TEACHER TURNOVER
TEACHER TURNOVER RATE
to provide its own health insurance plan instead of insurance through the Teacher Retirement System of Texas, known as TRS ActiveCare, has allowed the district to avoid raising premium costs for its employees. In April, NCISD trustees approved an employee compensation pack- age for the 2022-23 school year that will include a one-time $2,000 sti- pend for all employees as well as an additional stipend for all returning employees, although an amount has yet to be determined. According to Persson, NCISD’s aca- demic calendar—which includes four ve-day breaks in addition to a 10-day break in December—has helped attract employees to the district. Persson said the district o ers com- petitive stipends for harder-to-sta departments as well as scholarship programs for employees seeking con- tinuing education opportunities. “Any department—any employee— can apply for those scholarships,” she said. “We just want to support our employees as they move forward in their education journey.”
20%
The turnover rate is the percentage of teachers from the previous fall who are not employed in the district for the current fall. Outside a 2% drop following the 2019-20 school year, the state’s teacher turnover rate has remained consistent over the last ve years. However, Humble and New Caney ISDs’ turnover rates varied. Humble ISD New Caney ISD Statewide average
16.8%
16.6%
15%
16.4%
14.6%
13.4%
12.9%
Starting teacher salaries in Humble ISD and New Caney ISD have risen from $52,258 and $48,647 in the 2016-17 school year to $57,485 and $57,175 in 2020-21, respectively. This compares with the state’s average of $46,199 in 2016-17 and $50,089 in 2020-21.
10%
5%
SOURCES: TEXAS EDUCATION AGENCY, HUMBLE ISD, NEW CANEY ISD COMMUNITY IMPACT NEWSPAPER
0
2016-17
2017-18
2018-19
2019-20 2020-21
more in-person classroom training than some standard programs. Pervis said students enrolled in LSC Kingwood’s educator prepara- tion program are required to complete one semester of clinical teaching, noting the college’s partnership with Texas Tech University requires a full year in the classroom. Local solutions Despite boasting a 98% teacher ll
rate, HISD o cials are still actively pursuing new ways to attract and retain teachers. Deputy Superintendent Rick Gard- ner told HISD trustees at an April 19 budget workshop HISD is consider- ing an initiative that would pay stu- dent teachers $60 per day, or roughly $11,000 per year. Additionally, HISD Chief Financial O cer Billy Beattie said the district is also considering a proposal that would
cover the cost of paraprofessionals pursuing alternative certi cations. HISD is proposing a 3% raise for all employees in the scal year 2022-23 budget, which would increase a new teacher’s annual salary from $59,000 to $60,500 for the 2022-23 school year. “That allows us to remain competi- tive still with neighboring districts to be able to attract and retain the best sta possible,” Beattie said. Mount also said HISD’s decision
For more information, visit communityimpact.com .
21
LAKE HOUSTON HUMBLE KINGWOOD EDITION • MAY 2022
Powered by FlippingBook