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    The document discusses teacher and staff turnover rates at Hopewell High School over the past three years. It presents data showing high turnover and identifies possible reasons for staff leaving such as low pay, poor leadership, and student discipline issues. A survey was conducted to understand faculty morale issues. The results showed concerns about demands on time, ineffective management, and poor communication/support. The document proposes strategies to boost morale like staff outings and recognition activities.

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    The document discusses teacher and staff turnover rates at Hopewell High School over the past three years. It presents data showing high turnover and identifies possible reasons for staff leaving such as low pay, poor leadership, and student discipline issues. A survey was conducted to understand faculty morale issues. The results showed concerns about demands on time, ineffective management, and poor communication/support. The document proposes strategies to boost morale like staff outings and recognition activities.

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    53 views13 pages

    PBL Powerpoint For School Law Sgriffin Tshort

    Uploaded by

    api-519662536
    The document discusses teacher and staff turnover rates at Hopewell High School over the past three years. It presents data showing high turnover and identifies possible reasons for staff leaving such as low pay, poor leadership, and student discipline issues. A survey was conducted to understand faculty morale issues. The results showed concerns about demands on time, ineffective management, and poor communication/support. The document proposes strategies to boost morale like staff outings and recognition activities.

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    of 13

    #TEACHE R ST R O NG

    RA L E TO T HE NE XT L EV EL ”
    ING TE AC HER AND STAF F MO
    “BOOST

    & TE SS W AT K INS SHO RT


    RE SENT ED B Y: SHA NA GRIFFIN
    P
    PEDU-620: PBL PROJECT
    FALL 2019
    P B L
    S O N FO R
    REA
    FOR THE LAST THREE YEARS, THERE
    HAS BEEN AN INCREASINGLY HIGH
    TURNOVER RATE FOR FACULTY AND
    STAFF MEMBERS AT HOPEWELL HIGH
    SCHOOL, WHY??
    <IS IT TEACHER AND STAFF MORALE?>
    HHS DATA FROM THE LAST THREE YEARS
    Teacher & Staff Turnover
    120 120 120

    120
    100
    80
    60
    40 19 22
    16
    20
    0
    2016-2017 2017-2018 2018-2019

    Total Employees Turnover


    WHY ARE STAFF MEMBERS LEAVING?
    LOW PAY

    BALANCED CAREER
    CALENDAR CHANGE

    DISSATISFIED
    RETIRING WITH SCHOOL
    DISTRICT

    POOR
    RELOCATING
    LEADERSHIP

    STUDENT
    OVER TESTING DISCIPLINE
    ISSUES

    LACK OF INCREASING
    SUPPORT JOB DEMANDS
    THE EFFECTS OF…..
    LOW MORALE TURNOVER/ATTRITION
    • TEACHER-STUDENT DISCONNECTION • EXPERTISE IS LOST
    • HIGHER ABSENTEEISM RATES • COHERENCE OF INSTRUCTION SUFFERS
    (DISRUPTS DAILY ROUTINE) • INCREASED TEACHER WORKLOADS
    • LOWER STUDENT EXPECTATIONS • UNFILLED POSITIONS
    • LOWER STUDENT ACHIEVEMENT • SCHOOL CLIMATE DECREASES
    WHAT CAN WE DO?
    STEP ONE: CONDUCT A
    SURVEY
    SO, WHAT DO WE WANT TO KNOW?
    Take5,
    1)WHAT DO YOU LIKE MOST ABOUT HOPEWELL HIGH SCHOOL?
    2) AANNDDD>>ACTION!!
    WHAT IS ONE AREA IN WHICH THIS SCHOOL COULD IMPROVE?
    3) IS THERE ANYTHING ELSE YOU WOULD LIKE TO SHARE ABOUT WHAT
    HOPEWELL HIGH SCHOOL IS DOING WELL AND/OR AREAS WHERE IT COULD
    IMPROVE?
    4) DO YOU FEEL A SENSE OF SAFETY AT HOPEWELL HIGH SCHOOL?
    5) WHAT ARE SOME THINGS THAT HOPEWELL COULD DO TO MAKE YOU WANT TO
    KEEP WORKING FOR THE SCHOOL SYSTEM?
    STEP #2: REVIEW THE RESULTS

    THE BURNING QUESTION:


    IS THERE A MORALE ISSUE AT HOPEWELL HIGH SCHOOL?
    AND THERE YOU HAVE IT!

    Demands on Teacher’s Ineffective


    Meetings &
    and Time Management of Poor Communication
    Professional School Safety
    Student and Support
    (63%) Development (33%)
    Discipline/Behavior (49%)
    Teachers Only (37%)
    (60%)
    FACULTY & STAFF PERSONAL COMMENTS
    CLIMATE AND MORALE SURVEY

    “Administration that cares about the faculty and staff and


    show us how to be leaders instead of being micro-
    managers.”
    “Please give us a break with
    a t e i n “ c anned” “Whe
    PD.” like to not p a r t i ci p h e o f n i t co
    im p a c t t t e n f ee l i n mes to
    “I would o t r e a ll y rules a
    ti e s t ha t do n year.” limbo
    . nd co
    PD activi v e
    I pers
    onally nsequ
    en ces
    I d o . ” t t o h a ha v e for stu
    job that e ti n g s j u s
    I h a v e a not se
    ttle d i dents
    v e m e s th a t . ” nto th we
    s h a t i n g t i n g e
    c t m a ke s u m a n y me e r t he me e schoo
    l
    r d i stri v e s o p l a n fo
    “O u We h a ing to
    g s … . . m e e t
    e “I think that the school can improve when it comes to
    meetin on top of th
    g administration being visible by the students and in the way they
    meetin
    communicate to staff.”
    STEP #3
    BOOST TEACHER AND STAFF MORALE TO THE NEXT LEVEL!
    First Outing (Tailgate/Game)
    Attended Sunshine Committee Meeting
    PaYDaY on Payday incentive in teacher mailboxes
    First Friday Bowling Outing (Strike Out Stress)
    Random Acts of Kindness Activity
    First Friday Outing After Hours Happy Hour
    Butterfly Effect Project
    Friendsgiving Feast with Staff
    Teacher Shout Out Wall
    PLEASE STAY FOR A WHILE, WE NEED YOU!!
    REFERENCES
    • DISCHIANO, Z. (NOVEMBER 29, 2016). THE IMPORTANCE OF SCHOOL CLIMATE AND HOW TO IMPROVE IT. RETRIEVED FROM: HTTPS://
    WWW.TASB.ORG/SERVICES/HR-SERVICES/HRX/HR-TRENDS/THE-IMPORTANCE-OF SCHOOL-CLIMATE-AND-HOW-TO-IMPROV.ASPX.

    • KOUZES, J. & POSNER, B. (2017). THE LEADERSHIP CHALLENGE: HOW TO MAKE EXTRAORDINARY THINGS HAPPEN IN ORGANIZATIONS.
    • MORALE. DEF. (2016). IN OXFORD ENGLISH DICTIONARY ONLINE. RETRIEVED FROM: HTTP://WWW.OED.COM.
    ROXY.LIBRARY.VCU.EDU/VIEW/ENTRY/122088?REDIRECTEDFROM=MORALE#EID.

    • SENECHAL, J., SOBER, T., HOPE, S. (2016). UNDERSTANDING TEACHER MORALE. RETRIEVED FROM HTTP
    ://SCHOLARSCOMPASS.VCU.EDU/MERC_PUBS/56.

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