Teacher Retention and Recruitment

We Want You!

There are multiple paths to becoming a Utah educator, whether coming from a traditional educator preparation program, or choosing to be a career changer after other life experiences, we have resources to help you achieve your goal.  Here are some quick links to educator licensing that will get you started:

• All information about Educator Licensing
• Information about Becoming a Utah Educator specifically including:
  • Application process general information about all types of licenses
  • License Equivalency Review for licensed educators coming from another state or country
  • International Educator Licensing specific information for international applicants
  • Associate Educator License for those wishing to teach who have not completed an educator preparation program
• Information for Licensed Educators including renewing an expired license, for those returning to teaching after a pause in their career

Confronting Early-Career Educator Attrition

Several districts in Utah have been using "Stay Interviews" to gain actionable information about retaining their teachers.  This article by Regional Education Laboratory provides an overview of the "Stay Interview" process.  Utah districts interested in conducting similar interviews may reach out to Julie Lundell at USBE for more information.

Four Keys to Educator Retention:

As state and school education leaders, one of our primary goals is to ensure the retention of highly skilled and dedicated educators. Retaining talented teachers not only contributes to the stability and success of each school but also enhances the overall learning experience for students. Retention would be improved by focusing on the following four key areas: intentional mentoring, effective school leaders, opportunities for professional growth, and appropriate compensation.

 

1. Intentional Mentoring in the Early Years:

Supporting new teachers during the crucial early years is vital for their professional development and job satisfaction. Implementing a comprehensive mentoring program can provide guidance, support, and feedback to new educators. By pairing them with experienced mentors, new teachers can gain valuable insights, learn effective teaching strategies, and navigate the challenges of the profession. This intentional mentoring will help create a positive and supportive environment, increasing the likelihood of teacher retention.

Resources:

Mentor Roles and Competencies

Utah Educator Induction Guidebook

Mentoring Tasks

 

2. Effective and Supportive School Leaders:

Strong and supportive leadership is key to retaining educators. Administrators should create a positive work culture that values the contributions of teachers, encourages open communication, and fosters collaboration. Providing consistent support and resources, addressing concerns or challenges promptly, and recognizing teachers' achievements are essential in creating an environment where teachers feel valued and appreciated.

Resources:

Professional Learning for School Leaders

Leadership Standards and Research

 

3. Opportunities for Growth as a Teacher Leader:

Teachers who have opportunities for professional growth and leadership are more likely to stay in their positions. By providing avenues for continuous learning, such as professional development workshops, conferences, and mentoring programs, you can empower teachers to enhance their skills and expand their roles within the school community. Encouraging and supporting teacher leadership initiatives can contribute to their job satisfaction and help them feel invested in the school's success.

Resources:

Development for Teacher Mentors

Development for Teacher Leaders

Development for Instructional Coaches

Utah National Board-Certified Coalition

Utah NBCT Cohorts and Events

 

4. Appropriate Compensation for Skill and Work Requirements:

Competitive and fair compensation is crucial to attract and retain talented educators. Ensuring that teachers receive appropriate compensation based on their experience, qualifications, and the demands of their roles is essential. Regularly reviewing and adjusting compensation packages to align with industry standards and acknowledging exceptional performance can demonstrate your commitment to valuing teachers' efforts and contributions.

By implementing intentional mentoring programs, fostering effective administration, providing opportunities for growth, and ensuring appropriate compensation, leaders in education can significantly enhance educator retention. Creating a supportive and professional environment will not only contribute to the success of each school but also positively impact the educational experience of our students.

Utah Reports on Teacher Retention

Data related to our valuable educator workforce is an important tool in driving both local and legislative efforts to support educator retention and well-being. Below are reports related to retention efforts:

• Lessons from Stay Interviews 2024 
• Educator Incentive Program Report 2023
• Educator Exit Survey 2023 Summary
• Educator Exit Survey 2022 Summary
• Educator Engagement 2022 Qualitative Summary