Substitute teachers are almost always put in sink-or-swim situations. Parachute Teachers is trying to change the way substitutes work.
Teachers need resources like this to help them transition successfully to the student-centered learning practices that blended learning enables.
Collectively, states face $1.4 trillion in unfunded pension liabilities, and $500 billion of that is due to teacher pension debt.
Machines can’t imitate acts of heroic teaching, but with the help of performance-augmenting technologies, teachers will have an unprecedented ability to impact their students’ lives for the better.
The research on “what matters” when it comes to a child’s academic success has been clear for decades: more than anything else that a school can control, the classroom teacher matters most.
We can’t expect teachers to reach every single student effectively at scale without somehow reconfiguring teachers’ existing workloads.
The system is spending time and effort rating teachers using criteria that do not have a basis in research.
Here are my best arguments for why education advocates should invest their time and political capital in pensions, as opposed to everything else they might want to work on.
We may just be employing more teachers who fall into career stages with high turnover.
The NCTM released a statement warning of the challenges math teachers can face when schools rely too heavily on open educational resources.
Experts tend to forget just how much they’ve absorbed into long-term memory, so when they train novices, they tend to leave out a large amount of important information.
In St. Louis, a substantial boost to pension benefits did not boost teacher retention.
Earlier this month the Learning Policy Institute (LPI) released a report with the worrying title, “A Coming Crisis in Teaching? Teacher Supply, Demand, and Shortages in the U.S.”
Rather than seeing technology as either a threat to or poor substitute for teachers, we need to determine how best to use technology to enhance teachers’ capabilities.
Somewhere between 10 and 30 percent of all new teachers are hired after the school year begins.
Online learning allows educators to reach students from anywhere in the country and experts to supplement traditional teaching,
Policymakers have few useful tools to screen out “bad” teachers from the profession. The current screening tools are doing little more than unnecessarily limiting the supply of new teachers.
At least three distinct theories have been proposed about how moving away from a majority-white teacher workforce would be beneficial for students of color.
Colorado has done the right thing in making the teaching profession at least somewhat contingent on performance. The state should create a retirement system that matches that expectation.
The fragmented teacher labor market has implications for how we think about improving teacher preparation, not to mention how school districts go about hiring new teachers.
The shift from a veteran-dominated profession to one more heavily tilted toward newcomers implications for calculating average teacher salaries.
Advocates of today’s defined benefit teacher pension plans claim that these plans encourage workers to stick around and devote their lives to the profession, but there’s not much evidence that this is the case.
Traditional pension benefits aren’t portable. When a teacher moves to a new state, her previous service years don’t automatically rollover for free. Instead, she starts back at zero.
The new generation of teacher evaluations have the potential to strengthen instruction, make teaching more attractive work, and raise student achievement on a wide scale—if states and school districts stay the course on reform.