There has been a lot of talk in Albert Lea Area Schools about recruiting and retaining quality teachers. A shortage of teachers impacts students by limiting programs and increasing class sizes.

The district seems to be focusing all of its efforts on recruitment. I feel we need to first focus on retention. If we retain quality teachers, we will be able to do less recruiting. My ideas to retain teachers are simple, do not cost money and don’t affect coaches. My ideas are based on research and what other districts have implemented.

The October 2016 Minnesota Educator published an article with research from the Learning Policy Institute regarding teacher retention. The research found that dissatisfaction in teaching conditions was listed as the major reason teachers leave districts and the profession prior to retirement. Teaching conditions included the amount of input teachers feel they have in decision-making and the level of support they receive from administration.

On the 2016 Thoughtexchange, “retain and attract teachers,” “teacher and administrator relationship” and “staff input” were rated in the top five of the concerns for our district. I have heard from teachers and staff in the district who are not comfortable sharing their ideas and concerns when they differ from the ideas and proposals of upper administration. Teachers are professionals who work with students every day. Listening to and valuing teacher input will ensure that the district is making the best decisions for students while building relationships between teachers and administrators. Research suggests that this will increase teacher retention.

Albert Lea has a reputation of nonrenewing the contracts of nontenured teachers in the spring and hiring a portion of them back for the next school year. Last spring, Albert Lea nonrenewed the contracts of 11 nontenured teachers. Six of those were due to performance. Five of the teachers were nonrenewed through no fault of their own: budget cuts, program cuts and mid-year hires were cited. Of those five, three were hired back. That’s 60 percent! This practice happens year after year, resulting in uncertainty about job security. Not only do we lose quality teachers, but this uncertainty can impact recruitment as well.

The Willmar School District had a similar practice of nonrenewing and rehiring nontenured teachers. Because of problems with retaining teachers, Willmar discontinued this practice last spring. I believe Albert Lea should follow Willmar’s lead. Albert Lea can implement this change easily by planning for the next school year prior to cutting teachers.

There is a real teacher shortage. These ideas may not completely solve the problem, but they are needed first steps. If elected as a member of the school board, I will continue to study this and other issues facing Albert Lea Area Schools and work hard to solve problems.

Angie Hanson

Albert Lea