factors of retention: teachers

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FACTORS OF EMPLOYEE RETENTION: TEACHERS Anne Koutoufas HRD-880 Spring 2009

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Page 1: Factors of Retention: Teachers

FACTORS OFEMPLOYEE

RETENTION:TEACHERS

Anne Koutoufas

HRD-880

Spring 2009

Page 2: Factors of Retention: Teachers

Purpose of presentation:Purpose of presentation:

To discuss the findings regarding teacher retention. These include compensation,

working conditions, and personal satisfaction.

Factors Involving Teacher Factors Involving Teacher RetentionRetention::Monetary compensationWorking conditionsPersonal satisfaction

(for the purpose of this discussion, teacher attrition and turnover refer to teachers leaving the profession for another career or teachers resigning—not the transfer of teachers to another

school or school division.)

Page 3: Factors of Retention: Teachers

Teacher Quality versus Teacher RetentionTeacher Quality versus Teacher Retention

Little research on what characterizes a quality teacher

Little research to differentiate between teacher retention and quality teacher retention

Due to costs and time, any teacher turnover can be detrimental to a school division

Page 4: Factors of Retention: Teachers

Basic principal—you stay in a profession if it is more attractive than others

To stay in teaching, the opportunity costs—what you lose when you chose teaching—must be outweighed by the rewards of teaching

*Here’s a chance for a school division’s HR Department to develop policies that will not only attract new teachers, but outweigh the opportunity costs that have been encountered. 

Page 5: Factors of Retention: Teachers

Teacher Turnover: Teacher Turnover: Who Stays—Who GoesWho Stays—Who Goes

Attrition rates are higher for younger beginning teachers

Attrition rates are lower for older beginning teachers

More females leave the profession than malesMore Caucasian teachers leave than any other

racial groupHispanic teachers have the least amount of

attritionNot surprising that younger teachers leave—that is not far off statistics for any other career. Women

leaving do so for pregnancy or childrearing reasons. No reasons were given other than career opportunities

for the difference in racial groups

Page 6: Factors of Retention: Teachers

Those with higher ability had higher attrition from teaching

Those from more selective institutes of higher learning had higher attrition

Math and science teachers had highest attrition

Teachers who were certain of their future as teachers from the beginning had least amount of attrition

All these groups most likely had more opportunities for

career choices and for higher pay

Page 7: Factors of Retention: Teachers

SCHOOL AND DISTRICT CHARACTERISTICS

Size, location, wealth, student population were often key

Higher poverty schools had higher turnover

Higher turnover for schools with low achievement scores

Page 8: Factors of Retention: Teachers

School and District CharacteristicsSchool and District Characteristics

Charter schools had higher turnoverSchools in the West have a higher turnoverSmall town schools have a higher turnover

The guess is that there is a good amount of stress

teaching in a charter school due to high expectations and the newness of the program.

Small town teachers often leave for more money.

Page 9: Factors of Retention: Teachers

School and School and District District

CharacteristicsCharacteristicsSuburban schools have more

retention than all others

Higher salaries make a difference

Better working conditions make a difference

 This bears out the market theory that the

more attractive the conditions and salary, the more people will

stay

Page 10: Factors of Retention: Teachers

•Higher salaries do make a difference•Targeted compensation makes a difference

•Better working conditions make a differenceWorking conditions include class size, class make-up,

discipline, autonomy of teachers to make decisions, an open door policy of the principal, scheduled collaboration, and

mentoring programs. The targeted compensation refers to focusing on keeping those teachers in high need areas, such as math or science, rather than offering significant raises to

all teachers, the majority of whom would stay anyway. Signing bonuses are a part of this.

Page 11: Factors of Retention: Teachers

CONCLUSCONCLUSIONION

Efforts to retain teachers must start at the beginning of employment with programs such as mentoring.

Teachers must feel valued and that what they do and what they are offered outweigh what they could gain from other employment.

Human Resource Department must have up-to-date, extensive data on teacher turnover in order to make effective policy.