At Haileybury, a leading co-educational private school in Melbourne, Australia, fostering a supportive work environment that is ingrained into the school’s culture has been key to both attracting and retaining quality staff, according to The Educator Australia.
“Acknowledging that every teacher’s talent and time is valued and respected is an essential leadership trait, as is maintaining a culture of high expectations,” Anna Sever, Deputy Principal (Teaching & Learning) at Haileybury tells The Educator.
“We seek collaborative approaches to curriculum design and assessment and endorse effective classroom management including student behavior policies and processes.”
The school provides opportunities for personal development such as Mentor Programs — new teachers are linked to experienced staff supporting them through the early stages of onboarding, and throughout their growth and development.
“If we want high quality people in teaching, we have to make it an attractive proposition and this means thinking differently about what it looks like to transition into a career in education,” she says.
“Like anyone, teachers have different needs throughout their career. We must be attuned to these needs and offer flexibility by providing different options at various stages of their life to ensure that they are supported to be the best that they can be. Our students are the beneficiaries of this.”
Sever says an ongoing challenge for schools is retaining experienced teachers who have so much to share with students and their colleagues.
“Culture, mentorship, community engagement, professional learning, freedom to innovate… all these things keep educators feeling connected and motivated,” she says.
“Opportunities for growth and working among a community of educators who deeply respect and reward their expertise can keep the best staff in classrooms.”
Sever says creating opportunities for highly experienced educators to contribute to evolutions and changes to school initiatives is also a positive step.
During the first years of a teacher’s career, engagement and strong relationships between teacher, parents and the broader school community all matter, says Sever.
“Allocating mentors to new staff and providing targeted professional development for new teachers are all important support mechanisms, as is demonstrating appreciation for the role they play in young peoples’ lives,” she says.
“Early career teachers also need clear expectations around approaches to teaching and those need to be balanced with opportunities to experiment, learn and hone their craft. Administrative burdens can weigh heavily on teachers, but these can be mitigated with highly efficient structures, processes and digital systems.”
“In addition, a variety of clear career advancement pathways, leadership roles and specialized positions ensure teachers are motivated to grow professionally,” she says.
“Haileybury has also developed an internal ‘Growth and Reflection Cycle’; a continuous development program which strategically aligns staff goals to the broader principles of the School.”
The Educator Australia
