Teacher Retention

I resorted back to an article I wrote for 500 regarding teacher retention/motivation/mentoring.

“Helping New Teachers and Principals”, American School Board Journal, September 2005

The turnover rates for teachers and principals are higher than any other profession. It is sad to think that at one point in their career they possessed passion and vision. What exactly is it that drives our teachers and principals to leave their position?

A New Jersey school district tackled the issue head-on. As noted in Kozol’s 1991 book, Savage Inequalities, Camden was named the Most Dangerous City and the second poorest in America. It took a new principal with fresh ideas and desire for student achievement to turn things around. Truancy and dropout rates began a downward spiral. Teacher vacancies became fewer but easier to fill.

Camden developed a mentoring program, The Instructional Management Institute for Novice Teachers, and was unanimously supported by the district. He helped their district retain first-year teachers. It promoted collaboration with other teachers and focused on classroom and time management. They also implemented an electronic mentoring program for out-of-state districts in need of support. Teachers can access lesson plans, chat with colleagues from other states, and share ideas.

Compass Learning, along with Weekly Reader and other companies, provided personnel and handouts for the institute. CL’s President states that “running a school requires many of the same leadership skills as running a business.” The primary goal of the program is to research teacher satisfaction and principal leadership.

I believe every school would benefit from this program. We must create an environment that allows teachers and principals to succeed, and with that, students will want to learn and succeed as well.