BC/UBC Recruitment and Retention matters

Rob Tierney

Panel presentation BCSTA Vancouver, February15, 2008

rob.tierney@ubc.ca

Program Development

Contribution of UBC Programs to Provincial Total of Pre-Service Teachers

Where Most Recent Undergraduate Degree/Courses were Completed

54%

33%

10%3%

UBC BC Canada International

SECONDARY ELEMENTARY

52%

37%

10% 1%

Labor Supply and Demand

BC Population, aged 5 to 19, 1971 to 2036

Edudata Canada, UBC

Average Total Fertility Rate per 1,000 Women, BC, 1987 to 2006

Edudata Canada, UBC

Live Births per Thousand Women in by Age Group

 15-19

20-24

25-29

30-34

35-39

40-44

45-49

1987 7% 25% 35% 24% 8% 1% 0%1997 6% 21% 32% 28% 12% 2% 0%2006 4% 15% 29% 33% 17% 3% 0%

Edudata Canada, UBC

Live Births per Thousand Women in by Age Group

 15-19

20-24

25-29

30-34

35-39

40-44

45-49

1987 7% 25% 35% 24% 8% 1% 0%1997 6% 21% 32% 28% 12% 2% 0%2006 4% 15% 29% 33% 17% 3% 0%

Edudata Canada, UBC

Live Births per Thousand Women in by Age Group

 15-19

20-24

25-29

30-34

35-39

40-44

45-49

1987 7% 25% 35% 24% 8% 1% 0%1997 6% 21% 32% 28% 12% 2% 0%2006 4% 15% 29% 33% 17% 3% 0%

Edudata Canada, UBC

BC International and Interprovincial Migration, 1994-95 to 2005-06

Edudata Canada, UBC

Teacher Headcount by Gender, 1982 to 2006

Edudata Canada, UBC

Educator Age Wave, 1978-79 and 2006-07

Edudata Canada, UBC

Edudata Canada, UBC

Educator Retirements as percent of 50+ Age Group

Year # of Retirements % Age 50 & older1994 668 1995 1,050 1996 970 1997 1,048 1998 1,370 (ERIP)1999 1,673 (ERIP)2000 831 62001 1,230 92002 1,542 112003 1,490 102004 1,598 112005 1,805 132006 1,871 13

Selected areas of needagainst capacity at UBC

Low incidence special needsVisual and hearing

School psychology

• Low incidence special needs– Visual and hearing

Current Vacancies

Anticipated Vacancies in 3

- 5 Years

Total Need by 2012

Average Annual Graduation Rate

(Current)

Average Annual Graduation Rate

Needed to Meet 2012 Target

Extra Student Seats Needed Annually to

Meet 2012 Target

School Psychologists

25-30 of 230 existing FTE*

65-70** 95-100 6/year 20/year 14/year

Teachers of  the Deaf and Hard of Hearing (TDHH)

12 of 139 existing FTE***

47**** 47 7 each second year ++

20 each second year 13 each second year

Teachers of the Visually Impaired (TVI)#

6 of 45 existing FTE*****

22****** 28 7 each second year

14 each second year 7 each second year

School Psychology* Source: BC Ministry of Education province - wide survey results as at May 23, 2007. **Source: BC Ministry of Education province - wide survey results as at May 23, 2007.Please note that at May 23, 2007only 35 of 60 (58%) school districts surveyed had responded to the BC Ministry of Education province-wide survey. 58% of school districts surveyed reported 17 current known vacancies in British Columbia with an anticipated 37 job vacancies by 2012 due to retirement. Numbers in this chart are based on these results combined with those expected from the remaining 25 school districts.

Teachers of the Deaf and Hard of Hearing (TDHH's) ***Source: Ms. Karen Taylor, Provincial Outreach Consultant for the Deaf and Hard of Hearing, May 23, 2007.****Source: BC -CAEDHH 2005 survey indicating that 47 of the 156 (30%) TDHH will be retiring by 2012 leaving approximately 109 qualified TDHHs to fill 139 FTE. "++ The UBC TDHH Program will be offered each second year beginning in 2007. Until 2007 approximately seven students were accepted annually into the TDHH Program.

Teachers of the Visually Impaired (TVIs)***** Source: Ms. Anne Wadsworth, Provincial Resource Centre for the Visually Impaired May 23, 2007.******Source: Ms. Anne Wadsworth, Provincial Resource Centre for the Visually Impaired May 23, 2007.# The UBC - TVI Program is typically offered each second year

Selected recruitment efforts/Programmatic

negotiations

Special needs teachersOngoing/DevelopmentsLow incidence--hearing and vision• Identification with school district of candidates• Programs adjusted to meet teacher

circumstances via Summer institutes &On-line offerings

Hopes?????Funding for more faculty/spaces with Ministries of Education and Advanced Education

Similar occurring with School Psychology, Reading Recovery

Not occurring in other areas of need: Autism/High incidence special needs

Administrators

• Memorandum of Understanding

• 1500 administrators in 5 years

BC Deans, Ministry of Education, Ministry of Advanced Education. BC Leadership society

Prioritizing Aboriginal Education

Indigenous Graduate education

• Increased spaces for aboriginal graduation students

• Doctoral leadership cohort

• SAGE initiative --250 aboriginal doctorates by 2010

• UBC Faculty of Education

Some other Recruitment Initiatives

• Language matters– Development of a FLAGS option in the 12 Month Elementary

program to increase the number of teachers able to teach core French

– Participation in regular information sessions for UBC students in Modern Languages programs [French, Mandarin, Spanish]

• Science– An initiative in progress at this time to develop a dual degree

program with the Faculty of Science with a focus on Physics and Math

Recruitment Initiatives

• Maintenance of specialization options in the 2 Year Elementary program that include Special Education, English as a Second Language, Math & Science and Early Childhood Education.

• Global educator--cohort

Continued ...

Teacher retention

Looking at BC

Induction and Mentoring: A Lifeline for the Next Generation of Teachers Mike Lombardi, Director--BCTF Professional and Social Issues Division

mlombardi@bctf.caThe situation in BC• In Canada-15-20 % of new teachers leave profession during first five years (National Graduates Survey, Statistics

Canada, 2000).• In the USA-up to 40% of new teachers leave profession during first five years. (Berg,Donaldson, & Johnson, 2005).

• Since early 70’s, literature has described work of teachers as “isolated’ and “individualistic.” (Lortie, 1975; Goodlad, 1984; Hargreaves, 1999).

• Common descriptors: “Sink or swim” “Profession that eats its young.”

Goal• Transform the culture of teaching profession from one that is individualistic to one that has collaboration and collegial

as the norm.

Possibilities• Induction programs• Mentoring programs• Additional strategies• Build on successful local mentoring programs.• Learn from Ontario, New Brunswick, and Northwest Territories mentoring programs.• Review the New York Induction Initiative and the California New Teacher Project and other successful programs.

Opportunity

• Large number of new teachers

• 5 year labor agreement