THE GEORGIA EDUCATOR WORKFORCE 2004

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THE GEORGIA EDUCATOR WORKFORCE 2004

• A Report of the Supply, Demand, and Utilization
  of Teachers, Administrative, and Student Services
  Personnel in Georgia Public Schools
• Comfort Afolabi, Gerald M. Eads, Winifred C.
  Nweke
• Cynthia E. Stephens
• Division for Educator Workforce Research and
  Development
• Georgia Professional Standards Commission

2
Status Report 2004

• Presents a profile of Georgias Pre-Kindergarten
  through grade 12 (P-12) public school certified
  teaching, administrative and student services
  workforce for the 2003-2004 (FY04) school year.
• Highlights trends and changes in the supply and
  demand of the workforce

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• Georgias Educator Workforce

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Georgias Educator Workforce

• The educator workforce numbered 122,439 in FY04,
  an increase of
• 1.4 from 120,439 in FY03.
• Teachers comprised 85.6 of the total educator
  workforce.

5

• Georgias Teaching Workforce

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Georgias Teacher Workforce

• The teacher workforce numbered 104,845 in FY04,
  an increase of 1.4 from 103,350 in FY03.
• The 1.4 growth of the teacher workforce is less
  than half the previous years growth rate of
  3.9.

7
Distribution of Public School Teachers By RESA,
FY02

• Metro RESA school systems employed the highest
  number of teachers in the state in FY04, with
  over 38,000 (36.8) teachers.
• Griffin RESA witnessed the fastest teacher growth
  rate at 5.8 in FY04.

North Georgia 4.3
Pioneer 5.6
Northwest Georgia 6.7
Northeast Georgia 4.4
Metro 36.8
Griffin 5.8
Central Savannah River 5.0
West Georgia 3.9
Oconee 1.3
Middle Georgia 4.1
Heart Of Georgia 1.6
First District 8.1
Chattahoochee 3.7
Coastal Plains 2.7
Southwest Georgia 4.3
Okefenokee 1.9
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Demographic Characteristics Georgia Teacher
Gender, FY04
9
Demographic CharacteristicsGeorgia Teacher
Ethnicity, FY02-FY04
10
Demographic Characteristics Teacher Age Groups,
FY04
11
Demographic Characteristics Teacher Experience
Groups, FY04
12
Demographic Characteristics Teacher
Certification Level, FY01-FY04
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National Board Certified Teachers

• In FY04, there were 1,276 National Board
  Certified Teachers (NBCTs) in Georgia this was a
  56.9 increase from FY03 (813).
• Ninety percent (89.7, or 1,144) of Georgias
  National Board Certified Teachers (NBCTs) taught
  in the classroom in FY04.
• In FY04, one-third (33.3) of the NBCTs were
  employed in the Elementary grades, 256 (20.1) in
  Middle grades, and 284 (22.3) in High school.

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Demographic Profile of Educators who obtained NBC
in Georgia By Year, FY00-FY03
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Full-and Part-time Teachers

• Part-time teaching increased in FY04 to 4.4 of
  the teaching workforce. The number of teaching
  assignments held by a teacher rose to ten in
  FY04, up from six in FY03.

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Out-of-Field Teaching
In FY04, the highest percentage of out-of-field
teaching assignments occurred in English (6.5).
Math and Social Science out-of-field teaching
continue to decline.
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Teacher Demand in Georgia

• Factors affecting teacher demand
• Trends in birth rate
• Students enrollment counts
• Student demographics
• Teacher attrition
• Educational policies

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Live Birth
19
Student Enrollment
1,600
1,550
1.8
1,523
1.7
1,500
1,496
Enrollment in Thousands
1.8
1,471
1.6
1,450
1,445
1,423
1,400
FY00
FY01
FY02
FY03
FY04
Fiscal Year
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Racial/Ethnic Enrollment Changes in Georgia P-12
Public Schools, FY00-FY04
70
60
50
40
30
Enrollment by Ethnicity
Cumulative Year-to-Year Percent Change in
20
10
0
-10
American
Asian
Black
Hispanic
Multiracial
White
Indian
FY03-FY04
2.7
4.4
1.8
13.8
15.1
-0.2
-4.6
5.7
1.7
14.8
14.5
-0.2
FY02-FY03
4.6
8.3
1.7
17.4
13.5
-0.1
FY01-FY02
FY00-FY01
6.8
6.8
1.4
21.2
18.8
-0.4
Ethnicity
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Teacher Attrition
10
9
8
Percent Attrition
7
6
FY93
FY94
FY95
FY96
FY97
FY98
FY99
FY00
FY01
FY02
FY03
6.59
6.95
7.03
8.03
7.51
8.13
8.41
9.40
8.80
8.70
9.13
Rate
Year
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Teacher Attrition

• There is a slightly higher attrition rate for
  Black than White teachers.
• The proportion of Black teachers exiting rose
  from 20.6 to 22.9, while the White proportion
  of that group declined from 77.5 to 75.0 from
  FY02 to FY04.
• Teachers in the 21-30 age group have consistently
  left at a higher rate than their proportion of
  the teacher workforce as a whole.
• Accounting for 27.2 (n2,568) of FY03 attrition.
• Teacher attrition remains highest among less
  experienced teachers, teachers with 0-4 years
  teaching experience accounted for 35.3 of FY03
  attrition.

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Teacher Hiring For Replacement Demand, FY98-FY04
Attrition due to promotions, position changes,
relocation, or leaving the workforce produces
demand that is referred to as replacement
demand.
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Funding Class Size and Maximum Individual Class
Size, FY03-FY04
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Teacher Supply in Georgia

• In FY04, over ninety percent (90.9) of FY03
  teachers returned to the classroom.
• Non-renewable certificates issued in FY04 rose
  70 from 3,615 in FY03 to 6,151 in FY04, with
  40.7 issued as probationary certificates.
• The largest number of non-renewable certificates
  were issued in Interrelated Special Education
  (1,415), Middle Grades (647) and Early Childhood
  Education (395), a similar distribution to
  similar years.
• There were a total of 26,109 Paraprofessionals/Tea
  cher Aides in Georgia public schools in FY04, a
  4.9 increase from FY03

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New Hires

• In FY04, fewer than 11,000 (10,929) new teachers
  were hired into Georgia classrooms, a decrease of
  12.6 from 12,507 in FY03.
• Over 9,400 (86.3) of the newly hired teachers in
  FY04 replaced teachers who left Georgia public
  school classrooms after the FY03 school year.

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Demographics of New Hires

• Over three-quarters (78.9) of the new teachers
  hired in FY04 were females.
• 2,305 male teachers were hired a 13.3 decrease
  from the 2,659 hired in FY03.
• Why? And what are the implications?
• Whites comprised 72.8 of the total new teachers
  hired in FY04, a decline from 75.7 in FY03.
• Newly hired Black teachers, increased from 21.3
  in FY03 to 23.9 in FY04.

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Demographics of New Hires

• Years of experience ranged from zero to 48 years.
• 51.9 were reported as having zero years of
  teaching experience.
• 74.9 had zero to five years of teaching
  experience.
• Ages of new hires ranged from 21 to 79 years the
  mean age was 35.2, with the modal age of 24. This
  may reflect the effect of few older new hires
  from out-of-state, or alternative preparation
  routes.
• 44.9 were between ages 21 and 30, and 25.9 were
  between ages 31 and 40.

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Sources of New Hires in Georgia, FY03-FY04
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Georgia Teacher Preparation Program as a Source
of Teacher Supply

• A total of 4,175 individuals completed the
  requirements for certification recommendations in
  Georgia in FY03.
• 70.5 (2,945) were prepared via the regular route
• 26.9 (1,121) were prepared through the
  alternative certification program
• 2.6 (109) were prepared through the GATAPP
  college and RESA programs
• In FY04, Early Childhood Education (38.3) was
  the most popular area of preparation for
  completers, followed by Middle Grades (13.7),
  and Social Science (3.9).

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New Teacher Yield from Georgia Teacher
Preparation Programs
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• Georgias Administrative Student Services
  Personnel

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Total Administrative Student Services Personnel
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Demography of Administrative Student Services
Personnel

• Georgias administrative workforce grew only 1
  from 7,728 in FY03 to 7,805 in FY04.
• In FY04, the administrative workforce comprised
  of 62.3 females and 70.3 Whites.
• Assistant Superintendents (50.2 male) and
  Vocational Education Directors (50.8 male) were
  the administrative categories closest to gender
  balance in FY04.
• Student services personnel grew by 1 to 9,789 in
  FY04 from 9,695 in FY03.
• In FY04, student services remain predominantly
  White (76.9) and female (88.8).

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Administrative Personnel Demand

• The attrition rate among Principals was 15.5 in
  FY03, making the hire-to-replacement ratio almost
  one-to-one.
• Every RESA lost more than 10 of its FY03
  Principals.
• The Assistant Principal attrition rate increased
  from 16.7 in FY02 to 18.8 in FY03.
• Attrition of Assistant Principals is often due to
  promotion into principalships or other
  administrative positions, lateral movement into
  other roles, or retirement.
• Administrator mobility among systems and RESA
  remained very low at less than 4.

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Student Services Personnel Demand

• Attrition among student services personnel rose
  to 12.0 (1,170) from 10.0 (1,015) in FY03.
  One-third of those who left were Speech and
  Language Pathologists (17.9) and Media
  Specialists (16.9).
• As in previous years, Speech and Language
  Pathology continued to experience the highest
  annual turnover among student service personnel.
• About two-thirds (66.6) of the student services
  personnel who left their positions left Georgia
  school system employment.

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Supply of Administrative Student Services
Personnel

• The overall retention of administrative personnel
  is high (87.8) in FY04.
• In FY04, 11.1 of Principals were Assistant
  Principals the previous year. Only 1.6 of new
  Principals were hired from outside of Georgia.
  Assistant Principals made up 71.1 of new
  Principals hired in FY04.
• In FY04, 80.0 of the Assistant Principals were
  retained from the previous year. The largest
  source of new Assistant Principals was from
  teachers.
• Retention of student services personnel was 88.0
  in FY03.
• Over three-quarters (26.4) of new student
  services personnel hired in FY04 from
  out-of-state were Speech Language Pathologists.

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Conclusion

• Overall, P-12 student enrollment continued to
  rise at slightly less than 2 annually (1.8 in
  FY04). However,
• White student population continues to decline
• Hispanic student population continues its rapid
  increase
• Reduction of out-of-field teaching remains a
  priority of the Professional Standards
  Commission, especially in high school English and
  Science where out-of-field rates increased in
  FY04.
• Increasingly higher proportions of Georgia
  teachers hold graduate level certificates.
• Georgia now has 1,296 National Board Certified
  teachers, 1,144 of whom taught in the classroom
  in FY04.

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Conclusion

• Attrition of teachers remains an issue in
  Georgia, especially the attrition of teachers
  with few years of experience.
• Mentor programs in traditional and alternative
  teacher preparation programs may help in
  improving retention among teachers with little
  experience.
• Georgias dependence on out-of-state teachers
  declined in FY04 to 28.
• Alternative preparation routes have increased
  in-state teacher supply and if continued should
  help lower Georgias dependence on out-of-state
  supply.
• Initiatives to increase teacher supply and
  retention continued in FY04 in the form of higher
  rates of increased teacher production through
  traditional and alternative preparation routes,
  Transition to Teaching, and Troops to Teachers
  programs.

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Questions?