# data[].attributes.body
"As we seek to reform
our schools, we must take care to do no harm. In fact, we must take care to make our public schools once again the pride of our nation. To the extent that we strengthen them , we strengthen our democracy."

# data[].attributes.body
"We want to prepare them for a useful life. We want them to be
able to think for themselves when they are out in the world on their own. We want them to have good character and to make sound decisions about their life, their work, and their health. We want them to face life’s joys and travails with courage and humor. We hope that they will be kind and compassionate in their dealings with others. We want them to have a sense of justice and fairness. We want them to understand our nation and our world and the challenges we face. We want them to be active, responsible citizens, prepared to think issues through carefully, to listen to differing views, and to reach decisions rationally. We want them to learn science and mathematics so they understand the problems of modern life and participate in finding solutions. We want them to enjoy the rich artistic and cultural heritage of our society and other societies."

# data[].attributes.body
"It is inconceivable that a sovereign should continue, as we do so abjectly say, “I can’t do anything about it. It’s the government.” The government is the creation of the people. It is responsible to the people. And the people are responsible for it."

How we treat our teachers falls directly on us.

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16. Eight Questions on Teacher Recruitment and Retention: What Does the Research Say?

# data[].attributes.subject
16. Eight Questions on Teacher Recruitment and Retention: What Does the Research Say?

# data[].attributes.body
"On the most basic level, the research makes it clear that compensation must be taken into consideration in crafting policies regarding the recruitment and retention of teachers. In general,
increasing teacher compensation, including the prospects for greater future compensation, increases retention."

# data[].attributes.headline
15. Eight Questions on Teacher Recruitment and Retention: What Does the Research Say?

# data[].attributes.subject
15. Eight Questions on Teacher Recruitment and Retention: What Does the Research Say?

# data[].attributes.body
" One study (Chapman and Hutcheson, 1982) found that wage increases and job autonomy were more important for teachers who quit teaching, while recognition and
approval from others were more important for those who stayed. Another study (Hounshell and Griffin, 1989) found that compensation became an important factor in teachers’
decisions to stay or leave when their initial idealism and enthusiasm about teaching gave way to disappointment about the reality of their jobs. Still another study (Ingersoll, 2001a) indicated that the single most important reason for teacher turnover was job dissatisfaction, to which low salaries could be a contributing factor together with difficult working conditions."

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14. Eight Questions on Teacher Recruitment and Retention: What Does the Research Say?

# data[].attributes.subject
14. Eight Questions on Teacher Recruitment and Retention: What Does the Research Say?

# data[].attributes.body
"Several studies that involved self-reports by teachers of the impact of compensation on their
decision to leave or remain in their current jobs or the teaching profession were particularly
illuminating. All reported that the teachers they interviewed considered salary to be an
important factor – though not necessarily the only or most important factor – in their decision to continue teaching."

A lot of teachers are leaving their professions because of the minuscule salaries, although that is only one reason among many.

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13. Eight Questions on Teacher Recruitment and Retention: What Does the Research Say?

# data[].attributes.subject
13. Eight Questions on Teacher Recruitment and Retention: What Does the Research Say?

# data[].attributes.body
"A number of the studies determined that increasing compensation by a specific amount or percentage
increased the probability that a teacher would remain by a corresponding percentage."

# data[].attributes.headline
12. Eight Questions on Teacher Recruitment and Retention: What Does the Research Say?

# data[].attributes.subject
12. Eight Questions on Teacher Recruitment and Retention: What Does the Research Say?

# data[].attributes.body
"Taken as a whole, the 28 research studies reviewed for this report that looked at the
relationship between teacher compensation and retention provide strong evidence that
increasing compensation tends to increase the rate of teacher retention. Two studies (Brewer,
1996 and Theobald, 1990) suggested that even the prospect of higher future salaries (not just as teachers but also as school administrators) might contribute to teacher retention."

# data[].attributes.headline
11. Eight Questions on Teacher Recruitment and Retention: What Does the Research Say?

# data[].attributes.subject
11. Eight Questions on Teacher Recruitment and Retention: What Does the Research Say?

# data[].attributes.body
"It is entirely possible that many
of the incentives currently being offered are far too small to have major impact, especially if the
goal is to entice teachers to teach in schools where the working conditions are stressful."

# data[].attributes.headline
10. Eight Questions on Teacher Recruitment and Retention: What Does the Research Say?

# data[].attributes.subject
10. Eight Questions on Teacher Recruitment and Retention: What Does the Research Say?

# data[].attributes.body
"...Teacher compensation is not uniform throughout the United States.
According to the most recent survey of salaries by the American Federation of Teachers, starting teacher salaries across the United States range from under $25,000 per year to over $37,000 per year, with a range of average annual salaries from just over $32,000 to just under $56,000."

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9. Eight Questions on Teacher Recruitment and Retention: What Does the Research Say?

# data[].attributes.subject
9. Eight Questions on Teacher Recruitment and Retention: What Does the Research Say?

# data[].attributes.body
"The salaries of teachers have been variously compared to those of nurses, social workers, architects, engineers, lawyers and others based on the assumption that individuals with comparable education should be compensated similarly. Such comparisons are questionable, however, because there are features of teaching that make it unlike many of these
other occupations such as the work schedule and the fact that most teachers are public employees."

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8. Eight Questions on Teacher Recruitment and Retention: What Does the Research Say?

# data[].attributes.subject
8. Eight Questions on Teacher Recruitment and Retention: What Does the Research Say?

# data[].attributes.body
"There is a great deal of
debate, for example, over whether teachers are adequately compensated in comparison with workers in other professions."

# data[].attributes.headline
7. Eight Questions on Teacher Recruitment and Retention: What Does the Research Say?

# data[].attributes.subject
7. Eight Questions on Teacher Recruitment and Retention: What Does the Research Say?

# data[].attributes.body
"Perhaps no subject related to teacher recruitment and retention generates more discussion and more controversy than the issue of teacher compensation. Indeed, even in this report there are more studies on compensation than on any other individual subject."

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6. Teacher Turnover: Why It Matters and What We Can Do About It

# data[].attributes.subject
6. Teacher Turnover: Why It Matters and What We Can Do About It

# data[].attributes.body
Under "Policy recommendations" "To stem teacher turnover, federal, state, and district policymakers should consider improving the key factors associated with turnover: compensation, teacher preparation and support, and teaching conditions."

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5. Teacher Turnover: Why It Matters and What We Can Do About It

# data[].attributes.subject
5. Teacher Turnover: Why It Matters and What We Can Do About It

# data[].attributes.body
Under "Why do teachers leave?" "Alternatively certified teachers are 25% more likely to leave their school. Other key influences on turnover include a lack of administrative support, working in districts with lower salaries, dissatisfactions with testing and accountability pressures, lack of opportunities for advancement, and dissatisfaction with working conditions."

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4.Teacher Turnover: Why It Matters and What We Can Do About It

# data[].attributes.subject
4.Teacher Turnover: Why It Matters and What We Can Do About It

# data[].attributes.body
Under "Who is leaving?" "Turnover rates are highest in the South and lowest in the Northeast, where states tend to offer higher pay, support smaller class sizes, and make greater investments in education."

# data[].attributes.headline
3. Teacher Turnover: Why It Matters and What We Can Do About It

# data[].attributes.subject
3. Teacher Turnover: Why It Matters and What We Can Do About It

# data[].attributes.body
"Teacher attrition in the United States is about twice as high as in high-achieving jurisdictions like Finland, Singapore, and Ontario, Canada."

# data[].attributes.headline
2. Teacher Turnover: Why It Matters and What We Can Do About It

# data[].attributes.subject
2. Teacher Turnover: Why It Matters and What We Can Do About It

# data[].attributes.body
The report conducted found that " 90% of open teaching positions are created by teachers who leave the profession."

# data[].attributes.headline
1. Teacher Turnover: Why It Matters and What We Can Do About It

# data[].attributes.subject
1. Teacher Turnover: Why It Matters and What We Can Do About It

# data[].attributes.body
"When students return to school this year, many will enter one of the more than 100,000 classrooms across the country staffed by an instructor who is not fully qualified to teach. This is because many districts, facing ongoing teacher shortages, are hiring underqualified candidates to fill vacancies."