William Kritsonis, School Law, Ch 5 Teacher Retention

1
Factors that Impact Teacher Retention

• William Allan Kritsonis, PhD

2
Teacher Retention A National Problem

• Old Techniques in an Information Age
• Lack of Vision in Reframing Retention
• Failure to Gather information from Teachers
  concerning Retention.

3
Statistics of Teacher Attrition in Hard to Staff
Schools

• 62 of Students minorities vs. 39 in other
  schools.
• 47 of Students are eligible for Free/Reduced
  Lunch vs. 35 at other schools.
• 42 of hard to staff schools were middle schools
  vs. 18 of other schools were middle schools.
• Less Teacher Satisfaction than their peers in
  other schools.

4
Reasons Why Attrition is So High In Urban Schools

• 1. Inadequate financial compensation.
• 2. Under-representation of minority teachers.
• 3. Desirability to teach may be outweighed by
  more attractive alternatives.
• 4. Student discipline.

5
Characteristics of Teachers Entering/Not entering
the Profession

• Women are more likely to enter the profession
  than men.
• Only 39 of nations public elementary
  secondary schools were minority vs. 61 being
  majority.
• Higher test scores and better school selections
  deter some students from entering the teaching
  profession.

6
Psychological and Family-Related Factors

• 90 of Teachers agreed that one should enjoy the
  profession.
• 81 of Teachers felt that flexibility and
  spending time with family was a key factor.

7
Why Recent Grads Arent Attracted to the Teaching
Profession

• Safety Issues
• Under Compensation
• Accountability
• Lack of Opportunity for Advancement

8
Reasons That Would Attract Recent Graduates

• Mentoring to At-Risk Students
• Alternative Certification
• Conducive learning environment
• More Competitive Salary

9
Summary Findings on Recruitment and Retention

• Attrition increased for
• Schools with higher numbers of minority,
  low-income, and low-performing students.
• Urban Schools vs. Suburban and rural districts.
• Public vs. Private Schools, and
• Schools with poor working conditions and low
  financial compensation.

10
Educational Leaders Response to Attrition

• 1. Flexibility in career options for
  experienced teachers.
• 2. Effective mentoring programs.
• 3. Professional Development.
• 4. A Comprehensive Induction Process.

11
Conclusion

• Teacher retention and attrition has become
  extremely costly for the nation, therefore, new
  recruitment and retention strategies must be
  implemented.