This study was designed to collect data to determine the specific characteristics (gender, level and area of degree status, certification status, pedagogical training, gender, number of years of teaching experience, number of years teaching at the current school, and courses currently taught) of language arts teachers at Florida's low-performing pubic high schools and compare these characteristics to teachers' sense of efficacy (the extent to which teachers' believe they have the ability to bring about changes in student achievement independent of the student's background, behaviors, or motivation level). A total of 615 teachers representing 84 schools in 36 districts participated in the study. Teachers completed a researcher-created survey questionnaire and the Teachers' Sense of Efficacy Scale Long (Tschannen-Moran and Hoy, 2001). The data were collected and analyzed using descriptive and multiple regression statistics.The majority of the respondents meet the minimum re quirements of highly qualified teachers as defined by NCLB. However, only 37% of responding language arts teachers at Florida's low-performing public high schools have degrees in English education, and only 15% of responding reading teachers have degrees in reading or reading education. Additionally, the majority of the responding teachers have been only been teaching at the school site for five or fewer years.Although the majority of responding teachers reported moderate to high sense of classroom management and instructional practice efficacy, over 43% reported low sense of student engagement efficacy, suggesting the teachers do not believe they possess the skills or knowledge necessary to engage students in learning. The study suggests that improving student achievement for our lowest-performing students may require more than providing students with highly qualified teachers defined by NCLB. Districts and schools must examine more closely the characteristics of highly effective teac hers in order to recruit and retain teachers who can truly impact student achievement for students who have previously demonstrated a lack of success. Additionally, schools would benefit from professional development designed to provide teachers with classroom strategies that engage students in learning and which helps develop a school-wide literacy culture reflecting high expectations for student achievement.

As part of the reauthorization of the Elementary and Secondary Education Act the federal government has added the requirement that all schools receiving Title I funds must have "highly qualified teachers" in every classroom. The term "highly qualified teacher" comes from the No Child Left Behind Act of 2001. What exactly is a "highly qualified" teacher? This part of the law is widely debated throughout the fifty states, but most agree that a teacher's subject-matter knowledge and experience result in increased student achievement.(Ansell& McCase, 2003) Some states have made progress in meeting the "highly qualified" requirement of NCLB. However, most states have merely established the criteria for determining if a teacher is highly qualified (Keller, 2003). The Education Trust has called for clarification from the Department of Education on the guidelines for the teacher quality provision of the law. Ten states have put into law all the requirements of the federal law, 22 have done some work toward that goal, and 18 states still have a long way to go (Keller). With so many states still grappling with compliance to the law, this study may well give policy makers in those states options that are being used in other states to consider. In addition, the study focuses on middle school and the possible impact these requirements will have on staffing of middle schools. Policy makers would do well to look at this aspect closely since middle school is often where education "loses" many students to dropping out. Also, the middle school is where the greatest number of non-certified teachers are working and where the greatest percentage (44%) of teachers are teaching without even a minor in the subject they teach (Ingersoll, 2002).

The purpose of this study was to assess the impact of National Board Certified Teachers on student performance on Mississippi’s Subject Area Testing Program (SATP) English II assessment, an end-of-course exam that assesses 10th grade students in Mississippi school districts. The researcher sought to determine if there was a statistically significant difference between the SATP English II scores of two groups of students (those taught by National Board Certified Teachers and those who were not). If there was a difference, the researcher sought to determine how the difference could be explained based on selected teacher demographic data (sex, race, highest degree received, years of experience, and National Board Certification status) and selected student demographic data (sex; race; previous scores on the Mississippi Curriculum Test, Second Edition; and free- or reduced-lunch status). The results indicated that students who were taught by National Board Certified Teachers were more likely to have higher SATP English II scores than students who were taught by non-National Board Certified Teachers. Though previous researchers have concluded that teachers’ years of experience and highest degree received play a vital role in the difference in student achievement, this study did not confirm those findings. The results of this study, however, indicated that teacher and student demographic data were potentially important predictors of the language arts standardized test scores. Though these data can be used as predictors, the combined effect of teacher gender, teacher race, and years of experience, along with student race, student gender, student lunch status, and prior Mississippi Curriculum Test, Second Edition Language Arts scores were not found to be statistically significant in this study.

Title II of the No Child Left Behind Act (NCLB) is intended to increase student academic achievement through strategies such as improving teacher quality and increasing the number of "highly qualified teachers" (HQTs) in the classroom. This Federal policy relies on educational research that demonstrates a connection between student achievement and teacher quality. Although NCLB considers each route that teachers may take to meet HQT requirements as equivalent, research demonstrates that some routes may foster higher student achievement than others; those teachers, who met HQT requirements through these routes, are referred to in this study as "research-based HQTs" (RB-HQTs). The quantitative phase of this mixed methodology explores how northern California secondary mathematics teachers in suburban, urban, and rural schools meet "highly qualified teacher" requirements. The subsequent qualitative phase explores the challenges and promising practices in retention and recruitment of RB-HQTs used by those mathematics departments identified as having a "common" or "distinguished" profile of each respective suburban, urban, or rural sub-sample. This study identifies and reports eight strategies used by mathematics departments that have demonstrated success in retention and recruitment of RB-HQTs. The eight identified strategies, when implemented individually or collectively, may increase the proportion of RB-HQTs and improve student academic achievement in each mathematics department across northern California secondary schools, be it suburban, urban, or rural.

This investigation focused on identifying model foundational strategies to assist Canton Public School District (CPSD) officials in recruiting new teachers, successfully hiring them, and then retaining them the district. Located within the boundaries of the city of Canton, Mississippi, CSPD is geographically located in the central portion of the state. The district consists of 1 high school, 2 middle schools, 4 elementary schools and Canton Education Services Center. CSPD is continually affected by an ever-increasing teacher shortage because new teachers tend to leave the district after they are hired. More than 50% of new teachers leave their teaching positions in the district’s schools within 5 years. The investigation utilized published literature and other archival data (e.g., scholarly papers presented at conferences) accessible to the public in the form of books, chapters in published books, journal articles, and scholarly papers presented at learned societies and associations. Two research questions guided the investigation. The first research question asked: What does the published literature and related archival data (e.g., available scholarly papers retrievable from sources such as colleges, universities, foundations, conferences, etc.) accessible to the public reveal about recruiting, hiring, and retaining teachers? Overall, the material collected and analyzed yielded abundant information. Much of the available information proved valuable because the material focused attention the “how-to-do-it” aspects of recruiting, hiring, and retaining quality new teachers. The second research question asked: Will information gleamed from an analysis of the published literature and other archival data (e.g., unpublished scholarly papers) lead to the development of foundational strategies for assisting school district officials in recruiting, hiring, and retaining new teachers for CPSD? It was possible to develop a model holding potential for improving teacher recruitment, hiring, and retention at CPSD. The model that was developed features seven foundational strategies that if implemented, hold potential for improving teacher recruitment, hiring, and retention at CPSD. The seven strategies are: (1) identify the vacancy and write the job description, (2) announce and advertise the teacher vacancy, (3) develop a customized application form, (4) paper screening process, (5) interviewing process, (6) salary and benefit package, and (7) induction and mentoring.