Chesapeake Public Schools: Case Study

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At the time of hire, Chesapeake Public School was not on my list of desired employers. However, it is difficult to coin Chesapeake Public Schools in this question prompt. Chesapeake Public Schools pays beyond average pay even for school districts within the state of Virginia. Likewise, Chesapeake Public Schools salary has been higher that the wages offered in North Carolina. While I wanted to stay in my hometown, Greensboro, NC, and pursue a career with Greensboro Public Schools, Chesapeake’s pay scale was a deciding factor for me to accept a position in the district. I wanted to stay home close to my family. So to bring this question to life, I will discuss the impact that average pay to below average pay offered in Greensboro City Schools had and continues to have on its staffing strategy. A deciding factor in my decision to sign a contract with Chesapeake Public School’s was their compensation package. Chesapeake offered $5,000 more annually for employment and their health insurance offerings exceeded that of the local school district. Competitively, Greensboro City Schools struggles, relatively speaking, to draw highly qualified candidates during a time when there was a shortage of qualified teaching candidates being produced in universities. While I am…show more content…
Those who make it through the end of the first year, often leave the school district by the end of year three. Additionally, instructional practices and classroom management suffers for those less qualified individuals. This is true even to date. According to the 2013-2014 Annual Report on Teachers Leaving the Profession, “there were 15,552 Beginning Teachers employed statewide in 2013 and 3,143 (23.18%) were reported as turnover; and 2,550 Lateral Entry (LE) Teachers were employed and 613 (4.52%) were no longer employed by their LEAs at the end of the school year.”
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