Educator Shortages in MichiganA STRATEGIC PLAN TO ATTRACT AND RETAIN QUALITY EDUCATORS

MID-WINTER CONFERENCE REPORT

Educator Shortage Workgroup

u Roger Bearup, Grandville Public Schools

u Dr. Robin Buchler, Mattawan Consolidated Schools

u Yvonne Caamal Canul, Lansing School District

u Stacey Denewith-Fici ,Warren Woods Public Schools

u John Denney, Hanover-Horton Schools

u Shawn Hale, Bullock Creek Schools

u Dr. David Hornak, Holt Public Schools

u Brian Keim, Elkton-Pigeon Bay-Port Laker Schools

u Pat Kreger, Union City Community Schools

u Pete Kudlak, Van Buren Public Schools

u Matt Lukshaitis, Pine River Area Schools

u Mike Lytle, Lakeville Community Schools

u Sean McNatt, Lincoln Consolidated Schools

u Jason Mellema, Ingham ISD

u Phil Mikulski, West Branch-Rose City Area Schools

u Shelly Millis, Montabella Community Schools

u Stacy Price, Tahquamenon Area Schools

u Dave Schulte, Shiawassee RESD

u Mike Sharrow, Midland Public Schools

u Eric VanDamme, Mid Peninsula School District

u Dr. Keith Wunderlich, Waterford School District

Educator Shortage Workgroup:

Focus Areas:

►Growing the pool of qualified candidates: quantity and quality

►Strengthening the recruitment and hiring of qualified candidates

►Retaining and supporting new and novice hires

MASA Educator Shortage Workgroup

Key Stakeholder Groups

College Deansu Dr. Wendy Burke, EMU

u Dr. Robert Floden, MSU

u Dr. Joseph Lubig, NMU

u Dr. John Margerum-Leys, OU

u Stacey Denewith-Fici ,Warren Woods Public Schools

u Dr. David Hornak, Holt Public Schools

u Mike Lytle, Lakeville Community Schools

u Shelly Millis, Montabella Community Schools

u Dr. Keith Wunderlich, Waterford School District

MDEu Leah Breen, Director, OEE

u Sarah-Kate LaVan, Asst. Dir., OEE

u Shawn Hale, Bullock Creek Schools

u Pat Kreger, Union City Community Schools

u Matt Lukshaitis, Pine River Area Schools

u Jason Mellema, Ingham ISD

u Stacy Price, Tahquamenon Area Schools

Marketingu Micki O’Neill, PR &

Communications Director, Ingham ISD

u Clark Ramsey, Marketing & Business Development Manager, Scheurer Hospital

u Roger Bearup, Grandville Public Schools

u Dr. Robin Buchler, Mattawan Consolidated Schools

u Yvonne Caamal Canul, Lansing Public Schools

u Brian Keim, Elkton-Pigeon Bay-Port Laker Schools

Legislativeu Peter Spadafore, Associate

Executive Director for Government Relations, MASA

u John Denney, Hanover-Horton Schools

u Pete Kudlak, Van Buren Public Schools

u Mike Lytle, Lakeville Community Schools

u Sean McNatt, Lincoln Consolidated Schools

u Eric VanDamme, Mid Peninsula School District

Educator Shortage Workgroup:

Brainstorming & Assessing Strategies

Impact

► What is the return on investment?

► Will it expand a common understanding of the problem?

► Will it provide a sustained, long-term solution?

Do-Ability

► Can we afford this option, cost and time?

► Does it have significant appeal to the educators who need to make it happen?

► Does it have significant appeal to the legislators who need to make it happen?

► Does is have significant appeal to the partners who need to make it happen?

Michigan’s Educator Shortage

A Strategic Plan to Attract and Retain Quality Educators

February 2019

Increasing the Size & Quality ofthe Candidate Pool

Target Strategies

1. Launch a state-wide campaign to promote and support education careers that includes both state-wide and local components, using multiple mediums.

2. Launch a concerted effort to encourage educators to speak positively about the profession publicly and privately, including ideas and support for current educators to recruit their students into the profession.

3. Create a template for local, regional and state-wide outreach to improve the narrative about educators, including talking points and strategies for working with legislators, business and community leaders, and parents.

4. Partner with MDE and Educator Preparation Program (college) deans to develop a state-wide teacher cadet curriculum and assessments articulated with college-level coursework; insure courses apply to the 1098 hours requirement.

Strengthening Recruitment & Hiring

Target Strategies

1. Launch a state-wide job bank for educator and education-related openings, including a centralized application tool.

2. Create a “best practices” framework for working with deans and counselors at Michigan’s educator prep colleges including ideas for sharing data about current and upcoming openings, partnering on professional development and workshops for current and future educators, and bringing courses and candidates to local district campuses.

3. Work with the Michigan Department of Education to improve pathways to special education certifications and endorsements, especially as they relate to exceptionality and reciprocity.

Retaining Our Talent

Target Strategies

1. Establish, through legislative and budgetary action, targeted financial incentives (signing bonuses, loan forgiveness, housing subsidies) for candidates willing to teach in shortage areas (certifications and locations.)

2. Restore and/or improve, through legislative and budgetary action, all forms of educator compensation, including wages and benefits.

3. Modify, through legislative action, educator evaluation requirements that serve as a deterrent to healthy work cultures.

4. Develop state-wide “best practices” for principal training, new teacher support, and data collection.

Michigan’s Educator Shortage

A Strategic Plan to Attract and Retain Quality Educators

February 2019