HOW TO ATTRACT, TRAIN, AND KEEP THE VERY BEST SUBSTITUTE TEACHERS
This one-day, hands-on conference is your chance to network, brainstorm and share fresh
ideas with other like-minded substitute teacher managers and professionals.
In only one day, you will learn how to…
- Recruit higher-quality substitute teachers
- Train substitutes so they are ready to teach on day one
- Entice “active” substitutes to work more days
- Increase your fill rates and fight the “sub-shortage”
- Persuade “inactive” substitutes to teach again
- Reduce complaints and thus reduce time managing substitutes
- Lower your liability and exposure of a school district
- Reduce hiring costs by eliminating excess applications
- Lessen turnover with a more satisfied substitute pool
- Reduce unemployment claims due to lack of training
This workshop is just that . . .
If you think this workshop will be a sit-on-your-hands and wait-to-be-fed type of event, you might be disappointed!
It will be unlike any other workshop on substitute teaching you have ever attended. It will be a networking, brainstorming, idea-sharing type of “support group” for substitute administrators.
Who should attend? Only those district professionals who want to take responsibility for their district’s situation and make a change for the better should attend.
What makes a STEDI workshop unique and even unusual?
ONE, STEDI is the only national institute devoted to researching all aspects of substitute teaching and that knows where the problems lie and how to solve them. Our methods were developed at a university and are based on years of in-the-classroom research.
SECOND, we will divide you into smaller groups, and we will not let you sit with your friends or people from your district. Plus, you will not stay in the same group all day. We will move you to other groups to absorb the best practices and solutions from other districts in your group and from around the country.
THIRD, you will not leave with just one idea; you will leave with many new perspectives and things you can do today on solving the same problems every district faces: how to attract, train and keep the very best substitutes.
FOURTH, you will receive follow-up activities throughout the year. We will continue to send you ideas—free of charge—to help you recruit, train, and retain.
We realize you are probably facing these same problems:
Limited hours you give your substitutes due to the ACA
Your substitutes need more professional training
Your substitutes just do not want to work
They do not want to pay for fingerprinting
The number of teacher absences is increasing
They do not want to pay for training substitutes due to the ACA
Your substitutes need more professional development and training
They continue to cancel the morning they are schedule to work
What other challenges do you face?
Here is your first assignment: After you register, submit your most challenging problems to info@STEDI.org or call (435) 755-7800. Tell us what YOU hope to take away from this workshop.
Register for Your Location:
Email Kelley for information about each of these workshops: Kelley@STEDI.org
Detroit, MI – Sept 12
Chicago, IL – Sept 13
Houston, TX – Sept 19
Arlington, TX – Sept 20
San Diego, CA – Oct 3
San Jose, CA – Oct 4
Clackamas ESD, OR – Oct. 24
Seattle, WA – Oct. 25
Long Beach, CA – Nov. 1
Ventura, CA – Nov. 2
Salt Lake City, UT – Jan. 24
Please note that space is limited in certain locations, so register early.
Don’t see your location? Email us to find out where we’ll be next: shortage@STEDI.org
What is causing the substitute teacher shortage?
A Good Economy
The economic improvement and lower unemployment rate may be good for the nation. It is bad for school districts/organizations.
Since 2011, the unemployment rate is down from 8.4% to 5.5%. The results: the sub-to-teacher ratio has decreased from 1 substitute for every 3.22 teachers in 2011 to 1 substitute for every 5.98 teachers.
Increased Teacher Absenteeism
Missing teachers has increased due to increased professional development. In some cases, absenteeism is also up due to teachers using up days that they will otherwise lose.
What Can You Do About It?
- Study your substitute pool. The ratio of total substitutes to teachers should be 1 to 5 or less.
- Fix your hiring process. Make it smoother. Remove obstacles.
- Make the profession of substitute teaching more attractive.
- Try to reduce the time teachers are out of the classroom.
- Train your substitutes better.
At this conference, our goal is to help you attract more substitutes, train them better and keep them active.
There are 5 things…
you will learn at this conference to help you attract, train and keep the very best substitute teachers
1) Improve Your Current Statistics
• Why you must understand the statistics from your district
• Keys to uncovering the worst fill-rates by school and position
• Improving your sub-to-permanent teacher ratio
2) Know Your Current SubPool Better
• Why you must treat subs as “paid volunteers”
• Best practices for communicating with subs
• Why newsletters and touching base periodically is mandatory
• How to increase frequency from 1 to 2 days a week
• Ways to offer low-cost or no-cost incentives
• When to offer free tickets to school events
• Why something as simple as a free lunch shows you care
• Ways to work with local businesses to provide discounts
3) Streamline Your Application Process
• How to improve the application process, making it smoother
• Traditional printed versus online applications
• The best ways to process subs faster with less hassle
• Best practice sub orientations
• Open houses for substitutes at hard-to-fill schools
• Getting better principal recommendations
• When to invite certified and retired teachers to join your pool
4) Advertise and Promote More Effectively
• Better ways to work with local colleges/universities
• How to recruit student teachers as substitutes
• What kind of ads work in traditional and electronic media
• How to use social media to attract subs: Facebook, etc.
5) Change Your Hiring/Training Requirements
• Best training methods
• How to decide what educational level is best when hiring subs
• When to increase pay—and when not to
• Differentiated pay for hard-to-fill positions
• Outsourcing using the best sources to find subs
• How to set up a preferred list of subs