I have successfully completed my first school year. As teachers and staff across the state are returning to the classroom, I am winding down the marathon that is summer life of a personnel director in Arizona. I have conquered the all-new and ever-changing certification requirements that have been ushered in so that Arizona might have teachers in the building; I have supported staff as they issue new memos updating contracts with funding secured after the legislative session; I’ve worked with administrators wooing new staff that may possibly be interested in relocating or changing careers; and then have worked to do it all again when a candidate falls through and a new teacher decides they aren’t going to be coming after all. It has quite possibly been the most exhausting and eye-opening summer of my education career. And here we are barely in August.
My school district successfully hired 41 teachers. We were able to add six positions and added more music, art, and physical education in our elementary schools. We hired ten teachers from out of state, six teachers who are alumni, and three teachers who have taught for us before. Three did their student teaching with us, two were former para-professionals, and fifteen are working on an alternative certificate. We currently have two long-term substitutes starting the year in special education classrooms and are working with an international organization to support us in finding a speech-language pathologist. An assistant principal was hired to replace me as I moved over to the district office. She was a 5th grade teacher and then we needed to replace her. We also onboarded 30 new substitute teachers and hired 24 classified staff members ranging from bus drivers to computer technicians to personal care assistants. I am extremely proud to work with each of them.
This year, there are two dedicated Master Teacher Mentors who redesigned our new teacher orientation. They aligned all learning with NBPTS Core Propositions. We are dedicated to supporting new staff holistically. We will work with them as they lesson plan, deliver lessons, work with students, and reflect on success. We will be there for them as they grow and struggle. In terms of funding, much of the work we do to support new teachers is from Title II. Everything from hard-to-fill stipends and funding for mentors to support for testing and tuition reimbursements comes from Title II.
As I look back at the very busy summer I have had and reflect on the staff I have hired, I am so excited to see so many eager educators who are natives. It will be a wonderful match with our veteran staff from here and around the country, but I know these educators who are newest to the profession will require added support. Last year, our Title II budget was cut 21% and this year we are anticipating a 10% cut due to our slightly declining enrollment. Right now, much of the teacher training that was done prior to teachers being hired is now being absorbed by districts. And while I am so hopeful about the possibility of these new hires, it has to come with some sort of funding. School districts are now not only in the business of teaching kids but in some cases, training teachers.
We are at a pivotal time for schools in Arizona where support for education is high, but we are looking into an unknown future. Schools are taking on new challenges with the hope and promise that something better lay ahead. As my crazy first summer comes to a close and we are at the dawn of the new school year, I look into the horizon ahead and am committed to focus on nothing but good things for all of us who have chosen to teach and lead in the Wild West of Arizona.
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