The Challenge Of Recruiting And Retaining Teachers In The United States: Is This A Compensation Or Demand Issue?

2011 ◽  
Vol 1 (3) ◽  
pp. 1
Author(s):  
Tammy C. Morse ◽  
Bahaudin G. Mujtaba
Keyword(s):  
United States ◽  
School Districts ◽  
New Teachers ◽  
Supply And Demand ◽  
Educational Leaders ◽  
The United States ◽  
Teacher Shortages ◽  
Ample Supply ◽  
Retaining Teachers ◽  
Two Sides

School districts and educational leaders as well as administrators across the nation believe they are facing teacher shortages.  There is a widely-held belief that they are facing a critical shortage of teachers, primarily due to recent increases in teacher retirements and student enrollments. However, others believe that this is a superficial conclusion drawn from growing student enrollments, smaller class sizes, and retirements.  The assumption incorrectly surmised is that there is not enough supply, in this case, of new teachers entering the profession, to meet demand.  Studies looking at both supply and demand for new teachers entering the profession have found that the demand for teachers has indeed grown over the last decade.  However, many researchers contend that there is an ample supply of teachers to not only meet, but exceed the demand.  This paper explores the two sides of this topic and provides recommendations for administrators and educational leaders.

scholarly journals Understanding teacher shortages: An analysis of teacher supply and demand in the United States

2019 ◽  
Vol 27 ◽  
pp. 35 ◽  
Author(s):  
Leib Sutcher ◽  
Linda Darling-Hammond ◽  
Desiree Carver-Thomas
Keyword(s):  
United States ◽  
English Learners ◽  
Supply And Demand ◽  
Teacher Shortage ◽  
The United States ◽  
Teacher Shortages ◽  
Teacher Supply ◽  
Teacher Supply And Demand ◽  
Teacher Workforce ◽  
National Databases

This paper reviews the sources of and potential solutions to teacher shortages in the United States. It describes the sources of current and projected increases in teacher demand relative to enrollments, shifts in pupil-teacher ratios, and attrition. It places these in relation to recent declines in teacher supply and evaluates evidence of shortages in fields like mathematics, science, special education, and educators for English learners, as well as in particular parts of the country. Our analysis using national databases through 2016 predicted an estimated annual teacher shortage of approximately 112,000 teachers in 2017-18. Our recent review of state teacher workforce reports estimated 109,000 individuals were uncertified for their teaching positions in the US in 2017, roughly approximating our projections. We discuss the factors driving shortages and, based on previous research, identify responses that might ameliorate these trends.

scholarly journals Postinterview Communication between Obstetrics and Gynecology Residency Programs and Candidates

2012 ◽  
Vol 4 (2) ◽  
pp. 165-169 ◽  
Author(s):  
Diana S. Curran ◽  
Pamela B. Andreatta ◽  
Xiao Xu ◽  
Clark E. Nugent ◽  
Samantha R. Dewald ◽  
...  
Keyword(s):  
United States ◽  
Response Rate ◽  
Educational Leaders ◽  
Program Directors ◽  
The United States ◽  
Obstetrics And Gynecology ◽  
Residency Programs ◽  
Ethical Conflicts ◽  
Communication Practices ◽  
E Mail

Abstract Introduction Residency programs seek to match the best candidates with their positions. To avoid ethical conflicts in this process, the National Residency Matching Program (NRMP or Match) has rules regarding appropriate conduct, including guidelines on contact between candidates and programs. Our study examined communication between obstetrics and gynecology (Ob-Gyn) programs and residency candidates after interviewing and prior to ranking. Methods Ob-Gyn program directors in the United States were sent a self-administered survey via e-mail. Data were collected and analyzed using descriptive methods to examine communication practices of these programs. Results The response rate was 40%. The findings showed that respondents had variable interpretations of the NRMP rules and suggest that programs may be communicating their match intentions especially to favored candidates. Respondents' open text comments highlighted program directors' frustrations with current NRMP rules. Discussion NRMP communication rules are intended to minimize pressure on residency candidates. Our findings suggest they may be leading to unforeseen stresses on program directors and candidates. Conclusions As educational leaders in medicine, we must consider what professional communications are acceptable without increasing the pressure on candidates during the ranking and match process.

scholarly journals Supply and Demand for Radiation Oncology in the United States: Updated Projections for 2015 to 2025

2016 ◽  
Vol 96 (2) ◽  
pp. E394-E395
Author(s):  
H.Y. Pan ◽  
B.G. Haffty ◽  
B. Falit ◽  
T.A. Buchholz ◽  
L.D. Wilson ◽  
...  
Keyword(s):  
United States ◽  
Radiation Oncology ◽  
Supply And Demand ◽  
The United States

Jewish Body Politics

2018 ◽  
Author(s):  
Eliyahu Stern
Keyword(s):  
United States ◽  
Minority Rights ◽  
The United States ◽  
Body Politics ◽  
Eastern European ◽  
The Core ◽  
Two Sides ◽  
Core Features

The idea of a Jewish body provides the background to understand the major Jewish migrations, the core features of modern Jewish politics, the transformation of Judaism as a religion and the role played by Jews in the Minority Rights Movement. Eastern European Jews’ immigration to the United States or Palestine as two sides of the same coin.

Regional and Gender Differences and Trends in the Anesthesiologist Workforce

2015 ◽  
Vol 123 (5) ◽  
pp. 997-1012 ◽  
Author(s):  
Matthew Baird ◽  
Lindsay Daugherty ◽  
Krishna B. Kumar ◽  
Aziza Arifkhanova
Keyword(s):  
United States ◽  
Supply And Demand ◽  
The United States ◽  
Work Hours ◽  
Seemingly Unrelated Regression ◽  
Healthcare Sector ◽  
Unrelated Regression ◽  
And Gender ◽  
American Society ◽  
American Society Of Anesthesiologists

Abstract Background Concerns have long existed about potential shortages in the anesthesiologist workforce. In addition, many changes have occurred in the economy, demographics, and the healthcare sector in the last few years, which may impact the workforce. The authors documented workforce trends by region of the United States and gender, trends that may have implications for the supply and demand of anesthesiologists. Methods The authors conducted a national survey of American Society of Anesthesiologists members (accounting for >80% of all practicing anesthesiologists in the United States) in 2007 and repeated it in 2013. The authors used logistic regression analysis and Seemingly Unrelated Regression to test across several indicators under an overarching hypothesis. Results Anesthesiologists in Western states had markedly different patterns of practice relative to anesthesiologists in other regions in 2007 and 2013, including differences in employer type, the composition of anesthesia teams, and the time spent on monitored anesthesia care. The number and proportion of female anesthesiologists in the workforce increased between 2007 and 2013, and females differed from males in employment arrangements, compensation, and work hours. Conclusions Regional differences remained stable during this time period although the reasons for these differences are speculative. Similarly, how and whether the gender difference in work hours and shift to younger anesthesiologists during this period will impact workforce needs is uncertain.

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