teacher retention management, content implementation, evaluation, and sustainability
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TEACHER RETENTIONTEACHER RETENTIONTEACHER RETENTIONTEACHER RETENTIONManagement, Content Management, Content
Implementation, Evaluation, and Implementation, Evaluation, and SustainabilitySustainability
Trends in Teacher Attrition
0
50,000
100,000
150,000
200,000
250,000
300,000
350,000
Entrants Leavers
Trends in Teacher Attrition
0
50,000
100,000
150,000
200,000
250,000
300,000
350,000
Entrants Leavers
Trends in Teacher Attrition
0
50,000
100,000
150,000
200,000
250,000
300,000
350,000
Entrants Leavers
Trends in Teacher Attrition
0
50,000
100,000
150,000
200,000
250,000
300,000
Non-retirement leavers Retirees
Generation X Generation Y
Teacher Leavers
0% 10% 20% 30% 40% 50% 60% 70%
Salary
Benefits
Prestige
Adv. Opportunities
Recognition/Support
Influence
Resources
Working Conditions
Workload
Better in current position Better in teaching
In 10 years, we…
Hired 2.25 million new teachersLost 2.8 million teachersLost 677,000 teachers to retirementLost 2.12 million teachers to non-
retirement
New Teachers Leave Early & Experienced
Teachers Take Other Education Positions
Teacher Experience
Tea
cher
Eff
ecti
ven
ess
First 7- 10 years
Second 10-12 years
After 20-24 years
Adapted from data from data by William Sanders
Turnover is Expensive $7.3 Billion A Year
High Turnover Schools Struggle to Improve Teaching Quality and
Rarely Close the Student Achievement Gap Because They Are Constantly Rebuilding Their
Staff
(NCTAF.ORG 2007)
Turnover Can Be Reduced • Hire well-prepared teachers, who have
strong content knowledge and extensive clinical practice experience.
• Provide Induction support for new teachers that includes mentoring and coaching by a collaborative team.
• Create continuous professional development and growth opportunities embedded in the day-to-day work of the school.
Organize Schools for Success NCTAF.ORG 2007
19.6%
19.4%
16.0%
10.5%
19.9%
18.4%
11.8%
11.6%
7.1%
11.5%
0.0 0.1 0.2 0.3 0.4 0.5
Sink or Swim
Buddy System
Untrained Mentor
Trained Mentor
Trained Mentor &Coach
Movers Leavers
Teachers Inducted into a Professional Community by Mentors & Coaches are Half as Likely to Leave – Less Than
2 % Have it.
Source: Figure 3 in Reducing Teacher Turnover: What are the Components of Effective Induction? Thomas M. Smith and Richard M. Ingersoll. April 2003. Working paper draft. Please do not cite, quote, or use without first consulting authors.
Age Distribution of Public School Teachers
0
20,000
40,000
60,000
80,000
100,000
120,000
140,000
20 30 40 50 60 70
1993–94 1999–2000 2003–04 # of Teachers
Age
VETERANS (63 plus)(Silent Generation)
38 Million AmericansRespect experienceDuty before pleasureEager to conform to
group rolesEquate age with status
and powerSee change as disruptive
and undesirable
BABY BOOMERS (43-62)
76 million Americans Enjoy and value teamworkWant to get with the programAre willing to go the extra mileHave good people skillsEmbrace equity and fairnessLike to receive credit and public
recognitionLess flexible when it comes to
changeRetiring but want to stay
engaged
GEN-XERS (26-45)39 million AmericansTechnical savvy and creativityWork best with members of
their own choosingSelf-reliant, skeptical of
authorityEmbrace alternative workplace
structuresPrefer informal roles and
freedom to complete tasks their own way
Willing to challenge higher upsCore of the work force —but the
trough in the teaching chart!
NEXTERS (25 and under)
GEN Y or MILLENNIALS
Diversity as a norm Idealistic CollaborativeCommunication is constantOpen to new challengesPrefer a flattened hierarchyWired – grew up digitalShould be replacement for
retiring teachers, but they are leaving at an increasing rate
Teaching 2.0: Teaching is a Team Sport
Staged entry – tiered expertise and certification.Entry through teaching residencies. Multiple teaching roles, positions, and levels of
expertise during a teaching career.Staged options for exiting the profession: part-
time positions, mentors, coaches, job-sharing, team leaders, tutors, digital media specialists, etc.
A blend of face-to-face and online teaching & learning created and led by teachers who become learning experts. (Bricks and Clicks Schools).
When Educators Join Forces They Can Improve Learning Beyond What Any of
Them Can Accomplish Alone
In Teaching 2.0 Multigenerational Teams
Create Genuine Learning
Organizations
Collaboration – will eventually replace solo. teaching in self-contained classrooms.
Modularized and personalized. Constant communication and
assessment to improve teaching and learning.
Digital technology is fully exploited. A user driven learning economy.
MANAGEMENT
• LEADERSHIP– Specific goal leaders– Direct contact for each goal
• Explore resources in other sections of the department
• Build on capacity already in place
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