Sentences with phrase «retention than a district»

A district boosting retention rates for just early - career teachers is likely to see higher cumulative retention than a district focusing its efforts at the back end.

Not exact matches

The Park District has cited concern over safety as its reason for wanting underground storm - water retention, rather than having a string of detention basins.

And there are large differences in teacher retention rates between Colorado districts, meaning some have much higher turnover rates than others.

When we looked at retention rates by district in Colorado, we found even larger gaps than in North Carolina, and academic work from John Papay, Andrew Bacher - Hicks, Lindsay Page, and William Marinell found similarly large disparities when they looked at longitudinal teacher retention rates in 16 large school districts spread across seven states.

This fall, more than 10,000 Chicago public school students faced retention as the school district implemented a program to eliminate social promotion and enforce consistent standards of achievement.

«Although the statutes may lead to the hiring and retention of more ineffective teachers than a hypothetical alternative system would, the statutes do not address the assignment of teachers; instead, administrators — not the statutes — ultimately determine where teachers within a district are assigned to teach.»

If the new information surprises respondents by indicating the district is doing less well than previously thought, the public, upon learning the truth of the matter, is likely to 1) lower its evaluation of local schools; 2) become more supportive of educational alternatives for families; 3) alter thinking about current policies affecting teacher compensation and retention; and 4) reassess its thinking about school and student accountability policies.

From recruitment to retention, employing great educators plays a larger role in student achievement than any other decision school districts make, and TalentEdge is designed to support the human resources, absence management, professional development and administration officials who facilitate the talent life cycle to empower K - 12 education.

On average, teachers with less than five years of experience make up more than half of staff resignations every school year in the Appleton Area School District, putting additional pressure on the district's retention District, putting additional pressure on the district's retention district's retention efforts.

Even more than teacher inexperience, it is this disruptive effect that plagues WCCUSD's lowest - performing schools, and it is this burden the district's retention effort should address at these schools in particular.

Working conditions: More than one - third of districts use retention strategies that include mentoring for new teachers, additional professional development for all teachers, and common planning time for teacher teams.

Looming in the background of the district's student achievement issue is the problem of teacher retention with nearly 20 percent of MCS teachers leaving after their first year, and more than 40 percent leaving within three years.

A recent report on the retention outcomes of teachers trained through residencies had promising findings: Teachers who participated in a residency program were more likely to remain teaching in the same district than teachers who had not participated in a residency program.

That said, Aspire schools suffer from teacher attrition as much or more than their surrounding districts, like in Oakland, where the retention rate for Aspire teachers is only 75 % (Mongeau 2015).