• Korean Journal of Comparative Education
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• v.27 no.1
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• pp.123-144
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• 2017

The purpose of the study was to analyze American teacher quality management system and provide it's implications. For this, the study analyzed the main traits of American teacher policy, Pennsylvania State University's teacher cultivation system, Pennsylvania State's teacher certification, selection, and recruit system, the master teacher system of New Jersey and New York State. The main results are as the followings. First, American teacher policy is variously operated by state government and school district based on variety and autonomy. Second, for teacher cultivation in American teacher policy, the evaluation on the teacher cultivation program of teacher cultivation institute(mainly university) is strictly administrated. Third, for teacher certification, various tests for gaining teacher certificate are administered and standardized tests are used for the tests. Fourth, for teacher selection and recruit, there is no special test for selection and teacher recruit is done by contract. Fifth, for quality management using excellent teacher, America is administering master teacher that is similar with master teacher system in Korea. Finally, the innovation of teacher cultivation institute by introducing Every Student Succeeds Act(ESSA) is anticipated. Based on these results, the implications for Korean teacher policy were provided.

• Korean Journal of Childcare and Education
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• v.16 no.2
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• pp.25-45
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• 2020

Objective: The purpose of this study is to explore daycare-center director's perceptons of recruitment and to understand how hire beginning teachers. Methods: One hundred twenty-five directors of daycare-centers in Seoul, Incheon, and Gyeonggi-do Province answered a questionnaire that was developed by researchers. The results were analyzed by frequency analysis, descriptive statistics and multiple response analysis through SPSS 18.0. Furthermore, 17 of the directors that participated in the study were given individual interviews by qualitative methods for research. Results: First, 56.8% of the directors felt difficulty to employ beginning teachers because of 'lack of information about them' and 'uncertainty of practice capability.' On the other hand, other directors of daycare-centers said that they hire them for 'high acceptance' and 'operational efficiency of the daycare-center.' Second, the main way to recruit teachers for daycare-centers is open recruitment, and through recommendations of acquaintances or through colleges in relevant fields. Professional talent and personal characteristics were important selection criteria for recruitment, and daycare-center directors used interviews, résumés, cover-letters, and demo classes for the hiring process. Primarily, most directors select candidates through résumés and cover-letters, and the final selection is completed by conducting interviews. Conclusion/Implications: In conclusion, this study can be useful to prepare beginning teachers for employment and for educating applicants.