The quest for teachers and teacher retention

THOUGHTS FROM THE DIRECTOR'S OFFICE

I'm learning quick at my new job. I'm learning that there are two main groups that I have to work to please. The first group, the preschool and child care teachers, are over worked and under paid for the most part. Many of which are quiet under educated for that matter. However, what many of our teachers lack in education, they make up for in experience. This leads me to the big question often debated in the realm of early childhood education. What's more important: education or experience? I argue that the ideal early childhood teacher would have a combination of both.

The second group of individuals that I have to please are the parents. Of course , the children are the main "customers" when working in the field of early childhood, but these are not the folks who say, "yeah" or "neigh" when it comes to attending the childcare center. Where the delicate balance and struggle occurs is when I try to please both parties. Despite both parties wanting to champion for children and are essentially present because of children, both parties find themselves disagreeing at times about what's best for the children. And this--well, it leaves me in the middle.

THE QUEST FOR TEACHERS AND TEACHER RETENTION

So, that brings me to my next point. I'm learning that a lot of my job is recruitment. I either am recruiting children for the center or I am recruiting staff for the center. Currently, the focus is on the recruitment of staff. We are short four teachers at this point and, really, I could stand to hire at least two extra "float" teachers to be used for subbing or days off. Why my employer has never had a sub list is a mystery to me.

I've recently interviewed a very promising hire only to hear that the wage we were offering was not high enough. She almost had an Associate's degree completed, yes, but she did not have the course work to qualify for EC 1 or EC 2 in the state of WI. Therefore, she couldn't be offered anymore than barely above our minimum rate, which is within the "normal" range for assistant teachers. I was unable to offer her any more and I lost a potentially great employee.

One could argue that because she wouldn't take the offer given, she didn't really want the job as a teacher. However, all workers should get to enjoy a fair wage. I don't believe any one is expecting millions here, just something fair. It's a sad state when the people who flip hamburgers make more than those who are taking care of human beings.

As a new director, I am longing to find out how I can recruit high quality teachers in an industry that refuses to pay it's employees the amount that they're really worth. I've been doing some research and I'm going to post some additional links here. Maybe you have some ideas for me! What has worked for you in your centers? How do you hire great employees?

AFT EARLY CHILDHOOD EDUCATORS
LOW WAGES=LOW QUALITY
PRESCHOOL TOUTED AS VITAL
NIEER FACT SHEET ON HEADSTART TEACHERS
LEGISLATION TO KEEP TEACHERS FROM DROPPING OUT
P-3 CERTIFICATION
WISCONSIN CHILD CARE INFORMATION CENTER
NICC CHILDCARE LICENSING
RECRUITMENT IN RURAL AREAS