I like Patricia's idea of starting with a clear statement of a school's mission when recruiting teachers.
I think charter schools also need to think hard about how they can attract the best candidates. Some of the traditional benefits public school teachers get -- the predictable salary schedule, tenure, favorable daily or annual schedule -- don't materialize in some charter schools. Yet charter schools are drawing, at least partially, on the same labor pool as traditional districts.
So what kinds of "carrots" can charter schools offer to compensate for the lack of some of the more conventional forms? Here's a starting list:
* A cohesive culture and organization -- a school with a clear mission, where everyone knows (and agrees upon) what needs to be accomplished.
* Families and colleagues who are there by choice
* Rewards for high performance (not necessarily financial, but possibly)
* The chance to shape the creation of a new educational program from scratch.
What else?
Posted as a reply to:
Recruitment plan by Patricia Bradley 
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