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Educator Research and Impact
The Educator Research and Impact team supports the intentional implementation of the department's Strategic Plan related to developing a strong, diverse pipeline of high-quality educators by conducting research, developing and disseminating workforce data metrics, preparing reports and delivering presentations for various Educator Talent strategic initiatives. They work collaboratively with other teams in the department and externally with districts, BOCES, educator preparation providers, the Colorado Department of Higher Education and partner research organizations to provide transparency to pipeline issues including recruitment, preparation, employment, performance and retention.
News and Updates
- Are you considering how to use ESSER funds to support educator workforce and staffing decisions to address students’ academic and social-emotional wellbeing? Are you interested in contextual factors that may be affecting your local educator shortage challenges? If so, a new customized geographic information system (GIS) map that links together district educator shortages, educator preparation program enrollment and completion, district retention and attrition, and other contextual economic data can help. School district, BOCES, or educator preparation programs (EPPs) seeking to improve approaches for attracting, preparing, and retaining educators are encouraged to read the 50-state comparison brief and watch a recording of the Strengthening the Educator Workforce Pipeline webinar. The webinar includes highlights from the 50-state comparison brief and a demonstration of a customized and interactive geographic information system (GIS) map designed to explore challenges, successes and opportunities to mitigate educator shortages. Register now for summer and/or fall data analysis sessions using the GIS map and sign up for a community of practice, facilitated by national experts, on strengthening the educator workforce pipeline and reducing talent shortages.
- Executive Summary for the Educator Preparation Programs Report now available (published March 2021). The Educator Preparation Programs Report provides detailed information about educator preparation program enrollment and completion, as well as employment context, performance and retention of new teachers in Colorado for academic years 2014-15 to 2018-19.
Educator Workforce Data, Tools and Research
A key initiative of the Colorado Department of Education's Strategic Plan is to develop a strong pipeline of high-quality educators due to strong evidence showing that teachers have a bigger impact on student performance than any other school-based factor and that the number one reason teachers leave is lack of support by a high-quality principal. The Educator Talent Division develops, deploys, and supports talent management and human capital development strategies for districts and schools to ensure that every school has effective educators to provide the opportunities and support students need to succeed. A critical aspect of the Division's work is monitoring and making transparent an array of indicators and how they intersect with and influence each other. Maintaining a highly-qualified, diverse educator workforce is complex and requires collecting, analyzing and questioning multiples sets of data.
The realization of a strong pipeline of high-quality and diverse educators is, in part, dependent upon a knowledgeable and skilled educator workforce emerging from Colorado's educator preparation programs. The Colorado Educator Preparation Programs report (EPP Report) provides information about the effectiveness of programs that train teachers, principals and special services providers in our state. Detailed information about educator preparation program enrollment and completion as well as employment, employment context, performance and retention of new teachers in Colorado from 2013-2014 to the most recent academic year available, varying by metric, is available in the interactive EPP Report dashboard.
Each year, Colorado school districts must fill open teacher, principal, special services provider, and paraprofessional positions. Hiring qualified candidates is particularly challenging in certain content areas and roles and/or geographic locations, such as rural and remote rural districts. Annually, the Division surveys all school districts and BOCES to identify the number of positions filled by specific shortage mechanisms (including hiring long-term substitutes, retired educators, alternative licensure program candidates and emergency authorization holders), the number of positions that went unfulfilled and recruiting strategies used. An interactive dashboard maps the results of the Educator Shortage Survey for each school district in the state. Shortage data are provided separately for each teacher, special services provider (SSP), building leadership (principal/assistant principal) and paraprofessional positions. Data are also presented by teaching subject area, SSP type and rural designation.
One prong in the Division's effort to address the statewide educator shortage and visually present workforce data from multiple sources is the recently released Colorado Educator Workforce Geographic Information Systems (GIS) Maps. The GIS maps have been created to simultaneously present several education datasets (including school and district staff employment, shortage areas, turnover, working conditions, grant funding, performance indicators and P-12 student demographics) and economic data (including unemployment rates and median local income). Visually presenting these datasets by district and school via Colorado "heat maps" provides a strong picture of the complexity of and variation in educator workforce issues. Watch this brief video to learn what GIS maps are and how they can be used in the context of educator shortages. Then, access the current version of the GIS map here and sign up for a facilitated data analysis session, if desired, where national experts will guide you as you use the maps to answer questions important to you. Additionally, you may sign up for ongoing support with a community of practice on strengthening the educator workforce pipeline and reducing talent shortages, also facilitated by national experts.
Also available is a recently published 50-state comparison brief of innovative policies and practices for attracting, preparing and retaining educators.
Colorado teachers and principals must be evaluated based on statewide Quality Standards defining what it means to be an effective teacher or principal and measures of student learning. Released annually, the Educator Effectiveness (EE) Metrics reflect performance evaluation ratings for teachers and principals for at least the three most recent years for which CDE has data. There are four publicly reported metrics for teachers and principals: Overall Effectiveness Ratings, Quality Standard Ratings, Alignment and Gap Analysis.
The State Board of Education approved revised Teacher Quality Standards and Principal Quality Standards and the department implemented revisions to the State Model Evaluation System scoring processes between 2017 and 2019. Evaluation ratings on the revised evaluation systems must be reported separately from evaluation ratings on the former systems. As such, the Educator Effectiveness Metrics for evaluations conducted using the revised frameworks are displayed on EducatorView while the metrics for evaluations conducted using the former frameworks remain on SchoolView Data Center.
The assurances for educator evaluation systems are intended to ensure that school districts and BOCES across Colorado implement written evaluation systems that are aligned with Senate Bill 10-191 and the State Board Rules for the Evaluation of Licensed Personnel. The department has collected assurances from all districts and employing BOCES indicating how licensed personnel in their district or BOCES are evaluated since the 2013-2014 school year. Starting with the collection of assurances for the 2020-21 school year, assurances include: (1) the educator evaluation model used to evaluate teachers, principals, and all nine categories of SSPs; (2) for those educators evaluated using the state model evaluation system, the weights assigned to the four professional practices quality standards defined in rule; (3) the implementation of the Advisory Personnel Performance Evaluation Council (also referred to as the 1338 Committee); and (4) the date by which all educators will be trained on the system that will be used for their evaluation.
Evaluation Reports of Educator Recruitment and Retention Efforts
In response to the teacher shortage in Colorado, the legislature has created a number of grants and programs designed to help recruit and retain teachers. To monitor the progress of legislative efforts to address the teacher shortage, Educator Talent releases annual progress evaluations for the following grants and programs:
- Retaining Teachers Grant Program
- Teacher of Record License and Program
- Quality Teacher Recruitment Program
- Teacher Residency Expansion Program
Additional Research and Tools
- In collaboration with research partners at the University of Colorado Denver’s School of Education and Human Development, a study was undertaken in spring 2020 to investigate challenges teachers faced with the sudden switch to remote learning during the Coronavirus disease pandemic (COVID-19). Remote learning presented many new challenges for K-12 teachers and presented some unique challenges for different content areas and grade levels. Read results of a study that found (1) areas expected to present challenges that did not, (2) challenges that surfaced for teachers regardless of the grade level or content they taught, and (3) challenges that were experienced differently by teachers within educational levels and/or content areas.
- In collaboration with REL Central, educator retention, mobility and attrition were analyzed to better understand the extent to which characteristics of teachers and school and district leaders and characteristics of the schools in which they work are associated with their job mobility. The following reports describe findings based on data from the 2015-16 to 20180-19 school years:
- Educator Talent has partnered with TEACH Colorado to provide Colorado-specific information for prospective teachers to explore a teaching career, including step-by-step instructions for obtaining the preparation necessary to become a Colorado teacher.
- Educator Turnover Rates and Other Colorado Staff Data: Staff turnover data are important to consider because of the costs to fill positions and because of the loss overall in the workforce when educators leave the profession. Teacher, principal and special services provider turnover rates are produced for all districts annually, along with staff diversity and salary. Visit CDE's School District Staff Statistics webpage for more information.
- Teaching and Learning Conditions in Colorado (TLCC) Survey: The TLCC is a statewide, confidential survey intended to support school, district, and state improvement planning, as well as research and policy. An interactive report showing TLCC survey results for schools and districts across the state is available on the TLCC Survey webpage.
Contact Carolyn Haug, director of Educator Research and Impact, at email@example.com.