Post by Jessica H.

@gsuedlead I believe that Torres (2023) makes a compelling argument on the many merits of retaining experienced teachers in the school workforce. Underpinnings of his stance include the far greater success of retention of teachers where training programs for teacher education were extensive at the school in question, there were high levels of support and trust among colleagues and superiors, and there were information-heavy interview and hiring processes for schools. All of these qualities point to the necessity and value of time and experience when it comes to the teaching profession, for relationships necessitate sufficient time to develop, the more time a teacher works at any given school, the more trust, informative knowledge, and support they will build and the more information and training they will collect on how to effectively instruct students. The fact is that training new teachers is expensive, and they do not have the wealth of relationships and wisdom that more experienced teachers have and are proven to be less effective at their jobs, as mentioned in the Torres (2023) article. As such, I advocate for teacher retention to be the highlight of school’s missions, as opposed to hiring new teachers. References Torres, C. (2023). Repairing the Leaky Bucket. Educational Leadership, 81(1), 9-13. https://lnkd.in/eZXMyGDN