SFUSD presents 'Pathway to Teaching' and other residency programs as key strategy to fill vacancies
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Summary
District staff described a multi-pronged teacher pipeline including the Pathway to Teaching program (88 in first cohort), two residency models (SFTR and SF EMAT), para-to-teacher and university partnerships. Staff said Salesforce grant funds support the NYU partnership and the district now holds credentialing authority in several areas.
District staff gave a detailed briefing on a suite of teacher pipeline programs designed to recruit and retain local, diverse educators, highlighting the new Pathway to Teaching alternative-certification program launched this school year.
Chief Academic Officer Brent Stevens and colleagues said SFUSD has expanded its portfolio to include the San Francisco Teacher Residency (SFTR), an NYU-embedded master's residency (SF EMAT), a para-to-teacher pathway and the Pathway to Teaching internship. Staff described the program components — summer preparation, on-site coaching, an induction sequence and partnerships with local universities — all intended to increase retention and local recruitment of teachers of color.
Staff reported the first Pathway cohort over-enrolled to 88 teachers (the program initially aimed for fewer) and placed 99 percent of that cohort at school sites for 2017–18. The district said it will aim for about 90 enrolled next year, increase the share of bilingual Spanish teachers to roughly 30 percent of the cohort and sustain a large share of special-education placements (about 55 percent). Brent Stevens said the district now has credentialing authority in multiple subject, bilingual and special-education credential areas, allowing SFUSD to clear credentials locally.
Funding details: staff said the NYU partnership (SF EMAT) is supported with Salesforce grant dollars. On program operations, staff explained that the Pathway grant was structured as a multi-year partnership with an outside provider (TNTP) to seed coach positions and curriculum; the district plans to hire more SFUSD coaches and reduce reliance on external coaches in future years.
Union leaders and board members raised questions about coaching standards, equity for district-employed coaches, community-building among cohorts and the timeline for para-to-teacher transitions. UESF leaders praised retention outcomes but asked the district to ensure SFTR and other successful programs are not diminished as the district expands new pathways.
Board members generally praised the initiative, noting the district's progress in filling vacancies this year and pressing staff on funding sustainability, cohort supports and bilingual-teacher pipelines.
