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Number of Colorado teaching graduates dips again, but pool getting more diverse

PHOTO: Nicholas Garcia
Freshmen at DSST Cole High School in Dexter Korto's morning advisory class look to the back of the class where English standards are posted.

From bad to worse.

That’s the top-level finding of a new report on the declining number of Coloradans completing traditional teacher preparation programs at the state’s colleges and universities.

For the sixth year in a row, fewer students are graduating with an education degree and heading into the classroom, according to a report issued jointly by the state departments of education and higher education.

Just 2,472 students graduated this spring with a degree in education. That’s down slightly from 2,529 the previous year. And unlike in years before where there were slight upticks in the number of students completing nontraditional teacher prep programs, that number was flat this year.

The decline in the number of Colorado college students leaving with a teaching certificate is not unique to Colorado. Across the nation, schools are grappling with teacher shortages, especially at the middle and high school level and with subjects such as math and science.

Rural schools here and across the nation are at an even greater disadvantage, according to multiple reports.

There is one glimmer of hope in the report for those advocating for greater diversity in front of the classroom. The makeup of individuals enrolled last year in traditional teacher prep programs was the most diverse since 2011. In total, 2,088 students of color were enrolled at a traditional teacher prep program last year. That’s about 21 percent of all students in such programs.

In an effort to increase the number of available teachers, colleges and school districts alike are creating new programs to attract incoming freshman and non-traditional candidates.

Beginning in 2017, freshmen entering the University of Colorado Boulder will have two new degree options — a bachelor’s degree in elementary education and a bachelor’s degree in leadership and community engagement. The latter was designed to attract students who believe teaching can make an impact in and out of the classroom, officials said.

The University of Northern Colorado, which continues to graduate the largest number of students with teaching degrees, is developing a new program to recruit and train students and current educators to teach in the state’s rural schools.

Denver Public Schools is also expanding a program that takes current teacher aides and puts them in front of the classroom after they’ve completed courses from Western Governors University, a nonprofit online university.

Fewer new teachers is just one of two major factors contributing to the teacher shortage. The other is the number of current teachers retiring or leaving the field. Some of the state’s most high-profile superintendents recently discussed that matter at an annual forum.

They said the public, lawmakers and their peers must restore respect to the profession, among other strategies, to keep current teachers in the field.

Newcomers

This mom came to the newcomer school ready to stand up for son. She left with a job.

PHOTO: Provided by Javier Barrera Cervantes
Charlotte Uwimbabazi is a bilingual assistant at the Indianapolis Public Schools newcomer program.

When Charlotte Uwimbabazi showed up at Indianapolis Public Schools’ program for new immigrants, she was ready to fight for her son. When she left that day, she had a job.

A native of the Congo, Uwimbabazi fled the war-torn country and spent nearly a decade in Cape Town, South Africa waiting for a new home. Last spring, Uwimbabazi and her four children came to the U.S. as refugees.

(Read: Teaching when students are full of fear: Inside Indiana’s first school for new immigrants)

When the family arrived in Indianapolis, Uwimbabazi’s youngest son Dave enrolled at Northwest High School. But he wasn’t happy, and a volunteer helping to resettle the family suggested he transfer to Crispus Attucks High School. When the school year started, though, Crispus Attucks turned him away. Staff there said he had been assigned to the newcomer program, a school for students who are new to the country and still learning English.

There was just one problem: Dave was fluent in English after growing up in South Africa. Uwimbabazi said it’s the only language he knows. So Uwimbabazi and her son Dave headed to the newcomer school to convince them he should attend Crispus Attucks.

That’s when Jessica Feeser, who oversees the newcomer school and programing for IPS students learning English, stepped in — and found a new resource for the district’s growing population of newcomer students.

Feeser immediately realized that Dave was fluent in English and should enroll in Crispus Attucks. Then, Uwimbabazi started talking with Feeser about her own experience. With a gift for languages, Uwimbabazi speaks six fluently, including Swahili and Kinyarwanda, languages spoken by many African students at the school.

“Where are you working right now?” Feeser asked. “Would you like a job here?”

Uwimbabazi, who had been packing mail, took a job as a bilingual assistant at the school. Her interaction with the district went from “negativity to positivity,” she said.

The newcomer program has seen dramatic growth in enrollment since it opened last fall, and it serves about three dozen refugee students. Students at the school speak at least 14 different languages. As the only staff member at the school who speaks Swahili and Kinyarwanda, Uwimbabazi is a lifeline for many of the African refugees it serves, Feeser said.

She works alongside teachers, going over material in languages that students speak fluently and helping them grasp everything from simple instructions to complex concepts like graphing linear equations, Feeser said. She also helps bridge the divide between the district and the Congolese community on Indianapolis’ westside, going on home visits to meet parents and helping convince families to enroll their children in school.

When students in the newcomer program don’t share a language with staff members, the school is still able to educate them, Feeser said. But it is hard to build community without that bridge. Uwimbabazi has played an essential role in helping the school build relationships with families.

“She believes that all of our families are important, and she’s working diligently to make sure that they feel that their voices are heard,” Feeser said. “It was a gift from God that she joined us.”

Trade offs

Indianapolis is experimenting with a new kind of teacher — and it’s transforming this school

PHOTO: Teachers and coaches meet at Indianapolis Public Schools Lew Wallace School 107.
Paige Sowders (left) is one of three multi-classroom leaders who are helping teachers at School 107.

Teachers at School 107 are up against a steep tower of challenges: test scores are chronically low, student turnover is high and more than a third of kids are still learning English.

All the school’s difficulties are compounded by the struggle to hire and retain experienced teachers, said principal Jeremy Baugh, who joined School 107 two years ago. At one of the most challenging schools in Indianapolis Public Schools, many of the educators are in their first year in the classroom.

“It’s a tough learning environment,” Baugh said. “We needed to find a way to support new teachers to be highly effective right away.”

This year, Baugh and the staff of School 107 are tackling those challenges with a new teacher leadership model designed to attract experienced educators and support those who are new to the classroom. School 107 is one of six district schools piloting the opportunity culture program, which allows principals to pay experienced teachers as much as $18,000 extra each year to support other classrooms. Next year, the program will expand to 10 more schools.

The push to create opportunities for teachers to take on leadership and earn more money without leaving the classroom is gaining momentum in Indiana — where the House budget includes $1.5 million for developing educator “career pathways” — and across the country in places from Denver to Washington. The IPS program is modeled on similar efforts in North Carolina led by the education consulting firm Public Impact.

At School 107, Baugh hired three new teachers, called multi-classroom leaders, who are responsible for the performance of several classes. Each class has a dedicated, full-time teacher. But the classroom leader is there to help them plan lessons, improve their teaching and look at data on where students are struggling. And unlike traditional coaches, they also spend time in the classroom, working directly with students.

As classroom leaders, they are directly responsible for the test scores of the students in their classes, said Jesse Pratt, who is overseeing opportunity culture for the district.

“They own that data,” Pratt said. “They are invested in those kids and making sure they are successful.”

At School 107, the program is part of a focus on using data to track student performance that Baugh began rolling out when he took over last school year. It’s already starting to bear fruit: Students still struggle on state tests, but they had so much individual improvement that the school’s letter grade from the state jumped from a D to a B last year.

Paige Sowders, who works with classes in grades 3 through 6, is one of the experienced teachers the program attracted to School 107. After 9 years in the classroom, she went back to school to earn an administrator’s license. But Sowders wasn’t quite ready to leave teaching for the principal’s office, she said. She was planning to continue teaching in Washington Township. Then, she learned about the classroom leader position at School 107, and it seemed like a perfect opportunity to move up the ladder without moving out of the classroom.

“I wanted something in the middle before becoming an administrator,” she said. “I get to be a leader and work with teachers and with children.”

PHOTO: Dylan Peers McCoy
The multi-classroom leaders meet regularly with teachers and district coaches to review data and plan lessons.

The new approaches to teacher leadership are part of a districtwide move to give principals more freedom to set priorities and choose how to spend funding. But those decisions aren’t always easy. Since schools don’t get extra funding to hire classroom leaders, Baugh had to find money in his existing budget. That meant cutting several vacant part-time positions, including a media specialist, a gym teacher and a music teacher.

It also meant slightly increasing class sizes. Initially, that seemed fine to Baugh, but then enrollment unexpectedly ballooned at the school — going from 368 students at the start of the year to 549 in February. With so many new students, class sizes started to go up, and the school had to hire several new teachers, Baugh said.

Some of those teachers were fresh out of college when they started in January, with little experience in such challenging schools. But because the school had classroom leaders, new teachers weren’t expected to lead classes without support. Instead, they are working with leaders like Sowders, who can take the time to mentor them throughout the year.

With teachers who are just out of school, Sowders spends a lot of time focusing on basics, she said. She went over what their days would be like and how to prepare. During the first week of the semester, she went into one of the new teacher’s classes to teach English every day so he could see the model lessons. And she is working with him on improving discipline in his class by setting expectations in the first hour of class.

Ultimately, Baugh thinks the tradeoffs the school made were worth it. The extra money helped them hold on to talented staff, and they have the bandwidth to train new teachers.

“If I’m a novice teacher just learning my craft, I can’t be expected to be a super star best teacher year one,” he said. “We learn our skill.”