Larger pay increases and better benefits could be the key to retaining K-12 teachers, according to a recent RAND survey. Teachers in the U.S. reported receiving modest pay raises between the 2022-2023 and 2023-2024 school years, averaging just $2,000, significantly lower than their desired increase of $16,000. Black teachers and those in states where collective bargaining is prohibited saw the smallest pay bumps.
The lead author of the report, Elizabeth D. Steiner, emphasized the importance of pay raises in retaining teachers. She noted that teachers who received larger pay increases were less likely to consider leaving the profession. This finding underscores the critical role that compensation plays in teacher retention.
##Teacher Workload and Compensation
The survey also revealed that 65% of teachers nationally took on extra work, such as coaching sports or serving as department heads. Shockingly, one in four teachers did not receive any additional pay for these extra responsibilities. Black teachers were more likely than White teachers to report working extra hours without compensation, highlighting disparities in workload and compensation among teachers of different racial backgrounds.
##Disparities in Benefits
While benefits make up a significant portion of teachers’ total compensation, the survey found that teachers have less access to certain benefits compared to similar working adults. For instance, only one-third of teachers reported having paid parental leave, a stark difference from nearly half of similar working adults. Furthermore, teachers were more likely to feel that their benefits were inadequate compared to other working adults. This disparity in benefits perception could also contribute to teachers’ intentions to leave the profession.
##Recommendations for Improving Teacher Retention
Steiner suggested that offering a more comprehensive set of benefits and enhancing the quality of existing benefits could positively impact teachers’ perceptions of their compensation and ultimately improve retention rates. The survey indicated that teachers who viewed their benefits favorably also had more positive perceptions of their pay. By addressing both pay and benefits concerns, schools and policymakers could potentially curb teacher turnover and enhance teacher satisfaction.
In conclusion, the RAND survey sheds light on the importance of competitive pay and comprehensive benefits in retaining K-12 teachers. As schools grapple with teacher shortages and high turnover rates, investing in teachers’ compensation and benefits could be a crucial step towards creating a more stable and supportive educational environment for both educators and students.