Rural Teacher Recruitment & Retention Strategy 4.0

Since the number one reason rural teachers change schools it to work closer to their home, helping teachers find a place to live close to their work improves the changes of retaining them. School boards can create savings programs that encourages teachers to save money for a down payment on a house. Boards might also create a matching fund to motivate teachers to buy a home in the district.

Rural Teacher Recruitment & Retention Strategy 2.0

The earlier a district can hire, the better opportunity to find a good fit for a teaching position. To do so districts have to be proactive in identifying potential retirements and resignations. Financial inducements for early notification of an intent to leave encourages teachers to inform administrators of their plans earlier rather than later. Districts may have policies that unintentionally discourage early notification by teachers. For example, a teacher who faces a gap in their health insurance if they resign early may wait until the last minute to do so.

Rural Teacher Recruitment & Retention Strategy 1.0

The most important thing a district can do to reduce teacher turnover is to have a coherent teacher recruitment, hiring, and support system that aligns with district goals and priorities. Putting the time into attracting applicants, evaluating their fit with school and community needs, and providing ongoing support is far superior to a piece meal approach that may neglect critical aspects of the process. Doing an audit of the system will identify gaps in the process.