Undergrad Internships

Internship hiring for 2008 is not complete

Undergrad internships (paid and unpaid)

2008: 340 (to date)

2007: 152

2006: 82*

100% of internships are paid, 0% are unpaid.

2007 interns came from the following classes...

0% Freshman

7% Sophomores

39% Juniors

54% Seniors

...and from the following majors:

8% Business

0% Computer Science

4% Economics

6% Engineering

55% Liberal Arts

2% Math

7% Science

0% Undeclared

18% Arts, communications, journalism, education

There is an official summer internship program

Average summer program: 10 weeks

Minimum: NA weeks

Maximum: NA weeks

Average hourly wage: $12.00

Average total intern compensation: $5,400

73% of eligible 2007 interns received full-time job offers

92% of interns with offers accepted

Notes: School-year interns, Campus Campaign Coordinators (CCCs), work in consultation with the Teach For America recruitment staff at approximately 170 schools across the country. Most of the information provided in this section (except for internship length and compensation) refers to the CCC program. General summer internships in areas such as recruitment, alumni affairs, public affairs and marketing are available at TFA?s headquarters.

Applicants & New Hires

Recruited on 428* undergrad campuses in 2007-08.
Made job offers on 360 undergrad campuses.

Applicants for entry-level jobs

2008: 24,718 (to date)

2007: 18,172

2006: 18,966

Entry-level hiring

Entry-level hiring is complete for 2008.

New hires in:

2008: 3,700 (to date)

2007: 3,026

2006: 2,503

Entry-level hires who were undergrad interns

2008: 3% (to date)

2007: 5%

2006: 4%

Most important characteristics for new hires:

1 Leadership Skills*

3 College GPA

2 Perseverance in the face of obstacles

This section's responses refer to corps members.

TFA looks for exceptional leaders who have a track record of achievement (whether in school, work, or extracurricular activities). We also seek individuals who have the potential to achieve based on the skills and strengths that we?ve determined over time lead to success in our classrooms.

2007 entry-level hires came from the following majors:

7% Business

0% Computer Science

3% Economics

1% Engineering

60% Liberal Arts

2% Math

10% Science

0% Undeclared

17 Arts, communications & journalism, education% Other

...and are:

10*% African American

6% Hispanic American

6% Asian American

6% Other

28% Total minorities

70% Female

Notes: Section's responses refer to corps members.

Salary & Benefits

Entry-level hires since Jan. 1, 2008 (to date)

Average base salary:
$35,000 to $39,999*

24% earn less than $35,000

41% earn $35,000 to $39,999

19% earn $40,000 to $44,999

16% earn $45,000 to $49,999

0% earn $50,000 to $54,999

0% earn $55,000 to $59,999

0% earn $60,000 to $64,999

0% earn $65,000 to $69,999

0% earn $70,000 to $74,999

0% earn $75,000 and above

Bonuses, Overtime & Perks

40% received signing bonuses

Average signing bonus: $1,320

0% received performance bonuses in their first year on job

Average performance bonus, 2007: NA

95% of 2007 entry-level hires eligible for overtime

5% of 2007 entry-level hires not eligible for overtime

Reimburse employees for education expenses? Yes

Do employees become eligible immediately? Yes

Maximum annual education reimbursement: $4,725

Full grad school sponsorship for jr. level employees? No

Partial grad school sponsorship for jr. level employees? Yes

Time Off

Total paid vacation days

Vacation days during first year: 50

Vacation days after one year: 50

Vacation days after three years: 50

Vacation days after five years: 50

Vacation days after 10 years: 50

Total paid holidays: 25

No paid time off for religious observances and/or floating holidays:

Floating holidays/religious observance days off per year: NA

Paid sick/personal days allowed in first year: 10

Flextime is not an option for entry-level employees

Health Benefits

Do entry-level hires have access to health plan? Yes

Employees pay part of the cost? Yes

Does health plan provide dental coverage? Yes

Extra charge for dental coverage? No

Does health plan provide vision coverage? Yes

Extra charge for vision coverage? No

Are same sex partners permitted as dependents? Yes

Pension and Profit-sharing

Do entry-level hires have access to 401(k)? Entry-level hires do not have access to a 401(K) savings plan

Max. company match as a percentage of salary: NA%

Min. employee set-aside as a percentage of salary to receive max. co. match: NA%

Are entry-level hires eligible for company funded pension? Yes

Are entry-level hires eligible for profit-sharing program? No

Other Benefits

Does company match employee charitable gifts? No

Does company pay relocation expenses? No

Max. annual relocation expenses? NA

Employee Discounts on the following:

Car rentals

Insurance

Cultural events

Publications

Notes: Answers in this section refer to compensation and benefits for TFA's corps members, hired by school districts around the country. Salaries and benefits vary by region and school district, however, these responses are an attempt to convey the most common benefits and working environment that corps members experience.

Work Environment

Average entry-level work week: 50* hours

Does average vary by business unit, department? No

Entry-level hire work locations...

100% in open work stations

0% in cubicles

0% in shared offices

0% in private offices

0% have no company-supplied work space

Typical dress code

Business Casual

No

Does organization have fitness facilities on site? Some locations

Notes: Section's responses refer to corps members.

Training Programs

The organization has a formal orientation program for new hires*

Program length: 30 days

Orientation includes the following:

Guest speakers

Diversity exercises

Team building activities

Facilities tour

$5,750 average spent on training, per new hire, in 2007

There is a formal leadership or management training program that lasts less than a year:

Program Name: Teaching as Leadership

How do new employees enter the program? Automatic

If not hired directly into program, when are most new hires first considered eligible? NA

7-week training program

After completion of program, what percentage of employees receive a raise? NA

How much is the typical raise: NA

There is a formal leadership program for entry-level hires that lasts a year or more.

Program Name: Teacher Support and Development

How do new employees enter the program? Automatic

If not hired directly into the program, when are most new hires first considered eligible?

NA

Is program rotational? No

If so, how many locations or business units does the employee spend time at? NA

Minimum rotations: NA

Maximum rotations: NA

Length of program, in weeks: 80

Minimum: NA weeks

Maximum: NA weeks

After completion, what percentage of employees receive a raise?: NA*

How much is the typical raise: NA

Does company have formal mentorship program? Yes

100% of entry-level hires participate

14 days of additional training expected

Notes: Percentage of trainees who receive raises is not applicable as Teach For America does not pay corps members? salaries.

Getting Ahead

Three-year retention rate: 75*%

Five-year retention rate: 67%

How are raises determined?

Both performance and seniority

When are most entry-level hires eligible for their first raise?

One-year anniversary

How are promotions determined?

Both performance and seniority

When are entry-level hires eligible for first promotion?

One-year anniversary

Evaluations

Frequency of evaluations

Periodic and year-end reviews

Most important characteristics for entry-level hires:

Min. tenure in years required for job change: 2

Transfer rules: Corps members must complete their 2 year commitment before transferring to a different school or position.

Long-Term Prospects

Does position of vice president exist at this organization? Yes

If not, is there a comparable title?

No. of employees who hold VP or similar title: 93

No. of employees with VP or similar title with 20 years plus seniority: 0

Age of youngest employee with VP or similar title: 24

Seniority of youngest employee with VP or similar title in years: 3

Notes: 3 and 5 year retention rates refer to the percentage of TFA alumni that remain directly involved in K-12 education, via emloyment or continued study.