X hits on this document

PDF document

A Curriculum Management Audit - page 113 / 140

360 views

0 shares

0 downloads

0 comments

113 / 140

Hudloff Middle School

39.6

3

7.58%

Idlewild Elementary

17.3

1

5.78%

Lake City Elementary

19

3

15.79%

Lake Louise Elementary

18.38

2

10.88%

Lakes High School

81.5

13

15.95%

Lakeview Elementary

26

4

15/38%

Lochburn Middle School

47

11

23.40%

Mann Middle School

36

7

19.44%

Oakbrook Elementary

20.3

3

14.78%

Park Lodge Elementary

20.9

1

4.78%

Southgate Elementary

29.2

4

13.70%

Tillicum Elementary

27.6

3

10.87%

Woodbrook Middle School

47.7

4

8.39%

The average teacher attrition for the 1999-2000 school year was 15.8 percent. However, attrition among middle and high school teachers averaged 18.74 percent with five of nine schools reporting an attrition rate ranging from 23.4 percent to 38.46 percent. There were eight certificated teacher openings at the time of this audit (January 2001).

Exhibit 5.3.2 shows the attrition rates for several certificated positions.

Position

Total Population

Number of Certificated Personnel Leaving

Attrition Rate

Principal Assistant Principal Counselors Librarians Nurses Psychologists Physical Therapists Speech /Language Pathologists Teachers Totals

27 12 29 27 8.2 9 4 12 766 867.2

6 1 3 3 3 4 2 6 121 149

22.22% 8.33% 10.34% 11.11% 36.59% 44.44% 50% 50% 15.8% 17.18%

Exhibit 5.3.2 Certificated Personnel Attrition Rates By Position

Clover Park School District

1999-2000

Specialty positions of psychologists, physical therapists, speech and language pathologists were even more severely impacted than teachers, with an annual attrition rate of up to 50 percent. Almost one in four principals turned over during the 1999-2000 school year. Program continuity and a focus on student achievement are more difficult to maintain in schools with high rates of staff attrition. Comments from interviews quantify the impact that attrition is having on district operations.

“Frequent changes in leadership and programs contribute to a lack of district philosophy.” (Teacher)

“Some district services are in total disarray. There is so much turn over that it is impossible to

position.”

“Turn over is so great that the key players in adopting a national model are not available to implement it.” (Administrator)

“There is heavy staff attrition.

It affects all aspects of the district.”

(Administrator)

for

every

look

in

to

person

people

trained

do

a

good

job.

This

employment outside the

a

is demoralizing, which in turn causes district. It is a vicious cycle.” (Classified

competent Employee)

have

to

impossible

is

It

“We are hemorrhaging (Teacher)

people.

Clover Park School District Audit Report Page 107

Document info
Document views360
Page views361
Page last viewedFri Dec 09 04:51:12 UTC 2016
Pages140
Paragraphs8364
Words61227

Comments