Expanding the Pool of Teachers Policy
The state should ensure that its alternate routes provide efficient preparation that is relevant to the immediate needs of new teachers, as well as adequate mentoring and support.
In the first year of the Program of Alternative Certification for Educators
(PACE) candidates complete a 10-day preservice training institute and four seminars.
The following summer, candidates complete a two-week in-service training and
two follow-up seminars during the second year.
PACE also requires applicants to take three college courses from an approved list of core courses. Candidates work with an evaluation team to determine coursework requirements. All coursework is based on the candidates' experience, knowledge and skills.
Candidates are not required to have a practice-teaching experience, but they do participate in an induction program. Each school district develops its own induction plan according to the Assisting, Development, and Evaluating Professional Teaching (ADEPT) system and this includes intensive mentoring.
American Board for Certification of Teacher Excellence (ABCTE) candidates do
not have coursework requirements but must complete the employing school
district's induction program.
Alternate route candidates are eligible for a standard certificate after three years of teaching.
Teach For America (TFA) candidates who are employed on or before the 28th student attendance day are employed under an induction contract. Induction and mentoring requirements apply to TFA teachers during their first year of employment. The alternative-route certificate for TFA is valid for one school year and may be renewed for an additional year upon recommendation by the employing district and TFA.
PACE Guidelines http://ed.sc.gov/agency/se/Educator-Services/Alt-Licensure/pace/documents/PACEGuidelines2008.pdf American Board for Certification of Teacher Excellence (ABCTE) http://ed.sc.gov/agency/se/Educator-Services/Alt-Licensure/documents/ABCTE2013.pdf Guidelines for the South Carolina Teach For America Program http://ed.sc.gov/agency/se/Educator-Services/Alt-Licensure/documents/TFA-2013.pdf South Carolina Induction and Mentoring Program http://ed.sc.gov/agency/programs-services/50/documents/IMGuidelines.pdf
South Carolina should consider shortening the length of time it takes an alternate route teacher to earn standard certification. The route should allow candidates to earn full certification no later than the end of the second year of teaching.
South Carolina was helpful in providing NCTQ with the facts necessary for this analysis.
Alternate route programs must provide practical, meaningful preparation that is sensitive to a new teacher's stress level.
Too many states have policies requiring alternate route programs to "backload" large amounts of traditional education coursework, thereby preventing the emergence of real alternatives to traditional preparation. This issue is especially important given the large proportion of alternate route teachers who complete this coursework while teaching. Alternate route teachers often have to deal with the stresses of beginning to teach while also completing required coursework in the evenings and on weekends. States need to be careful to require participants only to meet standards or complete coursework that is practical and immediately helpful to a new teacher.
Induction support is especially important for alternate route teachers.
Most new teachers—regardless of their preparation—find themselves overwhelmed on taking responsibility for their own classrooms. This is especially true for alternate route teachers, who may have had considerably less classroom exposure or pedagogy training than traditionally prepared teachers. While alternate route programs will ideally have provided at least a brief student teaching experience, not all programs can incorporate this into their models. States must ensure that alternate route programs do not leave new teachers to "sink or swim" on their own when they begin teaching.
Alternate Route Preparation: Supporting Research
For a general, quantitative review of the research supporting the need for states to offer an alternate route license, and why alternate routes should not be treated as programs of "last resort," one need simply to look at the numbers of uncertified and out of field teachers in classrooms today, readily available from the National Center for Education Statistics. In addition, with U.S. schools facing the need to hire more than 3.5 million new teachers each year, the need for alternate routes to certification cannot be underestimated. See also E.R. Ducharme and M.K. Ducharme, "Quantity and quality: Not enough to go around." Journal of Teacher Education, Volume 49, No. 3, May 1998, pp. 163-164.
Further, scientific and market research demonstrates that there is a willing and able pool of candidates for alternate certification programs—and many of these individuals are highly educated and intelligent. In fact, the nationally respected polling firm, The Tarrance Group, recently conducted a scientific poll in the State of Florida, identifying that more than 20 percent of Floridians would consider changing careers to become teachers through alternate routes to certification.
We base our argument that alternative-route teachers should be able to earn full licensure after two years on research indicating that teacher effectiveness does not improve dramatically after the third year of teaching. One study (frequently cited on both sides of the alternate route debate) identified that after three years, traditional and alternatively-certified teachers demonstrate the same level of effectiveness, see J.W. Miller, M.C. McKenna, and B.A. McKenna, "A comparison of alternatively and traditionally prepared teachers". Journal of Teacher Education, Volume 49, No. 3, May 1998, pp. 165-176. This finding is supported by D. Boyd, D. Goldhaber, H. Lankford, and J. Wyckoff, "The Effect of Certification and Preparation on Teacher Quality." The Future of Children, Volume 17, No. 1, Spring 2007, pp. 45-68.
Project MUSE (http://muse.jhu.edu/), found that student achievement was similar for alternatively-certified teachers as long as the program they came from was "highly selective."
The need for a cap on education coursework and the need for intensive mentoring are also backed by research, as well as common sense. In 2004, Education Commission of the States reviewed more than 150 empirical studies and determined that there is evidence "for the claim that assistance for new teachers, and, in particular, mentoring [have] a positive impact on teachers and their retention." The 2006 MetLife Survey of the American Teacher validates these conclusions. In addition, Mathematica (2009) found that student achievement suffers when alternate route teachers are required to take excessive amounts of coursework. See An Evaluation of Teachers Trained Through Different Routes to Certification: Final Report at: http://www.mathematica-mpr.com/publications/pdfs/education/teacherstrained09.pdf
See also Alternative Certification Isn't Alternative (NCTQ, 2007) at: http://www.nctq.org/p/publications/docs/Alternative_Certification_Isnt_Alternative_20071124023109.pdf.