For a school with high turnover, which policy change best supports teacher retention?

For a school with high turnover, which policy change best supports teacher retention?

• A. Ensuring that induction programs and professional development offerings are meaningful and teacher focused
• B. Increasing class sizes
• C. Reducing teacher salaries
• D. Limiting mentoring opportunities

Answer: (A)

Retention improves when teachers feel supported and have real opportunities to grow professionally. For a school with high turnover, implementing induction programs that are robust and professional development that is meaningful and teacher-focused directly tackles the main issues that push teachers away: unclear onboarding, lack of mentorship, and PD that doesn’t connect to their daily work. A strong induction gives new teachers structured support, mentorship, and feedback during the crucial first years, helping them establish effective practices and feel part of the school community. When ongoing PD is tailored to teachers’ needs and classroom realities, teachers gain skills, confidence, and a sense of professional belonging, which makes them more likely to stay. In contrast, options that increase workload or reduce support—like larger class sizes, lower salaries, or fewer mentoring opportunities—tend to raise stress and turnover.

Retention improves when teachers feel supported and have real opportunities to grow professionally. For a school with high turnover, implementing induction programs that are robust and professional development that is meaningful and teacher-focused directly tackles the main issues that push teachers away: unclear onboarding, lack of mentorship, and PD that doesn’t connect to their daily work. A strong induction gives new teachers structured support, mentorship, and feedback during the crucial first years, helping them establish effective practices and feel part of the school community. When ongoing PD is tailored to teachers’ needs and classroom realities, teachers gain skills, confidence, and a sense of professional belonging, which makes them more likely to stay. In contrast, options that increase workload or reduce support—like larger class sizes, lower salaries, or fewer mentoring opportunities—tend to raise stress and turnover.