Dr. Zac Brown, a tall man with dark features, often found in a red tie, commands the authority of every room he enters. Dr. Brown works as the CTO (Chief Talent Officer) of Hamilton County Schools, a district located in Southeast Tennessee. As Dr. Brown speaks, you can hear the passion in his voice for the job that he does. Dr. Brown says, “Day to day what I spend my time doing is figuring out how to recruit the best of the best, how to retain our teachers, and also how we continue to develop.” He goes on to talk about the importance of teacher retention and how Hamilton County Schools addresses this problem.
Dr. Brown grew up in West Dyersburg, Tennessee and went to public school from kindergarten up to 12th grade. Dr. Brown talked about his 5th grade math teacher and how he knew his freshman year of high school that he wanted to work in education. After Dr. Brown graduated, he went to a small Christian College in Dayton, Tennessee. He said that being in Christian education never changed his love for and desire to work in public schools. Dr. Brown started in education as a math teacher, moved to assistant principal, and then to director of leadership development before becoming a CTO.
According to the Tennessee Department of Education, “Teacher turnover can lead to negative outcomes for students through the replacement of effective teachers by inexperienced or unqualified teachers, increases in class sizes, or reductions in course offerings” (“Teacher Retention”). However, many teachers experience burnout in the profession. A National Education Association Poll conducted in 2022 revealed that “burnout is an issue of some seriousness for 90 percent of the polled educators. Low pay is a serious issue for 78 percent, with 49 percent calling it a “very serious” issue” (“Teacher Retention: Preventing”). Dr. Brown talks about the way that Hamilton County addresses this problem. He says, “We want teachers to see themselves doing more when they are ready.” Hamilton County provides teachers with opportunities to move up in education from being a teacher to being a leader/coach of teachers. They address teacher workload by giving the individual schools options to add more teachers, teaching assistants, or behavior management specialists. He goes on to talk about teacher salaries and how they best try to “fill in the gap” when it comes to resources in the classroom. They also provide benefits to their teachers that make it easier for them financially. An example of this is they partner with clinics and pharmacies to provide for the teachers' medical needs. The bachelor’s degree level pay includes an extra $200 to put towards classroom resources. Dr. Brown laughs as he says when he started teaching his pay was just $22,000 a year. The main priority in Talent Development at Hamilton County Schools is to support new teachers and help them get started in the classroom but also support veteran teachers and help them become teacher leaders.
Teacher Retention Data for the state of Tennessee reveals that first year teachers are more likely to transfer to another school or leave the profession. “Movement among new teachers could be due to teachers moving to find a better ‘fit,’ a sign of inadequate preparation or support for their school context, or ineffective teachers sorting out of the profession” (“Teacher Retention”). Hamilton County Schools focus a lot on employee relationships. In their hiring and handling conflict, they prioritize the values of their teachers and communicate to them their importance. By prioritizing these relationships they are able to show teachers their value and importance to the school. Hamilton County also has a new teacher induction program that helps with classroom management. Dr. Brown talks about how they equip teachers to handle students that misbehave.
“Movement among new teachers could be due to teachers moving to find a better ‘fit,’ a sign of inadequate preparation or support for their school context, or ineffective teachers sorting out of the profession” (“Teacher Retention”).
Teacher retention can have a huge impact on students. A teacher can become a role model or mentor for students, so when teachers leave schools, students can often lose motivation and thus become less inclined to put effort into school. “A 2020 study published by AERA Open found that high teacher turnover yielded notable drops in the academic performance of middle school students, particularly in reading and math” (“Teacher Retention: Preventing”). When asked about the impacts of teachers leaving schools Dr. Brown responds with, “When teachers leave a school, it can significantly impact students. For many, the departure of a trusted teacher disrupts the sense of stability and connection they rely on in the classroom. This change may affect students' emotional well-being, academic performance, and trust in forming future relationships with teachers. It highlights the importance of teacher retention efforts. Great teachers and great leaders equal a great school.”
Works Cited
Brown, Zac. Personal interview. 7 November 2024.
“Teacher Retention in Tennessee.” TN.gov, https://www.tn.gov/content/dam/tn/education/reports/TeacherRetentionReportFINAL.pdf. Accessed 20 November 2024.
“Teacher Retention: Preventing Teacher Turnover.” American University School of Education Online, 13 October 2022, https://soeonline.american.edu/blog/teacher-retention/. Accessed 20 November 2024.
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