1 Chapter Three OVERVIEW OF CURRENT SCHOOL ADMINISTRATORS The first step in understanding the careers of school administrators is to describe the numbers and characteristics of those currently filling these positions. We looked at the numbers and, in particular, at salary, age, experience, gender, and race/ethnicity. Our overview is based on a literature review and data analyses; it indicates whether the characteristics of administrators have changed in ways that might raise concern about the labor market for school administrators. This chapter begins with a discussion of how many school administrators there are in the United States. We then discuss the earning and demographic characteristics of school administrators and how these have changed over time. NUMBER OF ADMINISTRATORS National data provide comprehensive information on principals and, to a lesser extent, superintendents. National-level information on other administrative positions 1 is, however, not available. Figure 3.1 summarizes what we know about the number of people within the administrative career field in both the private and the public sectors. 2 Our counts for principals are accurate, but our counts for superintendents and other administrators are not, because there is no comprehensive national survey similar to the Schools and Staffing Survey (SASS) for these positions. To facilitate discussion, the figure also shows the number of teachers in both sectors. Figure 3.1 clearly shows that school administrators are a small group compared to teachers. The number of principals is only 2.5 percent of the number of teachers in public schools and 6 percent of the number of teachers in private schools. The number of all administrators (principals, superintendents, and other administrators) is 1 This category includes assistant principals and assistant superintendents, district administrators, regional office staff, deans, and other central office staff such as business managers. It does not include subject area coordinators and other certified school staff such as counselors and nurses. 2 The italicized numbers reflect rounded estimates. The estimate for superintendents is based on information from the American Association of School Administrators (AASA) (Glass, Bjork, and Brunner, 2000). For other administrators, the estimates are much rougher and represent an extrapolation based on the SASS-reported number of teachers and principals in which relationships between the numbers of teachers, principals, and other administrators observed in the state of Illinois were used. The percentages are also consistent with education workforce data from the state of New York when we impose similar definitions of administrative positions. 11
2 12 Who Is Leading Our Schools? Administrative Career Field Principals Public 83,909 Private 26,231 Teachers Public 3,004,611 Private 449,057 Superintendents Public 14,000 Private n/a Other Administrators Public 111,000 Private 27,000 NOTE: Numbers for principals and teachers are from SASS; other numbers (italicized) are rounded estimates. Figure 3.1 Number of School Administrators, percent of the number of teachers in public schools and 12 percent in private schools. OVERVIEW OF PRINCIPALS Table 3.1 describes all principals. 3 In , there were about 110,000 principals, 76 percent of whom worked in public schools. 4 School administration was not a rapidly growing career field in the late 1980s and 1990s. Between and , the number of principals grew by over 7 percent for public schools and by over 3 percent for private schools. However, these national averages obscure substantial regional and sectoral differences. As Table 3.2 shows, the public sector saw growth in each region, but the growth was substantially higher in the West. The private sector saw declines in the number of principals in the Northeast and Midwest, and increases in the South and West. Elementary school principals made up a majority (58 percent) of public school principals but only 32 percent of private school principals (see Appendix A, Tables A.4 3 When we speak of public school principals, we are including principals of charter and Bureau of Indian Affairs (BIA) schools. 4 The SASS contains rich information on our nation s principals, including information linked to data on the school and district in which principals serve. Detailed information on the survey, sources of information, and our data analysis are in Appendix A.
3 Overview of Current School Administrators 13 Table 3.1 Description of All School Principals, Public Private Number of principals 83,909 26,231 Average age Average annual salary a $66,487 $41,656 Average years of experience as principal Average years of teaching experience Percent women Percent minority SOURCE: SASS. a In real 2000 dollars. Table 3.2 Growth in Number of Principals by Census Region, Census Region Public (%) Private (%) Northeast Midwest South West Total SOURCE: SASS. and A.5). A majority (57 percent) of private school principals worked in combined schools (i.e., K 8 and K 12 schools) compared with only 8 percent of public school principals. Middle school principals represented 14 percent of public school principals but only 1 percent of private school principals; and high school principals made up 20 and 10 percent of public and private school principals, respectively. In , there were 988 charter school principals, and their characteristics as a group differed markedly from those of all public school principals, as reflected in Table 3.3 and discussed below. 5 Table 3.3 Description of Charter School Principals, Charter Number of principals 988 Average age 48.3 Average annual salary a $53,920 Average years of experience as principal 6.9 Average years of teaching experience 12.0 Percent women 54.0 Percent minority 29.4 SOURCE: SASS. a In real 2000 dollars. 5 Highlighted differences between all public school principals and charter school principals are significant at the 5 percent level.
4 14 Who Is Leading Our Schools? SALARY Principals Compensation has more than kept pace with inflation since After we adjusted for changes in the consumer price index (CPI), 6 the average salary of public school principals was seen to have increased by 9 percent and the average salary of private school principals by nearly 40 percent. Despite the higher rate of salary growth in the private sector, public school principals still earned substantially more than private school principals did (on average, just over $65,000 per year, versus $40,000 for private school principals). The average salary of charter school principals (see Table 3.3) was just under $54,000 and was substantially lower than the average public school salary of over $66, Assistant principals earned slightly less than principals did. A survey by the Educational Research Service revealed that the average annual salaries for assistant principals were $56,306 in elementary schools, $59,238 in middle schools, and $62,691 in high schools in These are 15 to 19 percent lower than the average salaries reported for principals by grade level (Educational Research Service, 2002). The survey found that the rates of salary growth for assistant principals were similar to those for principals over the past 10 years. Superintendents The estimated average salary for all superintendents for was $118,811, and that increased to $121,794 in Adjusted for inflation, the average superintendent salary has increased by 14 percent since (Educational Research Service, 2002). Salaries offered to superintendents of major urban school districts in ranged from $113,000 to $298,000, with an average of $165,144. In addition, most principals of major urban districts earned bonuses, pay-for-performance supplements, and other benefits, with an average value of $44,954 per year (Council of the Great City Schools, 2001). Other district-level administrators earned less than superintendents did but typically more than principals did. The average salary in for deputy or associate superintendents was $104,048; for assistant superintendents, it was $94,137. Average salaries for other administrators (e.g., finance and business, public relations, and staff services) ranged from $65,505 to $82, To adjust the salary figures for different years, we used the CPI inflation adjustment calculator available at 7 For information on average principal salary by grade level, see Table A.4 in Appendix A.
5 Overview of Current School Administrators 15 AGE AND EXPERIENCE Principals As indicated in Table 3.1, the average principal is in his or her late 40s, and between 1988 and 2000, that average age increased slightly from 47.8 to 49.3 in the public sector and from 46 to 49.9 in the private sector (see Appendix A, Table A.2). Except in the case of private middle schools (a small group, for which the average age of principals is very high), there appears to be little difference in the average age of principals in schools serving different grade levels (see Appendix A, Tables A.4 and A.5) or in charter versus other public schools (see Appendix A, Table A.2). These averages conceal the fact that the age distribution of principals in the public sector differs in interesting ways from that in the private sector. 8 Figures 3.2 and 3.3 illustrate this point. Whereas private school principals appear to be distributed fairly evenly across a wide age range, from 35 to 65, a majority (53 percent) of public school principals fall in the 10-year window from 46 to 55. Another striking difference is that only 17 percent (a small proportion) of public school principals are over age 55, compared with 27 percent of private school principals. These differences in age distribution between the public and private sectors suggest some potentially important differences in principal careers for the two sectors that are worth exploring in greater detail. For example, private school principals may be more likely than their public school counterparts to enter the principalship at earlier ages and to retire or leave the principalship later in life. Such differences would not be surprising, given differences in the retirement incentives of public relative to private school principals, as well as differences in the recruitment strategies of the two types of schools. It may also be that public principals are retiring into the private sector. Further exploration of these issues at the state and local levels can provide insights useful to policymakers. Figures 3.2 and 3.3 also suggest that the age profiles of both public and private school principals shifted between and In the public sector, the shift increased the concentration of principals in the 46 to 55 range and diminished the representation of younger individuals, particularly those between 40 and 45. In the private sector, similar shifts diminished the representation of younger individuals. Such a shift in age distribution could be caused by a spike in hiring during a certain period in the past and the aging of that cohort of principals. However, examination of the age distribution of new principals which we define as those with three or fewer years of experience revealed that the age increases were not simply due to the aging of a particular cohort. In , the average age of new principals was 43 for public schools and 42.5 for private schools. By , it had increased to over 45 in public schools and to over 44 in private schools (see Appendix A, Table A.6). 8 See Appendix A for a detailed discussion of the differences in the age distribution.
6 16 Who Is Leading Our Schools? Percentage Age Figure 3.2 Age Distribution of Public School Principals Percentage Age Figure 3.3 Age Distribution of Private School Principals
7 Overview of Current School Administrators 17 Between and , the proportion of new principals under 40, 45, and even 50 years of age decreased markedly in the public sector. Whereas 38 percent of new public school principals were 40 or younger in , by , only 12 percent were. A similar but less dramatic shift in age distribution occurred for new private school principals as well. Information on the distribution of principals experience as a principal suggests that the increase in age among private but not public school principals stems from a tendency to stay on the job longer. Figures 3.4 and 3.5 illustrate that private school principals were more experienced in than in , and that public school principals were less experienced. To put it another way, the increase in age witnessed in the 1990s brought with it an increase in experience among private but not public school principals (see Appendix A for more details). Overall, the data suggest that principals are an aging population. But although the age increase shows up in both the public and the private sector, it appears to take a different form in each sector. We found that both types of schools were hiring increasingly older new principals. In the public sector, principals tended not to remain in the principalship much beyond age 55, suggesting that those who enter the position later in life have shorter administrative careers. In the private sector, however, it was far more common for principals to stay on the job to age 60 or Percentage Years of experience as a principal Figure 3.4 Experience Distribution of Public School Principals
8 18 Who Is Leading Our Schools? Percentage Years of experience as a principal Figure 3.5 Experience Distribution of Private School Principals It is also worth noting that the average charter school principal had two fewer years of both teaching experience and experience as a principal compared with public school principals generally. Moreover, nearly 50 percent of charter school principals were new by our definition (having three or fewer years of experience), whereas only 30 percent of all public school principals were. Superintendents The American Association of School Administrators (AASA) survey of superintendents confirms that the school administrative workforce is aging in this position as well. The median age of superintendents responding to the survey was 52.5 the oldest median age ever recorded in the survey, which is conducted approximately every 10 years. This increase in age was particularly striking in the smallest districts. 9 9 The survey report divides districts into categories based on student enrollment. Group A comprises districts with enrollments over 25,000; group B, districts with enrollments between 3,000 and 24,999; group C, districts with enrollments between 300 and 2,999; and group D, districts with enrollments under 300.
9 Overview of Current School Administrators 19 These individuals bring with them a good deal of experience in the superintendency an average of 8.75 years (Glass, Bjork, and Brunner, 2000), which is similar to the average tenure in 2000 of chief executive officers (CEOs) seven years (Neff and Ogden, 2001). The corporate world appears to differ from the school administrative field in terms of senior managers age, however: the average age of corporate CEOs declined from 59 in 1980 to 56 in 2000 (Neff and Ogden, 2001). GENDER AND RACE/ETHNICITY Principals The education literature has paid substantial attention to the gender composition of principals because of concerns that the proportion of female principals is low relative to that of female teachers (Hammer and Rohr, 1994; Bell and Chase, 1993; Biklen and Brannigan, 1980; Joy, 1998; Riehl and Byrd, 1997). In , 44 percent of all public school principals were women (see Table 3.1), up from 35 percent in and from 25 percent in (see Appendix A, Table A.2). At 54 percent, women were well represented among charter school principals in (see Table 3.3), but men still made up a majority of the secondary school principals in both the public and the private sector (see Appendix A, Tables A.4 and A.5). As noted earlier, high school principals are the most highly paid. In , women made up 55 percent of public elementary school principals but just 21 percent of public high school principals (Appendix A, Table A.4). In private schools, women made up a majority of all elementary and combined school principals and were 38 percent of high school principals (Appendix A, Table A.5). Given that women have been making up an increasingly greater portion of the teaching force, 10 researchers have been emphasizing the fact that the average male teacher is still much more likely than the average female teacher to become a principal (Riehl and Byrd, 1997). The representation of women in was substantially higher among new principals (those with three or fewer years of principal experience). When only public schools were considered, 54 percent of new principals were found to be women; for private schools, well over half (60 percent) were (Appendix A, Table A.6). Compared to changes in the gender composition of school principals, changes in the racial/ethnic mix were more limited. We found that only a small proportion of principals were members of an ethnic/racial minority, particularly compared to the proportion of minorities in the student population. Minority representation was higher in the public than in the private sector. Nearly 18 percent of public school principals were members of a racial/ethnic minority, compared with 11 percent of private school principals (see Table 3.1). However, in charter schools, 29 percent were members of racial/ethnic minority groups (see Table 3.3). 10 According to the SASS, 74.9 percent of teachers in public schools are female (standard error of 0.3 percent), and 76.1 percent of teachers in private schools are female (standard error of 0.5 percent).
10 20 Who Is Leading Our Schools? We analyzed data to determine whether there was salary discrimination based on gender or race/ethnicity in school administration (see Appendix B). The analysis entailed examining the relationship between salary, school characteristics, and individual characteristics of principals. We found that gender was not related to salary in the public sector after we controlled for other factors, which suggests that females receive comparable pay for comparable work in the public sector. However, our private sector regression revealed that female principals earned nearly $6,000 per year less than their male counterparts in that sector (after accounting for other factors). We found that race was not related to salary in either sector, except in the case of Native American principals, who, in public schools, earned nearly $3,000 per year less than white principals did. 11 Superintendents During the 1990s, female and minority representation increased among superintendents as well. The 2000 AASA survey (Glass, Bjork, and Brunner, 2000) indicates that women made up 13 percent of superintendents in 2000, double their proportion in the 1992 survey. According to the 2000 survey, 5.1 percent of superintendents were members of a racial/ethnic minority, and the number of minority superintendents had increased by over 30 percent since Minority superintendents were found to be much better represented in the largest districts (those with enrollments over 25,000), where they accounted for 23 percent of all superintendents. Overall, the survey suggests that most minority superintendents serve in either large urban districts or rural districts. 12 Another survey, of the superintendents of districts that are part of the Council of the Great City Schools, revealed that as of 2000, a majority of these superintendents were members of a racial/ethnic minority (37.5 percent African American and 14.3 percent Hispanic) and over 30 percent were female (Council of the Great City Schools, 2001). QUALITY One of today s concerns is that schools are not or will not be able to find well-qualified people to assume administrative positions. Unfortunately, there is little information for evaluating the overall quality of school administrators in any systematic way. For example, there is no database of principal performance evaluations that would allow performance trends to be tracked. It might be possible to measure student test score growth and attribute that to the quality of the principal, but countless confounding factors make this approach difficult on a practical level and of questionable validity on a theoretical level. Current efforts by the Education Testing Service and the Council of Chief State School Officers to define and measure the 11 This is a change from , when, compared to white principals, black principals earned nearly $1,800 per year more and Hispanic principals earned $1,300 less. The difference between white and Native American principals was not significant. 12 However, the survey sample was not nationally representative. Because it oversampled large (and therefore more-urban) districts, the proportions of women and minorities may be higher in this sample than they would be in a national average. The reported survey results were not weighted.
11 Overview of Current School Administrators 21 required competencies of school administrators may make it possible to consider the issue of quality more fully in the future. 13 Analyses that try to address the issue of quality typically look to certification or educational attainment as a measure, or they simply rely on the perceptions of superintendents or district hiring offices. As discussed by Roza et al. (2002), certification and educational attainment are the characteristics emphasized by district hiring offices, but they are poor proxies for the political and leadership skills superintendents claim principals need. The empirical evidence based on perceptions of quality raises some cause for concern. For example, two-thirds of respondents to a 1998 survey of 3,000 elementary and middle school principals expressed concerns about public education s ability to attract quality people to the principalship in the future (Doud and Keller, 1998). And a survey of superintendents about the hiring of principals echoes these concerns (National Association of Elementary School Principals and National Association of Secondary School Principals, 1998). The latter survey found that about half of the superintendents who had recently filled principal vacancies felt there was a shortage of qualified candidates. However, the respondents also indicated satisfaction with the individuals they hired and reported that the new principals had proved to be adequately prepared for the position. 14 SUMMARY Overall, our examination reveals remarkable stability in the characteristics of school administrators and that any changes that did occur were not consistent with a national labor market in crisis. The descriptive overview paints a picture of school administration as a career field that has experienced only modest growth overall in the past decade, with some important national variation. Whereas there was substantial growth in the West, other regions of the country, particularly the Northeast, experienced more moderate growth. The West s relatively high rates of growth, particularly in the public schools, might be expected to be burdensome as schools try to recruit and retain administrators, unless the supply of administrators is also growing. The compensation of school administrators outpaced inflation across the board. Although the growth rate was modest for public school principals, it was substantial for private school principals. After years of concern about the representation of women in the principalship, the 1990s saw dramatic progress. By , female representation in the principalship had still not reached the level of female representation in the teaching profession, but nearly half of all public school principals were women, as were over half of all new public school principals and all private school principals. Representation of members of racial/ethnic minorities had also increased, but less dramatically. 13 Information on these efforts is available at 14 One-third responded that the new principals preparation was excellent, and only 8 percent reported that it was inadequate.
12 22 Who Is Leading Our Schools? We saw no evidence of salary discrimination by race/ethnicity or gender in the public sector. The data do, however, suggest that female principals are underpaid relative to their male counterparts in the private sector. Perhaps our most striking finding is that the nation s principals are growing older as a group and that people entering the principalship for the first time are doing so later in life. The differences in the age distribution of both new and all principals and in the experience distribution of principals in the public and private sectors raise interesting issues that could be explored in greater detail through a comparative study of employment practices in the two sectors. The data suggest that the retirement patterns of the two sectors may differ significantly. At a time when many people in the United States are working well into their 60s, 15 a surprisingly small fraction (17 percent) of public school principals are over Research on retirement indicates a spike in the retirement rate at ages 62 and 65. Simulations based on the nationally representative Health and Retirement Survey suggest that about 85 percent of individuals who were working at age 52 are still in the labor force at age 56, and over half work beyond age 62. Retirement eligibility under a defined benefit pension plan has a large effect on the probability that an individual will retire, increasing it by 15 percent (Hurd, Smith, and Zissimopoulos, 2002).
A Study of Career Patterns of the Presidents of Independent Colleges and Universities Harold V. Hartley III Eric E. Godin A Study of Career Patterns of the Presidents of Independent Colleges and Universities
Demographic Analysis of the Salt River Pima-Maricopa Indian Community Using 2010 Census and 2010 American Community Survey Estimates Completed for: Grants & Contract Office The Salt River Pima-Maricopa
SOCRA 2015 SALARY SURVEY Summary Report 2015 Median Salaries, Sample Composition, and Differences vs. 2010 & 2004 Survey Results December 10, 2015 Peter J. DePaulo, Ph.D. Research Consultant o: 410-266-5729
LICENSED SOCIAL WORKERS IN THE UNITED STATES, 2004 Chapter 2 of 4 Demographics Prepared by Center for Health Workforce Studies School of Public Health, University at Albany Rensselaer, NY and NASW Center
The premier provider of market intelligence Application Trends Survey SURVEY REPORT About This Study The Application Trends Survey is a product of the Graduate Management Admission Council (GMAC ), a global
Undergraduate Degree Completion by Age 25 to 29 for Those Who Enter College 1947 to 2002 About half of those who start higher education have completed a bachelor's degree by the ages of 25 to 29 years.
EXECUTIVE SUMMARY Findings from the Annual Survey of Schools of Nursing Academic Year 2009-2010 NLN Data Show Both Progress and Challenges in Meeting IOM Objectives This executive summary describes findings
Community and Social Service Professionals Updated February 2015 Community and social service professionals perform challenging, yet rewarding work. These counselors, social workers, and others working
Fact Sheet 2010 SCHOOL ADMINISTRATORS: JUST THE FACTS The Numbers In 2008, there were 445,400 education administrators. Fifty-eight thousand nine hundred were preschool or child care administrators, 230,600
The Registered Nurse Population Findings from the 2008 National Sample Survey of Registered Nurses September 2010 U.S. Department of Health and Human Services Health Resources and Services Administration
DEMOGRAPHICS & DATA The goal is to transform data into information, and information into insight. Carly Fiorina 11 MILWAUKEE CITYWIDE POLICY PLAN This chapter presents data and trends in the city s population
ACS news SalarieS of chemists fall Unemployment reaches new heights in 2009 as recession hits profession hard The economic recession has taken its toll on chemists. Despite holding up fairly well in previous
Research and Policy Brief UWEP Utah Women and Education Project May 25, 2010 UWEP 2010-204 Women and Higher Education in Utah: A Glimpse at the Past and Present According to Lumina Foundation researchers,
Chapter Three TRENDS IN POST-SECONDARY EDUCATION ATTENDANCE AND COMPLETION RATES Probably the most basic fact relating to post-secondary education in recent years has been the dramatic increase in enrollment
IBO New York City Independent Budget Office Policy Brief July 2001 A Statistical Portrait of Uncertified Teachers in New York City Schools SUMMARY Faced with a persistent shortage of certified teachers,
Educational Attainment of Veterans: to 9 January 11 NCVAS National Center for Veterans Analysis and Statistics Data Source and Methods Data for this analysis come from years of the Current Population Survey
Executive Summary A Racial/Ethnic Comparison of Career Attainments in Healthcare Management Summary Report 2008 Background....1 Methods.. 1 Major Findings..2 Conclusions...7 Recommendations...8 Background
NCES 2013-314 U.S. DEPARTMENT OF EDUCATION Characteristics of Public and Private Elementary and Secondary School Teachers in the United States: Results From the 2011 12 Schools and Staffing Survey First
www.erdc.wa.gov ERDC Research Brief 2011-01 Longitudinal Studies January 2011 WHO LEAVES TEACHING AND WHERE DO THEY GO? Washington State Teachers The Washington State Education Research & Data Center (ERDC)
The premier provider of market intelligence Application Trends Survey 2015 SURVEY REPORT About This Study The Application Trends Survey is a product of the Graduate Management Admission Council (GMAC ),
Federal Human Resources Employment Trends An Occupation in Transition A Comprehensive Study of the Federal Human Resources Community PART 1 United States Office of MSE-99-5 Personnel Management September
IWPR Publication #D487 March 2010 Social Security: Vital to Retirement Security for 35 Million Women and Men Jeff Hayes, Heidi Hartmann, and Sunhwa Lee This Briefing Paper examines major sources of income
From Higher Education to Work in West Virginia, 2012 Eric Bowen, Research Associate John Deskins, PhD, Director January 2014 Copyright 2014 WVU Research Corporation Funding for this research was provided
2014 Nursing Supply and Demand Study Acute Care Greater Cincinnati Health Council 2100 Sherman Avenue, Suite 100 Cincinnati, OH 45212-2775 Phone: (513) 531-0200 Table of Contents I. Introduction and Executive
Projections of Education Statistics to 2022 Forty-first Edition 18 018 2019 2019 2020 2020 2021 2021 2022 2022 NCES 2014-051 U.S. DEPARTMENT OF EDUCATION Projections of Education Statistics to 2022 Forty-first
SOCIETY OF CLINICAL RESEARCH ASSOCIATES SoCRA 2010 SALARY SURVEY: Summary Report: 2010 Median Salaries, Sample Composition, and Differences vs. 2004 Survey Results Peter J. DePaulo, Ph.D. Ipsos Understanding
The Condition of College & Career Readiness l 2011 ACT is an independent, not-for-profit organization that provides assessment, research, information, and program management services in the broad areas
Graduates Earning College Degrees in -Related Fields September 2012 Natalie Wolanin & Julie Wade OFFICE OF SHARED ACCOUNTABILITY Adrian B. Talley, Associate Superintendent 850 Hungerford Drive Rockville,
Projections of Education Statistics to 2021 Fortieth Edition 17 017 2018 2018 2020 2020 2019 2019 2021 2021 NCES 2013-008 U.S. DEPARTMENT OF EDUCATION Projections of Education Statistics to 2021 Fortieth
Interstate Migration Patterns of Recent Recipients of Bachelor s and Master s Degrees in Science and Engineering Special Report Basmat Parsad and Lucinda Gray, Authors John Tsapogas, Project Officer Division
Issue Brief May 2006 WORKING THEIR WAY THROUGH COLLEGE: STUDENT EMPLOYMENT AND ITS IMPACT ON THE COLLEGE EXPERIENCE During the 2003 04 academic year, 78 percent of undergraduates worked while they were
Diversity in California s Health Professions: Physical Therapy September 2008 A report of the California Health Workforce Tracking Collaborative Timothy Bates and Susan Chapman UCSF Center for the Health
NATIONAL CENTER FOR EDUCATION STATISTICS Findings from THE CONDITION OF EDUCATION 1995 NO. 5 THE EDUCATIONAL PROGRESS OF WOMEN U.S. Department of Education Office of Educational Research and Improvement
Projections of the Size and Composition of the U.S. Population: to Population Estimates and Projections Current Population Reports By Sandra L. Colby and Jennifer M. Ortman Issued March 15 P25-1143 INTRODUCTION
Gender and Racial Diversity in the Structural Engineering Profession E. N. Leong 1, A.B. Liel 1, J. Mitrani-Reiser 2, E. Guglielmo 3, D. Friis 4, D. Lumbard 5, R. Oliveira 6, R. Pekelnicky 7 1 Dept. of
I S S U E P A P E R kaiser commission on medicaid and the uninsured Changes in Health Insurance Coverage in the Great Recession, 2007-2010 John Holahan and Vicki Chen The Urban Institute Executive Summary
PROFILES OF CHANGE: EMPLOYMENT, EARNINGS, AND OCCUPATIONS FROM 1990-2013 April 20, 2015 By Melissa S. Kearney, Brad Hershbein, and Elisa Jácome The Hamilton Project There has been tremendous focus in recent
EXECUTIVE SUMMARY A survey of the podiatric practices of 8,273 active members of the APMA was conducted from March to April of 2007 with 3,043 members responding for a response rate of 37%. Major Findings
NECC Northern Essex Community College NECC College Math Tutoring Center Results Spring 2011 The College Math Tutoring Center at Northern Essex Community College opened its doors to students in the Spring
ARTICLE OCTOBER 2013 Marriage and divorce: patterns by gender, race, and educational attainment Using data from the National Longitudinal Survey of Youth 1979 (NLSY79), this article examines s and divorces
COMPENSATION IMA 2012 Middle East SALARY SURVEY By Raef Lawson, CMA, CPA, CFA 5 0 S T R AT E G I C F I N A N C E I N o v e m b e r 2 0 1 2 Two years ago, IMA conducted the first salary survey of its members
Attracting the Best and the Brightest to Lead New Jersey s Schools: A Comparative Study of Context and Compensation August 2008 Anthony P. Cavanna, Ed.D. Dwayne Norris, Ph.D. Kimberly Adams, Ph.D. Susan
NATIONAL CENTER FOR EDUCATION STATISTICS Findings from THE CONDITION OF EDUCATION 1994 NO. 2 THE EDUCATIONAL PROGRESS OF BLACK STUDENTS U.S. Department of Education Office of Educational Research and Improvement
The MetLife Survey of Challenges for School Leadership Challenges for School Leadership A Survey of Teachers and Principals Conducted for: MetLife, Inc. Survey Field Dates: Teachers: October 5 November
The Emergency Care Workforce in the U.S. August 2006 Prepared by the Center for Health Workforce Studies by Sandra McGinnis Jean Moore David Armstrong EXECUTIVE SUMMARY Emergency care systems in the United
LICENSED SOCIAL WORKERS IN THE UNITED STATES, 2004 SUPPLEMENT Chapter 2 of 5 Who Are Licensed Social Workers? Prepared by Center for Health Workforce Studies School of Public Health, University at Albany
The Benefits of Community Service Employment (PY2006) Prepared for Senior Service America, Inc. By The Charter Oak Group, LLC April 2008 The Benefits of Community Service The customer satisfaction data
North Dakota Nursing Needs Study Faculty Survey Results Center for Rural Health North Dakota Center for Health Workforce Data June 2003 Patricia Moulton, Ph.D. Seth Christman Holly Dannewitz, B.A. Mary
ASPE RESOURCE SERIES 2011 Project Management Salary Survey The skills we teach drive real project success. Table of Contents Introduction... 2 Gender... 2 Region... 3 Regions within the United States...
Women, Minorities, and Persons with Disabilities in Science and Engineering: 213 National Center for Science and Engineering Statistics Directorate for Social, Behavioral and Economic Sciences National
A Racial/Ethnic Comparison of Career Attainments in Healthcare Management American College of Healthcare Executives Asian Health Care Leaders Association Institute for Diversity in Health Management National
ASFA Research and Resource Centre An update on the level and distribution of retirement savings Ross Clare Director of Research March 2014 The Association of Superannuation Funds of Australia Limited (ASFA)
SOCIETY OF ACTUARIES THE AMERICAN ACADEMY OF ACTUARIES RETIREMENT PLAN PREFERENCES SURVEY REPORT OF FINDINGS January 2004 Mathew Greenwald & Associates, Inc. TABLE OF CONTENTS INTRODUCTION... 1 SETTING
Executive Summary The overall goal of the research reported here is to provide an objective and credible assessment of the future workforce needs for lawyers in the state of California through the year
2012-13 Graduate Follow-Up Survey Summary of Statewide Results Sonia Ninon August 2014 IR #14016 0 P a g e Table of Contents Executive Summary... 2 Three Key Points... 3 Areas for Follow-Up Research...
IHE Master's Performance Report UNC-Chapel Hill 2002-2003 Overview of Master's Program In addition to the MSA for school administrators, we offer master s programs to prepare secondary and K-12 teachers,
RN Shortages in Hospitals March 1999, Vol. 1, No. 2 Nurses comprise the largest sector of the healthcare workforce and the majority of nurses work in hospitals. Because of the prominence and importance
Pictured is Bertram Generlette, formerly principal at Piney Branch Elementary in Takoma Park, Maryland, and now principal at Montgomery Knolls Elementary School in Silver Spring, Maryland. 62 EDUCATION
ILLINOIS COMMUNITY COLLEGE SYSTEM AFRICAN AMERICAN EMPLOYMENT PLAN REPORT Illinois Community College Board 401 East Capitol Avenue Springfield, Illinois 62701-1711 Voice: (217) 785-0123 Fax: (217) 524-4981
What training programs are most successful? This paper is one in a multi-part series using data produced from the pilot Michigan Workforce Longitudinal Data System (WLDS). The WLDS is created by combining
YEP VOICES Mapping the Young Education Professional s Career Pathway YEP Voices 2015: Mapping the Young Education Professional s Career Pathway EXECUTIVE SUMMARY YEP Voices: Mapping the Young Education
Appendix B. National Survey of Public School Teachers This survey is based on a national random sample of 1,010 K 12 public school teachers. It was conducted by mail and online in fall 2007. The margin
U.S. Department of Education Rod Paige Secretary Institute of Education Sciences Grover J. Whitehurst Director National Center for Education Statistics Val Plisko Associate Commissioner The National Center
Texas High School Project Leadership Initiative Issue Brief 1: Tenure and Retention of Newly Hired Principals in Texas Summer, 2009 Ed Fuller and Michelle D. Young University Council for Educational Administration
Report on the Status of Nursing Education Programs in Pennsylvania DATA FROM NURSING EDUCATION PROGRAM ANNUAL REPORTS, 2009 Nursing Education Programs in Pennsylvania 1 July 2010 VOLUME 8 JULY 2010 TABLE
Research Summary Expenditures of college-age students nonstudents Geoffrey D. Paulin As the U.S. workforce comes to rely increasingly on computer technology, including the Internet, higher levels of education
The Condition of College & Career Readiness 2013 National 2013 by ACT, Inc. All rights reserved. The ACT college readiness assessment is a registered trademark of ACT, Inc., in the U.S.A. and other countries.
12/5/04 A Comparative Statistical Profile of Kansas City Teaching Fellows Michael Podgursky, Ryan Monroe, and Mark Ehlert Department of Economics University of Missouri - Columbia KCTF Compared to Other
Profile of Rural Health Insurance Coverage A Chartbook R H R C Rural Health Research & Policy Centers Funded by the Federal Office of Rural Health Policy www.ruralhealthresearch.org UNIVERSITY OF SOUTHERN
Program Planning Summary For New Program University of South Carolina Beaufort Title of Program: Bachelor of Arts Major: Elementary Education July 2011 Dr. Harris Pastides, President Date Program Planning
March 2004 Report No. 04-23 Most Bright Futures Scholars Perform Well and Remain Enrolled in College at a glance Bright Futures scholarship recipients perform well in college. Students who receive Bright
Virginia s College and Career Readiness Initiative In 1995, Virginia began a broad educational reform program that resulted in revised, rigorous content standards, the Virginia Standards of Learning (SOL),
The Student Has Become the Teacher: Tracking the Racial Diversity and Academic Composition of the Teacher Supply Pipeline (IERC 2013-3) EXECUTIVE SUMMARY Bradford R., Illinois Education Research Council,
61-61 United States By, the U.S. population had surpassed 179 million, a gain of 19.0 percent from. The median age had decreased to 29.5 (28.7 for men and.3 for women), the first decline since 1900. The
Men in Nursing Occupations American Community Survey Highlight Report Issued February 2013 Introduction Healthcare is one of the fastest growing industries. 1 The aging of our population fuels an increasing
North Dakota Nursing Needs Study 2011 Licensed Nurse Supply Analysis January, 2012 Patricia L. Moulton, Ph.D. North Dakota Center for Nursing Research Publication #3 Funding for this project was provided
Diversity in California s Health Professions: Registered Nursing September 2008 A report of the California Health Workforce Tracking Collaborative Susan Chapman, Renae Waneka, Timothy Bates UCSF Center
71% of online adults now use video sharing sites Kathleen Moore, Pew Internet Project 7/25/2011 http://pewinternet.org/reports/2011/video sharing sites.aspx Pew Research Center 1615 L St., NW Suite 700
College Enrollment by Age 1950 to 2000 Colleges compete with the labor market and other adult endeavors for the time and attention of young people in a hurry to grow up. Gradually, young adults drift away
Occupation Overview EMSI Q2 2015 Data Set Medical Coding Specialist October 2015 Western Technical College 400 Seventh Street La Crosse, Wisconsin 54601 608.785.9200 EMSI Q2 2015 Data Set www.economicmodeling.com
SCHOOLS: Teachers and School Leaders S tudent success can be attributed to various factors, many of which do not even occur within the school walls. However, teachers and school leaders play an important