Strategies for Attracting and Keeping Educators in School Districts
In a bid to address staffing challenges, schools in Michigan, Illinois, and beyond are adopting innovative strategies to attract and retain teachers.
Benton Harbor Area Schools Partners with Urban Teacher Residency Program
In Michigan, Benton Harbor Area Schools is partnering with the Urban Teacher Residency Program to increase its teacher pipeline. The district, which serves a student body that is 94 percent Black, is also working with Historically Black Colleges and Universities (HBCUs) to bring in new teachers, even if it's only for three years.
Benton Harbor Area Schools Explores Incentives for Teachers
Recruitment challenges in rural areas can be significant, and Benton Harbor Area Schools is no exception. To attract teachers, the district is exploring ways to offer free or discounted housing for teachers and daycare as incentives for recruitment and retention.
Benton Harbor Area Schools Provides High-Level Mentoring
To increase employee retention rates, Benton Harbor Area Schools is providing high-level mentoring to all employees, including the interim superintendent. Everyone has a mentor for extra support.
District 99 Downers Grove Allows Offsite Work with Conditions
In Illinois, District 99 Downers Grove is allowing teachers to work offsite, but with specific conditions. Teachers can work from places like Starbucks or the grocery store during planning periods, as long as it doesn't impact their responsibilities when they are responsible for students or other staff members.
Superintendent Thiele Believes in Demonstrating Care and Trust
Superintendent Hank Thiele of District 99 Downers Grove believes that allowing offsite work demonstrates care and trust to staff. He hopes that offering perks such as flexibility makes staff want to stay at District 99, be productive, and have more energy to help more students.
Rochester CUSD 3A Drives Change through Data-Driven Insights
In another Illinois district, Rochester CUSD 3A, Superintendent Dan Cox is working with EAB to drive change in the district through data-driven insights. The district is refining core instructional strategies, creating postsecondary pathways, boosting staff and student mental health, improving community trust, and creating conditions for employees to thrive.
Rochester CUSD 3A Diagnoses Low Teacher Morale
A teacher morale survey in Rochester CUSD 3A revealed that 88 percent of district leaders say teacher morale is worse than five years ago, and 70 percent of teachers feel that they are not the best teacher they can be. The teacher morale collaborative in the district aims to diagnose the main causes of low teacher morale, prioritize these, and co-design solutions.
Rochester CUSD 3A Identifies Major Issues
Through its investigations, Rochester CUSD 3A has diagnosed two major issues: time and resources, and recognition and value. The district is now working on addressing these issues to improve teacher morale and overall performance.
In these challenging times for education, schools are adapting and innovating to attract and retain the best teachers. These strategies, from partnerships with teacher residency programs to offering flexible work arrangements and incentives, are making a difference in schools across the country.
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