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Slide deck: tinyurl.com/April30Retention

Teacher Retention: Stay Conversations

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Welcome! Thank you for joining us today.�

Slide deck: tinyurl.com/April30Retention

Notecatcher: https://tinyurl.com/April30RetentionNotecatcher

While we wait for everyone to join, please review some "virtual session" guidance below:

1) Read and plan for Zoom norms:

To reduce background noise, please stay on mute when not speaking.
Please be on video. All attire and backgrounds accepted!
Familiarize yourself with the chat box. It’s a great place to ask questions and post comments.
Rename yourself by hovering over the video of yourself and selecting the Ellipsis & Rename. Your name should include your first name, and last name. Ex. Albus Dumbledore - Hogwarts

�

2) In the chat box, post your answer to the following question:

Why do you come to work every day?

3) Read and reflect on your colleagues’ responses in the chat box.

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Slide deck: tinyurl.com/April30Retention

Notecatcher: https://tinyurl.com/April30RetentionNotecatcher

Teacher Retention: Stay Conversations

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Introductions

Mandy Gandin

she/her/hers

Director

Meagan Steiner

she/her/hers

IU13/Statewide School Improvement Team

Kit

Tollerson

he/his/him

Partner

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TNTP partners with organizations to provide support that helps realize schools’ and districts’ talent and academic strategies.

Rigorous Academics	Talented People	Supportive Environments

TNTP was founded in 1997 by teachers who believed all students deserve great teaching. We focus on three areas to ensure teachers succeed and students thrive:

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Our Norms

Adapted from Glenn E. Singleton & Curtis Linton, Courageous Conversations about Race: A Field Guide for Achieving Equity in Schools. 2006. pp.58-65. Thousand Oaks, CA: Corwin.

Stay Engaged		Remain morally, emotionally, intellectually, and socially involved in the dialogue. Use technology responsibly.
Experience Discomfort		As you lean into vulnerability, notice what surprises you, and seek to understand what challenges you.
Speak Your Truth		Be willing to share your personal truth and avoid just saying what you think others want to hear.
Expect & Accept a Lack of Closure		Focus on the journey, understanding that we are unlikely to reach neat conclusions on everything we discuss. True change requires ongoing dialogue.

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Objectives

Slide deck: tinyurl.com/April30Retention

Resources for this Training:

Notecatcher: https://tinyurl.com/April30RetentionNotecatcher

Practice and roleplay having stay conversations

Plan for stay conversations with high-performing and irreplaceable teachers

Presentation Title

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Understand why differential retention is the key to building a more effective, diverse teaching staff over time

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Our Agenda

Presentation Title

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Why Differential Retention
Stay Conversations

Introduction
Plan
Role Play

Next Steps

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The Irreplaceables: Figure 1

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The Irreplaceables: Figure 2

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Why Differential Retention Matters

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Why Differential Retention Matters

(Continued)

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Use multiple sources of data to categorize teachers

Student Achievement Data
Evaluation Data
Classroom Observations
Peer & Student Feedback

Bias Check: How may bias be influencing my decisions?

Accurately Assessing Performance

INEFFECTIVE: COUNSEL OUT

NEEDS IMPROVEMENT: RETAIN IF YOU CAN SUPPORT

AVERAGE: NICE TO RETAIN

IRREPLACEABLE: MUST RETAIN

Mandy, 12:15-17

2 min introduce and talk data

we will spend more time analyzing our teacher lists soon

Voice over types of data you may use to assess performance. The point is to have as many different types of data s possible.

Look at data holistically to categorize teachers and be sure to do a bias check – consider your own biases, and review your thinking critically for any evidence of bias. It may be helpful to go through this process with a co-leader who can provide a second opinion. Once you’ve rated all teachers, that’s another important opportunity to think through your ratings and use of information to ensure your thinking is consistent and fair.

In terms of categorizing teachers, we recommend the following buckets:

Ineffective – Teachers who show low will or skill. You probably want to counsel out these teachers but you can also consider if they’re not in the right role (give example – e.g. I wasn’t a great classroom teacher but did find a lot of success working in school operations)
Needs improvement – Teachers with low skill but demonstrate some will to improve. These are teachers you’ll want to provide extra support to, perhaps an improvement plan, but you shouldn’t devote extra resources to retaining them
Average – Pretty good will and skill. You do want to retain these teachers but they’re not your top teachers, so shouldn’t be your primary retention focus.
Irreplaceable - teachers so successful that they are nearly impossible to replace. These are your top teachers and should where you spend most of your recruitment efforts. The single most important factor in identifying an Irreplaceable teacher is the student achievement data that is a direct result of their teaching. Don’t feel bad if you only have one or two Irreplaceable teachers. This is an elite designation reserved for those who have student achievement data evidence to prove it. Remember, of the 90,000 teachers surveyed in the study we spoke about earlier only 20% had the student achievement data to justify being classified as an “Irreplaceable.”

Are there any other sources of data that you were thinking about?

Resource: https://drive.google.com/file/d/1gIxsyKXLfYBqBS_yxt5G70ow2HewTVCd/view?usp=sharing

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Teacher Retention Goals by Categories

Retention Goal: Exit	Retention Goal: Retain, depending on performance improvement and capacity to support	Retention Goal: Retain
*Counsel Out	Development Plan	Effective	Irreplaceable
Persistently low performing, show little skill or will to improve	Developing or uneven performance, show capacity to improve	Consistently effective performance, meets all/most expectations	Consistently exemplary performance, delivers outstanding student achievement results

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Strategic Retention is a continual process that improves a school’s instructional team over time.

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Persistently less effective teachers leave…

… and most effective teachers stay

NEW TEACHER EFFECTIVENESS

More newly recruited teachers �are effective, as measured �by student growth

Potential �Teacher �Performance

Current Teacher Performance

Less Effective

More Effective

PROFESSIONAL GROWTH

Retained teachers improve over time

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EQUITABLE DISTRIBUTION

More students, particularly historically-marginalized students have effective, diverse teachers.

SMART, EQUITABLE RETENTION

☆

1 min, 12:19-20

Mandy

We know that…

Being Strategic in our retention helps a school’s instructional team improve over time. (Voice over graphic.)

The effectiveness of new teachers feeds into Current Teacher performance, - So if more of them come in as effective, then that has a strong impact on our building.
As Professional Growth occurs, the retained teachers improve over time –
When that’s coupled with Equitable Distribution of effective, diverse teachers – more students (especially historically marginalized students) have effective, diverse teachers.

And as we’re be strategic, we can have less effective teachers leaving and most effective teachers are staying
This has the potential to dramatically increase Teacher and Student Performance in our buildings.

Highlight - Your Talent management strategy needs to have a year long plan incorporating many different touchpoints at different parts of the year. Staff retention is one piece of your talent management strategy and

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Retention is a yearlong strategy.

Vision for Effective Teaching

Retention Goals and Benchmarks

Retention Data

Retention Strategy Calendar and Planning

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Our Agenda

Presentation Title

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Why Differential Retention
Stay Conversations

Introduction
Plan
Role Play

Next Steps

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Intentional conversations with high-performing teachers can increase retention and improve the instructional team over time.

Stay conversations are

Part negotiation (what can I do to get you to stay) and
Part clear statement of value and intent (you are irreplaceable to our school and I want to keep you).

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Tips for Having a Stay Conversation

Be specific. Be sure to communicate why you think the teacher is strong.

Recruit! Remember that strong teachers probably have multiple options and you are recruiting them.

Be transparent. Be open about school challenges and how the teachers can be part of the solution.

Listen for motivations. Ask for specific ideas the teacher has and leave an open line of communication.

Speaking in generalities. It is important to let teachers know why they are valuable to your school and students.

Not executing on your next steps. Follow through on all commitments agreed upon.

Implementation of retention strategies for compliance purposes. Retention strategies are part of a robust, on-going plan that is tailored to your school and teachers.

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Six Steps for a Stay Conversation

Praise: Highlight the positive. Link this teacher’s performance with the bigger picture impact you see this teacher making on their students & your school.

Probe for a Pulse Check: Start with a targeted question & encourage the teacher to share their feelings with you. How does the teacher feel about their work and their role in the school?

Determine Intention: Use probing & dialogue to determine whether or not this teacher is planning to stay at your school.

State Desired Outcome & Retention Strategy: Tell the teacher you’d like them to stay and how you’d like to reward their performance.

Plan Ahead: How will this reward actually play out? What can this teacher expect in the upcoming weeks and months?

Follow-up: Set timeline for follow-up and make sure you follow-up. Reiterate how much you appreciate the teacher’s contributions.

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Highlight the Positive ��

“What I saw today* is what I would hope to see in all of our classrooms.”

“In reviewing school-wide data this week, I was inspired by how well our students are doing in your class*.”

“Today’s lesson* is why I look forward to coming in your room each week.”

“What I saw today* was another example of the skill and energy you put into your lessons.”

“Watching you teach today* reminded me that it’s no wonder why your students are performing so strongly.”

Others?

*Insert a specific reference to the low-inference evidence.

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Probe for a Pulse Check��

“How do you feel on your drive to work each morning?”

“What would you tell a friend who is thinking about applying to teach here about what it’s like to work at this school?”

“How do you feel when you leave this building at the end of the day? At the end of the week?”

“What would make your teaching experience here more (pleasant, sustainable, enjoyable, etc.)

Others?

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Determine Intention��

“Where do you see yourself professionally in 3 years? In 5 years? What does this mean for next year?”

“What do you see as the most ideal career pathway and timeline for you to reach your goals? What does this mean for next year?”

“What do you enjoy most about classroom teaching? How do you feel when you think about returning to the classroom next year?”

“What do you consider when you think about leaving the classroom/this school/this profession? Are you considering making a change for next year?”

Others?

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State Desired Outcome &

Retention Strategy��

“I want to do what I can to make this work enjoyable and sustainable for you so that you can continue to have a positive impact on students.”

“Your contribution to students and the school community at large is really remarkable, and as such, I’d like to reward you.”

“The results you continue to get with students are outstanding and warrant recognition and reward.”

Others?

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Final Steps

Plan Ahead: How will this reward actually play out? What can this teacher expect in the upcoming weeks and months?

Follow-up: Set timeline for follow-up and make sure you follow-up. Reiterate how much you appreciate the teacher’s contributions.

Make a specific plan

Follow up and execute on your plan!

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Tips for Having a Stay Conversation

Be specific. Be sure to communicate why you think the teacher is strong.

Recruit! Remember that strong teachers probably have multiple options and you are recruiting them.

Be transparent. Be open about school challenges and how the teachers can be part of the solution.

Listen for motivations. Ask for specific ideas the teacher has and leave an open line of communication.

Speaking in generalities. It is important to let teachers know why they are valuable to your school and students.

Not executing on your next steps. Follow through on all commitments agreed upon.

Implementation of retention strategies for compliance purposes. Retention strategies are part of a robust, on-going plan that is tailored to your school and teachers.

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Our Agenda

Presentation Title

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Why Differential Retention
Stay Conversations

Introduction
Plan
Role Play

Next Steps

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Model: Retaining Ms. Russell

Teacher:	Grade Level:	Reasons this teacher is irreplaceable:
Ms. Russell	4th grade Math

math scores on both interim and standardized assessments show results that rank with the highest performing schools in the state
sub-groups of her students (Sp. Ed. and ELL) outperform their peers in the state on these assessments by 30%.
fantastic team player and routinely goes above and beyond in her duties to benefit the school

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Agenda for Stay Conversation

	Preparation:
Praise	�
Pulse Check
Determine Intention
State Desired Outcome & Retention Strategy
Plan ahead

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What I saw today* was another example of the skill and energy you put into your lessons. - lesson on real life fraction application

How have you been feeling lately? Spring is great, but I know it’s hard too. What would make your teaching experience here more sustainable and enjoyable?

Do you plan to be in the classroom long term or do you see yourself moving into leadership in the next 3-5 years?

You are an asset to our team and I want to do everything I can to make your work enjoyable and sustainable.

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Upcoming PD on co-teaching is not terribly relevant to Russell – will release her to attend an intro to coaching PD offered by a partner school.

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Work time to prepare 1-3 Stay Conversation agendas

For your top 1-3 teachers - your irreplaceables - create a plan for an upcoming Stay Conversation.

3 copies of the planning template are included in your
Fill out
Prepare to role play!
If time allows - put time on your calendar for this conversation to happen in the next week to 10 days

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Role Play!

Breakout rooms of 2 ( Roles: leader, teacher)
3-4 mins per person to be the leader and facilitate a piece of their stay conversation
1 min feedback
Repeat and trade roles

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Debrief

What stood out to you in this process?

Will you try this? If not, what’s holding you back?

Any lingering questions?

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Links to resources

Brief on retention conversations—IU13 and TNTP
Planning stay conversations with teachers–TNTP
Insight interviews–Center for Black Educator Development

Unlike retention interviews, the interviews explained in this tool are for gaining deeper understanding of educator perspectives

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Wrap-up

Please complete a quick survey (link in chat)

Connect with us!

mandy.gandin@tntp.org

kit.tollerson@tntp.org

meagan_steiner@iu13.org

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Thank You

Presentation Title

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