The Human Resources Division is requesting the Board approve additional funding for the following programs;

Beginning Teacher Growth and Development Induction (BTGDI) Program, District Intern Program and Teacher
Quality Specialist Program. The additional funding will assist the programs in complying with the requirements
of the State of California as well as increase teacher retention.
The BTGDI program, formerly referred to as BTSA, is accredited by the California Commission on Teacher
Credentialing (CCTC) as a recommending agency for the general education Clear credential. The program calls
for a strong, highly individualized and comprehensive job-embedded formative assessment system of support
for beginning teachers. With the current Induction participants for the 2014-2015 school year and new hires
anticipated for the 2015-2016 school year, there is insufficient funding to accommodate all general education
eligible teachers in the Districts induction program.
The current budget authorization for the 2015-2016 SY is $2.6M. With this funding, the BTGDI program will
be able to support 692 eligible teachers for induction. Based on the current LAUSD data, there are 1,628
teachers who will be eligible to participate in induction for the 2015-2016 school year. Pending approval of the
$1.2M the BTGDI program will be able to support 1000 eligible general education teachers in induction.
However, even with the approval of the $1.2M, there will be more than 600 teachers eligible who would not
have access to the Districts induction program during the 2015-2016 school year.
Teachers beyond the 1000 enrollment capacity would need to enter a fee for service Induction or Clear program
at Institutes of Higher Education (IHEs) and County programs or be placed on the Districts BTGDI Wait-list
for the 2016-2017 school year.
In order to provide BTGDI induction access to all eligible teachers and ensure them the highest success in
accelerating their practice and gaining a Clear Credential, an additional $3.2M is needed.
District Intern Program
The State of California calls for a highly individualized and comprehensive system of support for beginning
teachers in Special Education and General Education who are earning their preliminary credential through a
University Intern programs or District Intern programs. This year due to the increased demand for special
education teachers as well as other areas of high need, we anticipate there will be insufficient funding to
accommodate over 100 eligible University Interns, the majority of whom will be Special Education Teachers.
Support Providers who support Interns are compensated at the rate of $2000 per year for servicing two Interns.
Additional funding that would be required for 100 Support Providers or $200,000.
The University Intern programs now reach out to the districts they serve to develop a mutually agreed upon
support for interns through a shared responsibility. Last year each local university and LAUSD agreed upon an
MOU that included support from an LAUSD Support Provider, some of whom were NBC teachers.
As noted below in the CTC Coded Correspondence: 14-04 of March 11, 2014:
Monitoring the Support and Supervision provided to Intern Teachers

The support and supervision is a joint responsibility between the employer and the
Commission-approved Intern Program. A Memorandum of Understanding (MOU)
must be in place between each Commission-approved Intern Preparation Program
and the districts with which it partners.
For the FY 2015-2016, with the allocation of $2.6M the BTGD Induction program will not be able to support all
eligible teachers. Approximately 39% of eligible teachers will not be served and will be placed on a Wait-list.
Wait-listed teachers with expiring credentials may be in jeopardy of losing their current teaching assignment.
Credentials expiring anytime during the school year will cause disruption in schools instructional programs.
The additional funding will focus on:
Securing adequate funding to ensure that all eligible general education teachers will be able to participate in
a high quality, job-embedded, tuition free District induction program.

Building the capacity of new teachers and their practice, thereby impacting teacher retention and long-term
student achievement through contextualized support, specific to the needs of LAUSD

Teacher Quality Advisors

New Teacher support will increase by adding five advisors to the Teacher Quality team to provide
support to new teachers in the following areas: Special education (2), classroom management,
high-priority schools, and STEM. Adding advisors benefits the retention of new teachers by
providing peer-to-peer conversations in the areas with largest attrition. In LAUSD over 30% of the
new teacher population is a special education teacher. The greatest reason for non- reelects in
our school district is due to lack of classroom management. Similarily, the greatest reason new
teachers resign is due to workload. In addition, highest turnover of teachers in at high- priority
schools and nationally the profession is in great need of effective STEM teachers that retain.
Advisors will collaborate with Teacher Quality Specialists to develop retention plans for the
District and provide expertise and insight in Districtwide retention strategies in their identified
areas.
Teacher Quality HR Specialist: Adding a HR specialist to support the data analysis and
research of the teacher quality program would assist principals, District superintendents and
teacher quality specialists with the compilation of data, surveys and delivery amongst new
teachers. Such specific needs to support new teachers: such as analyzing the demographics of
new teachers and their support providers, observing trends in practice and collaborating with
Teacher Quality Advisor and Specialist to determine retention needs and plans for the District.