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Somehow we have to learn how tp braid our resources.  Doing an unpaid residency program is nearly impossible. I don't hear enough of that conversation in policy. This is a leadership discussion with state commissioners etc.

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Quick path to becoming TOR with a paycheck will incentivize folks to that pathway.

Thinking about the incentives of the teacher candidate

Incentives for the Ed prep programs is also important to think about - needs to be a funding stream there as well

Funding stream - the district was paying the EPP for the candidates program

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Some universities paid for the students to take the exam and it was included in tuition so that it could be covered by financial aid.

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Added to the report!

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Many of the charter schools pay for all of the cert exams. Some will only pay for one time that they fail, but I have students that take them 6-7 times.

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Job re-training/opportunities - why isn't education included in the list.

Disconnect between future jobs and current reality (Including tutors etc.)

Federal workforce dollars (UNM example) using dollars to help fund residents (based on eligibility) helpful in support toward - transportation, fees, tuition etc.

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It's so different state to state the WHEN of taking the exams. We weed out a ton of people in NY because the exams are to be completed before they start the program. Some places can take the exam after they begin the program. The timing of when someone has to take the exam really matters. If they are in our program we can help them prepare for the exam.

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Online program for $75 a semester for a undergrad degree

Figured out how to make this much cheaper - different model

Helpful to explore how they are doing it

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Theory of change - incentivize people into areas of need

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Theory of change - incentivize people into areas of need

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Individual purchase - paying for school that individual chooses because they are paying for their own degrees.

Theory of change - incentivize people into areas of need.

Make more progress down the road - linking the labor market pipeline to the labor market needs

Financial aid eligibility piece - financial disadvantage associated - more of a complicating factor

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I was in the Certification and Licensure Collaborative and I never saw anything come out of it. We should get into contact with the CCSSO to see where that work went.

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Teaching out of Cert (end up needing more PD)

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Teaching out of Cert (end up needing more PD)

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75% of program completers are in early childhood and elementary.

Data shows a high % of them end up teaching out of field

Big piece of retention and where are we spending PD dollars - because they have all these out of field teachers who are not teaching in their field so dollars are spent.

2 entities that are funding 2 different streams

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Are budgets aligned to areas of priority?

Strategic budget planning along with the strategic planning

Ensure that it aligns

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Certification and Licensure Collaborative -- One of the areas CCSSO was looking at was reciprocity -- council of state governments was looking to make a compact - the project stalled - but it was interesting to look at - it definitely didn't take into consideration residents

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If school is in need of improvement, strategic plan is required, braid state and federal funds.

Eligibility: submit the plan

To get funding: in your plan meet the priority areas as designated by the state

High priority areas

How are school systems using their PD dollars? Important to consider

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The reciprocity issue is a national issue. We are seeing that in the Heroes program. Many former vets spouses are teachers but they run into the reciprocity issue.

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State level policy to incentivize different programs.

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State level policy to incentivize different programs.

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State level policy to incentivize different programs.

Think about ways to incentivize different behaviors to fund a shift in doing things not fund a program

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I have residents that run into the barrier of interstate reciprocity. It's really difficult policy to navigate. If the job of teacher residencies is to bring in a more diverse work force we need to bring down the inter-state barriers.

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Braiding resources across higher ed and k-12

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Braiding resources across higher ed and k-12

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Very complex even once the money is allocated - think critically about where districts have control over their resources - what decisions can they make, what are actual barriers, example: PD dollars.

Revenue side and policy side to tackle when it comes to braiding resources

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Different level of licensure that allows some work (not TOR)

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Different level of licensure that allows some work (not TOR)

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Able to work with small groups of students (not teacher of record but you can work with some folks)

Differentiated types of licensure - career ladder idea - stretching it down (maybe even considered for first year teachers potentially)

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Policy barriers associated with mixing different pots of money

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Policy barriers associated with mixing different pots of money

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Set up some embedded work in schools. Where is $$ going to come from? Uni money came from 1 pot and K-12 money is in a different pot.

How to combine resources across the two funding streams?

Policy barriers associated with mixing different pots of money

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Another suggestion: Taking the cooperating teachers where prestige is really important and they co-teach with the faculty of the IHE they are an adjunct or part time faculty at the IHE and they are able to help link theory to practice in the classroom. The teachers I've had are amazing.

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Different capacities to create different policies for Undergrad vs Grad.

Not an intrinsic block to do this kind of restructured student teaching. Which kinds of programs get it and why become a question..

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Can't give any cash payments unless it's from grants. They do give tuition waivers. If people don't want a tuition waiver they can get a gym pass or performing arts subscriptions or children's programming. There are other perks that we can give even within the cash constraint.

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Model 1: Teaching Assistant pay - get paid at the TA rate along with the benefits + other benefits as a district employee. Able to substitute teach between Dec-Jan and after May when classes are not in session

Model 2: Residents are being paid $10k (no benefits) exploring how to get more $$. Masters program along with STEM related subject areas

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Have heard of a policy in NY where they pay for the national board cert process for the cooperating teacher. Helps familiarize people with a test similar to the EdTPA

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Have you heard anything about partnerships with unions where things have worked out better.

A: Don't know exactly - would vary by locality - generally the supports have decreased since the 90's

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Example of where residents are getting a full salary

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Example of where residents are getting a full salary

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University figured out a way such that they paid a full salary to teacher residents while they complete their residency program. The way that the University is able to do this - they have structured a year long residency experience, masters program, paying their residents as a graduate intern. They have health insurance, graduate pay and have an MOU by which the school system is contributing $20,000 (they are ultimately getting paid as much as a teacher of record) training math and science teachers in La

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Differential policy requirement that most states have
Example: LA, 2 teachers teaching 2 strands, one teacher leaves can be replaced by two residents (with one lead teacher) how to structure the teacher of record policies to make that work

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From national boards point of view there is a lack of policy around letting up on the requirements for the mentor teachers. There isn't enough release time given, not enough compensation. People are shying away from it because of the lack of compensation and time. Not sure what level it makes the most sense, maybe district or state. It would really help for the residents to be well supported.

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Can be a constraint on how we organize resources within a school - challenges created in terms of flexibilities where schools can use residents to fill in

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As far as certification exams who is able to pass. Disparity of who is passing exams (by racial/ethnic identity markers) - policy needs to address this in order for the teacher workforce to be racially representative of the  population

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Resource Issue - State contribution to consider?

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Resource Issue - State contribution to consider?

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Residents don't earn what teachers earn - need to make it sustainable. Work with schools and systems to reallocate dollars. Extent to which States can reallocate resources toward residencies

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Certification requirements for student teachers (Residency Certificate, LA)

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Certification requirements for student teachers (Residency Certificate, LA)

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LA policy to require a year residency (2016) Cert requirement for a resident certificate - allows tracking of new teachers into the workforce, allows them to act as a sub while they are completing the residency.
Helps to make the residency more sustainable

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One of the barriers of some of the students is the financial burden of taking the certification exams. In NY it's over $300. As a policy issue we could think of it as a sliding scale cost. On the IHE side we are always trying to get donors and grants to provide financial assistance for our students.