Survey instrument results
| Survey item | Mean | Standard deviation | % agree |
|---|---|---|---|
| Paid residencies improve teacher recruitment | 4.13 | 1.19 | 75 |
| Paid residencies improve teacher retention | 4.25 | 0.89 | 75 |
| Paid residencies improve instructional quality in host classrooms | 4.63 | 0.52 | 100 |
| Paid residencies have a positive impact on student outcomes | 4.63 | 0.52 | 100 |
| Paid residencies expand the pipeline for hard-to-staff areas | 4.13 | 0.83 | 75 |
| Mentor teachers benefit through instructional growth and leadership | 4.63 | 0.52 | 100 |
| Paid residencies justify the cost to the district | 4.13 | 0.83 | 75 |
| Paid residencies support district strategic goals | 4.38 | 0.74 | 87.5 |
| I recommend continuing/starting paid residencies | 4.63 | 0.52 | 100 |
| Principals understand how to deploy residents effectively | 4.88 | 0.35 | 100 |
| There is broad buy-in among campus leaders | 4.5 | 0.76 | 87.5 |
| Our data systems track outcomes (resident performance, retention, student impact). | 3.88 | 0.83 | 62.5 |
| The residency model advances district equity goals(e.g.diversifying the workforce) | 4.0 | 0.93 | 62.5 |
| Survey item | Mean | Standard deviation | % agree |
|---|---|---|---|
| Paid residencies improve teacher recruitment | 4.13 | 1.19 | 75 |
| Paid residencies improve teacher retention | 4.25 | 0.89 | 75 |
| Paid residencies improve instructional quality in host classrooms | 4.63 | 0.52 | 100 |
| Paid residencies have a positive impact on student outcomes | 4.63 | 0.52 | 100 |
| Paid residencies expand the pipeline for hard-to-staff areas | 4.13 | 0.83 | 75 |
| Mentor teachers benefit through instructional growth and leadership | 4.63 | 0.52 | 100 |
| Paid residencies justify the cost to the district | 4.13 | 0.83 | 75 |
| Paid residencies support district strategic goals | 4.38 | 0.74 | 87.5 |
| I recommend continuing/starting paid residencies | 4.63 | 0.52 | 100 |
| Principals understand how to deploy residents effectively | 4.88 | 0.35 | 100 |
| There is broad buy-in among campus leaders | 4.5 | 0.76 | 87.5 |
| Our data systems track outcomes (resident performance, retention, student impact). | 3.88 | 0.83 | 62.5 |
| The residency model advances district equity goals(e.g.diversifying the workforce) | 4.0 | 0.93 | 62.5 |
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