找到并留住优秀教育工作者的四个行之有效的策略

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找到并留住优秀教育工作者的四个行之有效的策略在2018学年开始时,大约 35 states are experiencing teacher shortages. 合格教师短缺的部分原因是教师流失——由于退休, dissatisfaction, and a variety of other factors. 教师和其他人员所面临的挑战已经成为有关教师罢工的新闻报道的重点, strikes, and protests nationwide, 教师们要求提高工资等方面的水平, education funding, staffing levels, and quality of facilities.

Teacher engagement, satisfaction, and retention 已成为许多地区的重点. 我们发现,各学区结合使用四种策略来吸引和留住高素质教师,以确保教室有足够的人员:吸引高素质的候选人, resolving factors that drive teacher attrition, 关注用户粘性和留存率之间的联系, 促进员工多样性已经成为各学区在解决教师流失问题上需要改进的地方.

1. Attract Quality Teaching Candidates

With 84% of surveyed school districts identified teacher recruitment as one of their top three priorities, 各学区预计将利用各种因素来吸引开放教学岗位的候选人. 2017年,一项针对500多名K-12教师的全国代表性样本的调查询问了教育工作者 what districts should do differently to find and hire high-quality teachers; 26% replied that districts should offer more professional autonomy, greater respect, and better working conditions, while 17% requested that schools provide mentoring, support, and training.

Many districts, as well as state legislators, are now focusing on providing these benefits to improve recruitment and hiring; after its teacher walkout, Arizona signed an education funding bill, which includes increased funding for support staff, new textbooks, and upgraded technology and infrastructure. Districts—especially those in hard-to-staff areas (e.g., ——将需要评估他们的招聘策略, incentives, 以及职场文化,以确保学校的职位尽可能吸引人.

2. Resolve the Factors that Drive Teachers Away

With 7% of teachers planning to exit the profession 尽快留住教师是全国各学区的头等大事. Research identifies several common factors 影响教师决定去另一所学校找工作或完全离开这个行业, including low compensation, limited preparation and training, and poor working conditions. Districts, especially those in urban locals, not only lose meaningful educators due to retention challenges; each departing teacher can, on average, cost urban districts as much as $20,000.

Given these challenges, 学区试图了解员工的需求和认知,并评估促使教师退出其特定环境的激励因素. An Education Week survey 教育工作者中,有18%的人要求改善领导支持, 17% cited salary considerations, and 17% named enhanced school climate. By focusing on teacher needs, 在空缺职位越来越难以填补的时候,地区能够更好地留住员工.

3. Increase Teaching Engagement

影响教师留任的一个重要因素是他们对日常工作的投入程度. Only 34% of teachers say they are engaged 46%的K-12教师表示,他们在上学期间每天压力很大. 脱离工作不仅仅影响了低绩效的学生——高绩效的教育工作者同样有可能辞职, 让员工敬业度成为地区前进的必要焦点. Districts can enhance teacher engagement 通过倾听并将教师的要求纳入学校政策, providing training and development opportunities, 并合作共同设计全区的计划.

In addition, 地区和学校领导正在寻找途径扩大教师的领导机会, collaboration, decision-making, and innovation. 自2013-2014学年以来,丹佛的学校已经 increased differentiated teacher roles 目标是提供教师指导和成长, strengthening collaboration, and increasing peer-to-peer knowledge sharing. Ninety-eight percent of the initiative’s Team Leads report believing they have grown as leaders while in their roles; similar programs also report increased teacher engagement due to expanded teacher leadership roles. 这样的机会可以帮助教师追求他们感兴趣的领域,发挥他们的优势,同时积极地影响他们的学生和学校.

4. Commit to Staff Diversity

According to government data, approximately 80% of teachers are white, non-Hispanic individuals, 这与当今K-12学生的种族和民族人口构成存在巨大差异. Male African-American and Latino teachers 在日益多样化的公立学校中,教师的数量是否特别短缺, 自2014年以来,有色人种儿童占多数的是哪个. In addition, black and Hispanic teachers retain their jobs at lower rates than white teachers, 部分原因是贫困率较高的学校所面临的挑战, with which they are largely employed.

In the coming years, 师资多元化将是各地区利用多元化师资所带来的诸多好处的首要任务. Teacher diversity lets students of color see representations of their race 在他们生活中的领导者中,在他们的学习中经历较少的文化差异,并且 achieve greater student achievement-许多研究发现,由同种族教师教的学生在数学和阅读方面的成绩有所提高. In addition, 多样化的教师提供了白人学生在日常生活中可能不会遇到的独特视角, informing their learning and worldview. Districts can drive staff diversity 通过制定包容性招生政策等举措, 增加获得高质量教师准备的机会, 鼓励立法者提供项目,鼓励更多的有色人种学生从事教学事业, and providing ongoing mentoring and support.

2019 k-12 trend report

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