Across the country teachers are welcoming students into their virtual and in-person classrooms, as schools are welcoming new teachers to their teams. These teachers - new to the profession, early career and veterans - are starting at schools while conditions remain unprecedented and unpredictable. Despite this reality, school and district leaders are tasked with onboarding their staff such that school, and learning can continue for as many students as possible.
A recent survey of more than 1,000 districts found that nearly two-thirds of districts are reporting teacher shortages heading into the 2021-2022 school year. To plug or refill leaks in this draining teacher pool, districts are increasingly leveraging stimulus funding to enact short-term solutions such as incentives and signing bonuses. But the foundational cracks in the teacher pool and pipeline are deep, widespread and found at every phase of the teacher lifecycle. We need to reassess and reimagine the way we engage and support teachers at every stage of this journey, and we can start by looking at the candidate profiles that drive our recruitment, hiring and onboarding.
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There are 88 million opportunities in the human genome for trait variations to make us unique, but when it comes to what we seek in the workplace, neuroscience suggests most humans crave the same three things – safety, belonging, and a sense of mattering. This is hardly news; Abraham Maslow wrote about these same needs in his 1943 paper on human motivation, and a quick scan of nearly any company’s Glassdoor reviews will highlight these variables. The past year challenged the way nearly every organization approached these needs. Lack of personal connection, the inability to ‘disconnect’ from work, and whose health and safety are prioritized rank among a laundry list of complaints with today’s employee experience. And when it comes to the field of education, the pandemic doubled down on pre-existing conditions within the teacher experience.
A few Fridays ago I got a message from my colleague Kelly. She asked what I wanted for lunch, said she would order it, and that we would eat together during our Zoom meeting later that day (where we would begin to reimagine what summer school could look like). This simple and thoughtful act changed my mood in the moment and for the rest of that day.
This year has exacerbated the national crisis of staffing in schools. Attrition was already a looming challenge, but with all of the changes in education this year alone teachers are leaving schools and the profession en masse. That, combined with the racial reckoning taking place this year has prompted many leaders to reflect on their hiring processes and look for ways to recruit more Black teachers. If you are looking to diversify your teacher workforce or are assessing your hiring process, here are 9 things you must consider.
We’ve talked a lot about the need to improve teacher retention. During the pandemic, teachers are feeling burned out, unsupported, and dissatisfied with their jobs and lack of recognition. A survey this summer showed that nearly 30% of teachers are more likely to leave the profession now due to the pandemic. To add to the problem, there’s been a 35% decrease in the number of college students preparing to be a teacher over the past decade. So the supply of potential teachers is going down at the same time that the demand for teachers is potentially going to skyrocket. This happens for a variety of reasons that we could spend a whole week writing about. While that problem is enough to raise some eyebrows, we want to dig in beneath the surface a bit to talk about an even more pressing problem: equity, or the lack thereof, and its impact on teacher attrition.