Teacher Recruitment and Retention
Definition
Strategies to attract qualified teachers to the profession and keep them in the classroom rather than leaving for other careers. Teacher turnover harms students through disrupted relationships and less experienced staff. High-poverty schools face the worst retention challenges, creating harmful cycles where students who most need experienced teachers get new teachers who leave after 1-2 years. Competitive salaries, supportive working conditions, and professional development improve retention.
Louisville Context
JCPS faces teacher shortages and high turnover, particularly in high-poverty schools and hard-to-staff subjects (math, science, special education). Starting JCPS teacher salary is approximately $46,000—below surrounding suburban districts and insufficient for Louisville’s cost of living. Teacher turnover rates exceed 20% annually in some high-poverty schools compared to under 10% in affluent schools. Working conditions (large class sizes, lack of planning time, limited resources) drive departures.
Why It Matters
Students can’t learn without qualified, stable teachers. When teachers constantly turn over, students lose continuity and schools lose institutional knowledge. High-poverty schools’ inability to retain teachers perpetuates achievement gaps—students who most need experienced, skilled teachers instead get inexperienced teachers on their way out.
Dave’s Proposal
The mayor can’t set JCPS teacher salaries but Dave will advocate for competitive teacher pay and oppose state policies that limit district flexibility. He’ll create partnerships providing JCPS teachers with city resources: free recreation center memberships, priority child enrollment in city programs, and housing down payment assistance for teachers living in Louisville (funded within $1.025 billion budget).