Research
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CERRA is invested in conducting research related to teacher recruitment and retention in South Carolina. These efforts include surveys, focus groups, interviews, literature reviews, etc. In addition to collecting data from various stakeholder groups, CERRA also provides relevant information obtained from other education agencies. Jennifer Garrett, CERRA's Coordinator of Research and Program Evaluation, is responsible for all of CERRA's research-related activities including the Annual Educator Supply and Demand Survey. She regularly evaluates the relevance and effectiveness of programs and services through ongoing data collection and analysis. Reports related to these program evaluation efforts are disseminated at various times throughout the year and available on the website. Below you will find a variety of reports and documents all containing information about teacher recruitment and retention in South Carolina. If you have a question about any of the links found on this page or would like to request additional information, please click on the box below and complete a Data Request Form. |
Jennifer Garrett, PhD COORDINATOR OF RESEARCH & PROGRAM EVALUATION |
Rural Teacher Recruiting Incentive
(Rural Recruitment Initiative)
Beginning in fiscal year 2016 (FY16), pursuant to Proviso 1A.73, CERRA (in collaboration with the SC Department of Education and the SC Education Oversight Committee) was charged with the responsibility of developing a program of teacher recruitment and retention incentives available to eligible public school districts. The proviso has been renewed each year through the present with some substantive amendments. Below are legislative reports submitted over the last five years detailing district incentives, disbursements and expenditures, and effectiveness data.
The Value of Teacher Forums in Establishing Teacher Leadership in the School Systems
CERRA's teacher leadership initiatives include the facilitation of the SC State Teacher Forum and the support of district forums. Dr. Suzanne Koty, who completed her dissertation, "Developing Teacher Leaders Through Professional Development Offered in a District Teacher Forum," in 2020, summarizes the value of forums in this white paper. Overall, the research supports teacher forums as a retention tool and a means to advance teacher within the profession. Below is the link to the white paper.
Exploring the Uniformity of South Carolina Teacher Vacancies: Policy and Practice Implications for Addressing the Teacher Shortage in South Carolina
CERRA recently partnered with the South Carolina Teacher Education Advancement Consortium Through Higher Education Research (SC-TEACHER) to produce a report focusing on teacher vacancies in the state. SC-TEACHER used data from CERRA’s Supply and Demand Survey, as well as demographic information and student achievement results collected from the SC Department of Education. Overall, the report concluded that school districts in rural areas and those with higher rates of poverty tend to have more teacher vacancies. Additionally, districts with greater teacher vacancy rates tend to have lower student achievement scores. Below are links to the full report and a one-page
fact sheet.
CERRA recently partnered with the South Carolina Teacher Education Advancement Consortium Through Higher Education Research (SC-TEACHER) to produce a report focusing on teacher vacancies in the state. SC-TEACHER used data from CERRA’s Supply and Demand Survey, as well as demographic information and student achievement results collected from the SC Department of Education. Overall, the report concluded that school districts in rural areas and those with higher rates of poverty tend to have more teacher vacancies. Additionally, districts with greater teacher vacancy rates tend to have lower student achievement scores. Below are links to the full report and a one-page
fact sheet.
Gathering Information on Teacher Departures: SC School District Protocols
For a number of years the Center for Educator Recruitment, Retention, and Advancement (CERRA) has been working closely with districts to better understand the reasons behind teacher departures. In May 2019, CERRA began an effort to identify the various methods districts are using to gather information about these departures. This report summarizes these findings, and outlines plans to continue exploring this topic during the 2020-21 school year.
For a number of years the Center for Educator Recruitment, Retention, and Advancement (CERRA) has been working closely with districts to better understand the reasons behind teacher departures. In May 2019, CERRA began an effort to identify the various methods districts are using to gather information about these departures. This report summarizes these findings, and outlines plans to continue exploring this topic during the 2020-21 school year.
SC Annual Educator Supply and Demand Survey
Since 2001, the Center for Educator Recruitment, Retention, and Advancement (CERRA) has administered the SC Annual Educator Supply and Demand Survey to all public school districts in the state. Once the information is submitted in the fall of each school year, CERRA compiles a statewide report summarizing data on teacher and administrator positions, hires, vacancies, and departures. This report is made available on our website in January each year.
Since 2001, the Center for Educator Recruitment, Retention, and Advancement (CERRA) has administered the SC Annual Educator Supply and Demand Survey to all public school districts in the state. Once the information is submitted in the fall of each school year, CERRA compiles a statewide report summarizing data on teacher and administrator positions, hires, vacancies, and departures. This report is made available on our website in January each year.
Retaining South Carolina Teachers Through National Board Certification
Since 2018, CERRA has released multiple reports related to classroom retention among National Board Certified Teachers (NBCTs) in South Carolina. All reports concluded that, over a five-year period, turnover rates of SC NBCTs were significantly lower than those of all teachers in the state. These studies show that National Board Certification is a proven strategy for keeping accomplished teachers in the classroom.
Since 2018, CERRA has released multiple reports related to classroom retention among National Board Certified Teachers (NBCTs) in South Carolina. All reports concluded that, over a five-year period, turnover rates of SC NBCTs were significantly lower than those of all teachers in the state. These studies show that National Board Certification is a proven strategy for keeping accomplished teachers in the classroom.
South Carolina Teacher Turnover Data
Teacher turnover rates are obtained from the District Report Cards produced each year by the South Carolina Department of Education. Figures presented reflect the most recent data available.
Teacher turnover rates are obtained from the District Report Cards produced each year by the South Carolina Department of Education. Figures presented reflect the most recent data available.
South Carolina Teacher Salary Information
Average teacher salary information is obtained from the District Report Cards produced each year by the South Carolina Department of Education. Figures presented reflect the most recent data available.
Average teacher salary information is obtained from the District Report Cards produced each year by the South Carolina Department of Education. Figures presented reflect the most recent data available.
Race and Gender Statistics of South Carolina Teachers
Demographic data are obtained from the South Carolina Department of Education's Office of Research and Data Analysis. Figures presented reflect the most recent data available.
Demographic data are obtained from the South Carolina Department of Education's Office of Research and Data Analysis. Figures presented reflect the most recent data available.
