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Factors that Impact Teacher

RetentionWilliam Allan Kritsonis, PhD

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Old Techniques in an “Information Age”

Lack of Vision in Reframing Retention

Failure to Gather information from Teachers concerning Retention.

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62% of Students minorities vs. 39% inother schools.

47% of Students are eligible forFree/Reduced Lunch vs. 35% at otherschools.

42% of hard to staff schools were

middle schools vs. 18% of otherschools were middle schools. Less Teacher Satisfaction than their

peers in other schools.

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#1. Inadequate financialcompensation.

#2. Under-representation of minorityteachers.

#3. Desirability to teach may beoutweighed by more attractivealternatives.

#4. Student discipline.

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Women are more likely to enter theprofession than men.

Only 39% of nation’s public elementary& secondary schools were minority vs.61% being majority.

Higher test scores and better schoolselections deter some students fromentering the teaching profession.

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90% of Teachers agreed that oneshould enjoy the profession.

81% of Teachers felt that flexibility andspending time with family was a keyfactor.

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Safety Issues

Under Compensation

Accountability Lack of Opportunity for Advancement

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Mentoring to At-Risk Students

Alternative Certification

Conducive learning environmentMore Competitive Salary

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Attrition increased for:

Schools with higher numbers of minority,low-income, and low-performing students.

Urban Schools vs. Suburban and ruraldistricts.

Public vs. Private Schools, and

Schools with poor working conditions andlow financial compensation.

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#1. Flexibility in career options forexperienced teachers.

#2. Effective mentoring programs.#3. Professional Development.

#4. A Comprehensive Induction

Process.

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 Teacher retention and attrition hasbecome extremely costly for the

nation, therefore, new recruitment andretention strategies must beimplemented.