Photo by Feliphe Schiarolli on Unsplash
Have you read about the teacher shortage? Across the globe, teachers are deciding the profession is not worth the energy they put into it. Prior to the Omnicron surge in North America, estimates were that 25% of American teachers planned to leave after this year. This amount has steadily increased according to multiple polls. So what can districts and schools do to change the exodus?
First, a positive approach to teacher retention is necessary. Recently in North Carolina, a school board determined that due to the teacher and substitute shortage, teachers would need special permission to take a personal day from work. In addition, that personal day would need to be deemed appropriate by an administrator, or “worthy” of taking off from the classroom. In other areas, teachers have been required to take on additional coverage duties, such as substituting or adding students to their own classes, without any additional benefits. These are punitive measures, and frankly, they lack imagination for providing any solutions to the teacher shortage. These actions will lead to additional losses rather than solve the crisis. Why would any young person want to enter the teaching profession at this point?
Early in the pandemic, many service-oriented businesses lost employees. Grocery workers, restaurant staff, and retail workers left in record numbers due to the poor treatment and low pay. Hiring signs went up all over America, and many businesses started offering $15/hour. Yes, the amount that some tried to get as the minimum wage amount is being offered upfront just to attract people to work in industries.
America’s teacher shortage is no different. It’s simple economics. If there is high demand for a commodity, the price increases.
If schools and districts do not start to become more proactive in retaining teachers and encouraging young people to enter the profession, we are headed for a serious crisis. How might districts change the current climate?
Increase salary Salary increases are the most obvious solution. Not only do they attract workers for obvious reasons, paying someone what they are worth demonstrates you value their expertise and abilities. Many teachers at this point do not feel valued. An increase in salary counters that argument.
Hire more teachers. Class sizes are far too large in many schools for teachers to be effective. Even teachers in high-end districts are teaching 25-30 students in classes that should have 20. Additional teachers lessen the daily workload and enable teachers to be more successful in their work.
Involve teachers in decision-making. Teachers often struggle with implementing decisions made by administrators who do not see the end result in the classroom. From covid-19 protocols that flopped to school shooter policies to curriculum decisions, teachers must be involved in the conversation. Why would someone who is not in the classroom make decisions about how teachers can address covid-19 while teaching? This happened in many schools, and the people making decisions had no idea how a classroom set up even worked. On top of that, when teachers spoke up, their voices were ignored. The more perspectives leaders have, the more effective their approach will be. In addition, a collaborative approach to problem-solving increases trust and builds community.
Incorporate additional benefits. Consider all of the top companies that offer a variety of benefits to their employees. From free food to gym memberships to bonus structures to no limitations on vacation time, the most competitive companies have changed the definition of workplace. And many schools struggle to acquire a simple faculty room and microwave. Why would a new teacher choose to work in a school rather than become an instructional designer for Google?
Protect reputation. Without a doubt, teachers have taken the brunt of anger during this pandemic. From parent frustrations about school closings, curriculum, to covid-19 protocols, teachers receive the complaints. Teachers cannot continue to be on the receiving end of these constant confrontations. Educators need to be treated with respect and as the professionals they are. We need to rebuild the reputation to be an attractive career. Schools and districts can help by supporting teachers through administrative messaging, public relations, and marketing campaigns.
Much work must be done in education as we round out this pandemic. Our top priority must be to retain and attract teachers. Because without teachers, what will our communities do?