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My experience is that this kind of thing is very different from state to state. The rules vary incredibly when you cross that state line. It might also be county sensitive in California. So just pay attention to the local feedback.


"What will it look like to be a teacher in those districts during the time of review and overhaul? How can we retain teaching talent, experienced counselors, and skilled administrators?"

The most promising younger teachers, those under 7 years experience, will leave as they are at their most marketable. Ditto for the best who are eligible for early retirement as they will fear being screwed out of their pensions or health insurance if they roll the dice and stay a few more years.

Unless the salary schedule is generous, their replacements will be of markedly lower quality because the district will look like a bad bet to prospective hires.

Of the middle experience cohort, they have less mobility because they would lose tenure and years of experience if they change districts. Those with administrative degrees will try to leave the classroom for admin posts in or out of district and the most motivated without degrees will get admin degrees within 15-24 months. Then many of those will leave too.

Those who are risk averse, mediocre performers will become the face of the district unless a focused recruitment campaign is enacted to draw top talent back into the system

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