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FACTORS OF
          EMPLOYEE 
      RETENTION:
          TEACHERS


Anne Koutoufas
HRD­880
Spring 2009
Factors Involving Teacher 
Retention:
Monetary compensation
Working conditions
Personal satisfaction
                  ...
Teacher Quality versus Teacher Retention
  Little research on what characterizes a 
  quality teacher
  Little research ...
Basic principal—you stay in a profession if it 
is more attractive than others

To stay in teaching, the opportunity costs...
Teacher Turnover:  
          Who Stays—Who Goes

Attrition rates are higher for younger beginning 
                     ...
Those with higher ability had higher 


    attrition from teaching
    Those from more selective institutes of 


    h...
S C H O O L AN D D IS TR IC T
C H AR AC TE R IS T IC S
     Size, location, wealth, student 
 

     population were ofte...
School and District Characteristics

Charter schools had higher
turnover
Schools in the West have a
higher turnover
Sma...
S c ho o l a nd
    D is tr ic t
C h a r a c te r is ti
         cs
 Suburban schools have more
   retention than all othe...
•Higher salaries do make a difference
•Targeted compensation makes a difference
•Better working conditions make a differen...
CO CLU
  N   S
ION
Efforts to retain teachers must start at the beginning
of employment with programs such as mentoring.

...
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Factors of Retention: Teachers

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  • nice data; intriguing issue. you are a solid speaker as well; sound like a pro narrator

    clay
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  • Anne, Looks like you did alot of research. ...Great information!!-kim
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  • Nice work Anne. Loved the stats about who stays in the the teaching profession and who goes.
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  • I really liked your topic Anne and you have some interesting stats.- Darlene
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  • Good job Anne! Great topic, not something I've ever thought of, can't wait to read your paper =)
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Transcript of "Factors of Retention: Teachers"

  1. 1. FACTORS OF EMPLOYEE  RETENTION: TEACHERS Anne Koutoufas HRD­880 Spring 2009
  2. 2. Factors Involving Teacher  Retention: Monetary compensation Working conditions Personal satisfaction Purpose of presentation: To discuss the findings regarding teacher  retention.  These include compensation, working  conditions, and personal satisfaction. (for the purpose of this discussion, teacher attrition and turnover refer  to teachers leaving the profession for another career or teachers  resigning—not the transfer of teachers to another school or school  division.)
  3. 3. Teacher Quality versus Teacher Retention Little research on what characterizes a  quality teacher Little research to differentiate between  teacher retention and quality teacher  retention Due to costs and time, any teacher turnover  can be detrimental to a school division
  4. 4. Basic principal—you stay in a profession if it  is more attractive than others To stay in teaching, the opportunity costs —what you lose when you chose teaching— must be outweighed by the rewards of  teaching *Here’s a chance for a school  division’s HR Department to  develop policies that will not only  attract new teachers, but  outweigh the opportunity costs  that have been encountered.  
  5. 5. Teacher Turnover:   Who Stays—Who Goes Attrition rates are higher for younger beginning  teachers Attrition rates are lower for older beginning  teachers More females leave the profession than males More Caucasian teachers leave than any other  racial group Hispanic teachers have the least amount of  attrition Not surprising that younger teachers leave—that is not far off statistics for any other career. Women leaving do so for pregnancy or childrearing reasons. No reasons were given other than career opportunities for the difference in racial groups
  6. 6. Those with higher ability had higher   attrition from teaching Those from more selective institutes of   higher learning had higher attrition Math and science teachers had highest   attrition Teachers who were certain of their future   as teachers from the beginning had least  All these groups most likely amount of attrition opportunities for had more career choices and for higher pay
  7. 7. S C H O O L AN D D IS TR IC T C H AR AC TE R IS T IC S Size, location, wealth, student   population were often key Higher poverty schools had higher   turnover Higher turnover for schools with low   achievement scores
  8. 8. School and District Characteristics Charter schools had higher turnover Schools in the West have a higher turnover Small town schools have a higher turnover The guess is that there is a good  amount of stress teaching in a  charter school due to high  expectations and the newness of  the program. Small town  teachers often leave for more  money.
  9. 9. S c ho o l a nd D is tr ic t C h a r a c te r is ti cs Suburban schools have more retention than all others Higher salaries make a difference This bears out the Better working conditions make market theory that the a difference more attractive the   conditions and salary, the more people will stay
  10. 10. •Higher salaries do make a difference •Targeted compensation makes a difference •Better working conditions make a difference Working conditions include class size, class make-up, discipline, autonomy of teachers to make decisions, an open door policy of the principal, scheduled collaboration, and mentoring programs. The targeted compensation refers to focusing on keeping those teachers in high need areas, such as math or science, rather than offering significant raises to all teachers, the majority of whom would stay anyway. Signing bonuses are a part of this.
  11. 11. CO CLU N S ION Efforts to retain teachers must start at the beginning of employment with programs such as mentoring. Teachers must feel valued and that what they do and what they are offered outweigh what they could gain from other employment. Human Resource Department must have up-to-date, extensive data on teacher turnover in order to make effective policy.
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