Measure 2

As reported in Measure One, the EPP experienced consistently low response rates to employer surveys, limiting the usefulness of the data collected. In response, the EPP elected to replace employer surveys with one-on-one interviews involving representative groups of PK-12 employers across the elementary (PK-5), middle (6-8), and secondary (9-12) grade spans.

Preparation for this transition took place during Fall 2024 and Spring 2025. During Fall 2025, the EPP completed several key planning activities, including:

• Defining clear interview goals and identifying the specific information to be gathered from employers;
• Establishing criteria for selecting representative employer participants;
• Developing a semi-structured interview protocol that includes open-ended and follow-up questions; and
• Creating outreach strategies for identifying, recruiting, and inviting PK-12 employers to participate.

The EPP CTEN Assessment Subcommittee has led the planning and implementation of the interview initiative and will oversee the collection and analysis of employer feedback.

Representative groups of PK-12 employers are selected using the following criteria:

• Employers must have hired certified teachers who completed EPP programs between 2019 and 2023.
• Participants include principals from PK-12 schools in diverse districts who have hired completers from one or more initial certification programs, with a target sample of 8-10 principals.
• Participants also include superintendents from diverse PK-12 school districts who have hired completers from the advanced certification programs in Educational Leadership and Reading Specialist/Literacy Coaching.

Through these interviews, the School of Education seeks to obtain actionable feedback that can inform continuous program improvement. More specifically, the EPP aims to better understand the areas in which employers believe program completers are well prepared, as well as identify areas where additional preparation or support may be needed.

The EPP is currently refining and calibrating the interview instrument, including training interviewers to administer the protocol consistently, reduce potential bias, and ensure the collection of reliable data. A pilot implementation of the interview process will be conducted at the conclusion of the Spring 2026 semester, with full implementation beginning in Fall 2026. Findings from the interviews will be available for inclusion in the 2026-2027 annual report.