While there are innumerous issues to be addressed locally, some of which are gladly getting discussed in earnest at this year’s legislature, one of the items that stood out recently when it was reported was the lack of retention in our teacher ranks… still.
The Star-Advertiser reported two weeks ago that the five year retention rate among public school teachers remains at just 50%. The goal was to get the retention rate to 60% by 2020, but that obviously never happened with COVID and other factors in play.
We should obviously be striving for quality along with quantity with the goal of keeping good teachers motivated as we hope to keep their students inspired. An enlightened student population can only help in the goal of a better future for all locally. And while the quest undoubtedly starts at home with involved, interested, pro-active parents, having to reinvent the wheel annually with new teachers makes for a cumbersome business model.
Whether it’s the convoluted education system or the high cost of living that butts up against salaries offered, the issue of retention must be re-addressed now and post-pandemic if we truly believe that “the keiki are our future”, which we hear year after year (and, of course, it’s true!).
While paying “shortage differentials” in certain areas (geographic and specialties) helps to mitigate even more shortfall in retention, work remains to be done, including seeking outside success stories in cities where retention has also been historically difficult. Hawai`i is not alone in its seemingly weak retention rate; the national public school teacher five-year retention rate average hovers around 50%.
One position proffered for years is that teacher salaries are so low to begin with that the entry rate, even with subsequent negotiated increases, is a non-starter for many who might look to the teaching profession while in college. The increasing demands, paperwork, expectations, morale issues, lack of materials, and enhanced accountability (i.e. meeting test score mandates) make teaching a true labor of love. Add to that the perceived babysitting/behavior factors and lack of motivation that is unfortunately seen in many students, and the picture becomes clear, though not pretty.
Large companies losing 50% of staff within five years often struggle to survive, let alone thrive. We (locally and nationally) need to do better in keeping quality teachers to help ensure that students are encouraged in schools for their future success.
Think about it…