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This paper clarifies and expands the definition of teacher professional practice, grounded in the commonplaces of professionalism outlined by Lee Shulman. We present the Professional Development: Research, Implementation, and Evaluation (PrimeD) framework as a lens for transforming professional development into a practice that engages teachers as professionals. This discussion explores teachers’ roles in both their classrooms and the profession. The inclusion of PrimeD evaluation and research in the development and practice of mathematics teachers addresses Shulman’s professionalism commonplaces. PrimeD was tested as a lens for professionalism in mathematics teacher education programs at four universities. In the study, teachers collaborated as professionals on developing and testing novel ways to approach mathematics lessons. In general, teachers’ efforts to conduct structured experimentation in their lessons were disconnected from traditional views of the role of a teacher. As a result, teachers who did develop and test lesson trials in this PD program did not frequently continue experimentation. Typically, teachers wanted to collaborate on testing classroom activities but did not have resources to do so (e.g., time, collaborative planning). Systemic changes are needed to promote sustainable change, allowing teachers to collaborate and share the results of classroom research. 

The STEM teacher workforce in the United States has faced a host of pressing challenges, including teacher shortages, pervasive job dissatisfaction, and high turnover, problems largely attributable to working conditions within schools and districts. These problems have been exacerbated in high-needs districts with fewer resources and more students from low-income communities. Since social network research has shown that workplace relationships are vital for retention, this study investigates the demographic and relational antecedents to what we dub ties of retention. We explore how demographic and relational properties affect the likelihood that teachers have “retention-friendly” networks, characterized by connections important for retention. Our analysis of data from a sample of 120 STEM teachers across five geographic regions identifies key demographics (i.e., site, gender, career changer, and prior teaching experience) and relational properties (network size, positive affect, and perceptions of bridging) associated with ties of retention. We discuss the implications of our findings for the STEM teacher workforce and for teacher education programs. 

Abstract Background Teacher communities of practice, identity, and self-efficacy have been proposed to influence positive teacher outcomes in retention, suggesting all three may be related constructs. Qualitative studies of communities of practice can be difficult to empirically link to identity and self-efficacy in larger samples. In this study, we operationalized teacher communities of practice as specific networks related to teaching content and/or pedagogy. This scalable approach allowed us to quantitatively describe communities of practice and explore statistical relationships with other teacher characteristics. We asked whether these community of practice networks were related to identity and self-efficacy, similar to other conceptualizations of communities of practice. Results We analyzed survey data from 165 in-service K-12 teachers prepared in science or mathematics at 5 university sites across the USA. Descriptive statistics and exploratory factor analyses indicated that math teachers consistently reported smaller communities of practice and lower identity and self-efficacy scores. Correlations revealed that communities of practice are more strongly and positively related to identity than self-efficacy. Conclusion We demonstrate that teacher communities of practice can be described as networks. These community of practice networks are correlated with teacher identity and self-efficacy, similar to published qualitative descriptions of communities of practice. Community of practice networks are therefore a useful research tool for evaluating teacher characteristics such as discipline, identity, self-efficacy, and other possible outcomes (e.g., retention). These findings suggest that teacher educators aiming to foster strong teacher identities could develop pre-service experiences within an explicit, energizing community of practice. 

This paper examines how 17 secondary mathematics teacher candidates (TCs) in four university teacher preparation programs implemented technology in their classrooms to teach for conceptual understanding in online, hybrid, and face to face classes during COVID-19. Using the Professional Development: Research, Implementation, and Evaluation (PrimeD) framework, TCs, classroom mentor teachers, field experience supervisors, and university faculty formed a Networked Improvement Community (NIC) to discuss a commonly agreed upon problem of practice and a change idea to implement in the classroom. Through Plan-Do-Study-Act cycles, participants documented their improvement efforts and refinements to the change idea and then reported back to the NIC at the subsequent monthly meeting. The Technology Pedagogical Content Knowledge framework (TPACK) and the TPACK levels rubric were used to examine how teacher candidates implemented technology for Mathematics conceptual understanding. The Mathematics Classroom Observation Protocol for Practices (MCOP2) was used to further examine how effective mathematics teaching practices (e.g., student engagement) were implemented by TCs. MCOP2 results indicated that TCs increased their use of effective mathematics teaching practices. However, growth in TPACK was not significant. A relationship between TPACK and MCOP2 was not evident, indicating a potential need for explicit focus on using technology for mathematics conceptual understanding. 

There is currently a severe shortage of teachers in the U.S. workforce. The problem is especially acute among science, technology, engineering, and mathematics (STEM) teachers and exacerbated by high turnover among new teachers—those with less than 5 years of teaching experience. In this article, the authors investigate one piece of the puzzle. The authors model a social cognitive approach to understanding self-efficacy, a key precursor to job performance and retention. Their interactionist approach accounts for both demographic (i.e., gender and age) and relational variables (i.e., social networks). The authors test their ideas on a sample of 159 STEM teachers across five geographic regions in the United States. Their analysis reveals patterned differences in self-efficacy across gender that are contingent on the communities of practice in which the teachers are embedded. Together, their theory and findings highlight the value of taking a holistic, interactionist view in explaining STEM teacher self-efficacy.