The problems of teacher shortage and future projections are staggering. In the article, “TEACHERS Supply & Demand”, in

Concerns and issues raised by the survey are factors that directly impact the job satisfaction of teachers. The concerns are universal in nature and require the attention of human resource departments, administration, staffs, parents, and communities. Interestingly, teachers report lack of respect for their profession as a forefront and troubling reason they leave for greener pastures. Communities have taken for granted there would always be an abundance of kindhearted people who longed for nothing but to teach. As increased competition for skilled employees has driven salaries higher, teacher’s salaries have lagged far behind. While they may long to teach they can no longer afford to teach. Therefore, while salaries play catch up, districts must do everything they can to retain and recruit quality educators. In his article Stager points out, “The predicted catastrophe has been delayed in part, due to existing teachers waiting longer to retire. Regardless of ideology, most policy makers, educators and citizens agree that many staffing challenges await school systems across the country” (56).

The single-salary schedule emerged early in the 20th century in response to further changes in the social and educational context. Opposition to overt discrimination and demand for greater teacher skills led to the system which paid the same salary to teachers with the same qualifications regardless of grade level taught, gender or race. The single salary schedule did not however, pay every teacher the same amount. Differentials were provided based on the objective measures of year of experience, educational units, and educational degrees. It paid teachers salary supplement for coaching sports, advising clubs, and coordinating activities. The bases of paying differential salary amounts were objective, measurable and not subject to administrative whim. The single salary schedule was appropriate for the bureaucratic, hierarchically organized school of the first half of this century. Administrators were responsible for goals, objectives and school success, and teachers were responsible mainly for delivering a basic skill focused standardized curriculum. Teachers needed a beginning set of skills that were assessed in the process of licensure. Once in the system, they were paid more for each year of experience. A practice typical of bureaucracies and the way most workers were paid in the broader economy.

· Improve Working Conditions: Obvious work needs to be done in improving teacher pay, classroom facilities and access to high quality instructional materials.

4. Many states have lowered class sizes while raising high school graduation requirements and other standards. These initiatives increase the numbers of educators required and make the profession more demanding.

Strategies for Retaining & Recruiting Educators

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