William Kritsonis, School Law, Ch 5 Teacher Retention - PowerPoint PPT Presentation

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William Kritsonis, School Law, Ch 5 Teacher Retention

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Title: 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.
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