Abstract
This article explores differential hiring and retention practices across schools of choice using data gathered as part of a comprehensive evaluation of a large-scale school voucher program in Milwaukee, Wisconsin. A variety of interview, survey, and observation instruments are used to describe the challenges and strategies that 13 schools report regarding teacher recruitment and retention. We conclude that schools with established partnerships with institutions that share a religious or philosophical commitment experience the highest success with recruiting and retaining teachers. We describe the strategies used by these schools and make recommendations for improving teacher retention in schools of choice.
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