Planning for Teacher Retention Brian Stroman, Superintendent - PDF document

4/9/2018 Planning for Teacher Retention Brian Stroman, Superintendent Bloomburg ISD TREA State Membership Chair Imagine recruiting teachers like pro athletes 1

4/9/2018 Reasons to market your district Other districts are doing it well.   For the most part, you are marketing to “ Millennials ”.  Steep decline in teacher enrollment in college.  More ACP teachers than ever before.  It is wonderful PR for your school. Attract teachers from other schools by word of mouth.   Creates pride throughout the district.  Become the best employer in your community. Provide leadership opportunities for teachers  Mentorship program for veteran teachers to develop leadership qualities.  Mentoring program for all first and second year teachers to help ensure success in the classroom.  Mentors’ main job is to get the new hire to a term contract and not leave the district. Offer a stipend for the mentor or extra comp-time allow them to feel  appreciated for a job well done.  Offer leadership opportunities to mentors.  Select teachers who truly represent the culture of your district. 2

4/9/2018 Developing a retention/longevity plan Research what years teachers are leaving your district.   Consider giving retention or signing stipend instead of raise.  Offer the money at key times during year: Back to school, Christmas, End of Year.  Send them a nice letter from the superintendent and thank them personally for staying in your district.  Options to look at instead of money: Matching 403b/457 contribution, matching HSA.  Use retention stipend to help with teacher attendance.  Attendance Challenge-Make it a game Remember you can mix and match to fit your needs.  Example of Retention Letter 3

4/9/2018 Consider a Financial Wellness Program  A way to give every employee a raise without affecting your budget and help teachers with student loan debt.  Huge increase to morale helping employees get out of debt or student loans.  Corporate America does it all the time to help educate and retain highly qualified staff. Why would we not?  For the most part, teachers know very little about finances; therefore they tend to be ill prepared for retirement. If you truly care about your staff, as superintendent, take the time to  explain things like TRS benefits, multipliers, running calculations, 403B/457, fees, expense ratio and other items.  Dave Ramsey-Smart Dollar Salary is not the only solution to the problem???  As superintendent you have to get creative.  Transform yourself and your district to a different style of leadership.  Treat teachers like family, and involve them in the process of transformation.  Provide teachers with a clean and up- to-date classroom.  Provide teachers with a safe and secure environment to work in.  Develop a “Why Work for -------ISD”  Advertise it with all jobs and get the word out. 4

4/9/2018 Why work for Bloomburg ISD Incredible quality of life with family- Optional Dental, Vision, Critical Illness,   friendly work day Disability, Identity Theft, Life and HSA Spending Accounts  Mentorship program for all new teachers $10,000 life insurance policy free to all   Small class size 10:1 student teacher employees ratio  Supportive administration and low  Yearly teacher retention stipend and teacher turnover classroom supply money  $5,000 stipend for math and science  Minimum Extra Duty Requirements teachers with 3 preps.  Open conference period  Health Savings Account to help employees save on insurance with no  Monthly Employee Appreciation fees. Events/Luncheon  Financial Planning free to all staff  Fun family-friendly working environment  5 days of State Leave and 5 Days of  Supplemental Roth IRA retirement plan Local Leave – Free to all employees Available  Teachers do not pay for substitutes  Attendance Incentives  Catastrophic Sick Leave  Shortest workday in the area Selling your best qualities  “Quality of Life”—You must promote this over and over  Create a Google work place.  Look at the affordable housing options in the area. Increase insurance or pay in full for Active Care HD. Free Insurance   Signing stipends for new teachers.  Free breakfast and lunch for teachers and staff.  Health and Wellness screening and programs free for staff.  Create a workout facility inside your district. Stipends for multiple preps or for STAAR tested subjects.  5

4/9/2018 Include teacher ethics training as part of your retention package  Use the TEA ethics video: https://www.youtube.com/watch?v=WwuulISNQUo-  Make them sign off and document the training.  File with each employee.  Region 6 Edu Hero-Ethics Included  Plan to have a great lawyer and security company at your fingertips.  *Please consider a TREA Diamond Sponsor for your needs.* Contact Information 6