![]() ![]() “Districts are putting everything on teachers’ shoulders and then blaming the teachers when they say it’s too much by calling it burnout,” she said. (PF Bentley/Civil Beat/2013)Īccording to Alexandra Robbins, however, the premise of teacher burnout is a myth. Teachers get exhilarated when they see their students grasp new concepts. More money might make teachers more willing to be burned out for longer, but it doesn’t address the causes of burnout, stuff like work environments and student behavior. ![]() That’s worth investing in.Īll this to say, higher pay would address the teacher shortage, but its impact on turnover would be limited, since turnover is driven by burnout. Schools not only equip kids with the skills and knowledge to participate in society and lead meaningful lives, they also allow the workforce to function by providing mass child care. It’s an investment, no different than the ones we make for other jobs that are critical for society to function – doctors, lawyers, engineers and the like. ![]() Mostly, however, higher pay would attract more people to the profession, the kind of competent and capable candidates who may have wanted to go into teaching but realized they could make more money doing less difficult work. In a country that valorizes wealth, more money equals more respect, and basic respect for educators is in even shorter supply than educators themselves. Higher salaries would also improve cultural attitudes toward teaching. But for the 17% of teachers who work second jobs – most of whom are early in their career – it would grant them a substantial amount of time and independence to focus on their teaching and their lives outside of teaching, which we are increasingly expected to forfeit. ![]() Increasing pay is important for a lot of reasons, first and foremost to make up for neglecting to do so sooner. They are related issues - high turnover discourages people from entering the profession, and the shortage means there are fewer replacements for the teachers who leave - but they are separate issues, and their solutions are distinct. It’s a concoction of helplessness and hopelessness, a belief that things are the way they are because of forces beyond your control, and there is nothing you can do to make it better.īoth low salaries and burnout correspond to teacher shortage and turnover, the two biggest problems in education today. Though we often think of burnout as the result of being perpetually overworked, that’s not the whole picture.īurnout also means being confronted with challenges that seem insurmountable, immovable. Hawaii’s teachers aren’t alone a National Education Association survey last year found that 55% of educators are thinking about leaving the profession earlier than they had planned. Instead of pay, which has historically and notoriously been overmatched by Hawaii’s cost of living, the teachers who left cited work environment and student behavior.Ĭonsidered together, that sounds a lot like burnout. Nearly three times as many teachers resigned than retired after last school year.įor many, it came as a surprise to hear why teachers were leaving. Missouri is still struggling to hang on to its public school teachers, and the problem may be getting worse, according to a May survey from the Missouri Department of Elementary and Secondary Education.Comparing the 2021-2022 school year to the 2017-2018 school year, turnover is up 12.3%, an increase largely driven by teachers leaving. 'Undervalued, undersupported': Missouri teacher burnout is main retention challenge, survey finds It serves as a reminder that good leadership is crucial in retaining teachers, as they often leave due to poor leadership rather than the job itself.” They believe their time and effort in mentoring and guiding new colleagues should be recognized and compensated appropriately. “Missouri educators feel undervalued and under-supported, particularly in terms of pay for experienced educators,” the commission wrote in a summary of its May meeting. It shows more than 11% of Missouri teachers left their job in the previous school year.Ī Blue Ribbon Commission convened in 2022 is in the second phase of its work to analyze and draft solutions for the retention phenomenon. But part of the results of recent data collection. TEACHING IN MISSOURI SEEMS REALLY MISERABLE!!! ![]()
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