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                                                                                                      October 2006
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Jersey New

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                                                              ConneCting HR          to   CaReeR SeRviCeS


                                          ry    are
                   Dist                 Ma
                       rict of Columbia

                   Job Fair


                                                                    Silent Auction

                                                                                           Conference Celebration

   Mid-AtlAntic AssociAtion for EMployMEnt in EducAtion
Welcome to the 42nd Annual
MAEE Fall Conference
                                                      October 2006

                    Dear MAEE Colleagues:
                           Welcome to the first edition of our newly renamed
                    newsletter, the MAEE Enterprise. This year we have many
                    challenges facing us from greater accountability standards
                    to recruiting highly-qualified teachers in a shallow labor
                    market. As your president, I have had the opportunity to
                    speak with many human resources and career services
                    professionals in the Mid-Atlantic region, and it’s always
                    wonderful to hear that our organization offers a much
                    needed network of support in a field that can feel isolating
                    at times. As we “Boldly Go Where No Conference has Gone
                    Before,” the fall conference is designed to assist you in a
This year we have   multitude of ways:
                          •   In developing new avenues to recruit and retain
many challenges               new teachers
facing us.                •   In understanding crucial responsibilities in the
                          •   In updating you on significant issues that lie
My hope is that           •   In providing you an opportunity for resource
you will depart           •   In creating a strategic plan to chart our future

this conference           My hope is that you will depart this conference
                    invigorated and ready to make a difference in your
invigorated and     workplace – that our experience will elevate your
                    knowledge, skills, and spirit to a level that will impact all
ready to make       within your circle in meaningful ways. The possibilities are
a difference.       endless: re-energized staff, inspired learners, and renewed
                    communities. Are you ready?

                                                     Eric Cunningham, Ed.D.

MAEE Conference → www.lhup.edu/maee
Boldly Going Where No Conference Has Gone Before!
    Delaware, America’s First State, has                  Want to Teach? Dr. Meyers’ wit and candid
been selected as the site of this year’s MAEE             commentary will provide a great springboard to
conference. Located at the Clayton Hall                   our breakout sessions. Conference participants
Conference Center on the campus of the                    will be able to engage in dialogue on such
University of Delaware, this year’s event, titled         issues as recruiting special education teachers,
Boldly Going Where No Conference Has Gone                 No Child Left Behind, and data management.
Before, is sure to have something for every
                                                                Should you be looking for a change of pace,
                                                           there are many area attractions worth a visit.
      Future Educators of America will be                  Longwood Gardens, one of the DuPont estates,
playing a big part in this year’s event. Area              will be all decked out for the holidays. Fountain
high school students, interested in teaching               displays and light shows are a highlight of such
as a profession, will have the                                                a visit. Delaware is home
opportunity to explore education The Annual Job Fair is shaping               to tax free shopping; get a
career options and learn of           up to be a great opportunity to         jump on your holiday gift
the challenges of the teaching        get an early jump on snagging           purchases at the Christiana
profession.                           prime candidates to fill those          Mall or one of the area outlet
                                                                              centers. For those of you
      The Annual Job Fair, being      “hard to fill positions in your
                                                                              feeling lucky, Delaware Park
held on Wednesday, November           school districts.
                                                                              offers slot machines and
29th, is shaping up to be a
                                                           wagering on horse races. (PS: We will try to
great opportunity to get an early jump on
                                                           arrange bus transportation to some of these
snagging prime candidates to fill those “hard
                                                           sites if enough folks are interested.)
to fill positions” in your school districts. The
central location of the 2006 fair could provide                 I personally want to invite you to join us for
as many as 600 viable job applicants. Please               an exciting conference and a chance to network
join us in seeking certified, “highly qualified,”          with your colleagues. Who knows? You might
and enthusiastic candidates for your school                even get a chance to win a leisure suit!
                                                                For more information, check out the MAEE
      Dr. Mark Meyers, Associate Dean of                   Conference web site at www.lhup.edu/maee.
Rowan University’s College of Education will be            See you in Delaware!
our keynote speaker on Thursday, November
30th. The theme of his address is Positive                                 Jeff Margolis, Conference Chair
Aspects of Public Education: Why Should They

Join us in Delaware! November 29 - December 1, 2006
                               Register now and save $$$.
        Early Bird Registrations must be postmarked by October 14.
                                                  University of Delaware
                                Courtyard Marriott-Newark/Clayton Hall Conference Center
                                                    Newark, Delaware
                                          Mid-Atlantic Association for Employment in Education

                                       CONFERENCE REGISTRATION FORM
                                                  Please retain a copy for your records.

Full Name ________________________________________                     First Name for Badge ________________________________

Organization ______________________________________                    Title ______________________________________________

Address ______________________________________________________________________________________________

City _____________________________________________                     State ______ Zip _________________________________

Email __________________________________                  Phone __________________ Fax _____________________________

    •	   Are you a: New Member? � First-Time Attendee? �
    •	   Do you have any special dietary needs? Please specify: __________________________________________________
    •	   Please check here if you are retiring this year. �

                                                        CONFERENCE FEES
                            Includes registration fee, meals, breaks, receptions, speakers and programs:

                                                                 Early Bird                   Regular
                                                               Postmarked by              Postmarked after                Totals
                                                                 10/14/06                    10/14/06
 MAEE Member                                                       $285                        $310
 Emeritus Member                                                     $180
 Non-Member* (Join MAEE and save $15)                                $360                        $385

Please note: If you are a recruiter also registering for the job fair, please complete the separate job fair registration form.

                                Make checks payable to MAEE. Sorry, we cannot accept credit cards.
                                                MAEE Federal ID # 22-6070-556
                                       Check enclosed ____    Check to be forwarded____
                                       Send completed registration form(s) and payment to:
                  Paula Zener, MAEE Executive Secretary • 206 E. Keller Street, Castanea • Lock Haven, PA 17745
                                 Phone: 570-893-2181       Fax: 570-893-2784      Email: pzener@lhup.edu

Refund Policy: All cancellations and requests for refunds must be made in writing. Full refund up to October 27th, 50% refund up to
November 10th. No refunds will be made after this date. All refunds will be issued after the conference.
Job Fair Questions? Contact Cindy Holland, clh@udel.edu; Phone: 302-831-8570; Fax: 302-831-4034
*Do you know that you can join MAEE for $60, register for the Conference as a member for $285, and save $15 from the non-
member registration -- join today and save! Go to: www.udel.edu/csc/maee/
Join the Team of Spotsylvania County Schools,
  Where Creating the Best Minds is a Reality.

                                                        Dedicated to
                                                    • Award Winning
                                                      Mentor Program
                                                    • Tuition Assistance
                                                    • Diverse Educational
              Spotsylvania County,
          Virginia, is a diverse suburban/
            rural locale nestled midway
          between Washington, DC and
          Richmond, Virginia. A steadily
          growing community, it is home
         to 16 elementary, 7 middle, and
           5 high schools and a career
               and technical center.
                                                Benefits Include:
                                                 • Competitive Salary
                                                 • Medical/Dental/Vision
                                                 • Flexible Spending
                                                 • Retirement

                                         Apply online today:
                                              8020 River Stone Drive
                                             Fredericksburg, VA 22407
                                               540.834.2500 x 1500
                                       Equal Opportunity Employer
                                               University of Delaware
                               Multipurpose Room, Trabant University Center, Main Street
                                                 Newark, Delaware
                                         Mid-Atlantic Association for Employment in Education

                                                  JOB FAIR REGISTRATION FORM
                                                 Please retain a copy for your records.

 School District/Organization_______________________________________________________________________

 Contact Person____________________________________________                                Title______________________________

 Mailing Address_________________________________________________________________________________

 City___________________________________________________________                                 State_________         Zip___________

 Email______________________________________ Phone____________________ Fax____________________

 Name(s) of attending recruiters (limit of 2): __________________________________________________________

                                                     JOB FAIR FEES
                        (Includes cost for one or two recruiters at one 6 ft. table and buffet lunch.)
 Please note:        Due to space constraints at the job fair facility, each registered school district/organization is limited to one table
                     and two recruiters. Please do not bring additional representatives, or equipment requiring electricity (there are
 	     	     	       no	outlets	in	the	room),	and	keep	table	displays/size	to	a	minimum.	A	confirmation	letter	and	more	specific		 	
                     instructions (e.g. parking) will be mailed upon receipt of your registration. Thank you.

                                                             Early Bird                    Regular
                                                           Postmarked by               Postmarked after                   Totals
                                                             10/14/06                     10/14/06
     MAEE Member Organization                                  $150                         $175
     Non-Member Organization                                     $250                          $275

Please Note:         If you are planning to attend the MAEE Conference immediately following the job fair (11/30-12/2/06),
                     please complete the separate conference registration form on page 4.

                              Make checks payable to MAEE. Sorry, we cannot accept credit cards.
                                              MAEE Federal ID # 22-6070-556
                                     Check enclosed ____    Check to be forwarded____
                                      Send completed registration form(s) and payment to:
                 Paula Zener, MAEE Executive Secretary • 206 E. Keller Street, Castanea • Lock Haven, PA 17745
                               Phone: 570-893-2181          Fax: 570-893-2784        Email: pzener@lhup.edu

Refund Policy: All cancellations and requests for refunds must be made in writing. Full refund tp to October 28th, 50%
refund up to November 9th. No refunds will be made after this date. All refunds will be issued after the conference.

Job Fair Questions? Contact Cindy Holland, clh@udel.edu; Phone: 302-831-8570; Fax: 302-831-4034
       Meet the 2006 Conference Keynote Speaker. . .
         Mark Meyers is currently the Associate Dean of the College
      of Education at Rowan University in Glassboro, New Jersey,
      where he also serves as the NCATE coordinator. His teaching
      background includes undergraduate and graduate Social
      Studies methodology courses, graduate curriculum and
      foundations courses, and the supervision of Master’s theses in
      Social Studies education.
          Dr. Meyers received his BA, MA, and PhD from the University
      of Florida. His research interests include the role of technology
      in preservice education, the impact of field based pedagogy,
      and technology integration into the Social Studies classroom.

             MAEE Executive Board Meeting
     he board of directors met May 30 and 31      locations are as follows:
     at the University of Delaware, site of the        AASPA October 18 –21, 2006
     2006 job fair and conference.                           Detroit, MI
    Dr. Carolyn Brooks met with the MAEE               AAEE October 29 – November 1, 2006
board of directors to facilitate the first                   Minneapolis, MN
process of building the strategic plan for the         EACE August 6 – 9, 2006
organization. This groundwork initiated the                  Norfolk, VA
survey to be sent to membership this past              SAEE January 24 – 26, 2007
summer. The goal is to see how MAEE can best                 Charlotte, NC
serve its membership.                                  The 2006 Job Fair will be held at the
     Deb Stanley, Past President, informed the    University of Delaware on November 29, 2006.
board that nominations are needed for the         On this same date, the Delaware Future
2007 term. Openings include: President-Elect,     Educators Association will be holding its
Treasurer, (2) College Members-at-Large, (1)      annual conference at the university. Our college
School District Member-at-Large, and Emeritus     members will have the opportunity for their
Member. Deadline for nominations was June         admissions offices to participate in a college
30th. Ballots went out to the membership in       fair during the FEA conference; time is allotted
July. Serving on the board is a great way to      for conversation between the future teachers
enhance your MAEE membership!                     and the admissions representatives from our
                                                  membership. Angela Case, from the University
     LeeRoy DeShazor, School District Member-     of Delaware, and LeeRoy DeShazor, New Castle
at-Large, presented dates for conferences         Vocational Technical School District (DE) are
of associate organizations. The dates and         spearheading this new initiative.
Addressing the Teacher Shortage:
             MAEE/FEA Conference for High School Students
      The availability of teachers   program is designed to attract      leadership skills to consider
in critical shortage areas and       teacher candidates from high        teaching as a career. This one-
hard-to-staff schools continues      school students to the field of     day conference will correspond
to be a major challenge in           education through exposure          with the MAEE job fair on
the nation. Literature in this       to a world-class curriculum         Wednesday, November 29,
area suggests that while             and hands-on experience that        2006 at the University of
two million teachers may be          focuses on teaching.                Delaware. It is anticipated
needed nationally over the next                                          that 200 high school students
                                          The Mid-Atlantic
ten years, traditional teacher                                           will attend the event. A mini
                                     Association for Employment
preparation programs have
                                     in Education (MAEE) is
only one million prospective
                                     committed to developing
teachers in the pipeline. In                                                 The availability of
                                     ways to encourage talented
many states such as Virginia                                                 teachers in critical
                                     individuals to make teaching
and Delaware, it is strongly                                                 shortage areas and
                                     their professional choice.
felt to “grow your own,”                                                     hard-to-staff schools
                                     Guided by the belief that
and high school programs                                                     continues to be a
                                     “Teaching is the Cornerstone
capturing the interests of                                                   major challenge in
                                     of all Professions,” MAEE is
potential teachers may be                                                    the nation.
                                     dedicated to the promotion
one strategy toward meeting
                                     and improvement of preparing,
this challenge. Programs
                                     recruiting, hiring, and retaining
such as Virginia’s Teachers                                              college fair will also be part of
                                     quality teachers. MAEE has
for Tomorrow and Delaware’s                                              the conference with a number
                                     joined forces with the two
Future Educators of America                                              of MAEE colleges/universities
                                     state affiliate programs by
(FEA) Programs are offered                                               participating from throughout
                                     hosting a one-day conference
to high school juniors and                                               the region.
                                     to encourage academically
seniors interested in pursuing
                                     able students who possess
a career in education. The
                                     exemplary interpersonal and

  For more information contact:
                                           Angela B. Case
                  Career Services Center • 401 Academy Street • Newark, DE 19716
                                acase@udel.edu • Fax (302) 831-4034

D   id you know... that 83 colleges and
    universities and 121 public and private
schools and related organizations in seven
                                                        Rename the Newsletter
                                                        The MAEE publication needs a new name!
states and the District of Columbia belong              Members will vote for their favorites at the fall
to MAEE?                                                conference. Send your suggestions to Kerri
A special thanks to our newsletter sponsors:            Gardi at gardi@kutztown.edu. (Our president’s
    Loudoun County Public Schools                       suggestion is MAEE Enterprise: Connecting HR
    Prince William County Public Schools                to Career Services, borrowed for this edition of
    Spotsylvania County Schools                         the newsletter.)
SURVIVOR MAEE: Outwit - Outplay - Outlast
41st Annual Conference Report
      According to all reports, last year’s          the future of MAEE - where we want to be and
conference, “SURVIVOR MAEE: Outwit, Outplay,         how we’re going to get there. Other general and
Outlast” was a success! As conference chair, I       concurrent sessions addressed the conference
couldn’t have pulled it off without the great team   theme of “preparing the best, recruiting the best,
of colleagues who graciously accepted a call for     and keeping the best.”
help at the 11th hour. With only six months to
                                                           The Silent Auction tradition continued,
                                                     but this year, 50% of the proceeds were donated
                                                     to First Book’s Book Relief, with a matching
                                                     donation from the Executive Board. The Book
                                                     Relief program helps get books to children,
                                                     schools, and libraries affected by Hurricanes
                                                     Katrina and Rita.

                                                         Conference attendees also enjoyed a variety
                                                     of musical entertainment from several local
                                                     student groups... a jazz combo; Strolling Strings;
                                                     and NOMMO (specializing in African dance and
                                                     drumming.) And of course, no conference seems
                                                     complete anymore if there isn’t an amazing
                                                     audience participation session from MAEE’s own
                                                     game master, John Snyder.
                                                          Although it was a very busy six months,
                                                     it was a rewarding experience and I encourage
get it all together, everyone gave 110% which I      EVERYONE to get involved with future
greatly appreciated and which was also reflected     conferences and other MAEE activities. MAEE is
in the evaluations from attendees.                   what we make it!! See you in Delaware!
      We started with the annual job fair                                Joan Walker
which saw a record number of candidates in                               Lock Haven University (PA)
attendance: more than 500! That was followed
by a reception for recruiters and conference
attendees, which led right into our opening
speaker, Ian Rosenberger of Survivor: Palau.
“Living Life Deliberately” was his message, and
even those who were not really Survivor fans
were “pleasantly surprised” by his “engaging
and inspirational” presentation. The general
consensus? A great way to start the conference!

      A Best Practices Showcase was added to
the program which allowed conference attendees
to see “how others do it” in an informal setting.
Participants shared new ideas, programs, and
tools. A “town meeting” was also held to discuss
For Career Professionals:
Quick Tips on Working with your College of Education
Are you:
• Building relationships with deans, chairs & faculty?
• Introducing yourself and office services to new faculty and student teaching supervisors?
• Familiarizing key contacts to the purpose, mission, and benefits of MAEE and
  career services?
• Involved in freshman orientations and senior student teaching orientations?
• On their list serve, forwarding information & job listings?
• Inviting faculty to attend fairs?
• Helping to prepare education students for the job search process?
• Surveying education students & sharing results with faculty & employers?
• Surveying school districts & sharing results with faculty & students?
• Involving faculty on your Advisory Board?
• Inviting faculty to join MAEE?
• Connecting faculty directly with recruiters?
• Communicating/sharing information regarding certification, trends, and
  employment opportunities (e.g., supply and demand, as discussed at annual
• Initiating and promoting jointly-sponsored programs/seminars?
• Presenting important information to education student groups and their faculty advisors?

                                                           Submitted by Kerri Gardi
                                                           Kutztown University of Pennsylvania
                    MAEE 2005 Fall Teacher Job Fair
                       Attendance Summary
                          The Penn Stater Conference Center and Hotel
                          Wednesday, November 30, 2005 ▪ 1:00 – 5:00 pm
                          Prepared by Jeanne Fitzgerald, 2005 Job Fair Coordinator

                    91 School Districts/Educational Organizations
                              514 Teacher Candidates
                  School districts/educational organizations from the following states:
    	   Arizona			2		      	       	      Maryland			18	 	     		     Pennsylvania			19	
        Delaware			4	      	       	      New	Jersey			7		     	      South	Carolina			1
        District	of	Columbia			1		 	      New	York			2		 	     	      Virginia			22
    	   Florida			3	 	     	       	      North	Carolina			11	 	      West	Virginia			1

        Candidates from the following Pennsylvania colleges/universities (other states noted):
	       Arcadia			1		     	       	    Juniata			7	     	     	    Shippensburg			3
        Bloomsburg 67                  King’s 2                    Susquehanna 8
	       Bowie	State,	MD			1	      	    Kutztown			27		        	    SUNY,	NY			7
        Brigham Young, UT 1		 	        Lebanon Valley 2            Syracuse, NY 2
	       Bucknell			2	     	       	    Lock	Haven			52	       	    Temple			2
        Buffalo State, NY 1            Lycoming 14                 U of Delaware, DE 13
	       Cabrini			1		     	       	    Mansfield			3	 	       	    U	of	Pittsburgh			10
        California U of PA 9           Marywood 3                  Virginia Tech, VA 1
	       Clarion			15	     	       	    Mercyhurst			1		       	    Washington	State,	WA			1
        East Stroudsburg 8             Millersville 3              West Chester 9
	       Eastern	Michigan,	MI			1	 	    Misericordia			2	      	    Wilkes			1
        Edinboro 2                     Penn State 196              Wilson 1
	       Geneva			4		      	       	    Phila.	Biblical	School			1	 York			6
        Indiana U of PA 14             Princeton, NJ 1             ---------
	       James	Madison,	VA			2	 	       St.	Francis			7	 	     	    Unknown			1

                               Candidates in the following certification areas:
            	        Art			21		     	      	       	      	       Music			19
            	        Business	Ed.			2		    	       	      	       Physical	Ed./HPEA			26	        	       	
            	        Deaf	Ed.			2	 	       	       	      	       Reading			2
            	        Early	Childhood			7	 	        	      	       School	Counseling			5
            	        Early	Childhood	&	El.	Ed.			338	     	       Science	(all)			29
	       	   	        Elementary	Ed.			164	 	       	      	       				(including	5	Chemistry,	5	Physics)		   	
	       	   	        English/Communications			34		        	       Social	Studies			33
	       	   	        French			1	    	      	       	      	       Spanish/ESL			13	
	       	   	        German			1	 	         	       	      	       Special	Ed.			25	
	       	   	        Library	Science			1	 	        	      	       Special	Ed./El.	Ed.			36
	       	   	        Mathematics			39	     	       	      	       Technology	Ed.			5
            	        Middle	School		       	       	
            	   	    	      English			6		   	      	       	       	
            	   	    	      Biology			2	
          Recruiter Evaluation Summary
               MAEE 2005 Fall Teacher Job Fair

               Criteria                Excellent       Good          Fair        Poor
               Info	prior	to	event     				49       							9
               Job	fair	organization   				51       							7

               Facility                				37       					19       							2

               Location                				38       					20

               Candidate	preparation   				41       						17

	1-5	pm?	Earlier	would	be	better.                        	Will	have	to	reconsider	next	year	if	in	
	Great	job!	Thank	you!                                     afternoon.	Thanks	for	doing	a	great	job!
	Thanks!	Lovely	location.                                	Extend	times.
	Larger	facilities	for	interviewing	purposes.	           	More	visible	badges.
  Thank	you!                                              	More	space	for	interviews.
	Prefer	morning.                                         	Excellent	teacher	candidates	and	well	
	Interviewing	areas	would	be	helpful.                      organized	job	fair.	
	One	of	the	best	job	fairs	for	participants.             	Strong	candidates-only	complaint-temp-way	
	Great	job!                                                too	cold.
	The	temp	was	chilly	and	drafty	at	location	             	Thanks	for	all	of	the	help	with	registration	
	 table	#20.                                                process,	the	event	was	well	organized.
	Very	good	job	fair.                                     	We	really	needed	quiet	places	to	interview.	
	Candidates	were	not	aware	of	Virginia’s	Praxis	           Would	like	to	meet	and	greet	in	the	AM	and	
  requirements.	Candidates	were	shocked	when	               schedule	interviews	for	the	afternoon	to	have	
  I	told	them	their	Praxis’	scores	did	not	meet	            more	quality	time	with	each	candidate.
  Virginia	licensure	requirements.	                       	Reading	strategies	and	methods	are	weak	
	The	job	fair	needs	to	be	9	am	until	2	or	3	pm.            in	candidates.	This,	however,	may	be	a	
	 	A	1-5	pm	job	fair	is	very	hard	on	those	of	us	           reflection	of	university	programs.
  who	have	a	long	distance	to	travel.                     	Great	for	candidates	-	it	was	a	horrible	
	I	liked	the	schedule	you	used	this	year.                  drive	in	the	rain!	Lunch	and	water	was	
	Have	job	fair	in	morning,	not	afternoon,	need	            appreciated.
  travel	home!                                            	Very	well	organized.	Great	to	have	
                                                            representation	from	state	certification	areas.
MAEE Research Project:
What Factors Influence a Teacher
        Candidate to Relocate ?
                                          John F. Snyder
                                          Associate Director, Office of Career Services
                                          Slippery Rock University off Pennsylvania

                         At the November 2004 MAEE conference, I presented the results of
                     relocation research sponsored by MAEE and Slippery Rock University.
                     More than 1,600 teacher candidates from Pennsylvania and Delaware
                     participated in this research about what factors these candidates would
More than            consider to relocate for a job. Two years later, the topic of teacher
1,600 teacher        relocation is still relevant since some states continue to have a surplus of
candidates from      teachers while others need these teachers.
                     The Research
and Delaware
                          In our research from 2004, the top seven certification areas of the
participated         respondents were: elementary education (32%); elementary/special
in this research     education (10%); health and physical education (8%); social studies (6%);
about what           elementary/early childhood education (6%); English (6%); and special
factors these        education (4%). Yes, even the respondents represent a challenge in teacher
                     supply – “too many” elementary education candidates and not enough
                     special education, math, science, and language candidates. But that is a
would consider       different issue not addressed in this study.
to relocate for
                          Of the 1600 respondents, 43% indicated they were willing to relocate;
a job.               31% were somewhat willing to relocate; and 26% were not willing to
                     relocate. Although we have not done any follow-up studies to determine
                     whether those who indicated a willingness to relocate actually did so, these
                     statistics show that a significant number of teacher candidates were willing
                     to consider relocation.
 “What are the
most important           The teacher candidates completing the survey were asked, “What are
characteristics of   the most important characteristics of a school district that would attract
                     you to relocate for a teaching job?”
a school district
                         The top five answers:
that would                  1) Excellent salary and benefits (80%)
attract you to              2) Positive relationships with teachers and administrators (73%)
relocate for a              3) Excellent school facilities and resources (65%)
teaching job?”              4) Continuing education opportunities (56%)
                            5) Strong community/parental involvement (51%)
                        The next five:
                            6) Outstanding/innovative curriculum (44%)
                            7) Strong mentor teacher program (36%)
                            8) Experienced teaching staff (17%)
                            9) Small school district (14%)
                            10) Culturally diverse school district (13%)

Since salary              Since salary is always an important issue regardless of the career area,
                      respondents were also asked, “What starting salary are you expecting?”
is always an
                      The answers ranged from $17,000 to $50,000 with an average of $33,093,
important issue       a reasonable expectation of salary. Respondents were also asked to identify
regardless of         whether a signing bonus is an attractive way of getting them to relocate.
the career area,      Only 24% said “Yes.” I had thought this percentage would be higher. Those
respondents           indicating a signing bonus as a positive way to encourage relocation were
                      asked to provide what this bonus should be. Of these respondents, 34%
were also asked,
                      (121 of 361 answering this question) provided a bonus figure of $5,000.
“What starting        The next most popular figure was $2,000 (16%) followed by $1,000 and
salary are you        $3,000, both with 12%.
expecting?”                When recruiters (98 recruiters from 79 school districts in 12 states
                      completed the survey) were asked what they thought attracted candidates
                      to relocate, the top five answers were:
                           1) Continuing education opportunities (80%)
                           2) Strong mentor teacher program (78%)
                           3) Excellent salary and benefits (70%)
While recruiters           4) Positive relationships with teachers and administrators (65%)
rated the                  5) Excellent school facilities and resources (52%)
                           While recruiters rated the importance of salary and benefits at #3,
of salary and         candidates rated this characteristic as the most important at #1. The
benefits at #3,       recruiters’ #1, continuing education opportunities, was rated #4 by the
candidates rated      candidates. The recruiters’ #2, strong mentor teacher program, was
this characteristic   ranked #7 by the teacher candidates. Either these teacher candidates
                      were not familiar with the advantages of a strong mentor teacher program
as the most
                      or they didn’t regard these programs as that important when considering
important at #1.      relocation.

                          Candidates were also asked what would discourage them from
                      relocating to a school district. The top five answers were:
                          1) Low salary or not competitive with cost of living (86%)
                          2) Lack of benefits (77%)
The recruiters’ #1        3) Safety issues (53%)
                          4) Lack of support from administrators (48%)
                          5) High cost of living (47%)
continuing            Three of the top five reasons deal with financial issues with salary being
education             the #1 issue by a considerable margin.
was rated #4 by       Observations and Comments
                           The top two characteristics about what attracts teacher candidates
the candidates.
                      to school districts are worth concentrating on: 1) salary and benefits; 2)
                      positive relationships.
                           It is no surprise that financial issues play a large role in attracting or
                       turning away potential teachers, and superintendents, board members,
                       and community leaders should be aware that salary does matter. In many
                       high growth areas, the cost of living has skyrocketed. Affording the move,
                       managing the costs of living, paying the cost of increasing energy expenses,
In many high           and having something left to live on is a real concern for most college
growth areas,          graduates. And we need to remember that most recent college graduates
the cost of living     have significant college debt to repay. The US Department of Education
                       calculated that the average federal student loan debt of graduating seniors
has skyrocketed.
                       from public institutions in 2004 (the most recent data available) was
Affording the          almost $16,000; from private institutions $18,000. This doesn’t include
move, managing         state or private loans or other debt from credit cards, auto loans, or other
the costs of living,   sources.
paying the cost             While recruiters may not have influence over what salaries are paid to
of increasing          new teachers, they can design a process that connects potential teachers
energy expenses,       with current teachers and administrators. This relationship building
                       could begin with the first contact with teacher candidates. I have observed
and having
                       districts do this at job fairs by bringing relatively new teachers who
something left         relocated to recruit side-by-side with human resource professionals. While
to live on is a        I haven’t done research on the effectiveness of new hires reaching out to
real concern for       teacher candidates, this practice provides candidates with someone to
most college           speak with who has made the move and successfully transitioned to a new
                       geographic environment.
                             But beyond the job fair contact, school districts may want to take a
                       proactive approach by staying in touch with teacher candidates and not
                       waiting for them to complete applications. Colleges involved in competitive
                       recruiting of potential students often reach out by having admissions
                       representatives, faculty, administrators, and other students call or
                       email potential students. This personal, proactive outreach by the entire
Obviously,             institution may be the influencing factor for a potential student as s/he
recruiters who         makes the college decision.

are enthusiastic,           School districts may want to try a similar proactive approach. Instead
knowledgeable,         of only human resource administrators and principals being involved with
                       recruitment, involve teachers in connecting with candidates through phone
and personable
                       calls, emails, or letters. This personal touch – especially from a teacher
are much more          who can address issues of a major move and assimilating into a new school
effective than         and community – may provide that personal relationship which convinces
those who sit          the candidate to relocate there. Teachers who previously relocated may
at their tables        be enthusiastic about connecting with potential teachers from their alma
                       mater or original home area.
reading a
newspaper.                  In our research about effective recruitment at job fairs conducted in
                       2001, candidates cited that the behavior of school representatives at job
                       fairs influenced whether the candidates would even stop to talk with that
                       school district. Obviously, recruiters who are enthusiastic, knowledgeable,
                       and personable are much more effective than those who sit at their
                       tables reading a newspaper. In the same respect, personnel from schools
                       importing teachers need to be knowledgeable and personable, perhaps
                       even empathetic, about relocation issues.

                            School district representatives should also be aware of the emotional
                       issues of a move. It is hard for most persons, especially 22-year-old
                       graduates, to leave family and friends, move to a new area, adjust to a new
School districts
                       job, and transition to a new community. Parents may be hesitant to see
may want to            their kids, especially their daughters, make a solo move to a new and what
reach out not only     may be perceived as a dangerous place.
to new teacher
                            School district representatives and college career services
candidates but         professionals, including me, often lament that graduates just won’t move.
their parents as       Perhaps we have forgotten (or never experienced) the emotional issues
well by providing      involved in a major move, especially when that move is without a spouse,
useful information     a friend, or family. School districts may want to reach out not only to
                       new teacher candidates but their parents as well by providing useful
about moving.
                       information about moving. Identify the legitimate concerns the parents
                       have and answer those concerns through online or through recruitment
                       literature. “Helicopter” parents who may initially be opposed to a move may
                       become supportive of a move if their concerns are addressed.

                            Our research about teacher relocation clearly identifies the top two
Our research           issues of concern to teacher candidates considering relocation: salary and
about teacher          relationships. While salary may be beyond the human resources ability
relocation clearly     to increase, there are creative ways to better connect candidates with the
identifies the         school district and the community. Sure, a well-designed, easy-to-navigate
                       web site can assist with candidates connecting to the school district.
top two issues
                       But the most effective connection is with another person or persons. It
of concern             is not easy to do with decreasing budgets and staffs and increasing work
to teacher             loads, but a proactive, personal outreach may be the influencing factor
candidates             convincing candidates to relocate. I realize, however, that the research just
considering            identifies the importance of relationships and does not provide specific
                       ways to make these connections; the suggestions I offer are ideas not
relocation: salary
                       supported (or discredited) by research. It would be interesting to hear from
and relationships.     school district personnel and new teachers about what works in convincing
                       new teachers to relocate.

                           The PowerPoint presentation from my 2004 MAEE session is available
                       upon request. This 48-slide PowerPoint contains detailed results from the
                       survey. If you would like a copy sent to you electronically, email me at john.
                       snyder@sru.edu with your request.

D   id you know... that Pennsylvania has hosted more MAASCUS/MAEE conferences (a total
    of 26) than any other state?

D   id you know... that the first Education Job Fair was held at the 1993 Annual Conference
    with 24 school districts and 450 candidates participating?
The Importance of Knowing Why Teachers
Leave: One District’s Approach
                                          Eric Cunningham, Ed.D., Director of Human Resources
                                                                  Spotsylvania County Schools
     August is the most positive time of the school year. When new teachers file into orientation,
they are full of purpose, hope, and enthusiasm. Some take that enthusiasm and transfer it to their
students throughout the year. Some find the first year a struggle, but persevere and improve as
their careers move on. Still others leave for other schools or quit teaching altogether. Teachers with
five or fewer years of experience contribute to the most turnover in school divisions and the reasons
for their departures are varied. The following table represents the results of a study whose purpose
was to identify the importance of 15 selected factors in influencing beginning teachers’ decisions to
exit a school district. By looking at these reasons, administrators can help develop policies and pro-
grams that will lead to an increase in retention.

                    Importance of Selected Factors Related to a Teacher’s Decision
                              to Exit a Northern Virginia School District
                                                 Very      Somewhat         Not
                   Factors                     Important   Important      Important
                                              F        %   F      %      F       %      Mean    Rank

Expectations for Teachers                     46      68   10     15     12      18     2.50     1

Recognition/Support from Administrators       36      53   13     19     19      28     2.25     2

Family Responsibilities                       34      50   16     24     18      26     2.24     3

Student Behavior                              33      49   9      13     26      38     2.10     4

Parental/Community Support                    21      31   25     37     22      32     1.99     5

Salary                                        26      38   15     22     27      40     1.99     5

Status of the Teaching Profession             28      41   11     16     29      43     1.99     5
Availability of Resources to Meet the Needs
                                              22      32   21     31     25      37     1.96     6
of All Children
Teacher Assignment                            26      38   13     19     29      43     1.96     6

Lack of Influence over Decision-Making        24      35   17     25     27      40     1.96     6

Family Move                                   27      40   5      7      36      53     1.87     7

Support from Co-Workers                       18      26   18     26     32      47     1.79     8

Offer of a Better Position                    20      29   9      13     39      57     1.72     9

Health                                        12      18   22     32     34      50     1.68     10

Issues Related to Special Education           11      16   16     24     41      60     1.56     11
    This table reveals that expectations for teachers, with a mean score of 2.5, was the most impor-
tant factor influencing a teacher’s decision to leave. A mean score of 2.5 and above indicates that a
factor was a “very important” influence on the decision to leave. A mean score of less than 2.5, but
greater than or equal to 1.5, indicates that the factors had a “somewhat important” influence. The
other 14 factors met that criteria. The top five factors influencing a teacher’s decision to leave are:

                          Top Five Factors Influencing a Teacher’s Decision to Leave

                 Expectations for Teachers                                             2.50
                 Recognition/Support from Administration                               2.25
                 Family Responsibilities                                               2.24
                 Student Behavior                                                      2.10
                 Parental/Community Support; Salary; Status of the Profession          1.99*
                            *All three factors had an equal mean score.

           Expectations for teachers was the most important factor
                 influencing a teacher’s decision to leave.
This may be due, in part, to the fact that new teachers accept the position with unrealistic
perceptions about teaching which, if left unchallenged, can shape expectations for the first year
of teaching. For many teachers, this idealism is readily discarded after the first day with the
students. Kirby and Grissmer (1993) argued that there is a critical point for each teacher where
his/her experiences are not consistent with expectations of what teaching would be like. They begin
to realize that teaching involves more than classroom instruction. This often conflicts with the
expectations that many new teachers have regarding their preparedness to handle the challenges
encountered in the workplace. In this era of accountability and high-stake testing, teachers are
required to do more than just teach. The responsibilities of teaching, coupled with being placed in
challenging teaching assignments can overwhelm new teachers. As they experience the working
conditions and benefits of their position and compare these to other teaching and non-teaching
jobs, they also reevaluate their expectations about teaching. Because novice teachers may have
invested very little in the community or school, it is easier for them to consider changing schools or

                                    Implications for Practioners
Conventional wisdom is suspect.
                                                           factors that were identified as important can
Improvement to schools is not limited by
                                                           be altered. Once identified, solutions can be
the teacher shortage, it is limited by teacher
leakage. A major problem facing our schools
today is teacher retention. If schools are to              Job descriptions are extremely important.
provide every student with competent and                   Instead of simply describing a teaching
caring teachers, the focus must be on retention.           position, administrators should use job
An important step in retaining new teachers                descriptions to explain the expectations of
is for school districts to first decide which              the job to new teachers and allow them the
opportunity to express the expectations they        that provides them with a sense of ownership
have about the position. This should be done        and recognition for their accomplishments
during initial interview. Also, during the course   throughout the school year.
of the year, the teacher’s expectations should
                                                    Teachers pursue their careers in different
be monitored to ensure congruence with the
division’s expectations.
                                                         Administrators who are responsible for
Teachers with differing years of                    hiring teachers should pay particular attention
experience have different needs.                    to the difference in the importance of the
     A teacher’s perceptions of the importance      factors for teachers with differing routes to
of a number of the factors changes with the         licensure. Teachers who finished a traditional
amount of experience they acquire. Mentor           program, without student teaching, rated
teacher programs are already in place in many       each factor as having a “very” to “somewhat-
school divisions. They provide an excellent         important” influence on the decision to leave.
opportunity to provide additional support for       Provisionally-endorsed teachers rated the
new teachers. Mentoring allows for collegiality     factors as having a more important influence
among staff by providing new teachers with a        on their decision to leave than did those with a
resource to discuss issues such as handling         professional license.
student behavior.                                        Administrators should be aware of the
                                                    findings and understand that when teachers
Classroom management issues cause
                                                    with a provisional license are hired, they may
more teachers to lose their jobs during
                                                    need additional support in the area of handling
their first year of teaching.
                                                    student discipline issues.
     It would make sense that school divisions
help teachers learn how to manage their
classrooms by providing staff development
targeted at improving student behavior. School
districts should provide staff development for
new teachers to learn how to effectively handle
student behavior issues.

Secondary school principals need to
understand their influence.
     These include recognition and support from
administrators, teacher assignment, support
from co-workers, student behavior, and lack of
influence over decision-making. Administrators
should involve teachers in decision-making

 Have you told a colleague about MAEE?
 One of the most important benefits MAEE offers is the wealth of knowledge that is freely
 and openly shared by its members. The association publishes a newsletter which reports
 on innovative recruitment and staffing procedures and compiles a directory which
 contains the name and contact information of every member. For more information and
 to download the membership application, go to

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