As the student population in U.S. public schools becomes more diverse, with an increase of students of color and from low socioeconomic backgrounds, it is critical that the opportunity gaps in our education system are addressed to provide an equitable education for urban youth. To mitigate these gaps, there is a need for an experienced urban teacher workforce, but urban schools face staffing challenges that make this difficult. There is an exceptional need for Latina/o teachers, who demonstrate positive impacts on Latina/o students, the largest minority population nationwide, however, the retention rate amongst Latina/o teachers is lower than that of other demographics. This phenomenological qualitative research study explored the personal and professional factors that sustain Latina veteran urban teachers in a predominantly Latina/o school district through the development of testimonios. Data was collected through a survey, instructional documents, and interviews to produce the individual testimonios of each participant’s history as a Latina veteran urban teacher and a cross-case analysis of the participants’ shared experiences. The findings demonstrated that Latina veteran urban teachers possessed la chispa, the spark, for serving students who share their cultural and linguistic identity. These teachers ignited, fueled, and preserved their chispa through various personal and professional factors, including a commitment to serving urban students, a dedication to continuous professional growth, and the support from personal and professional networks. These findings can inform teacher preparation programs and school systems on how to prepare and sustain Latina teachers for long-term careers in urban education.

This study was designed to examine the responses of four veteran teachers with 15 or more years of teaching experience as they moved through a beginning technology staff development program. The purpose of the study was to examine what factors have caused some teachers to wait until mid-career to take a beginning course in computer technology, determine what veteran teachers feel are successful computer technology professional development strategies, and to examine the resulting changes that a veteran teacher makes in classroom computer use. The study followed teachers from pre-instruction to instruction to one month after the staff development using interviews, journals and e-mail questionnaires. Taking as a starting point change theory literature, a grounded theory of the Five Universes that influence veteran teachers was defined. The study concluded with eight recommendations for future technology staff development programs for veteran teachers.

Background: For decades, teacher shortages brought concern in educational systems throughout the United States. As more classrooms were left without teachers, prior researchers focused on strategies and policies to address the problem of teacher turnover and attrition. States such as Wisconsin had fewer qualified candidates to fill positions and saw a 35% decrease in teacher education programs in the past decade. Purpose: This study sought to examine how the induction process was related to teacher attrition for experienced or veteran teachers (five or more years of experience). In addition, the study sought to determine factors that contributed to professional satisfaction or dissatisfaction as related to teaching longevity. By examining these components collectively and including conversations with current teachers, the researcher presented a holistic view of why veteran teachers make the decision to leave the profession. Setting: Northeastern Wisconsin public school districts serving populations from kindergarten through 12th grades in urban, suburban and rural locations. Subjects: The participants were five veteran teachers with five or more years of experience who left the profession before retirement. Research Design: Qualitative phenomenological study Data Collection and Analysis: The participants were interviewed about their induction processes, professional satisfaction and professional dissatisfaction during their teaching careers. The data were analyzed for commonalities and emergent themes among the shared teaching experiences of the participants to determine the reasons they left the profession. Findings: Common themes were identified through the participants’ interviews. The findings showed the induction process for veteran teachers did not meet the needs of these participants. Further, professional satisfaction during their teaching careers were related to intrinsic motivating factors such as improving and aiding in student academic achievement, collegial support, and “making a difference.” The findings indicated the former teachers’ professional dissatisfaction stemmed from challenging behaviors, lack of support, overwhelming responsibilities, monetary deficiencies, and lack of respect for the profession. Conclusion: This study demonstrates that veteran teachers leave the profession as a result of a combination of challenges during their teaching assignments. The study also uncovered that the participants of this study contemplated their decisions to leave their positions years before actually departing the profession.

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