factors of retention: teachers
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FACTORS OFEMPLOYEE
RETENTION:TEACHERS
Anne Koutoufas
HRD-880
Spring 2009
Purpose of presentation:Purpose of presentation:
To discuss the findings regarding teacher retention. These include compensation,
working conditions, and personal satisfaction.
Factors Involving Teacher Factors Involving Teacher RetentionRetention::Monetary compensationWorking conditionsPersonal satisfaction
(for the purpose of this discussion, teacher attrition and turnover refer to teachers leaving the profession for another career or teachers resigning—not the transfer of teachers to another
school or school division.)
Teacher Quality versus Teacher RetentionTeacher Quality versus Teacher Retention
Little research on what characterizes a quality teacher
Little research to differentiate between teacher retention and quality teacher retention
Due to costs and time, any teacher turnover can be detrimental to a school division
Basic principal—you stay in a profession if it is more attractive than others
To stay in teaching, the opportunity costs—what you lose when you chose teaching—must be outweighed by the rewards of teaching
*Here’s a chance for a school division’s HR Department to develop policies that will not only attract new teachers, but outweigh the opportunity costs that have been encountered.
Teacher Turnover: Teacher Turnover: Who Stays—Who GoesWho Stays—Who Goes
Attrition rates are higher for younger beginning teachers
Attrition rates are lower for older beginning teachers
More females leave the profession than malesMore Caucasian teachers leave than any other
racial groupHispanic teachers have the least amount of
attritionNot surprising that younger teachers leave—that is not far off statistics for any other career. Women
leaving do so for pregnancy or childrearing reasons. No reasons were given other than career opportunities
for the difference in racial groups
Those with higher ability had higher attrition from teaching
Those from more selective institutes of higher learning had higher attrition
Math and science teachers had highest attrition
Teachers who were certain of their future as teachers from the beginning had least amount of attrition
All these groups most likely had more opportunities for
career choices and for higher pay
SCHOOL AND DISTRICT CHARACTERISTICS
Size, location, wealth, student population were often key
Higher poverty schools had higher turnover
Higher turnover for schools with low achievement scores
School and District CharacteristicsSchool and District Characteristics
Charter schools had higher turnoverSchools in the West have a higher turnoverSmall town schools have a higher turnover
The guess is that there is a good amount of stress
teaching in a charter school due to high expectations and the newness of the program.
Small town teachers often leave for more money.
School and School and District District
CharacteristicsCharacteristicsSuburban schools have more
retention than all others
Higher salaries make a difference
Better working conditions make a difference
This bears out the market theory that the
more attractive the conditions and salary, the more people will
stay
•Higher salaries do make a difference•Targeted compensation makes a difference
•Better working conditions make a differenceWorking conditions include class size, class make-up,
discipline, autonomy of teachers to make decisions, an open door policy of the principal, scheduled collaboration, and
mentoring programs. The targeted compensation refers to focusing on keeping those teachers in high need areas, such as math or science, rather than offering significant raises to
all teachers, the majority of whom would stay anyway. Signing bonuses are a part of this.
CONCLUSCONCLUSIONION
Efforts to retain teachers must start at the beginning of employment with programs such as mentoring.
Teachers must feel valued and that what they do and what they are offered outweigh what they could gain from other employment.
Human Resource Department must have up-to-date, extensive data on teacher turnover in order to make effective policy.
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