When exploring the challenges around retaining K-12 teachers, I’ve talked a lot about the importance of building support networks for teachers that enable professional development, learning, training, and cross-district networking. Without prioritizing these kinds of talent management activities, schools and districts simply will not be able to keep teachers engaged, motivated, and taking the steps to build long, lasting careers in K-12 education.
To help elevate the discussion around how to take new approaches to recruit and retain K-12 teachers, Cornerstone OnDemand recently sponsored an Education Week Teacher webinar presented by Susan Moore Johnson, director of Harvard University’s Project on the Next Generation of Teachers, and author of Finders and Keepers: Helping New Teachers Survive and Thrive in Our Schools. Dr. Johnson is a leading expert on teacher staffing and development, and the webinar, "Improving Teacher Recruitment and Retention Through School-wide Change" (available here), explored how schools can not only recruit high quality teachers, but also create a climate that encourages them to stay.
Finding Support in Schools
In the webinar, Dr. Johnson discussed how her team’s research demonstrates that new teachers choose their schools based on the support system they feel they will be able to count on throughout their tenure – including other teachers, principals, administrators and school leaders. The school, as opposed to the district, is the center of what defines a new teacher’s experience, and the support that is received on a day-to-day basis at the school has the strongest impact on the teacher.
This represents an incredible opportunity for schools and districts to embrace talent management – yet it’s an opportunity that is frequently overlooked, or not prioritized. Supporting teachers is critical from the moment they are hired – not only in establishing mentors and building communities with other teachers and administrators, but also helping them develop a career path where they can embrace new challenges and responsibilities as their develop in their roles.
Evolving Careers for Teachers
The career path discussion is an important one, as it goes without saying that the career path of a teacher today is drastically different than it was a generation ago. Workforces across many industries are changing, and K-12 is no exception – teachers simply no longer spend 30 years in the classroom, choosing instead to take a less linear professional journey. Rather than panicking over this change, schools and districts should be doing everything they can to encourage a K-12 teaching career path that offers rewarding challenges, growth and leadership opportunities, and as a result, helps to retain teachers at the school.
Talent management solutions can document a teacher’s desired career path and identify goals and milestones that will be worked towards along the way – regardless of whether or not the teacher is looking to spend five years in the role or 25. Support networks including peers, mentors and coaches as well as school or district leadership are critical in helping the teacher navigate how to build the skills, take the steps and embrace the academic culture to take on new responsibilities. From taking on leadership positions at a grade level, curriculum or subject level or broader school and district roles, maintaining regular feedback on performance and development will help teachers grow and thrive in their teaching careers.
Based on the work Cornerstone OnDemand has done in the K-12 industry, it is clear that schools and districts with tightly aligned talent processes reduce teacher turnover, increase engagement and improve effectiveness and retention of high performing talent. Focusing on talent management and how to support teachers at every step of their career path needs to begin at the very first onboarding activity. It’s an opportunity that is too important to miss, and it must become a part of each school’s and every district’s culture – for the sake of our teachers and our children.
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電子書籍
新しい世界に向けた仕事の再構築:2024年のHRトレンド予測
貴社では、昨今の急激なビジネスの変化のスピードにどの程度対応できていますか? 従業員を対象にした調査によると、41%が自分のスキルを伸ばすために必要なものを持っていないと考えており、59%がさらに多くのキャリアガイダンスを求めているという結果が出ています。そこでこれまで以上に重要になるのが、HR担当者が最新のトレンドを把握し、それが従業員や組織にとって何を意味するのかを理解して活用することです。例えばAIはトレンドの1つですが、60%以上の組織では、人財開発プログラムの最適化にAIテクノロジーを活用していません。
ブログ投稿
採用から退職まで、タレントエクスペリエンスプラットフォームは職場をどう活性化するのか
あなたの職場がハイオクエンジンだとしましょう。そして、現在使っているモデルを、市場で最も洗練された高性能なコンポーネントに交換できると想像してみてください。それこそまさに、タレントエクスペリエンスプラットフォーム(TXP)が組織のタレントマネジメントエンジンにもたらすものにほかなりません。
お客様事例
SBCメディカルグループ:急成長の核となる役職者の早期/大量育成に向けスタッフの属性に応じた教育をきめ細かく提供
国内美容クリニックの最大手として、湘南美容クリニックをはじめとする各種クリニックを展開しているSBCメディカルグループ。「2035年に1,200クリニック開院」などの目標を掲げて躍進を続ける同グループで課題となったのが、クリニック数の拡大に不可欠となる看護師などの役職者を早期かつ大量に育成できる研修プラットフォームを整備することでした。同グループはコーナーストーン・ラーニングCSXにより、スタッフの職種や入社年数などの属性に応じて受講する研修をきめ細かく指定可能なオンライン研修プラットフォーム「SBC Passpor(通称:Sぽ〜と)」を構築。全国のクリニックで働く多忙なスタッフが、それぞれの目標に向けて必要な研修を確実に受講できる環境を整えました。