Subject line for your response Your name Week 1 DQ 1 Week 1 DQ 1 Post your response to the following Identify internal and or external rewards that impact recruitment and retention of quality teachers How do such rewards influence recruitment or retention How might these rewards shift as new accountability centered teacher reforms are proposed such as merit pay and competency testing Intellectual rewards are classified to people who are motivated to teach because they are interested and excited in a subject matter Acquiring knowledge and seeing students getting excited about the same thing Teachers have a concern that the pay salary has decrease and not have made any changes Some teachers have teach for a few years and have left Merit pay raises are based upon the teachers performance Response 2 It seems reasonable that on average teachers that enter the American public school system have a measure of internal motivation that is quite different from the general population In fact it can be said and possible proven empirically that teachers have a higher level of internal motivation than most We define the demand for teachers as the number of teaching positions offered at a given level of overall compensation and the supply of teachers as the number of qualified individuals willing to teach at a given level of overall compensation By overall compensation we mean not only salaries including bonuses other forms of monetary compensation and expected future earnings and benefits but also any other type of reward derived from teaching that can be encompassed under the heading of working conditions or personal satisfaction The prevailing or negotiated levels of salaries benefits and working conditions in a given school district will determine the number of teachers the district will be willing to employ and the number of qualified teachers who will be willing to teach Teacher recruitment and retention are two aspects of the overall labor market for teachers From the standpoint of the districts and schools that hire teachers recruitment and retention policies have a direct impact on their ability to fill the desired numbers of teaching slots These policies together with current labor market conditions have a direct impact on the decisions of teachers or prospective teachers to remain in or enter teaching The basic principle driving the supply of teachers is the following Individuals will become or remain teachers if teaching represents the most attractive activity to pursue among all activities available to them By attractive we mean desirable in terms of ease of entry and overall compensation salary benefits working conditions and personal satisfaction These elements of attractiveness are the policy levers that can be manipulated at the school district or state levels to bring supply in line with demand The demand for teachers is driven by student enrollments class size targets teaching load norms and budgetary constraints Response 3 Internal awards that impact recruitment and retention of teachers are emotional awards and the intellectual awards that a teacher receives from teaching An example of an emotional award can be from appreciation shown from a student or parent for all of the hard work and dedication that their teacher has demonstrated This tiny act of thoughtfulness gives teachers an internal award to be a teacher or to stay in the teaching field An example of an intellectual award would be teaching a subject of interest and getting to share the learned knowledge with his or her students Receiving an intellectual award can be a major factor in recruiting teachers and retaining them External awards also affect the recruitment of future teachers and retention of current teachers by giving the job security and the long vacations that are at desirable times This is a perk to teachers that have families and need a flexible schedule and the security of having a job How do such rewards influence recruitment or retention The rewards that come from being appreciated the love of the subject that is being taught or the benefits that come from teaching such as job security long vacations are great reward to attract people to teach or to stay in the teaching field No other job can give such a great satisfaction and benefits that fit into any life style For me being a mother of three a wife of a military member teaching is a perfect job It allows me to be home when my children need me and a job at whatever location we move to How might these rewards shift as new accountability centered teacher reforms are proposed such as merit pay and competency testing I think that the rewards will stay the same A teacher that is dedicated to their profession will get the same satisfaction out of teaching with or without changes to the accountability centered reforms Teachers that are doing their jobs will welcome being paid extra for a job well done As for the competency testing I feel that it may have some negative impact on teachers feeling rewarded but overall will be welcomed by most For example a teacher that knows their job and is doing well will want to be surrounded by other teachers that are just as qualified You can t do your job as well if you have students coming from or going on to teachers that are not competent at their job Week 1 DQ 2 Subject line for your response Your name Week 1 DQ 2 Post your response to the following In your opinion will teacher reforms such as comprehensive testing of teachers or requiring ongoing professional development attract or intimidate individuals from joining the teaching profession How do the reforms affect your own desire to enter the profession Explain your answers Those things have been around for years my parents have been teachers for longer than I ve been alive 30 years and they ve always had to go through certification testing and ongoing professional development What puts teachers off isn t the requirements it s the governmental and bureaucratic restrictions It s the fact that they re no longer allowed to teach to truly reach their students rather they have to prep their students to take unending and absurd tests and hope that they reach some of them in the meantime They re no longer allowed to discipline their students or depend on parents to do their job by continuing an educational environment at home so 90 of what they do in the classroom is undone by the time the student walks into their house It s not the requirements it s the thought of