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An analysis of school district response plans to COVID reveals strong, replicable practices from reopening and recovery plans that other systems can model, even where schools have already opened.
“Leading for equity and access” is the first of eight key actions K-12 education leaders can take to make their school systems more culturally responsive.
According to a study done by WalletHub, experts point to several factors district leaders should be considering when trying to retain and recruit educators.
Two school districts, one in need of in-person educators and the other short of remote instructors, can’t just loan teachers to each other, right?
Some administrators keep tabs on the entire community’s social-emotional wellbeing by having their staffs reach out regularly to students and their families via “empathy interviews.”
Non-classroom duties, such as after-school supervision or other activities teachers haven't volunteered for, are among the leading causes of low K-12 morale.
we need to pause, think about why our typical approach may not be effective, and then experiment with a new approach that will likely be uncomfortable at first.
Teachers' wages continue to lag about 20% behind the earnings of comparable workers, and the gap that has grown significantly over the last two decades.
Administrator support was one of the most important factors in maintaining teacher morale during COVID's disruptions, researchers say.
It may seem counterintuitive, but COVID has so disrupted K-12 education that building leaders and teachers could look at 2020-2021 as their first year in the profession.
More than 7,300 public and private schools—serving 5.3 million students—now use solar power, and many of the K-12 sustainable energy projects are financed by a third party.