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3 Things You Need to Know to Boost New Teacher Retention in Your Title 1 School
Retaining talented new educators in your Title 1 school: A proactive approach
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3 Things You Need to Know to Boost New Teacher Retention in Your Title 1 School
🧊Brain Freeze Bites
Here’s what you can expect in this weeks edition of the School Culture Scoop
Practical steps to retain new teachers in your Title 1 school
Support your new teachers with mentorship, work-life balance, and recognition
Boost new teacher retention rates
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🍦Scoop of the Week
Are you struggling with low new teacher retention rates in your Title 1 school? Most new talent that you hire for your school in today's day and age generally has 5 or fewer years of teaching experience. Research from the Learning Policy Institute says that beginning teachers with little or no preparation are 2 1⁄2 times more likely to leave the classroom after one year compared to their well-prepared peers. So what are you doing to deeply prepare and develop your new teachers? I understand the challenges you face, and I am here to help. Today I am sharing practical steps you can take to create a positive school culture and retain your talented new educators.
First things first, it's important to acknowledge the unique challenges Title 1 school face. Since I started my education journey over a decade ago I have only worked in Title 1 schools from teacher to Assistant Principal. Therefore, I am aware that we oftentimes have limited resources and high student needs, which can make it tough to create an environment that supports both students and teachers. But it's not impossible. By taking a proactive approach, you can create a school culture that values and supports your teachers.
One way to do this is by providing mentorship and professional development opportunities. By pairing new teachers with experienced mentors, you're providing them with the guidance and support they need to succeed. And by offering ongoing professional development, you're showing your teachers that you value their growth and development.
But it's not just about training and development. You also need to create a positive and supportive school culture. Encourage open communication and feedback, and make sure new teachers feel like they're part of a team that's working together towards a common goal. When new teachers feel supported and appreciated, they're more likely to stay.
Another key factor in new teacher retention is work-life balance. In Title 1 schools, it's easy for new teachers to become overwhelmed with the demands of the job. By implementing policies that prioritize new teacher well-being, such as flexible scheduling and workload management, you can help your new teachers maintain a healthy work-life balance.
And finally, don't forget to celebrate your new teachers' successes. Whether it's a simple thank-you note or a more formal recognition program, taking the time to acknowledge your teachers' hard work and accomplishments can go a long way toward boosting morale and retention.
In summary, boosting new teacher retention in Title 1 schools requires a multi-faceted approach. By providing mentorship and professional development opportunities, creating a positive school culture, prioritizing work-life balance, and recognizing new teacher achievements, you can create a school environment that supports both students and new teachers.
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🍒Toppings Bar
Simple teacher morale boosters
Surprise Beverage Cart: Organize a surprise beverage cart that visits classrooms during breaks or after school. As school leaders, you can coordinate with a local shop to provide discounted or donated coffee, sodas, tea, or hot chocolate. To make it even more special, the beverage cart can be decorated with balloons or other decorations.
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🍨Sweet Treat Spotlight
Sundaes are better when shared with friends
Learn how I led and implemented a school-based new teacher academy that increased new teacher retention by 70% and saved a large title 1 middle school campus $270,000 within 1 year. Refer someone in your network to this newsletter and get complimentary access to this case study below.
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