Once you’ve got them, you’ve got to make them want to stay. According to research, the first five years are critical for holding on to teachers; after that, they tend to stay for the long term. As a result, be sure not to ignore new hires. Help them get involved in professional development programs and serving on advisory committees early. Ensure that they aren’t overburdened with expectations while they are still fresh on the job. Facilitate mentoring relationships between the newer and more experienced teachers. Finding ways to let them feel creative in their jobs will make them want to stay with your district.

As teachers grow more invested in the district, make sure that they feel a part of its planning and decision-making process. They are a critical constituency and resource. Use them, listen to them, and make sure they know they are being heard. See also that salary increases, as much as possible, reflect the value of their long-term commitment to the district.

• How important is teacher retention?
• How can we improve teacher retention?
• What are the financial issues related to teacher retention?
• How have other districts addressed teacher retention problems?
  

How important is teacher retention?

• An article about teacher shortages from the National Science Teachers Association (NSTA).
• Education Week article on the importance of teacher retention.

How can we improve teacher retention?