I was just been informed that in NJ, Praxis core exams are no longer served as one of the requirements for entrance to teacher’s college. I was shocked and felt a bit unfair at the beginning. However, I believed that there is no invalid experience. I have learned how to teach English math and explain math concepts in English. Among all the bullet points, I feel strongly about the lack of respect for teaching career, mentally and physically drained each and every day, and teacher autonomy is nonexistent. I hated to be controlled by the director and be treated as the teacher’s personal assistant. Now, I finally got rid of these two factors. I am more delighted to contribute myself in the educational field.

1. Parents bubble wrap their children.

Bubble-wrapping parents see danger for their children in everything and everyone and go to great lengths to protect their kids. They are the ones challenging teachers and writing messages to us as long as War and Peace about their child’s grades or behavior.

They see us as a threat capable of popping a few bubbles.

2.  Lack of respect for the teaching career is at an all-time high.

here was a time not too long ago when I was proud to say that I was a teacher when asked about my occupation. Now, I am hesitant and feel judged.

It doesn’t help that social media is fertile ground for people who wish to teacher bash for any mistake that a teacher may make. In the “olden days,” parents would just talk to the teacher or administration, now they broadcast their issues to thousands of people and end up destroying reputations.

3. Solutions are aimed at attracting new teachers and not keeping the old ones.

Yes, attract the young ones with incentives, but for goodness sake reward the Ol Veterans too. We are the ones that can mentor the newbies and get them to stick around for more than a year. We need the opportunity for growth in the form of monetary compensation, as well.

4. We do not wish to be mentally and physically drained each and every day.  

Extreme behavior from students and condescending administrators make us question if the intrinsic rewards are worth the abuse and mistreatment.

The lack of resources and programs for behaviorally challenged students makes it impossible to teach effectively.

Our exhaustion prevents us from being emotionally available to our own families, and that’s not worth it. 

5. Teacher autonomy is nonexistent.

We didn’t get advanced college degrees to be told what, when, and how to teach. Teachers have been written up for not following their lesson plans to the letter or going long on a math lesson.

This type of micromanagement is extremely harmful to the overall teaching profession and causes massive teacher flight.

6. Test scores are emphasized over all else.

It’s no wonder the teacher shortage is greatest in high transiency areas. It is very hard to be held accountable for student test scores when students pass through a revolving door; yet, we are held responsible.

Let’s put Maslow before Bloom and care more about the overall well-being of our students and educators than numbers on a page.

7. Teacher education programs need to provide more hands-on experiences.

According to Dr. Stephanie Livers, associate professor of Michigan State University, education programs should structure more time in the classroom with their educational methods and behavior management courses.

This would prevent future educators from having a glamorized view of what really happens in the classroom. They would have a better chance of being successful and not quitting.

8. Legislation keeps adding more needless paperwork.

Why are things like student learning goals still on the plates of teachers when they are not helping student achievement? The endless stream of in-depth lesson plans, attendance reports, and reflective analysis is often a complete waste of a teacher’s creative energy.

Eliminate what does not help students to learn. Period.

9. Fewer people are majoring in education degrees.

According to The Hill, there has been a drastic decline in the number of students pursuing teaching degrees since 2019. When students hear in the media about all of the major problems that teachers are having and the low pay, do you really blame them?

10. Shortages cause more shortages.

When there are many vacant staff positions, other teachers have to fill in the gaps. They lose their prep, take on more students in already crowded classrooms and have extra duties.

This leads to burnout and burnout leads to quitting. More shortages ensue. Vicious circle.

What are the solutions for the staffing shortages that we are facing? We can start by changing the culture of our schools back to one of respect and value for our educators.

 If we make our decisions with considerable input from our teachers and staff, things will change. If we continue to ignore the mental well-being of one of our greatest community assets, the teachers, education will continue to die a lonely death. 

Reference: https://boredteachers.com/post/teacher-shortage

As I was told that due to teacher shortages, the Praxis Core exam is exempted for several states. As a teacher, I, myself, experienced the differences between being valued and taken for granted in two schools. Honestly, my college told me that I should have stated the fact that I left the school because of the toxic culture at the school. Last but not least, as I proposed a presentation and discussion on “Hearing Teacher’s Voices” at TCNJ EdFest, I feel every teacher needs support form each other.

These days it’s getting harder for administrators to retain staff, but there are ways to boost teacher morale and turn things around.

1. Learn to appreciate the efforts of others. If you work in schools, your job is challenging, full stop. Rolling your sleeves up and working in the classroom is as hard as evaluating teachers and managing student interventions. The problem we face in schools is a lack of perspective. The days can become so encompassing that we forget to see the school from the eyes of the others who call it home. All administrators have been there; we were teachers once, too. The problem is that the further we get from the role, the easier it is to forget how hard the job truly is.

The number one reason people leave their jobs is that they don’t feel appreciated. Take a step back and learn to see the job through the lens of your staff. Once you have that perspective, you can appreciate how difficult everyone’s job is.

2. Eliminate toxic cultures. You can usually feel a school’s culture as soon as you walk through the main entrance. You can tell if it’s a building where teachers love to teach and where the students flourish, or if it’s a place where teachers complain that students aren’t happy. Ask yourself if there’s a feeling of community in the air or something far less welcoming.

Negativity is contagious. It spreads like wildfire. A building’s culture is often invisible, yet it can be one of the most critical components of a school’s success and a teacher’s desire to stay. What can start as the dismay of a single staff member can quickly become the culture of an entire building. For young, up-and-coming teachers, this can become a dealbreaker.

Overwhelmed by logistics and responsibilities, new teachers are often oblivious to the toxicity they’ve been enveloped by until it’s too late. They often cannot see that their change in mindset, attitude, and motivation directly results from the toxic culture in which they work. Instead, they believe teaching isn’t for them, that toxic environments are normal, and that the profession, unfortunately, is not what they thought it would be.

As educators, we must pride ourselves on pointing out the positives we see. Just as negativity is contagious, so is positivity. You may be the only one noticing great things, but it doesn’t have to be that way. Give compliments, leave a note, do something that shows you notice the great things happening around you.

3. Connect with your staff on a personal level. Humans are social beings. We are more likely to reach our full potential when we feel connected to others. When we are forced to work in isolation, we struggle with motivation, appreciation, and success. Showing staff they are cared for beyond the schoolhouse walls makes them feel valued and connected. When we feel valued, we become committed and more likely to stay where we are.

Be authentic. The more real you are with your staff, the more real your staff will be with you. You are more than just an educator. You are likely a mother or father, sister or brother, aunt or uncle, neighbor, best friend, etc. Talk about the other roles you play in your life.

Ask staff questions, and get to know them as more than just teachers and educators. Get out of your office and get involved in the day-to-day activities of your school. Gain a better understanding of what’s happening at each grade level or department, and create opportunities for effortless conversations. Bottom line: Take care of your employees personally.

4. Give teachers a voice. Besides being a good listener, leaders should empower staff and encourage them to lead. When educators realize they are being heard and have a voice in the important decisions of the school, they tend to show more attention and productivity in every task they are delegated. This starts by showing you value their voice and work. Moreover, giving every individual a say makes them more satisfied at work and puts them on positive terms with the school leaders.

Teaching is hard. If it were easy, anyone could do it. Retaining staff is an active proposition; it requires a degree of sacrifice that other tasks do not. We’re in the business of people, and people are fluid, easily influenced by positive reinforcement, and vulnerable. We require constant recalibration. It’s our job as school leaders to do the recalibrating and ensure that teachers work in optimal conditions. If we had taken care of our teachers in the spring of 2022, we likely wouldn’t have found ourselves replacing so many of them in just a matter of weeks.

Improving teacher retention can support more significant learning for students in your building and educator growth in the art of teaching. A high turnover rate makes it incredibly difficult to institute educational initiatives or change. Experienced teachers who are familiar with the needs of a school and its students are best poised to educate and prioritize student needs.

When teachers leave your building or the profession, those voices are lost, and education suffers. Reducing turnover and dependence on substitutes is an integral step toward enhancing schools and our students’ futures.

Reference:https://www.edutopia.org/article/4-ways-increase-teacher-retention/?fbclid=IwAR14mm4ix-7VCT5Iaif3OerPnvrC-39OsSEg0eFx4O5z-3SCkCeQkzPxYas

1. Assume my child’s side of the story is the whole story. 

There are two sides to every story, but when it comes to weighing the words and actions of a professional adult against the impulsivity and immaturity of a 12-year-old who is about to get his Xbox taken away, I’m going to give serious consideration to the possibility that the adult in charge might know a thing or two about the “real story” that I don’t. That isn’t to say that the teacher is always right and the child is always wrong. But there’s a good chance that getting the teacher’s perspective on the situation could make things a lot clearer.

2. Call or email my child’s principal before first going to the teacher. 

Principals don’t appreciate it. Teachers feel undermined by it. And it’s counter-productive to building a strong rapport and a good working relationship between a parent and teacher. The same goes for CCing a principal onto an accusatory email. It’s always best for parents to try to work with the teacher first. If that proves unsatisfactory, then by all means move up the chain of command. Many teachers are happy to have the input of a supportive principal, but I would never call the principal first.

3. Talk to my child’s teacher about something she could handle herself. 

Even at a young age, children need to be taught to advocate for themselves. Parents who fight (and sometimes create) every battle for their kids are only setting them up for later struggles. Kids need to learn to respectfully ask for what they need, request clarification, and share feelings of discomfort or frustration. Most teachers will respect their students’ maturity when they handle potentially difficult situations on their own.

4. Blast a teacher or school district on social media. 

This just creates drama and is a terrible example for the kids.

5. Let my child regularly have too much screen time

…Then complain because he has low grades or because the teacher’s lessons don’t hold her attention. Perhaps the biggest threat to our children’s academic success, mental health, and their ability to think and be creative is too much screen time. If parents don’t limit that, there’s only so much a teacher can do to reach a child who is dependent on electronic stimulation. I would never want to put a teacher, or my child, in that position.

6. Overshare with a teacher. 

There are times when it is helpful for a teacher to know what is going on in a child’s personal life. If a student is struggling with something at home, that can often explain changes in behavior or trouble at school. However, a simple, “Her dad and I are going through a difficult divorce,” will suffice. Details about Dad’s extra-marital affairs or midlife crisis are unnecessary and inappropriate.

7. Share embarrassing information about my child in front of my child. 

I’ve sat through countless parent/teacher conferences where I could tell the student wanted to crawl under the table when Mom or Dad started talking about their son’s crush on a girl in class or about how their daughter should be getting her period any day which is probably why she’s so cranky. This may or may not be information that is helpful for the teacher, but some things just need to be shared privately.

8. Buy my kids the Assorted 24-pack of Flare Pensfor school. 

I mean, if you really want to drop twelve bucks on a set of pens, I am sure any teacher would be thrilled with that gift. But when a child feels the need to change her pen color 18 times during a lesson, the teacher is not thrilled.

Reference: https://boredteachers.com/post/i-would-never