You have mastered the art of recruiting substitute teachers, effectively screening, training and evaluating a qualified pool
of substitute teachers. Now you are faced with the issue of retention. Retaining a high percentage of skilled substitute
teachers enables you to save time and money by decreasing the need for heavy recruiting and initial training
efforts, and allows the district to focus on continuous professional development opportunities for active substitute
teachers.
Implementating proactive practices is necessary to reach the goal of retaining an adequate number of qualified
substitute teachers. These practices should include (but not be limited to) the following:
- Recognizing substitute teachers as professional educators
- Establishing a positive working environment
- Providing ongoing professional development opportunities for substitute teachers
- Soliciting substitute feedback regarding experiences in the classroom and at specific sites
- Implementing mentoring programs for substitute teachers
- Preparing sites, staff, and students for substitute teachers
- Awarding preferred assignments to substitutes with high approval ratings
- Maintaining a competitive graduated salary and benefit scale for substitute teachers