Use pulse check surveys and systemic retention elements to proactively monitor educator well-being and reduce turnover¶

Strategy · All strategies
Evidence · 1 claim (1 for) · 1 study (1 design), q1 · 0 of 1 report an effect size · 1 claim rests on one study

Description¶

The guide describes pulse check surveys as "short surveys, often delivered by email" asking a small number of questions about how educators feel about their work and what supports would help. "By monitoring employee well-being and work perceptions, districts can better intervene throughout the year" to reduce turnover. It pairs this with eight elements of teacher retention meant to be "practiced together" in a systemic approach.

Design Implications¶

Context¶

Requirements¶

• District commitment to acting on real-time educator feedback throughout the year; retention elements practiced together rather than in isolation

Constraints¶

• The listed retention elements are described as not a fully comprehensive list, but a starting place for auditing current retention efforts

Target Learners¶

• district leaders
• school leaders
• educators at all career stages

Target Learning Goals¶

• retaining educators and sustaining a diverse workforce

Claims¶

• High-quality induction and mentoring programs are reported to reduce new-teacher attrition, and early-career teachers without coaching are reported twice as likely to leave [+W] (mentoring and coaching are among the retention elements)

Related Strategies¶

• Standardize the hiring process with structured interviews, competency-aligned protocols, and performance-based tasks: the same guide's hiring practices, the recruitment half of the workforce strategy

Examples¶

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Key Sources¶

• Equitable & Inclusive Hiring Practices: A Reference Guide of Strategies to Grow & Diversify the Educator Workforce. (2023). Rhode Island Department of Education, Office of Educator Excellence. https://eric.ed.gov/?id=ED633258