Teacher Recruitment and Retention Strategies for Smaller Schools. A Handbook for Superintendents and School Boards.

Autor/inn/en	Seifert, Edward H.; Kurtz, William H.
Institution	Southwest Texas State Univ., San Marcos.
Titel	Teacher Recruitment and Retention Strategies for Smaller Schools. A Handbook for Superintendents and School Boards.
Quelle	(1983), (17 Seiten) PDF als Volltext kostenfreie Datei Verfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; online; Monographie
Schlagwörter	Leitfaden; Adjustment (to Environment); Community Involvement; Elementary Secondary Education; Employment Interviews; Labor Turnover; School Community Relationship; School Involvement; Small Schools; Social Support Groups; Teacher Attitudes; Teacher Orientation; Teacher Qualifications; Teacher Recruitment; Teacher Selection; Teacher Shortage; Teaching Conditions + Suchen Sie Ihr Suchwort? Employment interview; Employment interviewing; Einstellungsgespräch; Bewerbungsgespräch; Schulmitwirkung; School; Schools; Schule; Social support; Soziale Unterstützung; Lehrerverhalten; Teacher; Teachers; Orientation; Lehrer; Lehrerin; Lehrende; Orientierung; Lehrqualifikation; Lehrerrekrutierung; Lehrermangel; Lehrbedingungen; Unterrichtsbedingungen
Abstract	Working together, communities and small school districts can combat teacher shortages affected by negative attitudes towards teaching, working conditions, and general economic conditions by providing sufficient resources for successful teacher recruitment and retention programs. Specific strategies for recruitment, interviewing, induction, and retention are essential program elements. Effective recruitment strategy depends on the recruiter's ability to locate teachers whose characteristics fit the small school's needs. Successful strategies also include such proven components as competitive salaries and fringe benefits, subsidized advanced education in return for teaching commitments, paid interview trips and moving expenses, guaranteed summer employment, and the inclusion of community information in recruitment materials. Interviewing strategies require skilled interviewers who listen well, like the community, and can match the teacher's skills and interests to the job and community. Effective induction involves both long- and short-term orientation activities based on goals reflecting new employee needs and district philosophy. Such goals include good communication, community involvement, help in adjusting to the work environment, and a year-long orientation to the school and community. Retention strategies require a community commitment to higher salaries; social inclusion of teachers; opportunities for long range growth, prestige, and recreation; and motivators such as paid professional dues. (SB)
Anmerkungen	Small Schools Resource Center, Southwest Texas State University, San Marcos, TX 78666 ($2.00).
Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2004/1/01