by Degree Type 2011-12
Source: National Center for Education Statistics, Digest of Education Statistics.
Human Capital Landscape
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Source: Rossmeier and Simms (2015), The State of Public Education in New Orleans (SPENO) 2015. Cowen Institute for Public Education Initiatives.
CREDO’s findings:• New Orleans teachers are working 9-16 hour
days plus weekends.• Teachers are cognizant that their jobs are not
family friendly.• Teachers rate work-life balance low.• Teachers do not see workload or organizational
practices as mutable.
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Human Capital Landscape
Why has the HC landscape changed so much?
• Baby Boomers exiting the system• Teacher recruitment sensitivity to national
economic trends• New hires for newly created positions• Costs of turnover• Drivers of turnover
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Human Capital Landscape
• 3232 teachers in the New Orleans field in 2014• 44,796 students• 51,380 expected students by 2020
So, to maintain our current student:teacher ratio, we’ll need 3707 teachers for 2020 – that’s about
500 new teachers.
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Are we going off a cliff?
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Louisiana Teacher Shortage Areas (2015-2016)Overall Shortages: Middle and Secondary Education subjects:
Arts English
Early Childhood Education Foreign Language
Elementary Education Mathematics
Special Education Science
Social Studies
Source: US Department of Education, Teacher Shortage Areas Nationwide Listing 1990-1991 through 2015-2016, March 2015.
Are we going off a cliff?
Quality, not just quantity
• What teacher competencies are needed to evolve toward a mastery orientation?
• Do we have viable and scalable plans identifying, hiring, and retaining high quality teachers, not just more teachers?
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Are we going off a cliff?
Strategies and Solutions
Pipeline Partners• RELAY• TFA• TNTP• Local/regional schools of education
…but, each of these has its drawbacks as well as its benefits.
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Teacher Induction
• A 2011 meta-analysis found that induction support results in:– Higher satisfaction, commitment, and/or retention – Better performance in various aspects of teaching – Higher student scores or gains on academic
achievement tests
Source: Ingersoll and Strong (2011) The Impact of Induction and Mentoring Programs for Beginning Teachers: A Critical Review of the Research. Review of Educational Research, Vol. 81(2) pp. 201-233.
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Strategies and Solutions
Teacher Induction
• Louisiana requires professional development for teachers in their first three years.
• Recent updates to state-required PD failed in the legislature but are still present in many schools
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Strategies and Solutions
Teacher Development• “What changes could your school or CMO make to
help you stay at your current school one or two years longer?”
– More sustainable workload (11.3%)– More feedback and coaching (9.1%)– Career development and advancement
opportunities (11.2%)
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Strategies and Solutions
Source: NOLA TIF Teachers Survey (2015) TNTP analysis of teacher survey data in examination of NSNO’s TIF grant.
Teacher Development
• Changes to compensation and incentives• Intra-organizational pipelines• Leadership development programs
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Strategies and Solutions
Characteristics of Effective Schools
• Mastery and rigor• Collective strengths• Porousness• Human capital strategy school model/mission
Source: Hamilton and MacKinnon (2013). Opportunity By Design: New High School Models for Student Success. Carnegie Corporation of New York.
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Strategies and Solutions
Strategies and Solutions
Characteristics of Effective Schools
• CCSS, JumpStart, some Course Choice options • Practices that maximize strengths• Informal educators, instructional and enrichment
partners, career mentors
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Thank you.
Lauren J. BierbaumSenior Research Analyst
Center for Research on Education Outcomes (CREDO)
Stanford University
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