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Teacher Recruitment Retention



Alternative Licensure CTE Teacher Induction Model


Resources:

Data Profiles (Draft) NAAE Regions 1-3*: http://communities.naae.org/message/16733 

Data Profiles (Draft) NAAE Regions 4-6*: http://communities.naae.org/message/16734 

Nationwide Data Overview: http://communities.naae.org/message/16783 

National Teach Ag Campaign Website: http://www.naae.org/teachag 

National Teach Ag Campaign CoP Community:  http://communities.naae.org/community/mpa/teachag 

Summit Archived Sessions/Breakouts and Related Documents: https://www.ffa.org/thecouncil/Pages/agsummit.html 

State R&R Planning Document: http://communities.naae.org/thread/5906 

Suggestions on Recruitment/Retention:

McEnany & Retallick

Craig and I were the only Iowa representatives at the summit. Here is what we discussed as goals/needs for Iowa.  The state will need to send the final version using the online forms to Larrry Goosen

There is a need to develop/establish a state Teacher Induction Program (TIP) or at the very list a strong mentoring program.  And inservice our mentors on what it means to be and how to be a mentor.

There is a need for an explicit list of expectations of a first year teacher.  Too often the community and new teacher expect that the new teacher has to do the same things that the retired 25 year teacher was donig. What do we value? What do we use as a measurement of success?

 Have a discussion or focus on what it means to be a professional teacher/Ag teacher.  Model the Way.  There has become an expectation that our new teachers take on leadership roles a little too early, and thus burning them out.  

C.W.

1.  If there is not a shortage of Ag teachers in Iowa currently, we must prepare now, because there will be someday.  It is better to be ahead of the curve than behind.

2.  There are interesting trends that we must understand and embrace in order to recruit and retain.  These trends would include the gradual shift in ag teachers from being male to female.  We must figure out why that is happening and embrace it and apply the same principles to both gender.

3.  We must be creative and think "outside the box" when recruiting (ie.  finding programs to help pay off student loan debt) to make the profession more enticing.

4.  Have a mentoring program in place where "real ag teacher" address "real issues" regarding our profession.  The ole "Sit down and talk" method.

5.  Look at all students as potential ag teachers.  Take those opportunities that we normally overlook to recruit our own students in our own schools.  We have potential ag teachers in our classrooms ever day .....but do they know that?  

6.  Stop whining about our career.  Our students pick up on that and they see that as a negative.  I know that is hard to do but I truly believe at the end of the day that if we didn't enjoy what we do we wouldn't do it.

Wehde

The panel during the second session represented a broad range of individuals in the Ag Education field ranging from a current Ag Education undergraduate to State Staff and Teacher Educators.

1. The program was a good “pep talk” and also exchange of ideas and I got back to work feeling that we as teachers are not alone. There is help out there. It was good to hear the emphasis on the use of Alumni and that they are not to be used as an advisory group. The advisory group has its own function. The word team and Ag-Ed team were used quite often.

2. I have always felt that an Ag Educator is a very important part of the community and needs to know what resources are available and be involved. By doing this it is easier to determine local needs. We as Ag Educators need to be role models and Advocates for Agriculture. Many of our students do not come from farm backgrounds, but we can encourage them to enter Ag fields, but more especially possibly the teaching field of Agriculture.

3. The job of the Ag educator is unique in that we are teachers first and foremost, but with additional activities of the FFA it “can eat you up” trying to do everything. It can be hard on the family if the wife or husband do not understand the thing called an Ag Teacher.

4. The Fourth and Fifth sessions talked about the stress of the job but knowing our own limitations. These sessions talked about Resources, Activities and Tools for time savings in our programs. All of these particular items should help in teacher retention.

6. As undergraduate Ag Educators, I think it would be helpful to get in a classroom before student teaching. This would be helpful in knowing the competencies needed.

7. Finally, our beginning teachers need the type of information we were able talk about for two days. It also helps if they can find a mentor, someone in their sub-district or district to confide in and pick their brain.  They then should be able to have a successful career.

8. Administrators come and go but it is essential to have continuity in the Agricultural Education program. 

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Dale Gruis,
Jan 31, 2013, 9:06 AM
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Dale Gruis,
Jan 31, 2013, 9:06 AM
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Dale Gruis,
Jan 31, 2013, 9:09 AM
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Dale Gruis,
Jan 31, 2013, 9:02 AM
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Dale Gruis,
Jan 29, 2013, 10:01 AM
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Dale Gruis,
Jan 30, 2013, 8:27 PM
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Dale Gruis,
Jan 31, 2013, 9:04 AM
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