TEACHER RETENTIONTEACHER RETENTIONTEACHER RETENTIONTEACHER RETENTIONManagement, Content Management, Content

Implementation, Evaluation, and Implementation, Evaluation, and SustainabilitySustainability

Trends in Teacher Attrition

0

50,000

100,000

150,000

200,000

250,000

300,000

350,000

Entrants Leavers

Trends in Teacher Attrition

0

50,000

100,000

150,000

200,000

250,000

300,000

350,000

Entrants Leavers

Trends in Teacher Attrition

0

50,000

100,000

150,000

200,000

250,000

300,000

350,000

Entrants Leavers

Trends in Teacher Attrition

0

50,000

100,000

150,000

200,000

250,000

300,000

Non-retirement leavers Retirees

Generation X Generation Y

Teacher Leavers

0% 10% 20% 30% 40% 50% 60% 70%

Salary

Benefits

Prestige

Adv. Opportunities

Recognition/Support

Influence

Resources

Working Conditions

Workload

Better in current position Better in teaching

In 10 years, we…

Hired 2.25 million new teachersLost 2.8 million teachersLost 677,000 teachers to retirementLost 2.12 million teachers to non-

retirement

New Teachers Leave Early & Experienced

Teachers Take Other Education Positions

Teacher Experience

Tea

cher

Eff

ecti

ven

ess

First 7- 10 years

Second 10-12 years

After 20-24 years

Adapted from data from data by William Sanders

Turnover is Expensive $7.3 Billion A Year

High Turnover Schools Struggle to Improve Teaching Quality and

Rarely Close the Student Achievement Gap Because They Are Constantly Rebuilding Their

Staff

(NCTAF.ORG 2007)

Turnover Can Be Reduced • Hire well-prepared teachers, who have

strong content knowledge and extensive clinical practice experience.

• Provide Induction support for new teachers that includes mentoring and coaching by a collaborative team.

• Create continuous professional development and growth opportunities embedded in the day-to-day work of the school.

Organize Schools for Success NCTAF.ORG 2007

19.6%

19.4%

16.0%

10.5%

19.9%

18.4%

11.8%

11.6%

7.1%

11.5%

0.0 0.1 0.2 0.3 0.4 0.5

Sink or Swim

Buddy System

Untrained Mentor

Trained Mentor

Trained Mentor &Coach

Movers Leavers

Teachers Inducted into a Professional Community by Mentors & Coaches are Half as Likely to Leave – Less Than

2 % Have it.

Source: Figure 3 in Reducing Teacher Turnover: What are the Components of Effective Induction? Thomas M. Smith and Richard M. Ingersoll. April 2003. Working paper draft. Please do not cite, quote, or use without first consulting authors.

Age Distribution of Public School Teachers

0

20,000

40,000

60,000

80,000

100,000

120,000

140,000

20 30 40 50 60 70

1993–94 1999–2000 2003–04 # of Teachers

Age

VETERANS (63 plus)(Silent Generation)

38 Million AmericansRespect experienceDuty before pleasureEager to conform to

group rolesEquate age with status

and powerSee change as disruptive

and undesirable

BABY BOOMERS (43-62)

76 million Americans Enjoy and value teamworkWant to get with the programAre willing to go the extra mileHave good people skillsEmbrace equity and fairnessLike to receive credit and public

recognitionLess flexible when it comes to

changeRetiring but want to stay

engaged

GEN-XERS (26-45)39 million AmericansTechnical savvy and creativityWork best with members of

their own choosingSelf-reliant, skeptical of

authorityEmbrace alternative workplace

structuresPrefer informal roles and

freedom to complete tasks their own way

Willing to challenge higher upsCore of the work force —but the

trough in the teaching chart!

NEXTERS (25 and under)

GEN Y or MILLENNIALS

Diversity as a norm Idealistic CollaborativeCommunication is constantOpen to new challengesPrefer a flattened hierarchyWired – grew up digitalShould be replacement for

retiring teachers, but they are leaving at an increasing rate

Teaching 2.0: Teaching is a Team Sport

Staged entry – tiered expertise and certification.Entry through teaching residencies. Multiple teaching roles, positions, and levels of

expertise during a teaching career.Staged options for exiting the profession: part-

time positions, mentors, coaches, job-sharing, team leaders, tutors, digital media specialists, etc.

A blend of face-to-face and online teaching & learning created and led by teachers who become learning experts. (Bricks and Clicks Schools).

When Educators Join Forces They Can Improve Learning Beyond What Any of

Them Can Accomplish Alone

In Teaching 2.0 Multigenerational Teams

Create Genuine Learning

Organizations

Collaboration – will eventually replace solo. teaching in self-contained classrooms.

Modularized and personalized. Constant communication and

assessment to improve teaching and learning.

Digital technology is fully exploited. A user driven learning economy.

MANAGEMENT

• LEADERSHIP– Specific goal leaders– Direct contact for each goal

• Explore resources in other sections of the department

• Build on capacity already in place

CONTENT IMPLEMENTATION

EVALUATION

SUSTAINABILITY