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Educator Research and Impact

The Educator Research and Impact team supports the intentional implementation of the department's Strategic Plan related to developing a strong, diverse pipeline of high-quality educators by conducting research, developing and disseminating workforce data metrics, preparing reports and delivering presentations for various Educator Talent strategic initiatives. They work collaboratively with other teams in the department and externally with districts, BOCES, educator preparation providers, the Colorado Department of Higher Education and partner research organizations to provide transparency to pipeline issues including recruitment, preparation, employment, performance and retention.


News and Updates

Educator Workforce Communities of Practice Launching in January 2022

A strong educator pipeline that can prepare, recruit, and retain high-quality and diverse educators is essential for improving student success. However, many Colorado districts currently experience teacher shortages and high turnover. To address this challenge, CDE and the Region 12 Comprehensive Center are launching an online “community of practice” initiative in 2022 for K-20 peer teams to engage in collaborative analysis, discussion, planning, and action to improve educator preparation, recruitment, hiring, diversity, and retention. Discussion will center around the new customized geographic information system (GIS) map that links together district educator shortages, educator preparation program enrollment and completion, district retention and attrition, and other contextual economic data (e.g., median local income and employment rates) can help.

We're seeking participation from leaders, key staff, and stakeholders from a variety of organizations, including:

  • School districts & charter schools
  • Traditional & alternative teacher prep programs
  • BOCES
  • State offices (CDE, CDHE, CDLE, etc.)
  • Advocates (CEA, TEACH Colorado, etc.)

Working in small, cross-agency teams organized by region or context, participants will meet online once a month from January to June for 90-minute, facilitated meetings (with additional inter-session supports) to:

  • Analyze local educator workforce data and identify shared challenges and opportunities. Teams will have free access to a new online, interactive tool that provides relevant data at district, county, and statewide levels.
  • Engage in collaborative peer conversation and learning from subject-matter experts.
  • Design and implement region-specific action plans based on local needs and goals, focusing on policies and practices that are data-driven, equity-focused, and built for sustainability

Learn more and sign up here!


Educator Workforce Data, Tools and Research

A key initiative of the Colorado Department of Education's Strategic Plan is to develop a strong pipeline of high-quality educators due to strong evidence showing that teachers have a bigger impact on student performance than any other school-based factor and that the number one reason teachers leave is lack of support by a high-quality principal. The Educator Talent Division develops, deploys, and supports talent management and human capital development strategies for districts and schools to ensure that every school has effective educators to provide the opportunities and support students need to succeed. A critical aspect of the Division's work is monitoring and making transparent an array of indicators and how they intersect with and influence each other. Maintaining a highly-qualified, diverse educator workforce is complex and requires collecting, analyzing and questioning multiples sets of data.


 

EPP Dashboard Screenshot

Educator Preparation Program Report

The realization of a strong pipeline of high-quality and diverse educators is, in part, dependent upon a knowledgeable and skilled educator workforce emerging from Colorado's educator preparation programs. The Colorado Educator Preparation Programs report (EPP Report) provides information about the effectiveness of programs that train teachers, principals and special services roviders in our state. Detailed information about educator preparation program enrollment and completion as well as employment, employment context, performance and retention of new teachers in Colorado from 2013-2014 to the most recent academic year available, varying by metric, is available in the interactive EPP Report dashboard.

View the EPP Report site


 

Educator Shortage Survey Screenshot

Educator Shortage Survey

Each year, Colorado school districts must fill open teacher, principal, special services provider, and paraprofessional positions. Hiring qualified candidates is particularly challenging in certain content areas and roles and/or geographic locations, such as rural and remote rural districts. Annually, the Division surveys all school districts and BOCES to identify the number of positions filled by specific shortage mechanisms (including hiring long-term substitutes, retired educators, alternative licensure program candidates and emergency authorization holders), the number of positions that went unfulfilled and recruiting strategies used. An interactive dashboard maps the results of the Educator Shortage Survey for each school district in the state. Shortage data are provided separately for each teacher, special services provider (SSP), building leadership (principal/assistant principal) and paraprofessional positions. Data are also presented by teaching subject area, SSP type and rural designation.

View the Educator Shortage Survey site


 

Colorado Educator Workforce GIS Screenshot

Colorado Educator Workforce Geographic Information Systems Maps

One prong in the Division's effort to address the statewide educator shortage and visually present workforce data from multiple sources is the recently released Colorado Educator Workforce Geographic Information Systems (GIS) Maps. The GIS maps have been created to simultaneously present several education datasets (including school and district staff employment, shortage areas, turnover, working conditions, grant funding, performance indicators and P-12 student demographics) and economic data (including unemployment rates and median local income). Visually presenting these datasets by district and school via Colorado "heat maps" provides a strong picture of the complexity of and variation in educator workforce issues. Watch this brief video to learn what GIS maps are and how they can be used in the context of educator shortages. Then, access the current version of the strong>GIS map here. dditionally, you may strong>sign up for ongoing support with a community of practice on strengthening the educator workforce pipeline and reducing talent shortages facilitated by national experts.

A recently published Colorado Bright Spots report highlights districts and schools in Colorado successfully retaining teachers through effective strategies in schools with high-need populations and geographic factors associated with lower retention rates. dditional workforce resources are available on the GIS Map Exploration webpage.

View the Colorado Educator Workforce GIS maps


 

EE Metrics Image

Educator Effectiveness Metrics

Colorado teachers and principals must be evaluated based on statewide Quality Standards defining what it means to be an effective teacher or principal and measures of student learning. Released annually, the Educator Effectiveness (EE) Metrics reflect performance evaluation ratings for teachers and principals for at least the three most recent years for which CDE has data. There are four publicly reported metrics for teachers and principals: Overall Effectiveness Ratings, Quality Standard Ratings, Alignment and Gap Analysis.

The State Board of Education approved revised Teacher Quality Standards and Principal Quality Standards and the department implemented revisions to the State Model Evaluation System scoring processes between 2017 and 2019. Evaluation ratings on the revised evaluation systems must be reported separately from evaluation ratings on the former systems. As such, the Educator Effectiveness Metrics for evaluations conducted using the revised frameworks are displayed on EducatorView while the metrics for evaluations conducted using the former frameworks remain on SchoolView Data Center.

View the EE Metrics site


 

Click here to go to the EE assurances webpage.

Educator Effectiveness Assurances

The assurances for educator evaluation systems are intended to ensure that school districts and BOCES across Colorado implement written evaluation systems that are aligned with Senate Bill 10-191 and the State Board Rules for the Evaluation of Licensed Personnel. he department has ollected assurances from all districts and employing BOCES indicating how licensed personnel in their district or BOCES are valuated since the 2013-2014 school year. Starting with the collection of assurances for the 020-21 school year, assurances include: (1) the educator evaluation model used to evaluate teachers, principals, and all nine categories of SSPs; (2) for those educators evaluated using the state model evaluation system, the weights assigned to the four professional practices quality standards defined in rule; (3) the implementation of the Advisory Personnel Performance Evaluation Council (also referred to as the 1338 Committee); and (4) the date by which all educators will be trained on the system that will be used for their evaluation.

View the EE Assurances site


Evaluation Reports of Educator Recruitment and Retention Efforts

In response to the teacher shortage in Colorado, the legislature has created a number of grants and programs designed to help recruit and retain teachers. To monitor the progress of legislative efforts to address the teacher shortage, Educator Talent releases annual progress evaluations for the following grants and programs:

Additional Research and Tools

  • In collaboration with research partners at the University of Colorado Denver's School of Education and Human Development, a study was undertaken in spring 2020 to investigate challenges teachers faced with the sudden switch to remote learning during the Coronavirus disease pandemic (COVID-19). Remote learning presented many new challenges for K-12 teachers and presented some unique challenges for different content areas and grade levels. Read results of a study that found (1) areas expected to present challenges that did not, (2) challenges that surfaced for teachers regardless of the grade level or content they taught, and (3) challenges that were experienced differently by teachers within educational levels and/or content areas.
  • In collaboration with REL Central, educator retention, mobility and attrition were analyzed to better understand the extent to which characteristics of teachers and school and district leaders and characteristics of the schools in which they work are associated with their job mobility. The following reports describe findings based on data from the 2015-16 to 20180-19 school years:
  • Educator Talent has partnered with TEACH Colorado to provide Colorado-specific information for prospective teachers to explore a teaching career, including step-by-step instructions for obtaining the preparation necessary to become a Colorado teacher.
  • Educator Turnover Rates and Other Colorado Staff Data: Staff turnover data are important to consider because of the costs to fill positions and because of the loss overall in the workforce when educators leave the profession. Teacher, principal and special services provider turnover rates are produced for all districts annually, along with staff diversity and salary. Visit CDE's School District Staff Statistics webpage for more information.
  • Teaching and Learning Conditions in Colorado (TLCC) Survey: The TLCC is a statewide, confidential survey intended to support school, district, and state improvement planning, as well as research and policy. An interactive report showing TLCC survey results for schools and districts across the state is available on the TLCC Survey webpage.

Questions?

Contact Carolyn Haug, director of Educator Research and Impact, at haug_c@cde.state.co.us.