The Dinwiddie Difference: Retaining & Attracting Teachers Emily K. Branch MBA, SHRM-CP November 12, 2019
Purpose Provide a synopsis of the teacher shortage and the challenges faced in recruiting teachers Explore current and future plans to address these challenges
Start with Why “R eversing the trend in teacher shortages is essential for the Commonwealth’s future economic growth and prosperity. The education and training of a state’s workforce is the top factor that companies consider when choosing where to locate or expand. Without quality teachers in every classroom, an increasing number of Virginians will be unprepared to succeed in the workforce or to pursue the postsecondary educational opportunities that are required to fill most jobs of tomorrow. Without a work-ready labor pool, the Commonwealth’s ability to retain and attract businesses will be severely compromised.”
Challenges within Education Decrease of individuals entering teaching profession Lack of qualified fully licensed candidates Compensation Barriers to entry Assessments Additional Coursework Housing options
Divisions with Largest Teacher Shortage In 2016, Dinwiddie was ranked in the Top 10 divisions with the highest percent of unfilled positions. Shortage % # Unfilled Positions Middlesex Co 20.3 20 Petersburg City 13.9 47 Danville City 10.1 47 Bland Co 8.6 6 Greensville Co 6.7 13 Caroline Co 5.4 13 Martinsville City 4.9 9 Appomattox Co 4.5 8 Bath Co 4.4 3 Dinwiddie Co 4.4 15
What the Research Says…
Teacher Turnover In the 2011-2012 school year, 84% of teachers remained at the same school, 8% moved to a different school, and 8% left teaching the following school year. Characteristics of teachers more likely to leave their school or the profession: Teachers of mathematics, science, special education, English language development, and foreign language Teachers of color Teachers under 30 or over 50 Characteristics of schools with teachers more likely to leave their school or the profession: Title I schools Schools serving a large percentage of students of color Smaller schools Source: Appalachia Regional Comprehensive Center
Teacher Turnover in Virginia For the past six years, teacher turnover rates in Virginia have been above 10%. Source: Appalachia Regional Comprehensive Center
Teacher Turnover in Virginia About Approximately More than 12% 28% 41% of all beginning of all beginning of all beginning teachers leave teachers leave after teachers will leave three years within five years teaching after their first year Source: Appalachia Regional Comprehensive Center
Teacher Turnover in Virginia For the past six years, teacher turnover rates in Virginia have been above 10%. Source: Appalachia Regional Comprehensive Center
Teacher Retention at DCPS Approximately 85% of Dinwiddie County Public Schools teachers in 2016- 2017 returned in 2017-2018 to teach at the same school compared to 83% of the division’s teachers in 2005-2006. The division’s retention rate in 2016-2017 was higher than the average retention rate in Virginia (82%). Additionally, approximately 9% of the division’s teachers in 2016-2017 did not teach in any Virginia public school the following year compared to the 9% of the division’s teachers in 2005- 2006. The division’s exit rate in 2016-2017 was lower than the average exit rate in Virginia (11%).
Teacher Retention at DCPS
Reasons for Leaving DCPS
Teacher Compensation Teacher salaries today are between 14% and 25% lower than those for other professions available to college graduates. VA starting salaries for teachers with a bachelor’s degree range from a low of $30,407 to a high of $49,600, in 2016-17. Among teachers with 30 years of experience the highest paid teacher earns over $66,500 more than the lowest paid teacher ($42,383 to $108,857). VA’s 2016 average annual teacher salary ranks 30 th among the 50 states ($50,834). Sources: Allegretto & Mishel, 2016; Miller & D’Costa, 2017; National Education Association Research, 2017
Dinwiddie in Comparison to Region 1
Our Community: Dinwiddie, VA
Our Community: Dinwiddie, VA Rich in history and heritage Industrial and agribusiness presence Great place to live, learn, and call home
Our Community: Dinwiddie, VA Source: National Center for Education Statistics
Our Community: Dinwiddie, VA Housing Information Source: National Center for Education Statistics
Our Community: Dinwiddie, VA
Our Community: Dinwiddie, VA Health Children in Public School Source: National Center for Education Statistics
Impact of Poverty on the Teacher Shortage Divisions with the highest concentrations of poverty tend to have the hardest time attracting and retaining high quality teachers. 55% of students were eligible to receive free lunch in 2017-2018 compared to 34% in 2002-2003. This is an increase of 21%. At risk students in the average division statewide increased by 18%.
Our Community: Dinwiddie, VA Educational Attainment Employment Status Source: National Center for Education Statistics
Our School Division
Current Staffing Data 2019-2020 Total Contracted Employees 634 (FY 2020) % of Contracted Teachers 55% Average Service Years 14 # of National Board 2 Certified Professionals % of staff living in 40% Dinwiddie County
Advanced Degree Information 2016-2017 2017-2018 2018-2019 2019-2020 Bachelor’s Degree 48% 47% 42% 46% Bachelor’s + 9 1% 1% 1% 2% Bachelor’s + 18 5% 3% 1% 2% Master’s 41% 43% 44% 44% Master’s + 30 3% 3% 5% 6% Doctorate 1% 1% 0% 0% Average Salary $49,924.22 $50,062.29 $50,583.96 $53,045.96 Average 13 13 14 14 Years of Service
Critical Shortage Areas versus Current Vacancies Critical Shortage Areas 2019-2020 Current Vacancies 2019-2020 Special Education Special Education Elementary Education PreK-6 Career and Technical Education Elementary Education PreK-6 Middle Education Grades 6-8 Middle Education Grades 6-8 Mathematics Grades 6-12 (including Algebra 1) Library Media – PreK-12 Science (Secondary) Foreign Language PreK-12 We have 8 vacancies in 4 out of 10 English (Secondary) English as a Second Language PreK-12 Critical Shortage Areas. Library Media – PreK-12
Provisionally Licensed Teachers We currently employ 35 provisionally licensed teachers, a 40% increase from the 21 provisionally licensed teachers reported to the DOE in October 2018.
Provisionally Licensed Teachers Technical Professional (JROTC) Special Education Spanish School Counselor Music Middle Education 6-8 Mathematics Marketing Education JROTC Instruction Authorization History and Social Sciences Health & Physical Education English Elementary Education PreK-6 Business & Information Technology 0 1 2 3 4 5 6 7 8 Total Count: 35
Mission & Values The Mission of Dinwiddie County Public Schools is to provide each student the opportunity to become a productive citizen, engaging the entire community in the educational needs of our children. We strive to retain and attract talented individuals who embody our Core Values of Excellence , Equity and Integrity .
Strategic Plan 2020-2025 Staff Excellence (Goal 3) Retain and Recruit high-performing employees who put students first, practice inclusivity and inherently add value to the organization. 3.1 Improve processes to maintain and attract talent. 3.2 Develop a highly effective and responsible workforce.
Strategic Plan 2020-2025 Staff Excellence (Goal 3) Progress to Date Reviewing recruiting and hiring practices, creating opportunities and avenues for teacher licensure Collaborating with the Finance department to maintain an attractive Teacher’s compensation plan Career fairs and additional outreach to nearby Colleges and Universities Comprehensive Induction & Mentoring Program
Strategic Plan 2020-2025 Staff Excellence (Goal 3) Focus Areas Progress to Date Perform is an online teacher evaluation software. It creates an environment of respect, growth, and transparency among our educators. Hire is being implemented to improve our hiring process with internal and external applicants. This change will allow us to streamline the application process, among many other capabilities
Strategic Plan 2020-2025 Staff Excellence (Goal 3) Focus Areas Progress to Date
Strategic Plan 2020-2025 Staff Excellence (Goal 3) Focus Areas Opportunities to Explore • Knowledge based increases compensation for teachers who are fully licensed • Market based: attracts and retains teachers in hard-to-staff schools and subject areas Compensation • Loan forgiveness options (Tobacco Grant) • Current Bonus Incentives (Math, Speech Language Pathology, Autism) • Tuition Reimbursements/Scholarships/Employee Referrals Incentives • Grants through DOE and other foundations
Strategic Plan 2020-2025 Staff Excellence (Goal 3) Focus Areas Opportunities to Explore
“I f you are planning for a year, sow rice; if you are planning for a decade, plant trees; if you are planning for a lifetime, educate people.” – Chinese Proverb
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