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Coach new teachers and veteran teachers who need support. Support in classroom management, etc.

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Retired teachers paid from ESSR funds to support students with learning gaps.
Also provided for 30% of teachers in tutoring stipend. $10,000 total stipend in fall and spring.
Accountability measures in place to ensure growth.

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Developed our own Residency Program for those who have a BA.  The district pays for the credential.

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Developed our own Residency Program for those who have a BA.  The district pays for the credential.

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For every 5 years of uninterrupted employment, employee would get a $5,000 bonus on paycheck.

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Leadership Program - three years to get a credential

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Leadership Program - three years to get a credential

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Visa issues for teachers out of the country

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Visa issues for teachers out of the country

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Not completing credential program while teaching and leaving teaching

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Not completing credential program while teaching and leaving teaching

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Instructional support specialists don't currently have much time with new teachers. We have monthly meetings at the end of the day and they receive a stipend at the end of that series of meetings. We are looking to build in full time mentors that are assigned to our new teachers. However, we are trying to figure out the balance between taking our best teachers out of the classroom and supporting those who are new.

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We are hoping our coaches can support the new teachers. In the process of assigning Bulldog Buddy- someone to show them around the campus with logistics in hopes of building a rapport with teachers.

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10 staff members- 3 teachers. Because we are so small, our recruitment and potential applicants are very limited. We are offering incentives such as stipends to recruit but we are having a hard time competing with neighboring districts.

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Salaries are too low. Teachers need to get another job

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Salaries are too low. Teachers need to get another job

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Not having a person in the building full time is not working.  We will keep teacher for a year or two and put all the time and effort into training and then they leave to go to a neighboring district that appears to have less challenges.  So, the salaries and bonuses are not really retaining them- as much as thinking they are going to have a less intense job in a different area of town.  This isn't necessarily true- as there are challenges in each district. It is almost the idea that teachers feel they will find something better somewhere else.

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Classroom teachers who support the social emotional well-being support of new teachers on their campus. We provided PD from Educator's Thriving to build the capacity of these teacher leaders and boost conversations with new teachers. Contact: tyler@educatorsthriving.org

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Educators Thriving offers research-based personal development to help educators achieve well-being.

Through the program, participants learn concrete strategies to help them avoid and manage the most common pitfalls of the educator experience: being overwhelmed, personal neglect, struggling with a fixed mindset, unexpected challenges, and isolation.

​

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Educators Thriving was developed by teachers and researchers to change the way school systems support those on the front lines of this work.

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Educators Thriving offers research-based personal development to help educators achieve well-being. Through the program, participants learn concrete strategies to help them avoid and manage the most common pitfalls of the educator experience: being overwhelmed, personal neglect, struggling with a fixed mindset, unexpected challenges, and isolation.

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Offer multiple layers of training and support within the district to provide support throughout the school year.
Training is individualized and differentiated based on the needs of the new employee.
Strategies or approaches to determine needs--  sit in the majority of our IEP team meetings and see needs as they arise or hear the conversations- instructional and behavioral challenges
this year vs prior year ( turnover)- this year has been more about retiring teachers but in some very difficult positions ( School Psychologist)
The news does not help promote new educators.
Teachers out of field are provided support through curriculum coaches ( Math/Reading) as well as a behavior specialist to support behaviors in the classroom.
Many paras are joining us for teaching roles and come with tools in the toolbox to

GA Virtual School
Middle/High-
100 applicants for every position
Can do wherever located
Must have GA Teaching Cert ( Doesn't matter where you live)
Realities of Online Teaching= Work, Feedback, Relationship Building
If make it through the first year, typically there for a very long time.  The focus is on getting them through the first year.

Must complete two online courses to get started and then a four-week course about policies and procedures before an offer is made.
Paired with an individual coach and coach will send them tailored information.

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Cost of living...teachers cannot afford to live in California

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Cost of living...teachers cannot afford to live in California

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new teacher induction, new teachers develop a cohort, monthly meetings/checkins, sessions on instructional strategies, strong relationships with mentors

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Without an internship, it's hard to support them

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What works one year- doesn't necessarily work the next for long term retention

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What works one year- doesn't necessarily work the next for long term retention

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We are noticing that what works one year doesn't necessarily work the next.

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Teachers leave because spouses get jobs elsewhere. Losing about 30% of teachers each year.

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Non-traditional backgrounds need a different type of support.  

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Non-traditional backgrounds need a different type of support.  

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Additional and/or different assistance and support on the front end- with the basics such as seating charts, etc.

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Sometimes stipends aren't enough - Doesn't match the amount on their plates

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Sometimes stipends aren't enough - Doesn't match the amount on their plates

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DRop in enrollment has be effecting districts

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DRop in enrollment has be effecting districts

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new teachers that do not have support and feel valued

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Competitive Salaries
Flexibility in the workday/week

How to reduce the duties and give more time

Lack of us reporting what all benefits add up to for being a teacher ( the $$ that aren't in the paycheck)

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Jessica Solano, Director of Recruitment and Engagement in Polk County Public Schools (FL)

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Jessica Solano, Director of Recruitment and Engagement in Polk County Public Schools (FL)

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Jessica Solano - Director, Recruitment and Retention - Polk County School Board | LinkedIn

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View Jessica Solano's profile on LinkedIn, the world's largest professional community. Jessica has 1 job listed on their profile. See the complete profile on LinkedIn and discover Jessica's connections and jobs at similar companies.

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Andrea Segraves - Director of Teaching and Learning Center - Harris County Department of Education | LinkedIn

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View Andrea Segraves' profile on LinkedIn, the world's largest professional community. Andrea has 2 jobs listed on their profile. See the complete profile on LinkedIn and discover Andrea's connections and jobs at similar companies.

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Emily Kroutil, Teacher Training Specialist at Georgia Virtual School

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Emily Kroutil, Teacher Training Specialist at Georgia Virtual School

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https://www.linkedin.com/in/emily-kroutil-088b215b/

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Experienced and caring science teacher with a demonstrated history of student success. Dedicated to coaching and supporting online teachers, establishing meaningful relationships, and ensuring the successful transition to online teaching. Highly-skilled science content writer, with extensive experience in presenting difficult science concepts in an approachable and memorable manner.

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Emily Kroutil - Teacher Training Specialist - Georgia Virtual Learning | Georgia Virtual School | LinkedIn

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Experienced and caring science teacher with a demonstrated history of student success. Dedicated to coaching and supporting online teachers, establishing meaningful relationships, and ensuring the successful transition to online teaching. Highly-skilled science content writer, with extensive experience in presenting difficult science concepts in an approachable and memorable manner.

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Building relationships with teachers and staff- creating a culture of safety and support while balancing consistent expectations is powerful in keeping teachers.

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Twitter handle for Teresa Whitaker @twhitaker320 

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Twitter handle for Teresa Whitaker @twhitaker320 

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jared.griffis@carrollcountyschools.com

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Our new teachers consistently tell us that the transition to fully online teaching is made easier with the help of their coach. We meet as a cohort 4-5 times/semester, have Just in Time content for them throughout the semester, and synchronous chats with their coach. Building those relationships with each other and their coach is critical to get them acclimated and invested in the school.