Teacher turnover

"What would you do to change the culture of PPISD where the turnover rate is high? Previously it was always pushed off on low salaries but many have said that was not the number one factor as to why they left, some left for less money."

Culture most certainly does not change overnight, and I believe that changing a culture of high teacher turnover requires a group effort.

So the first and best thing we can do to address high teacher turnover? Ask the teachers.

Communicating with our current teaching staff about what areas they believe are lacking within their work environments is pivotal to discovering how our district can improve teacher retention. After all, you cannot address a problem you don't know is there. We must create a culture of openness and effective communication within our schools in which teachers feel comfortable coming forward with concerns they feel need to be addressed, without fear of retaliation or professional backlash. As a district we must be growth-minded enough that our leadership is willing to hear these concerns, address these concerns, and then be proactive about these concerns.

So often decisions are made that deeply affect teachers (and therefore students) without them ever being asked for their input and opinions as professional educators. This is baffling to me, as I think the first stop when these decisions are being made needs to be our teachers. They are our boots-on-the-ground staff, and they know best what their own needs are in order to do their jobs effectively. So when teacher turnover rates are high, I believe the first step for district leadership to change this is to head straight to their teaching staff and allow them the opportunity to give their input without fear of retaliation or condemnation.

My opinions on this have been largely informed by my own experience working in a public school setting, as well as countless conversations I have had with educators I know and deeply respect. I believe there are four areas that must be closely inspected when identifying issues that may be contributing to teacher turnover rates:

1. Competitive pay Our teacher salaries need to be competitive for our area as I believe that reflects a willingness of a school district to attract and then retain quality educators. We need to pay teachers for the invaluable work they are doing in their classrooms and the impact they have on our children's lives and futures.

2. Effective leadership and communication The culture of a school district is largely shaped by its leaders. Do our teachers feel supported, heard, and encouraged by their administrators? Do they feel the team environment is conducive to teacher growth and teamwork within their grade level? Are teachers comfortable bringing up difficult topics or discussing issues with the leadership at our schools, and when they do so is there a fear of retaliation for speaking up?

3. Growth-minded and supportive administration Good leadership constantly seeks to grow, and in order to grow you must be aware of areas in which you fall short. I believe school leaders must remain in constant communication with their staff about what their needs are, what areas they identify lack, and how they can better support the teaching staff as a whole.

4. Meeting classroom needs A consistent issue teachers face is a truly baffling one: not having funds needed to adequately supply their classrooms. So often teachers are faced with paying out-of-pocket for needs like disinfectant wipes, tissues, crayons, pencils, scissors, printer paper, and the list goes on. Teachers must have access to what they need for their classrooms, whether that is provided by the district, PTO, or parent donations. Communities must step up and ensure teachers have their practical classroom needs covered!