Teacher Retention Efforts Show Promise Amidst Kentucky’s Education Crisis

Teachers: The Heart of Education in Winchester, KY

In the small but vibrant city of Winchester, Kentucky, a profound conversation is taking place about the fate of educators in today’s schools. As we peek inside the walls of Baker Intermediate School, we meet Principal Josh Mounts, who passionately asserts that “Teachers are the backbone of our country.” Mounts emphasizes the significance of treating teachers well and showing them respect, believing that they play a crucial role in raising the next generation of leaders.

The Teacher Shortage Crisis

However, amid Mounts’ optimism, there’s a worrying trend surfacing across Kentucky schools. The number of open teacher positions has skyrocketed, with a staggering 260% increase recorded between 2019 and 2023, according to the Kentucky Legislative Research Commission. This trend raises serious concerns among parents, educators, and school administrators alike, prompting urgent discussions on how to retain the talent teachers bring to schools.

Mounts spoke candidly about the issue of teacher turnover, explaining, “You want to find folks you can pour into.” Burnout is a recurring theme; many teachers are feeling overwhelmed and unsupported, leading them to consider leaving the profession. English teacher Makayla Adkins elaborated on this sentiment, sharing her observations that a lack of investment in teachers can lead to feelings of distress and frustration. “No one’s putting effort into making them better,” she pointed out.

Investing in Teachers: A Successful Strategy

Fortunately, not all schools are struggling. Adkins teaches at Baker Intermediate School, where she highlights the positive atmosphere created by the district’s focus on investing in educators. She proudly recounted her own journey of growth, stating, “This district put energy, effort, to mold me into a star teacher.” Adkins isn’t alone in her success; her colleague, Special Education Facilitator Martha Lopresti, has also benefited from the district’s commitment to education. Both teachers participated in the Bloom Board program, which offers specialized training and even a salary boost, all of which is funded by the school.

Reflecting on her experience, Adkins noted, “It was just a great experience, to where I didn’t have that debt.” This financial relief instilled confidence not just in her but also in Lopresti, who took this chance to inspire her children by demonstrating that “you can go back to school at any age and learn and better yourself.” By committing to furthering their education, teachers agree to remain at their school for a solid six years—a move that offers a sense of stability for the students and continuity for the educational curriculum.

A Bright Future for Education

Mounts firmly believes that if schools don’t invest in their teachers, other schools will, which can exacerbate the teacher turnover issue. He explained, “If we don’t pour into our people, then someone will, and that impacts teacher turnover.” The principal’s approach highlights an encouraging trend: schools that prioritize the growth and development of their educators can foster a consistent and enriching learning environment for students.

The commitment shown by schools like Baker Intermediate can provide a model for others across the state. By nurturing their educators, these institutions are not just helping teachers remain in the classroom; they are building a brighter future for the students they serve.

In Winchester, KY, as the dialogue continues about retaining quality educators, one thing is clear: when teachers are supported, everyone benefits—especially the young minds who look up to them.