1. Rural School Strategies for Teacher Recruitment & Retention
Jennifer Seelig
University of Wisconsin-Madison
Network Fellow

2. The Wisconsin Context
Decline in state funding for schools and declining enrollment in rural school districts
Decrease in # of students pursuing education as a degree
Teacher retirement is impacting educator experience & knowledge in schools
Rural Schools - administrative and teacher role compression
Competition for teachers is escalating
Talent Development Initiative and Working Group on Staffing Issues, DPI, June 2016

3. CESA 12 Superintendent Survey
recruitment
retirement

4. Why Teachers Leave 40-50% 9.5% $36,141 15.7% 40% $33,546
Lack of respect
Lack of control
Feel disempowered
Stress; work-life balance
Time consuming
Underpaid
Emotional toll
40-50%
9.5%
$36,141
15.7%
40%
$33,546

5. Regional Challenge

6. Purpose & Format First Presentation Second Presentation
District recruitment plan
Build an employment brand
School marketing strategy
Second Presentation
Why teachers leave
Strategies to recruit & retain

7. District Recruitment Plan
Who is on your recruitment team? Why?
Revise plan on a yearly basis:
Who do you need to hire? How many years out?
1-year plan, 3-year , 5-year, 10-year?
What are some external organizations
that you can collaborate with to reach
a wider market?
Jennifer

8. Build An Employment Brand
Demonstrate diversity of employment opportunities
Mention locally available services and amenities such as recreation facilities, health care, and housing options
Illustrate multi-generational and intergenerational interaction
Capture local flavor, landscape and surrounding area
Age, gender and ethnic diversity are noticed - Be authentic!
Add photo captions to guide the viewer to the desired meaning
Images people relate to
School-Community Connections (Burkhart-Kriesel & Anderson, 2012)

9. District Marketing Strategies
Monetary incentives, salary and benefits
Opportunity to engage in public service
Freedom and autonomy in the classroom
Opportunities for advancement
Focus on professional growth
Collegial environment based on teamwork
Results-driven organization
(Maranto, R. & Shuls, J. 2012)

10. Home-grown Strategies
Rural school districts fare better with teacher recruitment when they focus on local residents and communities to provide future teachers.
How does this strategy mesh with declining rural populations and an aging workforce?
ProTeam Program, South Carolina - middle school class*
Future Educators Association - Wisconsin/DPI has just begun piloting this program (club and curricular options)
Alternative Certification (DPI) pathways for career changers
*NEA Toolkit (2012)
Jennifer

11. Current Practices & Areas of Possibility
Professional Support: How are teachers supported in their daily work?

12. Current Practices & Areas of Possibility
Professional Growth: How are teachers encouraged to reflect on their work and invest in professional growth?

13. Current Practices & Areas of Possibility
Personal Support: In what ways are teachers’ emotional, physical, and mental health needs met and/or recognized?