Hire! Train! Replace?

A growing issue in Education: candidates

In a Harvard study it was found that public school districts lose faculty at an average rate of 20%  annually.

Now, imagine your district as a school bus. Think max cap. 72, keep your legs out of the aisle, and everything else you might associate with the image. It’s just like any other bus, except on this one, your driver changes at each stop. With each new driver comes a new set of rules and expectations. Instead of finding a comfort zone or trying out new things, you find that you’re better off just staying put.

Now, replace that bus driver with a classroom teacher or a school administrator. You can see the problem. Large chunks of your staff are onboarding at any given point in time. The hidden pressure this puts on your budget continues to build. When the churn hits the leadership level, your entire culture can change overnight.

Taking a closer look

Hello! Is anybody there?

According to a study done by the American Council on Rural Special Education 43% of the nation’s school districts are rural schools, of which 27% maintain they either have difficulty finding special educators to fill vacancies or are unable to fill positions at all. The fix described in the article is to hire less qualified teachers and aid them with professional development.

Not only in special education are vacancies appearing and going unchecked, but this has been happening across all k-12 positions. Look at the current scene in Michigan with substitute shortages. I give all the credit to the eduleaders who are continually trying to solve this issue while dealing with a growing load of mandates

How can we redirect our course?

With the continuous churn of education professionals coming and going, it’s easy for districts to keep money allotted for internal training and development. That can be a significant financial burden – on average, it costs 38% of the previous employee’s salary to find and replace them with a new candidate.

  1. Find, without seeking

The shortages are prompting districts to take increasingly more responsibility in facilitating their own individualized marketing plan. A positive message and culture will impact both enrollment and continued staff involvement.

  1. Incorporate edtech with built-in PD tools

Understanding that school districts are limited to what their budget can bare, the importance of incorporating tools with built-in professional development can ease those limitations. By allowing them to self-pace and not overload with quick start tutorial courses, mastery level, and certification quizzes you can be better positioned to handle turnover. That money that was once spent on on-boarding training can now be positioned elsewhere.

Want to learn more about how schools can deliver a better experience? As a k-12 edtech company we’ve developed filterable resources to provide information on what’s happening in the k-12 world and provide insight into the issues that matter most.

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