Interview on recruitment and retention

For e-portfolio--Domain II, Competency 6

In an interview I conducted with an administrator regarding the recruitment and retention of quality staff at a school, I learned that recruitment of quality staff at the schools is very similar to other districts.  Many school districts offer competitive pension plans.  Salaries and incentive pays for teaching in a specialized or area of need can be another way that districts use to help recruit high-quality teachers.  School districts offer a mentorship programs to many, if not all, first-year teachers.

I learned that retention of quality staff at the school can be similar but also different.  There are different reasons that a teacher leaves.  For example, some leave to raise a family, living too far from work, taking care of a family member with a terminal illness or any number of other reasons.  Some schools have offered a few teachers an opportunity for flexible hours by working part-time.  If there is a conflict of interest, a meeting is conducted to find out in what ways or areas the teacher and administration make improvements for the work environment to be more conducive.

As a prospective principal, I discovered some interesting ideas that would impact my recruitment activities.  Collaboration is one great way for retaining high-quality teachers.  Most often when a teacher works in a positive work environment, the teacher is likely to remain on campus.  When administration provides encouragement, support and collaboration, a teacher is more willing to go to great lengths to continue working and supporting their administration.  Also, it is important to recruit teachers that are certified in a specialized area, and it’s a bonus when teachers are certified in more than one area.  Many schools, particularly Title I schools, recruit teachers who are certified in bilingual or special education.  This is an area that is growing at such a rapid pace that many teachers are willing to become certified in these areas.