Teacher Recruitment and Retention Best Practices

We have spoken with dozens of charter schools and teachers this past year, and there are some consistencies with respect to how to recruit and retain well.  Here is a short list below.
  • Recruiting. Many schools with great recruiting success do place a heavy emphasis on in-house referrals of new candidates.  Let your current staff help recruit their friends and fellow classmates.  And then pay them for the referral if it all works out.
  • CompensationCharter schools must compete with district schools by offering attractive salaries. Charter schools with retirement plans, matching contributions, or additional benefits will see higher rates of interest from the top teaching candidates.
  • Focus on the Future. Many schools with great retention success continue to find new ways to really value the best teachers, whether it’s performance pay, or multi-year contracts, or shared decision-making, or coaching opportunities.  If teachers feel like there is a long term future at the school, it will bring you greater stability.
  • Less Burnout. Schools with strong retention minimize teacher burnout. Their strategies range from providing teaching assistants to perform clerical tasks, to meticulous maintenance of supply rooms so teachers can focus solely on instruction.
  • Communication. Make teachers a part of the decision-making process. Building formal structures for teachers to communicate concerns and contribute ideas is important for maintaining morale. This can be accomplished through teacher cabinets, surveys that go beyond a standard multiple-choice form, and other methods.
  • Professional Development. All highly satisfied teachers we have talked with typically rave about their school’s professional development and training opportunities.