As advocates for kids, is it our responsibility to fight for policies and work toward solutions for all children—or is it our priority to help our clients address their local teacher shortages?
DC Public Schools discusses how they built a great team of educators—and how they retain them.
Recently, we learned of DCPS' practice of sending personal emails to highly effective teachers in order to acknowledge their efforts. That seemed like an ingenious—and shockingly simple—way to encourage great teachers to stay, so we wanted to know more.
Differentiated roles for teachers—beginning with entry-level positions on a team under a master teacher—could create a true career pathway in education, attract more diverse talent to the field, and raise the prestige of the teaching profession.
Earlier this month, we shared our recommendations for fixing teacher tenure without ending it. We asked readers for feedback on this difficult topic, and we heard from many of you. Here are some excerpts from our inbox that capture the big themes that emerged.
In this op-ed for the Commercial Appeal, a Memphis teacher reflects on the features his peers are looking for in their careers and argues that it's time to evolve the teaching profession, especially compensation systems and career pathways, to meet those needs.
Earlier this month, Secretary Duncan announced a new initiative to focus on the equitable distribution of great teachers across all 50 states. What role do great school leaders play in attracting and retaining high-performing teachers in the schools that need them most?
Teaching is a dynamic and constantly evolving job, and teachers' career paths should reflect that. A veteran Boston teacher who participated in our "Perspectives of Irreplaceable Teachers" project reflects on how growth opportunities have kept him in the profession.
Achievement First is sculpting its schools around its values. A new Teacher Career Pathway gives top-performing teachers feedback, recognition and rewards, so they can advance their careers while continuing to work in the classroom.
What's a big priority for the nation's largest and most acclaimed charter network? Keeping its best teachers. When KIPP wanted to learn how to do better, its leaders took a smart approach: they read our report, and asked a group of exceptional teachers what would help them stay longer.