There is no abstract available for this thesis.

What principles and techniques are used by teacher institutions in conducting a continually active program for the selective recruitment and retention of capable candidates entering teaching preparation programs? What problems arise in conducting such a program, to what extent is the character of the problems general to all teacher institutions, and to what extent are they related specifically to the administration, location, and the student body at each institution? To answer these questions will be the main purpose of this study. The second purpose of the study will be to find what aspects of the purpose of the study will be to find what aspects of the probable solutions to the problems as they are found at different institutions in the United States can be transferred to Norway.

The schools of California are faced with a serious teacher shortage. This shortage has been felt critically since the end of the second World War, and particularly on the elementary level. When the school population of the elementary level reaches the secondary level this some problem will become more critical at that level.

There is no abstract available for this dissertation.

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There is no abstract available for this thesis.

This creative project is Part I of a three part coordinated recruiting program for prospective industrial arts teachers. Part I consisted of a 35 mm slide series and an accompanying tape recording.The project included research on the processes of making a vocational choice. Particular emphasis was placed on why people choose teaching as a career. The conclusions drawn from this research was applied to the content of the slides and the dialog of the tape recording. Therefore, information regarding the industrial arts curriculum, advantages in teaching industrial arts, and an overview of the total curriculum for an industrial arts major at Ball State University was presented.This presentation was designed to provide insight into the pre-partition of becoming an industrial arts teacher so that this choice would be available to the individual when he is making a decision about an occupation.

The purpose of this study was to investigate recruitment practices used .in industrial arts education programs and to identify factors which influence students in deciding to prepare for teaching industrial arts. Findings led to these conclusions: 1. Teacher-respondents were mostly unaware of or apathetic to the -problem of recruiting for the future. 2. Teachers used three types of recruitment practices: (a) presentations about industrial arts teacher education; (b) motion pictures and slides on industrial arts; and (3) articles in periodicals written about teaching and college activities.

Decentralization of governance is one of the many reforms that has been undertaken by the Department of Education in the Republic of South Africa since the attainment of democracy in 1994. The concept of decentralisation originates from the belief that the state alone cannot control schools, but should share its power with other stakeholders, particularly those closer to the school, on a partnership basis (Marishane, 1999:78). The South African Schools Act (SASA) No 84 of 1996 mandates the establishment of democratic structures of school governance in all schools (RSA, 1996a, section 16). According to the South African Schools Act No 84 of 1996, School Governing Bodies have been mandated to be responsible for the recommendation of teachers for appointment through interviews. This study was conducted in the Libode District in the Eastern Cape. Libode is composed of rural villages which are characterised by poverty, a high rate of unemployment and illiteracy. Many schools in the Libode district of education are experiencing problems emanating from the recruitment of teachers carried out by the SGBs. Interviews conducted by the SGBs are more often than not nullified and the selection and interview processes have to be repeated. They (SGBs) fail to defend their recommendations with valid facts when challenged by union representatives or by candidates themselves. The major concern of this study is to investigate the stakeholders' perceptions of the involvement of school governing bodies in the appointment of teachers in Libode district. A qualitative approach was employed for this research study. Purposive sampling was used for sampling the schools from which interviewees were selected. There were 14 respondents in the sample. Three (3) school principals , three teachers, three (3) teacher candidates, one SADTU teacher, one NAPTOSA teacher, two (2) SGB parents from the parent component and two (2) circuit managers were interviewed. The case study research design was employed to explore the perceptions of the stakeholders regarding teacher appointments. This research employed three data collection techniques, namely semi-structured interviews, documents analysis and observations. The main findings of this study reveal that the involvement, or participation, of the SGBs (parent components) in the recruitment of teachers is the source of conflict and disputes. The SGBs lack capacity, capacity to draft criteria for shortlisting qualified teachers, and capacity to conduct interviews properly and fairly. Findings suggest that problems still exist around SGBs' knowledge of Policies and Acts that enshrine procedures pertaining to teacher recruitment. In conclusion, from the findings, it appears premature for the system to mandate this professional function of teacher recruitment to the office of the SGBs.

For the past 25 years, many high schools have taken several different approaches to educating students. These changes have been based on the conditions that we find many of our high schools in across the nation, particularly in our high poverty, urban areas. Crime is on the rise, drop out rates are at an all-time high, students are leaving high school with test scores that quite simply embarrass our nation as a whole, and many, if not most of our students in overcrowded high schools, (some topping 5,000 students) are making it through their four years without much true contact with a meaningful adult. Many families, educators, researchers, non-profit organizations, school districts, states, and even some governmental agencies have teamed up to try to find solutions to our students not being adequately prepared for college or the work force. Several high schools across the nation have taken one of many innovative approaches to educating students. These include, but are not limited to, charter schools, Schools-within-a-school models, the Big Picture Schools model, the Coalition of Essential Schools model, the America's Choice model, alternative schools, focus or theme-based schools, and small learning communities. Statistics have shown that these types of schools are making positive strides in educating high school students as well as preparing them for the work force and making them productive members of society. This study takes an in-depth look at several small high school models of choice. In addition, the researcher looks at teachers and at some of the reasons why they chose to work at a small innovative high school. The themes that emerged from the data were used to develop a profile of those teachers. Moreover, a list of recommendations is given for administrators who may be interested in recruiting teachers for a small school of choice.