Build an after-school/out-of-school-time pipeline into teaching to diversify the teacher workforce¶

Strategy · All strategies
Evidence · no claims cited

Description¶

The brief proposes recruiting and preparing staff with experience in after-school or out-of-school time (OST) programs to enter teaching, calling this an "underutilized strategy" and a "potentially high-leverage pipeline of teachers of color." It details three moves: allocate resources for recruitment relationships between nontraditional preparation programs and OST providers; increase scholarships, loan forgiveness, and tuition reimbursements for candidates with OST experience, focused on candidates of color and GYO participants; and adopt statewide guidelines and supports for nontraditional pathways including licensure test preparation and at least one year of mentor-teacher support and coaching before participants become teachers of record.

Design Implications¶

Context¶

Requirements¶

• States must both increase targeted recruitment of after-school/OST staff and structure preparation programming to draw on this group's experiences while enrolled

Constraints¶

• North Carolina currently lacks several supporting conditions: no targeted scholarships or loan forgiveness, and no program approval standards compelling programs to recruit and graduate candidates of color

Target Learners¶

• after-school and OST program staff
• teacher assistants and paraprofessionals
• candidates of color entering teaching

Target Learning Goals¶

• increasing the racial diversity of the teacher workforce
• supporting nontraditional entry into teaching

Affordances¶

• Six Strategy Educator Diversity Policy Framework

Claims¶

Related Strategies¶

• Build an after-school/OST-to-teaching pipeline to recruit teachers of color
• Develop high-retention pathways — Grow Your Own programs and teacher residencies — to build and diversify local teacher supply
• Grow-your-own teacher training programs targeting community members facing certification and career-change barriers
• Grow-your-own and recruitment initiatives: alternative programs, Minority Serving Institutions, high-school pipeline programs, and district human-capital efforts to diversify the teacher workforce.
• Build a diverse teacher pipeline through Grow Your Own grants, teacher academies, scholarships, MSI investment, and residency pathways
• Multi-pronged state investments to diversify and retain the educator workforce
• Six state-level strategies for increasing the racial diversity of the educator workforce

Examples¶

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Key Sources¶

• EdTrust. (2022). Educator Diversity State Profile: NORTH CAROLINA. https://eric.ed.gov/?id=ED622852