Many of you shared thoughts of how teacher recruitment and teacher retention
could use improvement in the CTE area. Please be creative and think and write
about what you think would be a good process to improve teacher retention in
CTE. If you had the Perkins money to spend in this area, what would you do?
In order to improve teacher retention in the CTE programs I believe the new teacher needs a support network that includes a seasoned teacher from the program area, a mentor that is an administrator from the school in which they are employed and the funding to become certified for the position they are hired for. The new teacher also needs to have someone assist with the certification process.The new teacher should be put in contact with a NTI program immediately and start the process in a seamless transition from the industry in which they left.
I started teaching in the public school system at the three quarter mark of the school year. My CTAE director was in my classroom daily and I had a para-pro assigned for the day. If I did not have that kind of support and a background of teaching experience my teaching career would have been short lived. I stepped into a class that had been filled with problem students, the necessary shop tools had disappeared and the good students felt I had kicked the old teacher out of his job.I knew how to deal with discipline issues, just not how the school wanted them dealt with.
Ken i can not agree with you more that teacher need a better support system. I did not have the best support system when I started teaching a year ago and it was hard. I have thought about given it up and go back to the work force. I think that most of the problem come from the adminstration. They have forgot how it feel to be in a classroom setting and dealing with the many issue that arise daily. This is a big issue and i think if it is not fixed in the near future the retention rate will rise.
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