This week the Prince George Citizen will be posting series of questions asked of the 13 candidates running as trustees for School District No. 57 (SD57).
The focus of the series is to allow voters to hear from the candidates running for school trustees on how they would handle real issues facing the school board. The candidate’s answers have only been edited for clarity, and are posted in alphabetical order.
Question: The district is facing a six-year-long teacher shortage. As a trustee, what would you do to advocate for teacher recruitment and retention in the district?
Cory Antrim
We can start by improving SD57’s learning and working environment so teacher candidates considering a move to our school district can read positive stories about change and hope, rather than reading articles about court cases, racism, and a toxic work environment. We need a group of trustees with a strong conviction to make changes that will impact students' lives, support all of our school district's employees, and work to connect our local education system with our diverse communities. Build it and they will come.
Betty Bekkering
The “Teacher Shortage” is practically a worldwide issue. This needs to be a multi level collaboration to brainstorm an action plan. Incentives to attract potential students to the profession. Great promotional advertising to attract potential teachers to our community.
Recognizing the importance of Teaching at the bargaining table and putting this recognition in the salary grid!!
Gillian Burnett
The labour shortage is not unique to the school district, so can we partner with the City and other businesses? I’d be looking for best practices and encourage employing those strategies within the district as well as working with local MLAs and the province to ensure policies and programs are working to address the issue.
Craig Brennan
We must consult with applicants and current staff, to answer the question "Why come here?" This helps focus our efforts in attracting qualified teachers. Our district offers multiple personal and professional opportunities. We must do our best to encourage interest in our district.
To keep teachers we must support them by creating the conditions they need to do their best work. Teachers have to enjoy their assignment, have the resources they need, feel part of a positive environment, and feel valued. We have to focus our energy on creating caring, supportive schools where everyone feels they belong.
Cathy Fortin
It seems that there is a shortage of teachers everywhere in BC and I have to ask why don’t people want to be teachers anymore? It may have to do with the lack of power teachers have over teaching methods and the subjects they are teaching. For instance I know many teachers are opposed to the SOGI program, which has infiltrated every subject in the curriculum but they are not allowed to NOT teach it. Job satisfaction has everything to do with recruitment and retention of employees.
Shar McCrory
Support teachers already working in the district by doing a wellness scan/survey and building positive, supportive relationships with our current staff. Showcase and share what amazing communities we live in! Advocate at all levels for funding. Support dynamic professional development within staff. Look at best practices in other districts and provinces. Work closely with our local post-secondary partners to “grow local”. Work with provincial and inter-provincial post-secondary institutions to bring teachers to our district. Mentor/mentee programs and incentives (moving fees, loan forgiveness, and signing bonus).
Erica McLean
First, I would try to understand the narrative of how we got here, of how staff are feeling unsupported or unsure of what their future in education looks like. I believe we have to begin with assuring teachers we are here for them and their work is very important to this community. Second, I would support a district-wide scan/audit of what operations look like. This includes funding distribution models, decision-making criteria and our current HR practices. What does the process look like for out-of-district applicants? What are we doing today to address the job vacancies we have? What are we doing to connect with French-speaking teachers to keep up with demand for the program?
Milton Mahoney
Where I see the problem is retention. There are many factors as to why this SD is suffering so much for teachers, but the truth must be recognized that it`s an internal problem. As a sitting trustee, I can verify it. We must take back our education system, take back our schools, eradicate the well documented toxic environment within our district. No more fear. Stop the gangs from entering our schools, stop the drugs, implement strong WorkSafe, whistleblower agendas, create an atmosphere of trust. Then we will be on the road for retention.
Bob Schroeder
We need a better “new teacher” mentorship program. The initiatives currently used are not working well. We need to create a less toxic work environment where teachers are heard by senior management so their concerns are adequately addressed. We need to look at the possibility of engaging with the MoE for targeted funds meant for teacher recruitment and retention. Any extra money spent must be provincial dollars for an evidence-based recruitment/retention plan. We must speak with the teachers already here to get their reasoning for why they stay, why they would leave, and what would bring them here to teach.
Martin Taylor
As a trustee I would like to ensure that the organization culture is positive and review HR policies.
You can learn even more about the trustee candidates through the Prince George Citizen's election page.
This story will be updated when responses from Damon Robinson, Mike Rositano, and Josh Silva are received.
