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New Survey Tool to Help Education Leaders Gather Information on Teacher Data Use

Guide cover: Guide to using the Teacher Data Use Survey

Education leaders across the nation have a new tool for strengthening teaching and learning. REL Appalachia is pleased to announce the release of the Teacher Data Use Survey (TDUS), a tool designed to help education leaders understand how teachers use data in their classrooms and what kinds of supports are needed to promote effective data use.

The three versions of the survey allow education leaders to gather information on teacher data use from three sources: teachers, instructional support staff, and administrators. The survey can also be customized to show how teachers use different types of data, such as state, local, and personal data. This allows the survey to provide a full picture of data use that reflects individual school and district needs and contexts.

The surveys, administration manual, and reporting tools are available for public use, free of charge.

Teacher Data Use Survey Infographic  Page 1 of TDUS Sample Dashboard Report
Click here to see the full infographic and learn about the survey and tools. See a survey sample dashboard report and download the reporting tool.

Upcoming Webinar Series on the Survey and Manual

Event Flyer: Webinar Series on the Survey and ManualREL Appalachia is holding a four-part webinar series on the implementation and use of the TDUS and manual starting October 14. The series is designed to introduce participants to the survey and equip them to administer and apply it in their schools and districts.

Review the webinar schedule and register here.

 

 

New Study Highlights Issues with Educator Turnover in West Virginia’s Public Schools

1-Page Summary: Retention, attrition, and mobility among West Virginia teachers and administrators

REL Appalachia partnered with the West Virginia School Leadership Research Alliance to study retention, attrition, and mobility rates among teachers and administrators in the West Virginia public school system. The analyses are based on personnel data from the West Virginia Department of Education for 2008/09–2012/13 and district information for the same years from the National Center for Education Statistics Common Core of Data. The study describes average retention, attrition, and mobility rates and how these rates varied by teacher or administrator  characteristics and by district characteristics. The report also provides average rates for each district in the state. The report, Retention, attrition, and mobility among teachers and administrators in West Virginia found that:

  • Infographic: Teacher and administrator attrition and mobility in West VirginiaOn average, about 90 percent of classroom teachers and 88 percent of administrators stayed in the same West Virginia school district from one year to the next.
  • At the same time, nearly one-third (32.0 percent) of beginning teachers left the system within four years.
  • Administrator turnover was higher than teacher turnover, especially in rural districts.
  • Both teacher and administrator turnover rates were higher in rural, high-poverty districts.

“This report highlights a huge priority for West Virginia right now, which is ensuring equitable access to high-quality teachers and leaders in every county in the state,” said Dr. Michael Martirano, West Virginia superintendent of schools. “Losing 10 percent of teachers equates to 2,000 West Virginia teachers each year. That number has increased since 2013, and is higher in certain parts of the state.  We hope to use this report as a basis for discussing how West Virginia can get serious about improving teacher and administrator recruitment and retention.”

While the report suggests that the West Virginia educator workforce is relatively stable, policymakers may wish to consider:

  • Policies to improve retention of newer teachers.
  • Strategies for retaining personnel in school districts serving a high proportion of low-income students.
  • Initiatives that districts with high attrition and mobility rates might use to improve recruitment and retention.