Recruitment and Retention of Bilingual and ESL Teachers

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Recruitment and Retention of Bilingual and ESL
Teachers

• L.H. Pratts

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The Need

• Classrooms are now going vacant without certified
  teachers.
• Over the next decade, 2 million teachers will be
  needed.
• Dramatic increase of student enrollment is
  expected.
• High attrition rates as an aging teacher
  workforce retires

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• Low enrollment in teacher preparation programs.
• The lack of state funds to maintain competitive
  salaries.
• Large class size, additional duties
• Inadequate facilities
• Supplies and material are limited

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Bilingual and ESL Enrollment
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In a three year period there was an increase of
44,090 Bilingual and ESL students in Texas.If
the trend continues
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• One quarter of the 38,400 new teachers hired in
  2002 were not fully certified in the areas that
  they were hired to teach.
• Of the 3522 anticipated position, 26 will not be
  filled.
• Bilingual and ESL teaching position most
  difficult to fill.
• (The Institute for School University Partnership,
  2002)

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• 40 of elementary Bilingual and ESL teachers and
  35 of the secondary Bilingual and ESL were not
  fully certified.
• 35 of elementary Bilingual and ESL teachers were
  certified.
• 22 of elementary Bilingual and ESL teachers
• had probationary certificates (ACP)
• 7 of elementary Bilingual and ESL teachers had
  non-renewable permit
• 8 of elementary Bilingual and ESL teachers had a
  waiver or other type of permit

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Retention

• 19 of the new teachers
• leave after the first year.
• Cause- failed to receive badly
• needed professional development.
• First year of teaching is a critical retention
  factor
• (Texas Center for the Educational Research,1999)

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Retention

• Texas Teacher Recruitment Retention and
  Assistance Program (TTRRA)
• Cross-cultural Academy

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Recruitment

• University-school district collaborations
• Academic support
• Financial Support
• Alternative Certification Programs
• Teacher aide recruitment
• Talented student searches

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Recruitment

• Districts providing financial support
• Grow your own programs
• Health insurance
• Staff development
• Newspapers, job fair,
• Websites and college Recuitment
• (Tx AM teacher Retention and recruitment
  Coalition,2003)

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Sample Techniques

• Purposeful sample
• -to select cases that are likely to be
  informative with respect to the purpose of the
  study

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Sample

• Six states- Texas, New Mexico, Arizona.
  California. Florida and New York.
• Top 30 districts in each state with high
  populations of English language learners.
• Principals

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Hypothesis

• Null Hypothesis
• Educational leaders of districts containing large
  numbers of English language learners do not
  enhance their recruiting and retention of
  Bilingual and ESL teachers.

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Hypothesis

• Educational leaders of districts containing large
  numbers of English language learners do enhance
  their recruiting and retention of Bilingual and
  ESL teachers.

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Data Collection/ Analysis

• Descriptive type data will be collected.
• Likert scale survey will be used.
• Open ended questions
• Measures of central tendency
• Standard Deviation

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Summary

• It is anticipated that the Bilingual and ESL
  programs in elementary schools will have a 186
  increase by the year 2040.
• It is clear that the need to develop, recruit and
  retain Bilingual and ESL teachers is vital for
  the success of our children, educational system
  and our society

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