The Dinwiddie Difference: Retaining & Attracting Teachers - - PowerPoint PPT Presentation
The Dinwiddie Difference: Retaining & Attracting Teachers Emily K. Branch MBA, SHRM-CP November 12, 2019 Purpose Provide a synopsis of the teacher shortage and the challenges faced in recruiting teachers Explore current and future
Emily K. Branch MBA, SHRM-CP November 12, 2019
Provide a synopsis of the teacher shortage and the
Explore current and future plans to address these
Commonwealth’s future economic growth and prosperity. The education and training of a state’s workforce is the top factor that companies consider when choosing where to locate or expand. Without quality teachers in every classroom, an increasing number
pursue the postsecondary educational opportunities that are required to fill most jobs of tomorrow. Without a work-ready labor pool, the Commonwealth’s ability to retain and attract businesses will be severely compromised.”
Decrease of individuals entering teaching profession Lack of qualified fully licensed candidates Compensation Barriers to entry
Assessments Additional Coursework
Housing options
In 2016, Dinwiddie was ranked in the Top 10 divisions with the
highest percent of unfilled positions.
Shortage % # Unfilled Positions Middlesex Co 20.3 20 Petersburg City 13.9 47 Danville City 10.1 47 Bland Co 8.6 6 Greensville Co 6.7 13 Caroline Co 5.4 13 Martinsville City 4.9 9 Appomattox Co 4.5 8 Bath Co 4.4 3 Dinwiddie Co 4.4 15
In the 2011-2012 school year, 84% of teachers remained at the same
school, 8% moved to a different school, and 8% left teaching the following school year.
Characteristics of teachers more likely to leave their school or the
profession:
Teachers of mathematics, science, special education, English language
development, and foreign language
Teachers of color Teachers under 30 or over 50 Characteristics of schools with teachers more likely to leave their school
Title I schools Schools serving a large percentage of students of color Smaller schools
Source: Appalachia Regional Comprehensive Center
For the past six years, teacher turnover rates in Virginia have been above 10%.
Source: Appalachia Regional Comprehensive Center
Source: Appalachia Regional Comprehensive Center
teachers leave teaching after their first year
teachers leave after three years
teachers will leave within five years
For the past six years, teacher turnover rates in Virginia have been above 10%.
Source: Appalachia Regional Comprehensive Center
Approximately 85% of Dinwiddie County Public Schools teachers in 2016-
2017 returned in 2017-2018 to teach at the same school compared to 83%
The division’s retention rate in 2016-2017 was higher than the average
retention rate in Virginia (82%). Additionally, approximately 9% of the division’s teachers in 2016-2017 did not teach in any Virginia public school the following year compared to the 9% of the division’s teachers in 2005- 2006.
The division’s exit rate in 2016-2017 was lower than the average exit rate in
Virginia (11%).
Teacher salaries today are between 14% and 25% lower than those for
VA starting salaries for teachers with a bachelor’s degree range from a low
Among teachers with 30 years of experience the highest paid teacher
earns over $66,500 more than the lowest paid teacher ($42,383 to $108,857).
VA’s 2016 average annual teacher salary ranks 30th among the 50 states
($50,834).
Sources: Allegretto & Mishel, 2016; Miller & D’Costa, 2017; National Education Association Research, 2017
Rich in history and heritage Industrial and agribusiness presence Great place to live, learn, and call home
Source: National Center for Education Statistics
Source: National Center for Education Statistics
Children in Public School
Source: National Center for Education Statistics
Divisions with the highest concentrations of poverty
55% of students were eligible to receive free lunch in
2017-2018 compared to 34% in 2002-2003. This is an increase of 21%.
At risk students in the average division statewide
increased by 18%.
Source: National Center for Education Statistics
2019-2020 Total Contracted Employees (FY 2020) 634 % of Contracted Teachers 55% Average Service Years 14 # of National Board Certified Professionals 2 % of staff living in Dinwiddie County 40%
2016-2017 2017-2018 2018-2019 2019-2020 Bachelor’s Degree 48% 47% 42% 46% Bachelor’s + 9 1% 1% 1% 2% Bachelor’s + 18 5% 3% 1% 2% Master’s 41% 43% 44% 44% Master’s + 30 3% 3% 5% 6% Doctorate 1% 1% 0% 0% Average Salary $49,924.22 $50,062.29 $50,583.96 $53,045.96 Average Years of Service 13 13 14 14
Critical Shortage Areas 2019-2020
Special Education
Elementary Education PreK-6
Career and Technical Education
Middle Education Grades 6-8
Mathematics Grades 6-12 (including Algebra 1)
Science (Secondary)
Foreign Language PreK-12
English (Secondary)
English as a Second Language PreK-12
Library Media – PreK-12
Current Vacancies 2019-2020
Special Education Elementary Education PreK-6 Middle Education Grades 6-8 Library Media – PreK-12
We have 8 vacancies in 4 out of 10 Critical Shortage Areas.
We currently employ 35 provisionally licensed
1 2 3 4 5 6 7 8 Business & Information Technology Elementary Education PreK-6 English Health & Physical Education History and Social Sciences JROTC Instruction Authorization Marketing Education Mathematics Middle Education 6-8 Music School Counselor Spanish Special Education Technical Professional (JROTC)
Total Count: 35
The Mission of Dinwiddie County Public Schools is
We strive to retain and attract talented individuals who
Retain and Recruit high-performing employees who put students first, practice inclusivity and inherently add value to the organization.
Reviewing recruiting and hiring practices, creating
Collaborating with the Finance department to
Career fairs and additional outreach to nearby
Comprehensive Induction & Mentoring Program
Staff Excellence (Goal 3) Progress to Date
Staff Excellence (Goal 3) Focus Areas Progress to Date
Perform is an online teacher evaluation software. It creates an environment of respect, growth, and transparency among our educators. Hire is being implemented to improve
external applicants. This change will allow us to streamline the application process, among many other capabilities
Staff Excellence (Goal 3) Focus Areas Progress to Date
Compensation
fully licensed
schools and subject areas
Incentives
(Math, Speech Language Pathology, Autism)
Staff Excellence (Goal 3) Focus Areas Opportunities to Explore
Staff Excellence (Goal 3) Focus Areas Opportunities to Explore