The state should inform district hiring needs with key teacher supply and demand data and make teacher mobility data publicly available at the district level. This goal was reorganized in 2021.
Teacher Supply and Demand Data: Oregon's Educator Equity report examines statewide retention and attrition rates. The report also examines attrition rates of first-year teachers during their first three years of teaching. The data are presented by reasons for leaving and licensure area. The report also provides the number of teachers in each district. Data regarding the total number of program completers in preliminary teacher licensure programs is provided by institution, but not by certification area. These data are also disaggregated by ethnicity. However, no connection is made between any of these indicators and district-level hiring statistics, making these reports an incomplete analysis of teacher production in Oregon.
Teacher Mobility Data: Oregon reports teacher turnover rates on each school profile. The Educator Equity report also examines statewide retention and attrition rates.
Teacher Shortage Report http://www.oregon.gov/ode/reports-and-data/researchbriefs/Documents/Internal/researchteacher-shortage-final-report.pdf Oregon Educator Equity Report 2019 https://www.oregon.gov/eac/Documents/FINAL_Ed%20Equity%20Rpt_2019_9.5.19.pdf School and District Profiles https://www.ode.state.or.us/data/reportcard/reports.aspx
Publish data that connect program supply data to district-level demand data.
Teacher preparation programs graduate more candidates each year than actually earn certification, and only some of those certified are ultimately hired to teach in the state. It is certainly desirable to produce a large enough pool to provide districts a choice in hiring, but a substantial oversupply of teacher candidates in some teaching areas serves neither the profession nor the students well. Oregon is on the right track publishing both teacher production and district-level hiring data. However, the state should strive to connect these data by explicitly highlighting state teacher shortage and surplus areas as well as any regional differences.
Oregon did not respond to NCTQ's request to review this analysis for accuracy.
1B: Teacher Shortages and Surpluses
It is an inefficient use of resources for individual districts to build their own data systems for tracking teachers. States need to take the lead and provide districts with state-level data that can be used not only for the purpose of measuring teacher effectiveness, but also to gauge the supply and demand of teachers in the state. Furthermore, multiple years of data are necessary to identify staffing trends.
Many preparation programs graduate people who are certified to teach but do not get jobs in the classroom. Often times, this is because these teachers pursue certifications in areas that already have a surplus of teachers (e.g., elementary education), while districts struggle to find applicants to hire in other areas (e.g., special education, science). Given this misalignment between the teachers that teacher preparation programs produce and the hiring needs of school districts, the state should step in to establish a cohesive data reporting system. By creating reports that publicly delineate the number of teachers produced by each teacher preparation program (and therefore by certification area), the state will be better able to identify instances where the production of teachers does not match districts' needs.
Furthermore, the state should consider whether teacher preparation programs are supplying districts with the teachers they need when approving or re-approving programs. Teacher preparation programs exist primarily to prepare teachers for public school positions (approximately 88 percent of teachers work in public schools). If teacher preparation programs produce far more teachers than the state needs in some certification areas and far too few in others, the programs are failing to meeting their state's demand. Moreover, student teaching placements (which tend to be near candidates' teacher prep programs) are highly predictive of where candidates will get their first teaching jobs, therefore also allowing states the ability to predict which open positions are likely to be filled. Given that the preparation program's function is to supply the nearby area (and more generally, the state) with public school teachers, it is incumbent upon the state to make sure the program fulfills that responsibility, particularly through the collection and application of data on teacher production numbers and district demand.
Additional elements are needed to use data to assess teacher supply and demand. For example, states should include in their data systems means of tracking when teachers leave schools or districts, as well as when they re-enter new ones, and should make these data publicly available. These data can support the state's effort to build a cohesive picture of the state's teacher labor market and workforce needs.