Kelly Education’s Post

As school districts across the country continue to struggle with teacher shortages, the Biden administration today announced a set of good job principles to address the #TeacherShortage by attracting skilled people to the teaching profession and improving teacher retention and satisfaction for those already working to help learners in school districts across the country. The principles include recommendations to improve hiring practices, teacher pay and benefits, access to pathways, empowerment and representation, job security and working conditions, organizational culture, skills and career advancement. A recent survey from Transcend validates the need for improvement in these areas and offers recommendations on how to address the key drivers of teacher satisfaction: https://lnkd.in/eAcMGAwT https://lnkd.in/eJ_bsnPP What are your thoughts on improving teacher satisfaction and job quality?

We’ve been putting in the work, pushing the Alabama Talent Triad to the forefront as a resource for earners, learners and employers. Now, the recognition is coming in. CAEL (Council for Adult and Experiential Learning) has tagged the Alabama Talent Triad as the new statewide learning ecosystem spearheading significant changes in the state’s workforce landscape in its most recent article. One of the most impressive aspects of the Alabama Talent Triad is its comprehensive approach. By bridging together educators, employers and policymakers, this initiative ensures that curriculum development, training programs, and job placement services are all closely aligned with industry demands. This not only benefits students by providing them with relevant and practical education but also supports economic growth by supplying local industries with a skilled workforce. Check out the article here: https://buff.ly/3UHVvNv #EBSCOed #ALTalentTriad #CAEL #Employers #JobSeekers #WorkforceDevelopment

Title: Recognizing Educational Excellence: The Case for Merit Pay for Teachers As we continue to advocate for the advancement of education, it's important to recognize and reward the dedication and excellence of our teachers. Merit pay, or performance-based compensation for educators, has been a topic of much discussion in the educational field. Here are some key points to consider regarding the implementation of merit pay for teachers: 1. Incentivizing Excellence: Merit pay offers a powerful incentive for teachers to strive for excellence in their classrooms. By rewarding exceptional performance, we can encourage educators to go above and beyond in their teaching practices, which ultimately benefits the students and the education system as a whole. 2. Attracting and Retaining Talent: Implementing merit pay can help attract and retain high-quality educators. By offering financial rewards for outstanding performance, school districts can create a more competitive and appealing environment for talented individuals who are considering a career in education. 3. Accountability and Fairness: Merit pay can promote accountability by providing a transparent and fair system for evaluating teacher performance. By tying compensation to measurable outcomes and classroom effectiveness, we can ensure that educators are held to high standards and are fairly rewarded for their contributions. 4. Motivation and Professional Growth: Merit pay encourages teachers to continuously improve their skills and expertise. By setting performance goals and providing opportunities for professional development, educators are motivated to enhance their teaching strategies and contribute to the overall success of their students. 5. Reflecting Market Realities: Merit pay aligns with the principles of performance-based compensation that are common in other professions. It recognizes that exceptional performance should be acknowledged and compensated accordingly, similar to how it is in other industries. While the implementation of merit pay for teachers poses certain challenges and considerations, it's important to recognize its potential to drive positive change and elevate the teaching profession. By carefully designing and implementing merit pay systems, we can create a more effective and equitable educational environment for both educators and students. Let's continue to explore the possibilities of merit pay and its impact on recognizing and rewarding the invaluable contributions of our teachers. Together, we can work towards creating a system that celebrates and incentivizes educational excellence. #MeritPay #Education #Teachers #ProfessionalDevelopment #PerformanceBasedCompensation TalentServe

Companies offering courses to employees hope to boost recruitment and retention. Degrees for free: the employers funding tuition for staff by Andrew Jack in the Financial Times. Advocates say so-called employer-funded training is a powerful social and economic good, opening up the US’s expensive higher education system to people who might otherwise be sidelined, and helping employers to attract, retain and train workers with the skills they need. But critics regard it as an unsatisfactory result of America’s tough-to-access college system, warning that courses are often poor quality and limited in choice writes Andrew Jack “It’s become strategic to find ways to close the skills gap, think about the future of the workforce and retain talent,” says Guild Education’s chief executive, Bijal Shah. Michelle Westfort Ed.D of InStride says a tight US labour market means employer needs have evolved. “Retention was a primary driver historically. It’s grown into diversity, developing specific skills and career mobility.” interesting read.....read more below: #educationatwork #degrees #learninganddevelopment #talentstrategy #skillsdevelopment #futureofworkneeds #diversity #accesstoeducation #upskilling #careermobility

Again, seeing such titles by the IB always makes me feel extra hopeful! This post is a worthy read as it addresses the notion that educational organizations need to rethink student burnout & increase well-being-centered approaches. It discusses the necessity of schools moving away from too much emphasis on content/grades & designing learning experiences that equip students with skills for their future. However, I cannot help but think that they’re still missing something: I firmly believe that educational organizations also need to spend time understanding today’s learners. This is my 15th year in schools, and I cannot help but notice that the generation of students born after 2009 (Gen Alpha) are just different? They think differently, behave differently. They are a generation heavily influenced by social media norms, reels/shorts/streaks and they just have different needs and interests. Many teachers and parents also agree that they seem to have shorter attention spans, little motivation to learn school topics, less discipline to do their work, and a general inability to spend time on a task that requires prolonged focus. I certainly am not sharing my thoughts to label them or give this issue a negative connotation whatsoever; I just feel that this must be taken into consideration as well (not only future career needs) when redesigning educational frameworks. Finally, I suggest that we listen to students more, talk to the educators who work with them, and collaborate to craft educational content that falls under “their” subjective definition of a wellness-centered reform— while also equipping them with skills for their future.

What can we do to improve teacher recruitment and retention? There is much to consider when it comes to the span of a teacher's career.

Career and Technical Education - CTE - is essential for a better tomorrow. For our students, employers, and communities.

So, here's the thing: "In order to lead and teach well, staff need to be well". I'm LOVING the buzz around evidence-based research on the global education scene. It's like we're finally shining a light on the real issues we're facing. Let's get one thing straight: there's no shortage of awesome teachers and leaders out there. But you know what we do have? Too many of them waving goodbye to education. Burnout, stress, disillusionment – you name it, they're feeling it. Now, more than ever, it's time to rally around our educators and leaders. We've got to roll out the red carpet for their health and wellbeing....on an individual and collective level. We need to flip the script. Prioritise staff wellbeing, build a community of support and make sure every educator and leader has the capacity to thrive in order to integrate a similar teaching and learning approach.

According to Iowa’s CORE Employability Skills Inventory, “critical thinking” encompasses four main skills: accessing and analyzing information, developing solutions to complex problems, challenging assumptions, and streamlining processes to make complexity more manageable.

The Department of Labor's recent announcement highlights an unprecedented investment in workforce development, aimed at addressing the pressing skills gap in our labor market. The $150 million funding, allocated through the American Rescue Plan, is set to revolutionize training programs and apprenticeships nationwide. This initiative targets sectors experiencing the most significant labor shortages, including healthcare, IT, and advanced manufacturing, by providing state and local workforce boards with the resources to develop robust, sector-specific training programs. But here's the provocative question: Is this funding enough to truly close the skills gap, or are we merely putting a band-aid on a larger systemic issue? While this injection of capital is certainly a step in the right direction, we must consider whether our educational and training institutions are equipped to adapt quickly to the ever-evolving demands of the labor market. Are we preparing our workforce for the jobs of today or the jobs of tomorrow? This initiative also raises another critical point: the role of employers in this equation. How can businesses better partner with educational institutions and workforce boards to ensure training programs align with real-world needs? As we navigate this transformative period in workforce development, it's crucial for all stakeholders to engage in these discussions and contribute to creating a sustainable, adaptable, and future-ready workforce. Full Article: https://zurl.co/NdFX