1 Retention Summary 2 Content in Context How

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1 + Retention Summary

1 + Retention Summary

+ 2 Content in Context How do you retain the “best” talent? Retention Summary

+ 2 Content in Context How do you retain the “best” talent? Retention Summary

+ 3 What is Retention? Keeping the Best Talent n Retention – the rate

+ 3 What is Retention? Keeping the Best Talent n Retention – the rate that all employees stay or remain in the district or school n Strategic Retention – keeping top performers while simultaneously removing the weakest performers n Additional terms used to discuss retention*: n n n Attrition or “Leavers”: Rate at which employees leave (resignations, retirements, terminations, etc. ) the district or teaching altogether (“Leavers”) Migration or “Movers”: Rate at which employees move to jobs in other schools/offices within the district (“Movers”). Turnover: Includes both attrition and migration *Ingersoll, 2001; Luekens, et al. , 2004.

+ 4 Why is it Important? Be Proactive & Practice Strategic Retention 1. Top

+ 4 Why is it Important? Be Proactive & Practice Strategic Retention 1. Top educators produce stronger gains for students n n Top teachers produce 5 to 6 more months of learning per year Top principals generate 2 to 7 more months of student learning gains 2. Low performers don’t always opt out n Most ineffective teachers had 9+ years of experience and planned to stay for another decade 3. More effective teachers are available to hire n 75% chance of replacing an ineffective teacher with a more effective one 4. Turnover is expensive n $1 -2 billion/ year nationally in attrition costs Data from TNTP’s The Irreplaceables

+ 5 Co-Ownership of Teacher Retention The School & the District Share Accountability District

+ 5 Co-Ownership of Teacher Retention The School & the District Share Accountability District HR Principal Teacher

+ 6 Retention is Individual n No one-size-fits-all solution n Teacher and principal voice

+ 6 Retention is Individual n No one-size-fits-all solution n Teacher and principal voice is important n Different people need different strategies n Younger, less experienced teacher or principal n Teacher or principal with a young family n Experienced teacher

+ 7 Primary Driver: Performance Drives WHO to Retain n Understand teacher performance at

+ 7 Primary Driver: Performance Drives WHO to Retain n Understand teacher performance at the district, network, school, and individual levels Teacher Performance Low n Average High Focus on keeping high performers – “Irreplaceables” n Only about 20% of teachers are “Irreplaceables” n Generate 5 -6 more months of learning n Takes 11 hires to find one of comparable quality Source: TNTP, 2012.

+ Lenses for Understanding Teachers 8 Insight into HOW to Retain Teachers Turnover Type

+ Lenses for Understanding Teachers 8 Insight into HOW to Retain Teachers Turnover Type Movers Leavers On-ramp Alt Cert Diversity Trad Cert Teachers of Color High Needs Low Needs Gen X Male Female Experience Generation Millennial Gender Retention Lenses School Type Boomer Subject Shortage Nonshortage New Mid Veteran

+ 9 Keep in Mind Things to Remember n Overall retention can be good

+ 9 Keep in Mind Things to Remember n Overall retention can be good or bad – use strategic retention as a key indicator n Retention is individual – there is no one-size-fits-all solution n n Principals should be encouraged, not penalized, for taking action to promote, dismiss, or non-renew a teacher n n Ask your highest-performers what will keep them happy Reasons for attrition (resignation, retirement, non-renewal, dismissal, etc. ) must be captured intentionally Teacher movement between schools (transfers and excessing/ surplussing) is not a zero sum game and must be captured intentionally at the school level Retention Summary

+ Making Connections Related Content n Guide to Calculating Retention n n Diagnosing Retention

+ Making Connections Related Content n Guide to Calculating Retention n n Diagnosing Retention Challenges n n Offers a district level hook into the content of retention Research on Retention Lenses n n Offers a school-level hook into the content of retention The Many Layers of Retention – The Role of the District Office n n Provides a principal with a visual map of teachers to retain and offers a place to record retention strategies Case Study – Retention n n Offers district and school strategies to address specific retention challenges and concerns School-level Retention Mapping n n Complementary documents that provide a way to gauge why educators leave or stay Targeted Retention Strategies n n Assists districts in diagnosing their key challenges related to retention Educator Exit Survey & Educator Stay Survey n n Provides recommended methods and tips for measuring staff retention, particularly for teachers Provides key research summaries on retention lenses Top 10 Retention Strategies for HR to Support Schools n Offers a list of top 10 actions for HR to take related to retention 10