I have had some of the most wonderful bosses on the planet. People that are truly still my mentors and friends, some of the first people I go to with both personal and professional issues, and who have consistently made me feel valued and appreciated. These people have never turned away from a question or a problem, never abandoned me when I’ve needed them, and who have always had encouraging words for me, even when I’m probably, no doubt, being a little overdramatic and ridiculous. Many of them have made me a better leader, but more importantly have made me a better person because they have shown me that I’m valuable and what I do and say matters.
And as with every position and every profession, I have had experiences where the leadership has felt (and have said) that everyone is replaceable. Now, I understand that most of the time, a position can be filled. But does that really mean that the people who have filled it in the past are disposable? What kind of message do we send about how the district values relationships if we don’t value the work that people are doing?
From a practical standpoint, the pot from which to choose our future teachers is becoming thinner. When I applied for teaching jobs when I first entered education, the market was flooded with wanna-be educators. There were consistently, easily 700-800 applicants for every teaching position. Regardless of what you believe to be the reason, the fact is that the colleges are turning out less graduates in teaching. The sheer number of teachers is declining, which means less applicants, and less of a chance to fill a position with a quality candidate.
From the position of a school district, it is expensive to hire and consistently retrain teachers. In my current district, our teachers go through additional paid training in the “Ripon Way” for three years after they are hired regardless of if they are new to the profession or not. We need to provide training in technology expectations and use, training & PD in literacy, math, Project Lead the Way, Project-Based Learning, standards based grading, personalized learning, continuous improvement…and the list goes on. Also, hiring new teachers is disruptive to the climate and culture of both the building and teams. While sometimes this disruption is a welcome change, sometimes it might be that the person who left had strengths that others relied upon to keep moving forward.
And then there’s from the perspective of just being, I don’t know, a human.
One of my favorite quotes has always been