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Maryland Teacher Preparation Study Released

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  • tneumark2000
    STUDY OF THE CAPACITY OF MARYLAND S TEACHER PREPARATION PROGRAMS Dr. Grasmick introduced Dr. Michael K. Keller, Director of Policy Analysis and Research,
    Message 1 of 2 , Jun 2, 2006
      STUDY OF THE CAPACITY OF MARYLAND'S TEACHER PREPARATION PROGRAMS

      Dr. Grasmick introduced Dr. Michael K. Keller, Director of Policy
      Analysis and Research, Maryland High Education Commission (MHEC),
      explaining that he is present at the request of the Maryland K-16
      Leadership Council to discuss the results of a study that was
      conducted on the capacity of Maryland Teacher Preparation Programs.
      She also recognized Ms. Dominique Raymond, Education Policy Analyst
      with MHEC for her work on behalf of the K-16 Leadership Council.

      Dr. Keller applauded the strong cooperation from the school systems
      who participated in the study as well as the staff of MSDE, the
      State Teacher Education Council and the deans and directors of the
      teacher preparation programs in Maryland. He said that there was a
      100 percent response return from the colleges and universities that
      participated. He discussed the three major issues found in the
      study:

      1. Maryland is not producing or attracting enough teachers to
      fulfill the staffing requirements of the State's school systems,
      especially in high need certification fields;

      2. Maryland public schools may be overly dependent on the
      recruitment of experienced teachers already working in other
      Maryland jurisdictions or those hired from other states;

      3. The retention of current teachers may be as important as the
      production of new teachers to ensuring an adequate level of
      classroom staffing in the future.

      He said the following recommendations are suggested:

      1. Expanded mentors for new teachers

      2. Enhanced compensation and benefits for teachers

      3. Improved working conditions with greater flexibility

      In response to a question by Ms. Bell, Dr. Grasmick said that the
      surrounding states are experiencing the same shortage of qualified
      teachers and that the key for recruiting and retaining good teachers
      is strong leadership. There was discussion about the need to
      motivate students to go into the teaching profession and a possible
      program of tuition forgiveness for those who teach in areas of
      critical shortage. There was discussion also about negative
      messages about the teaching profession and how to turn that around
      to put a positive spin on teaching. Mr. Michael suggested that
      teaching careers be promoted in middle and high schools as valuable
      and viable career opportunities for students.

      Dr. Root made the following observations:

      · The need for considerable accountability – teachers are working a
      lot harder and longer today;

      · The need to match college majors with high school subjects;

      · The State of Maryland should declare teaching as a priority; and,

      · Schools need to be clean, orderly and safe.

      Mr. Brooks said that compensation is equated with prestige and due
      to the low wages and complicated salary schedules teachers are
      treated as "public servants."

      Upon motion by Dr. Allen, seconded by Ms. Bell, and with unanimous
      agreement, the State Board approved a motion to direct the
      Superintendent to develop a response to the recommendations
      contained in the MHEC report. (In Favor – 11)

      http://www.marylandpublicschools.org/MSDE/stateboard/Minutes.htm
    • cynthia vaillancourt
      Sounds like several very basic points - which HoCo could learn from as well. greater flexibility ---- absolutely. Just look at every new crop of teachers
      Message 2 of 2 , Jun 2, 2006
        Sounds like several very basic points - which HoCo could learn from as well.

        "greater flexibility" ---- absolutely.

        Just look at every "new crop" of teachers .... fresh out of college,
        beginning adult lives... about to start families in a few years .... HCPSS
        loses a lot of it's "five years or less" teachers to other districts that
        have flexibility options.... or they go on indefinite leave.
        Part-time....job sharing ..... flexibility is what will keep high quality,
        trained teachers here.

        clean, orderly and safe ... no kidding. That includes adequate maintenance
        andbuilding upkeep, you knoe, no mold etc.

        Cindy V.







        >From: "tneumark2000" <tneumark2000@...>
        >Reply-To: howardpubliced@yahoogroups.com
        >To: howardpubliced@yahoogroups.com
        >Subject: [howardpubliced] Maryland Teacher Preparation Study Released
        >Date: Fri, 02 Jun 2006 14:51:49 -0000
        >
        >STUDY OF THE CAPACITY OF MARYLAND'S TEACHER PREPARATION PROGRAMS
        >
        >Dr. Grasmick introduced Dr. Michael K. Keller, Director of Policy
        >Analysis and Research, Maryland High Education Commission (MHEC),
        >explaining that he is present at the request of the Maryland K-16
        >Leadership Council to discuss the results of a study that was
        >conducted on the capacity of Maryland Teacher Preparation Programs.
        >She also recognized Ms. Dominique Raymond, Education Policy Analyst
        >with MHEC for her work on behalf of the K-16 Leadership Council.
        >
        >Dr. Keller applauded the strong cooperation from the school systems
        >who participated in the study as well as the staff of MSDE, the
        >State Teacher Education Council and the deans and directors of the
        >teacher preparation programs in Maryland. He said that there was a
        >100 percent response return from the colleges and universities that
        >participated. He discussed the three major issues found in the
        >study:
        >
        >1. Maryland is not producing or attracting enough teachers to
        >fulfill the staffing requirements of the State's school systems,
        >especially in high need certification fields;
        >
        >2. Maryland public schools may be overly dependent on the
        >recruitment of experienced teachers already working in other
        >Maryland jurisdictions or those hired from other states;
        >
        >3. The retention of current teachers may be as important as the
        >production of new teachers to ensuring an adequate level of
        >classroom staffing in the future.
        >
        >He said the following recommendations are suggested:
        >
        >1. Expanded mentors for new teachers
        >
        >2. Enhanced compensation and benefits for teachers
        >
        >3. Improved working conditions with greater flexibility
        >
        >In response to a question by Ms. Bell, Dr. Grasmick said that the
        >surrounding states are experiencing the same shortage of qualified
        >teachers and that the key for recruiting and retaining good teachers
        >is strong leadership. There was discussion about the need to
        >motivate students to go into the teaching profession and a possible
        >program of tuition forgiveness for those who teach in areas of
        >critical shortage. There was discussion also about negative
        >messages about the teaching profession and how to turn that around
        >to put a positive spin on teaching. Mr. Michael suggested that
        >teaching careers be promoted in middle and high schools as valuable
        >and viable career opportunities for students.
        >
        >Dr. Root made the following observations:
        >
        >� The need for considerable accountability � teachers are working a
        >lot harder and longer today;
        >
        >� The need to match college majors with high school subjects;
        >
        >� The State of Maryland should declare teaching as a priority; and,
        >
        >� Schools need to be clean, orderly and safe.
        >
        >Mr. Brooks said that compensation is equated with prestige and due
        >to the low wages and complicated salary schedules teachers are
        >treated as "public servants."
        >
        >Upon motion by Dr. Allen, seconded by Ms. Bell, and with unanimous
        >agreement, the State Board approved a motion to direct the
        >Superintendent to develop a response to the recommendations
        >contained in the MHEC report. (In Favor � 11)
        >
        >http://www.marylandpublicschools.org/MSDE/stateboard/Minutes.htm
        >
        >
        >
        >
        >
        >
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