Finding the Right Fit: Recruiting and Retaining Teachers in Milwaukee Choice Schools

Abstract

This article explores differential hiring and retention practices across schools of choice using data gathered as part of a comprehensive evaluation of a large-scale school voucher program in Milwaukee, Wisconsin. A variety of interview, survey, and observation instruments are used to describe the challenges and strategies that 13 schools report regarding teacher recruitment and retention. We conclude that schools with established partnerships with institutions that share a religious or philosophical commitment experience the highest success with recruiting and retaining teachers. We describe the strategies used by these schools and make recommendations for improving teacher retention in schools of choice.

• teacher recruitment
• teacher retention
• school vouchers
• school choice

Notes

1. 1. Aritomi & Coopersmith. (2009). Table 6. Average number of public school teachers who were newly hired for Grades K–12 and comparable ungraded levels, percentage of districts that offered free training for teachers in fields with current or anticipated shortages, and percentage of districts that used various methods for recruiting new teachers, by state: 2007–2008.

2. 2. All data collection instruments are available from the authors upon request.

3. 3. Schools were promised that they would not be named in any research resulting from our site visits nor would we provide identifying information that would allow a reader to work out which school was being referenced.

4. 4. Teachers without at least a bachelor’s degree, who had been teaching at least five years consecutive prior to July 1, 2010, can apply for a temporary waiver.