Summaries are good for getting to the meat of a matter, but when it comes time to take action–in this case, doing something to address your concerns with teacher recruitment and retention– then “practical” is the way to go. We’re talking about guides that tell you “how to do” or “what to do.” Try the ones below for starters.
Compendium of strategies to reduce teacher turnover.
This 2008 report provides decision makers with a compendium of strategies and a searchable database of retention strategies implemented in Connecticut, Maine, Massachusetts, and Vermont.
Inducting, supporting, and retaining your special educators.
A wealth of info is waiting for district and building administrators at NCIPP, the National Center to Inform Policy and Practice in Special Education Professional Development. Visit NCIPP and find a collection of 12 Induction Insights briefs designed to help administrators use research-based practices to induct, mentor, and keep special educators, especially those just starting out.
The art of retaining general and special educators.
More on the art.
This user-friendly tool will give you a framework for action that can be used to create a plan at the school or district level, or to strengthen existing plans. 2005, $35.
Connect with best practice.
Visit the Personnel Center and wade in their deep-water list of what’s works in teacher recruitment and retention–and how to do it.
An annotated resource list of articles on teacher retention strategies.
11 pages of resources you can consult.
For hard-to-staff schools.
Contains info policymakers need to address problems and concerns that hard-to-staff schools face in finding and retaining adequately trained teachers. The link below takes you to the Education Commission of the States’ description of this $8, 28-page article from State Education Leader, vol. 18, no. 2.
More for hard-to-staff schools.
This one’s from AFT, the American Federation of Teachers.
For rural schools.
This 2008 paper from the Mid-continent Research for Education and Learning looked at what rural districts are doing to address keeping quality teachers at the secondary level.
When cultural diversity is an issue.
This document describes the work of Project TRREE, a three-year project conducted by the Kentucky Department of Education. Its purpose was to develop a systemic approach to increase the number of highly qualified special education teachers with a focus on recruitment of linguistically, culturally and ethnically diverse educators.
Would you like to visit another of the pages in the Recruiting and Retaining Teachers series?
- Short and Sweet Summaries
- Guides and How To’s (you’re here already)
- What Does the Research Say?
- Organizations to Know
- Mentoring New Teachers
- Communities of Practice