Rural Teacher Recruitment & Retention Strategy 6.0

While rural districts may not have the resources to provide higher salaries or more lucrative benefit packages, they can create more positive work environments. A first step is finding out how teachers feel about their work environment. Teachers may be reluctant to provide honest responses to district personnel, so administrators should consider having an external person gather and analyze the data. That person should also be able to help administrators process that information for planning.

Rural Teacher Recruitment & Retention Strategy 5.0

A common strategy identified by experts for addressing the rural teacher shortages is to develop local teaching talent. Often referred to as growing you own teachers, developing local talent may reduce the likelihood that teachers will leave one district for another. Teachers with close community ties are less likely to accept a position in another. Paraprofessionals can be a good source for teacher candidates, but administrators have to be careful about creating unrealistic expectations about employment opportunities.

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.