Ferndale Schools Works on Teacher Retention with Raises and Relevant Training – Oakland County Times

Report on Ferndale Public Schools’ Strategic Initiative for Teacher Retention and Professional Development

Ferndale Public Schools has initiated a comprehensive 5-year strategic plan, titled REACH, aimed at enhancing the educational environment. The plan focuses on improving staff development and retention, which directly supports several United Nations Sustainable Development Goals (SDGs), particularly those concerning quality education and decent work.

The REACH Strategic Plan

The REACH plan is an acronym representing the core pillars of the district’s strategy:

• Relevant & Responsive Staff Development
• Engaged & Empowered Students
• Aligned Instructional Vision
• Cultivating Collective Pride
• Harnessing Data to Drive Improvement

This report focuses on the first pillar, “Relevant & Responsive Staff Development,” which is foundational to achieving the district’s broader objectives and its commitment to the SDGs.

Key Objectives and Performance Metrics

The staff development initiative is guided by two primary goals, each with specific, measurable targets that align with SDG 4 (Quality Education) and SDG 8 (Decent Work and Economic Growth).

1. Enhance Teacher Retention (SDG 4, SDG 8)

   The primary objective is to increase the retention of “Effective” teachers by 10 percent by the 2026–2027 school year, using the 2024–2025 academic year as a baseline. This goal promotes a stable, experienced, and high-quality teaching workforce, which is essential for providing quality education.

   • Current Status: The district reports a strong starting position, with a 93.75 percent retention rate for highly effective teachers in the current academic year.
   • Supporting Actions: In partnership with the Teachers Union, the salary structure has been adjusted to reward long-term service. Pay raises have been implemented for the most experienced educators, reinforcing the value of their commitment and contributing to decent work conditions.

2. Improve Professional Development (SDG 4)

   The second objective is to ensure that at least 85 percent of staff find professional development to be relevant and actionable by the 2025–2026 school year. This directly supports Target 4.c of the SDGs, which aims to substantially increase the supply of qualified teachers through international cooperation for teacher training.

   • Current Status: The district is progressing well toward this goal, with 83.89 percent of staff currently reporting that professional development is relevant and actionable.
   • Methodology: The design of professional development is continuously refined based on teacher feedback gathered through surveys and discussions, ensuring that training is meaningful and directly applicable to classroom practice.

Alignment with Sustainable Development Goals (SDGs)

The strategic initiatives undertaken by Ferndale Public Schools demonstrate a clear commitment to the UN Sustainable Development Goals.

• SDG 4: Quality Education: By focusing on retaining skilled educators and providing them with relevant training, the district is directly investing in the quality of education. A stable and well-supported teaching staff is critical for creating an effective learning environment and ensuring every student has the opportunity to succeed.
• SDG 8: Decent Work and Economic Growth: The implementation of pay raises and an improved salary structure that rewards experience directly addresses the principles of decent work. This ensures that educators are fairly compensated, which enhances job satisfaction, economic stability, and overall institutional strength.
• SDG 10: Reduced Inequalities: Investing in high-quality educators for all schools within the district helps ensure that every student receives a high-quality educational experience, which is a key factor in reducing long-term societal and economic inequalities.

Conclusion

Ferndale Public Schools’ strategic focus on teacher retention and professional development is a targeted effort to build a resilient and effective educational system. These actions are not only beneficial for the local community but are also in direct alignment with global priorities for sustainable development, particularly in ensuring quality education and promoting decent work for all.

Analysis of Sustainable Development Goals in the Article

1. Which SDGs are addressed or connected to the issues highlighted in the article?

• SDG 4: Quality Education

  The article is centered on the efforts of Ferndale Public Schools to improve the educational environment. The entire strategic plan, particularly the focus on “Relevant & Responsive Staff Development,” aims to enhance the quality of teaching, which directly impacts student learning outcomes. The text explicitly states that investing in educators strengthens “every student’s opportunity to succeed” and provides a “high-quality educational experience,” which are core principles of SDG 4.

• SDG 8: Decent Work and Economic Growth

  The article addresses the working conditions and compensation of teachers, which relates to the “Decent Work” aspect of SDG 8. By focusing on teacher retention through pay raises and adjusting salary structures, the school district is working to create a stable, rewarding, and sustainable work environment. The partnership with the Teachers Union to “recognize and reward long-term service” is a clear effort to promote fair and decent employment practices for educators.

2. What specific targets under those SDGs can be identified based on the article’s content?

• Target 4.c: Substantially increase the supply of qualified teachers.

  This target aims to ensure there are enough qualified teachers in the education system. The article directly addresses this by implementing a strategic plan focused on teacher retention. The goal to “increase the retention of ‘Effective’ teachers by 10 percent” is a direct effort to maintain and increase the supply of skilled and qualified educators within Ferndale schools. Furthermore, the emphasis on “Relevant and Responsive Staff Development” serves as a form of continuous training to improve teacher qualifications and effectiveness, aligning with the spirit of this target.

• Target 8.5: Achieve full and productive employment and decent work for all.

  This target focuses on ensuring decent work and fair compensation. The article highlights the school district’s partnership with the Teachers Union to “adjust our salary structure” and provide “pay raises” for long-serving educators. These actions are concrete steps toward providing decent work by ensuring that compensation is fair and recognizes experience and commitment. The overall goal of creating “an environment where teachers can grow and thrive” is synonymous with the principles of decent work.

3. Are there any indicators mentioned or implied in the article that can be used to measure progress towards the identified targets?

• Indicators for Target 4.c (Supply of qualified teachers)

  The article provides specific, measurable indicators that the school district is using to track its progress:

  • Teacher Retention Rate: The goal is to “increase the retention of ‘Effective’ teachers by 10 percent compared to the 2024–2025 baseline.”
  • Baseline Retention Data: A specific baseline figure is mentioned: “93.75 percent of highly effective teachers returned to Ferndale Public Schools this fall.”
  • Effectiveness of Professional Development: The goal is for “at least 85 percent of staff to report that professional development feels relevant and actionable by the 2025–2026 school year.”
  • Current Progress on Professional Development: A current measurement is provided: “So far this year, 83.89 percent of staff say it’s relevant and actionable.”

• Indicators for Target 8.5 (Decent work for all)

  While the article does not provide quantitative wage data, it implies indicators related to policy and compensation that contribute to decent work:

  • Policy Change on Compensation: The implementation of an adjusted salary structure in partnership with the Teachers Union is a key policy indicator.
  • Implementation of Pay Raises: The action of giving “pay raises” to the “longest-serving educators” is a direct, albeit qualitative, indicator of progress toward rewarding work and providing fair compensation.

SDGs, Targets, and Indicators Table

Source: oaklandcounty115.com