Teacher Retention

TEACHER RETENTION

FEED THE TEACHERS, AND THEY WON'T EAT THE KIDS

The state of Mississippi has to make much progress in the field of education in order to retain quality teachers. Currently, the state seems to be doing very little to encourage and retain teachers to stay in Mississippi. I do not feel that the state's overall image is the problem with attracting and retaining teachers. However, I do feel that because we are last in the nation in education, people choose other states over us. When young, career minded people set out to start their lives, they are not likely to move somewhere that has low performing schools.

My experience as a teacher in a high needs school has forced me to view teacher retention as an idea that administrators talk about and then put little action into actually making it work. I believe that administrators at the building level, should do more to attract and retain their teachers. So often, the frustration that administrators possess is passed on to teachers through strict, and most times unrealistic, expectations. A building atmosphere that is stressful is what forces good teachers out of the classroom. I do feel that it is up to the school leaders to put plans into place that helps teachers be more successful. In my current district, they have $50,000 (sitting in a mystery pot) set aside for teacher retention efforts. SET ASIDE! The money is tied into the Teacher Retention Incentive Program (TRIP) which mandates that teachers must meet a certain point scale. The indicators include attendance (a teacher cannot use more than 2 days), student achievement on state exams, and school growth. For each indicator, the teacher receives a certain number of points over 3 years. You must work in the district for 3 years, and the growth must be evident in your 4th year to be eligible for the incentive. The pot of money will be divided among teachers that attain the required point amount. Some merit pay programs work. However, in districts where teacher retention is low (and there is an immediate teacher shortage) this type of program does not attract, nor retain teaches.

If teachers are going to stay in the profession, they should be made to feel that the powers that be want them there. If school leaders start feeding their teachers with praise and comprehensive, attainable incentives, then students will start to benefit from having highly qualified teachers for longer periods of time.