The Importance Of Teacher Attrition In Education

Supportive leaders must provide continuous help to their teachers. Studies revealed that when leaders ensured a safe work environment and provided adequate educational resources for their teachers, teacher retention rates increased. Therefore, ongoing professional development programs must be provided to support educators. Veteran teachers should form partnerships with novice teachers to support their careers in education. Researchers have proven that teachers in collaborative, collegial environments have higher retention rates than educators who do not have such educational support systems (Yost,

Fifty percent of new teachers quit with in the first five years of teaching (NEA, 2015), with this number being so alarmingly high it begs the questions: Why do so many teachers leave after going through years of college for this profession? Were teachers not prepared for the job, through college training, what should colleges teach in order to better prepare teachers?

Overall, high rates of teacher turnover have direct monetary costs and alter the distribution of teacher experience and skill across districts. Dr. Maxwell, the Superintendent of PGCPS formed a Transition Team from which four subcommittees were formed one being the Teaching and Learning Committee (TL). The TL examined research on professional literature to answer the question and determined that in order for students to receive the high-quality education that prepares them to succeed in post-secondary opportunities, staff members must have instructional resources and professional learning opportunities to build their capacities

Teachers today face a number of challenges that contribute to a lack of job satisfaction, leaving schools for other professions that are more lucrative, low comparative compensation, and poor working conditions:

Many states across the country are experiencing teacher shortages. Without enough teachers, we can not successfully educate our children. According to Glori Chaika “Forty-two states issue emergency credentials to people who have taken no education courses and have not taught a day in their lives. Many teachers are hired based solely on their experience leading church or camping groups.” (Chaika) Due to the shortages, States are allowing those who are not even qualified to teach. One can not believe that children are being educated as best as they can be, if those teaching them have no experience or training before hand. Another problem is that teachers are not being place in the fields were they can perform at their best, Glori Chaika also states that “One-fourth of new teachers -- if they are licensed -- are not licensed to teach in the field they are teaching.” (Chaika) Many teachers have very little knowledge on the subject they are teaching, “About 55 percent of students taking physics in the United States, for example, are taught by someone who never majored or minored in the subject.” ( Asimov) As a result of the current teacher shortage, the quality of America’s educational system has gone down. People are being hired with no teaching experience and teachers are being forced to teacher subjects that they are not familiar with. Adding to the current teacher shortage is the problem of teacher

According to the Maryland Teaching Staffing Report, the annual attrition percentage continues to decrease, going from 13.3 percent in 2010-2011 to 11.1 percent in 2012-2013 and 9.3 percent in 2013-2014. Although the total attrition percentage is improving, PGCPS continues to have the greatest percentage of attrition compared to neighboring districts as well as the greatest number of teachers that exit the district with less than one to five years of experience. These data confirm that teacher retention is a major problem that significantly impacts PGCPS. These data also support Ingersoll (2003) and Perda (2013) studies regarding the significant number of teachers that leave the profession within their first five years of teaching.

There are many contributing factors to low teacher turnover, however, the main issue is a lack of support and respect for our teachers. Instead of working on maintaining and providing support for our current educators, the conversation usually surrounds expensive and often ineffective recruitment programs. The harsh fact is that it is very expensive to live in our valley and the current teacher salary/benefits are not enough to attract top talent. We need to have a serious conversation with our teachers in order to learn what incentives they need to be successful in their roles as well as to maintain a comfortable living. Teachers are the one profession that truly molds the future of our

Most parents want their children to have a better educational experience than they received including having a memorable teacher. You remember that one teacher who made history come alive or provided real life examples for the use the Pythagorean Theorem. Maybe your special teacher made grammar meaningful as you expressed our ideas through writing. Imagine if your favorite teacher poured their wealth of experience, knowledge, and magical know how into one of your child’s teachers. However all this educational wisdom becomes like a vapor as teachers relocate or retire which has becomes a reoccurring event in the Arizona public schools. According to the Arizona Department of Education 35.3% of classroom teacher left their teaching position

“To hell with your career, what is your calling?” It was this quote that led me to the classroom just five years ago. I was convinced that teaching was indeed my calling. I was compelled to make a difference in the world, and felt that there was no better way to do it than by educating young children, that in many ways, whether through life experiences or appearance, resembled me. I knew that this was no easy feat. In fact, it’s no secret that teachers do not make significant amounts of money, and the profession of teaching does not always receive the respect and dignity it is due. But it was that day, in the spring of 2009, after hearing Dr. Joseph E Lowery speak these words, I promised myself to never chase a career, but instead, to always

The issue of teacher shortage today is continuing to grow. The effects of the achievement gap are reaching the teachers, not just the students: “...good administrators and teachers, who are doing their best under difficult circumstances, will be driven out of the profession…,” (Boyd-Zaharias 41). The achievement gap is part of the reason teachers feel they are underpaid, which happens to be one of the leading cause in teacher shortage considering, “Teachers were paid two percent less [than comparable workers] in 1994, but by 2015 the wage penalty rose to 17 percent,” (Long). Being a teacher requires passion in order to stay in the field, especially if the money in teaching is decreasing. Money is an important aspect for people when it comes to their careers, therefore, fewer people want to become teachers. This lack of teachers and the lack of college students studying to become a teacher leads to unqualified teachers and larger classroom sizes (Ostroff). Both of these causes are eventually affecting students’ learning environments. I chose this issue in education for my project because I have personally felt these effects, and I know others who have as well. As a future educator, I want to see better wages and better benefits, but this can only happen with qualified, passionate teachers. I plan on being one of them, and I plan on sparking a change. I am a future educator fighting to end teacher shortage.

The risk of losing beginning teachers has been an issue in the United States for a long time. An immense amount of research has been conducted exploring why beginning teachers are leaving the profession. Fantilli and McDougall’s (2009) pointed out that beginning teachers have the same responsibilities and requirements as veteran teachers, but in addition to these factors, feel the additional pressure that most people feel starting a new vocation. As a result, beginning teachers spend “a disproportionate amount of time and effort simply to keep their heads above water” (p. 814). In the article Hello, Goodbye: Exploring the Phenomenon of Leaving Teaching Early, a qualitative study was conducted to explore why beginning teachers are leaving the profession. Through an interview process, former beginning teachers identified negative factors that influenced their decision to leave the profession. These factors included working with unmotivated colleagues, feeling isolated, feeling that they did not receive support or recognition from administration, dealing with administrative problems, and not having flexibility and freedom to decide how they teach in their classrooms.

There is a consensus among the concerned stakeholders that the quality of teachers is the leading factor in determination of student performance. In the case of United States, the student performance can only be given an impetus by the efforts which the state can make, under all costs, to develop and retain high quality teachers. The measures undertaken determine the level of turnover of the school teachers. Lazear (2009) similarly argues the length of employment is a critical factor in averse risks of employment a trend contrary to teachers treatment. The turnover of public school teachers will refer to the rate at which the state, which is the teacher’s

As a student in the Education Department at Saint Mary’s College, I have been assigned a set of eight standards to fulfill before graduation. Having these standards guides all students in becoming the necessary well-rounded teacher candidates needed to go into the field of education and ultimately becoming a successful teacher in the future. Each standard relates to a different area, including having a broad and comprehensive understanding of learning processes, the professional environment, and content. Throughout the last two years, I have had a number of opportunities, both in the field and in my classes at Saint Mary’s, to meet these eight standards.

When I think about teachers that I have had in the past, several different ones come to my mind. Each of these educators stands out in my mind for a variety of diverse reasons. Whether it is their sense of humor, their tactfulness, their love of the subject matter, their fanatical and sporadic behavior, or their yearning to be childish themselves, I can still remember at least one quality of every teacher I have ever encountered. Every one of these teachers conveyed subject material to their students just as they were educated and employed to do. However, I trust that every professional in the world has an abundance of opportunity for improvement; teachers could discover and improve themselves merely by having

Being a teacher is not an easy task as many people could think. To be a teacher does not only imply to know the subject to be taught, it also includes being willing to constantly improve oneself integrally, as much as updating the resources and materials one uses in teaching. Reflecting and analyzing over and over again the best way to teach to learn and how to make students to extend what has been learned. The many hours spend in the classroom will never be enough to plan lessons, prepare materials, review pupils tasks and exams, as well, all the administrative requirements one has to cover for whatever institution we work. Besides all this a good teacher, a professional one, will have to find the time to keep preparing to improve