Principal Perspectives on School Staffing Struggles: Finding from the 2022 Learn Together Survey. American Educator Panels. Research Report. RR-A827-14

In this report, a nationally representative sample of kindergarten through 12th grade (K-12) public school principals were asked about their experiences with covering classrooms and hiring staff. In the spring of the 2021-2022 school year, which coincided with the coronavirus disease 2019 (COVID-19) omicron variant surge, most principals struggled to keep classrooms consistently staffed and many reported that hiring had become more challenging since the previous school year. Principals indicated that a lack of substitute teachers -- not an increase in open teaching positions -- was the main reason for classroom coverage shortages. In addition to day-to-day coverage issues, most principals reported that teacher vacancies were on the rise. Most of these principals believed that vacancies had grown more difficult to fill than in the prior school year, largely because of declining applicant counts. Principals' preferences when hiring teachers lend further insight into potential drivers of hiring challenges. A large majority of principals expressed strong preferences for like-minded teachers whose mindsets aligned with the vision and culture of the schools. Few principals prioritized the diversity of the educator workforce at their schools.

The Importance of Transformational Leadership to Support Faculty Diversity in Our Nation's Predominantly White Institutions of Higher Learning

Predominantly white institutions (PWIs) struggle to attract and retain underrepresented faculty. Despite aspirations for diversity, the reality remains that underrepresented faculty are not hired and retained in numbers sufficient to change the institution's demographics. The leadership of PWIs strives for solutions to ameliorate the trend in recruitment, retention, and climate. The issue has gained even more significance recently due to the global coronavirus pandemic when layoffs, non-renewals, and hiring freezes have been widely imposed. This case examines how systemic leadership problems, mindsets, and climates keep PWIs at the status quo, and invites application of leadership and adult learning theories to develop a strategy for improving faculty diversity at PWIs.

State of the American Teacher and State of the American Principal Surveys: 2022 Technical Documentation and Survey Results. Research Report. RR-A1108-3

This technical report provides information about the sample, content, and administration of the 2022 State of the American Teacher (SoT) and State of the American Principal (SoP) surveys. The SoT survey was completed by 2,360 American Teacher Panel members, and the SoP survey was completed by 1,540 American School Leader Panel members. The American Life Panel (ALP) companion survey was administered to 500 ALP members in January and February 2022. The report also describes the teacher interview protocols and qualitative methods used for interviews with SoT respondents. The SoT and SoP surveys addressed teachers' and principals' well-being (e.g., job-related stress, depression, burnout), school climate (e.g., physical safety, teacher/principal voice, staff diversity, equity, and inclusion), teachers' and principals' working conditions this school year (e.g., instructional mode, hours worked, coronavirus disease 2019 [COVID-19] mitigation policies, beliefs about the teaching of race, racism, and bias), and teachers' and principals' careers as educators (e.g., preparation, retention, decisions to exit). Teachers were also asked about policies that they believed would be effective for recruiting, hiring, and retaining educators of color. Principals were also asked a series of questions related to their preparation to address political topics in their schools.

Recruitment and Retention of Bilingual Graduate Students in School Psychology: Efforts and Challenges in Increasing Professional Diversity

The main goal of this paper is to illustrate recruitment efforts, strategies, and challenges in the process of training bilingual school psychologists to serve diverse schools. First, we address the acute and chronic shortage of bilingual school psychologists in the United States, particularly in urban schools where student populations are increasingly diverse. Then we provide a review of strategies and efforts to recruit and retain bilingual graduate-level learners in one school psychology program in an urban university. Quantitative data regarding recruitment and retention efforts are discussed. We identify challenges and future directions to increase diversity in the field of school psychology.

Achieving Racial Justice in PreK-12 Education

The road to achieving racial justice in the nation is marked by times of unspeakable tragedy followed by resilience and recovery and unexpected setbacks overcome by reinvention. As the nation emerges from a devastating and deadly pandemic, it stands again on the precipice of recovery and reinvention. Many school districts have returned to normal, with the majority of students and teachers back in the classroom. Yet what is needed to propel the nation towards a more just society is a collective understanding that we cannot just go back to normal. The pandemic illuminated a narrative that the advocates for racial justice in education have been working tirelessly to both highlight and change: Normal was not good enough, especially for students of color. And despite much progress in providing opportunities and access in service of educational equity, disturbing racial inequities remain. As regulators and advocates, state boards of education have a crucial role to play in creating and maintaining a racially just system, from setting the requirements for teacher and school leader preparation programs so they foster a diverse workforce, to establishing statewide learning standards that require culturally relevant teaching and curriculum. In this article, John B. King Jr. and Denise Forte examine how progress is possible, however back to normal is not good enough.