High School Staff Turnover Case Study

If I was the principle of Metro High School I would use the four types of reinforcements to motivate the students to improve performance and attendance.* This change of policies would realisticly take place over long period of time with a good system of data collection and other types of control functions. It is also very important to have the parents of the children involve as much as possible.

A former teacher, Lacey Bishop, who taught at Hillcrest Elementary School was not awarded tenure even though she had received good evaluations from her principal for two consecutive years. In addition, Mrs. Bishop was showered with compliments about her performance by her former principal Katrina Overton (Carroll, 2010). When Mrs. Bishop made it to her third year which made her eligible for tenure, the principal’s views about her performance had changed. In February 2010, when the principal was deciding to grant tenure, the principal complained about Mrs. Bishop’s classroom management, her lack of being prepared, and as a result; she was rated “Proficient” in nine areas, “Developing” in three, and “Unsatisfactory” in one on her Comprehensive

According to Lunenburg and Ornstein (2012), “Major reasons why superintendents ultimately come under attack or resign can be classified into ten problem areas” (p. 254). After attending the Owensboro Public School Board Meeting it was clear which problem areas were prevalent in the district.

The continuous budget updates and budget cuts that the state of Texas continues doing it has created that the Eagle Mountain Saginaw ISD (2014) has declare state of exigency in order to continue managing the district. Throughout the district many cuts had being made by the district affecting from personnel, resources, and teacher allotments to mention some. In L.A. Gililland Elementary School (2014) the administrator has to manage her allotment budget to serve the high volume of low socioeconomic students and a high demographics of Bilingual students and get created and look for other resources that will assist teachers with the current teacher allotment and to supply resources for the school.

Strategies that are in place are teachers and administration walk-through with feedback for growth. The school also provides support for teachers whose performance was

Due to an ongoing conflict between teachers at the Reynoldsburg City school and the school board, many teachers have decided to strike. When the strikers experienced a lack of support from the board, and even from the community, Emily Dillon, one of the strikers, decided to write an explanation. The primary source that she created was published on educationvotes.nea.org. Her piece is titled ‘“WHY I CHOSE TO STRIKE”: Reynoldsburg, OH, teacher shares her story.’ Throughout this primary source, Emily Dillon, an elementary school teacher and employee of the Reynoldsburg City Schools, goes into a considerable amount of detail about a day in the life of being on strike. In doing so, she explains to readers the main reasons they are striking and expresses her frustrations towards these issues. Dillon makes it very obvious that she does not enjoy striking and in fact misses her job very much, even if some of her arguments about class sizes, are flawed and or poorly written.

Finally and foremost, school districts need to get rid of tenure. It is absolutely insane to allow a teacher to have absolute job security no matter how badly they perform. If a teacher can teach they will always have a job. Tenure does not protect high performing teachers as it was intended to do instead it protects low performing teachers. This is vital in getting rid of horrible teachers like Mrs. Eicher who is immune to job loss as a result of how long they have worked at the school.

Even after all of this mistreatments, we have explained how we felt towards our school policies and education. However, our grievances have been ignored. We have been open enough to follow school rules but these have to change. We can't keep on moving forward with ridiculous policies that should have a second choice or opinion. We are announcing that we will improve our schools with these new Grievances and make it work.

In the business world, each year is different from the other, same goes for the academic division. It is a fact that people come and people go for all types of reasons. Change is forever arising, sometimes for the better or worse. Within the middle school athletics level there are 13 Athletic Directors (AD) positions and 160 or more coaching positions, dependent on each teams’ participation. AD’s and coaches are paid employees of the district. The AD’s supervise the coaches at their individual school buildings or act as a sports liaison within their assigned school. The coaches simply coach. Many of our coaches have experience in the sport they are coaching, but sometimes we need a “warm body” or parent/volunteer to coach a team. In the area of Athletics you are always asked to work or volunteer more than you get paid. In most cases if you put in 40 hours weeks then you are paid for 40 hours. In athletics you may put in 40 hours and are only compensated 15 hours. The middle school AD position is part-time and pays 10-12 hours per week. So you can imagine the high turnover rate for AD’s. Coaches are paid based on their experience in the sport they are coaching. The coaches is pay is a percentage of the teacher’s contract. It can range from 3-5% of $37,600 and the teacher’s contract varies from year to year. The Athletics Department made a direct observation and diagnosed several problems identified above which were the high turnover

The Woodson Foundation, a large nonprofit social service agency, is teaming up with the public school system in Washington, D.C, to improve student outcomes. It appears the schools have problems with truancy, low student performance and crime. The teachers are discouraged to help students due to the disrespect and behavioral issues in the classroom. The turnover rate for the best teachers is high, they tend to leave and go to schools that aren’t as troubled (629).

When school budgets are limited, and can no longer support all the employee positions, they are eliminated. In the Union Journal, it speaks of cuts to the Royal College School of Nursing, and how in the year 2011 there were just over 2,500 school staff, which was down from 3,000 in 2010 (“Union condemns cuts to school nurses”, 2017). At other institutions, budget cuts have impacted particular sections of employees. According to Ginsberg (2009), budget cuts eliminated many human services programs in schools, which is not in the best interest of the children (Ginsberg, 2009). With eliminating these services, students will no longer have the support system within their school environment to go to in their time of need. Position cuts not only risked the health of the children, but also the health of the future of the

Abstract The article focuses on labour turnover as a potential threat to knowledge loss. Labour turnover results in an organizations inability to ensure knowledge continuity. In this study, induction was used to identify factors within organizations that determine employees’ exit from organizations. The verifiability of these factors was tested by means of correlation and regression. Subsequently, the presented causes of employee turnover were specified as potential threat to knowledge loss. In the current knowledge economy, employees in an organization are considered the key competitive advantage and the most important asset. If an employee leaves

several campuses having to cut teachers salaries and hours, resulting in some classes being terminated.

Again the lack of time for teachers and all staff to process and analyze new change. For example, one teacher explained that this was her 7th year in the school and 5 of those year she

Problems facing the public schools. The general satisfaction with the public schools should not cause one to lose sight of the fact that the public wants those schools improved. It would be logical for such improvement to focus on areas in which problems exist. Down through the years, the public has been consistent in the area which shows lack of discipline. Other points of either drug abuse, lack of financial support, or lack of discipline has topped the list. This year, lack of discipline is identified as the top problem. Fighting/violence/gangs follows at high on the list and lack of financial support/funding/money is also an issue. Teachers and classroom sizes are recognized as a ongoing problem in public education.