Recruit, Retain, and Support All Staff
Recruiting, retaining, and supporting good teachers and staff is essential to student success and a thriving school community. Strong educators enhance achievement, create a positive school culture, and build community trust. Retaining teachers and staff ensures instructional continuity, reduces hiring costs, and fosters mentorship, while providing professional support increases job satisfaction and effectiveness, ultimately benefiting students.
| Priority One | |
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| Why is this important? | 1. Recruiting Good Staff ~ Impact on Student Achievement: Good teachers directly enhance student success and academic achievement. ~ School Culture and Climate: Skilled teachers contribute to a positive, inclusive school culture and learning environment. ~ Community Confidence: Recruiting strong educators builds community trust and support for the school district. 2. Retaining Good Staff ~ Continuity of Instruction: Retaining teachers ensures consistent, high-quality instruction and minimizes disruption to student learning. ~ Cost Effectiveness: Teacher retention reduces the financial and time costs associated with hiring and training new staff. ~ Teacher Morale and Mentorship: Experienced teachers support school morale and mentor less experienced colleagues, fostering a collaborative environment. 3. Supporting Good Teachers ~ Professional Development and Growth: Support enables teachers to grow professionally and stay current with best practices. ~ Job Satisfaction and Retention: Supported teachers experience higher job satisfaction and are more likely to stay in the profession. ~ Student Success: Well-supported teachers are better equipped to meet students’ needs and foster academic success. |
| Action Steps | ~ Adopt an instructional model, provide targeted professional development, and then ensure consistent implementation through observation, support, feedback, and accountability. ~ Explore, adopt, and teach a cooperative learning classroom engagement model such as Kagan. ~ Empower staff by recognizing their contributions, facilitating professional growth through state and national resources, and cultivating internal leadership for instructional coaching and mentoring. ~ Incentivize excellent performance and growth, strategically assign teachers based on strengths, provide professional development in engaging student-centered instruction, and allow for teacher-proposed courses aligned with student interest and individual teacher passion. ~ Intentionally recognize and celebrate staff ~ Educator access to state and national conferences (PD) ~ Provide more, and evaluate effectiveness of Professional Development ~ Incentivize high teaching performance and staff participation in Professional Development ~ Thoughtful staff assignments that accentuate individual strengths ~ Internal teacher leaders to coach, mentor, and share effective strategies with peers ~ Logical and consistent administrative response to disruptive classroom behavior ~ Set goals for smaller class sizes ~ Adopt an instructional model, train it, and implement it with fidelity ~ More access to hands, engaging on resources ~ More consistent and more constructive walkthrough feedback ~ Less reliance on, and more thoughtful use of, technology tools ~ Horizontal and vertical alignment of curriculum to eliminate gaps in content ~ Administration that is highly responsive to staff concerns |
| Evidence of Implementation | ~ Sign-on Bonus ~ Competitive Compensation ~ Yearly Raises ~ Staff Olympics to build community ~ Stronger Onboarding Process ~ Improvement of Professional Growth Opportunities: https://www.youtube.com/watch?v=54BbPwXYp0g ~ Improvement of Mentorship ~ Regular feedback and communication via walkthrough document. ~ Weekly Wednesday Meetings including: School wide, Elementary/Secondary, Tech Wednesdays, Teacher teach Teacher ~ Small Term Incentives |
| Evidence of Impact | ~ Retention Rate: https://drive.google.com/drive/folders/1JU935LNS8rRexTDRY16c3LmZ7IzH7azw?usp=drive_link |