1. Principals Supporting Beginning Teachers Regional Education Facilitators Fall 2015 - West Area

2. Session Outcomes Use teacher retention data as a basis to: Understand the connection of administrator leadership to teacher retention at the school level Collaborate with colleagues to develop strategies and provide for: - a positive school culture - optimum working conditions - instructional leadership - teacher support and retention

3. What Drives Your School?

4. Discussion Points Reflect on the following: “Teachers with positive perceptions about their working conditions are much more likely to stay at their current school than educators who are more negative about their conditions of work, particularly in the areas of leadership and empowerment” (Hirsch & Emerick, 2007, p. 14, The Center for Comprehensive School Reform and Improvement). Do we give our beginning teachers… Encouragement to stay A Purpose Confidence that we believe in them A culture of trust and respect Instructional and professional support

5. Take a Closer Look at the Data NCDPI Teacher Turnover Report: http://bit.ly/1FTk6Eq NC TWC Report: http://www.ncteachingconditions.org/results

6. A Closer Look at the Data

10. Take a Closer Look at Your District Using the following link, dissect your district in comparison to those around the region: http://bit.ly/1FTk6Eq Southwest: p. 41 Western: p. 42 Were there specific events that account for the data? Were there changes in leadership that account for the data? Were there program initiatives that account for the data?

11. BEST- NC… Did You Know http://best-nc.org/docs/EducationinNC-2015-Spreads.pdf

12. BEST- NC Did You Know? http://best-nc.org/docs/EducationinNC-2015-Spreads.pdf

13. BEST- NC Did You Know?

14. Practical Advice: -A Positive School Culture -Optimum Working Conditions -Instructional Leadership -Teacher Support and Retention

15. A Positive School Culture Recognitions, Celebrations Sense of Community Transparency Shared Leadership

16. Optimum Working Conditions Intentional Mentor Selection Attention to Class Size/Workload and Scheduling School Level Support

17. Instructional Leadership Materials, supplies, resources available Informal feedback (in addition to formal observations) Sharing instructional tools (best practices, educational articles, etc.) Human resource connections

18. Teacher Support and Retention Relationship Building On-going Communication Being “Present” and “Tuned in”

19. Factors that Administrators Can Influence Social Environment Interpersonal Relations: Students & Staff Respect for Diversity Emotional Well Being and Sense of Safety Student Engagement School & Family Collaboration Community Partnerships Physical Environment Building Conditions Physical Safety School Wide Protocols Classroom Management Behavioral Environment, Expectations & Supports Physical & Mental Well Being

20. For Your Reflection Traditional versus Collaborative leaders: http://www.bestpracticescenter.org/blog/traditional-vs- collaborative-leadership/ What Great Principals Do Differently https://www.youtube.com/watch?v=QywAFGsLoZY&list= PL0D0C6F27E548C92C&index=13

21. Contact Us Amy Laughter amlaughter@hcpsnc.org Cindi Rigsbee cindi.rigsbee@gmail.com Monica Shepherd monicashepherd28@yahoo.com www.regedfac.ncdpi.wikispaces.net