Get a holistic understanding of challenges and compliment interviews with additional sources of qualitative and quantitative data.

Build this holistic view with additional quantitative evidence, as well as factual information about the state of educator talent with a school or school system. This will compliment the qualitative evidence from interviews to help your team understand the pain points and opportunities around the professional role of educators.

Consider gathering:

• Human resources data about teacher hiring and retention
• Educator salary information (can be aggregated to protect anonymity), ideally with information about experience and credentials
• Exit interview or survey data about teachers who have left the school or school system (for example, see the SBOE 2020 D.C. Teacher Attrition Survey or the latest OSSE data on educator retention)
• Current information about career pathways and leadership opportunities for educators
• Information on existing professional development programs, their utilization, and impact
• Surveys on educator satisfaction, engagement, and attitudes (such as TNTP Insight)
• Wherever possible, all of this data should be disaggregated by demographic subgroup in order to understand the experience of BIPOC educators
• Student survey data, student retention
• Student academic data

AVOIDING COMMON PITFALLS

• Make sure not to limit your sources of evidence to only quantitative data, without interviews.
• Be wary of using only aggregated data—be sure to disaggregate by relevant demographic information, as well as important factors like length of time spent teaching.

Learning standards: TTP1, TTP2