Teachers urge district to prioritize retention as union, veterans and new educators speak
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Summary
Multiple teachers and the union president told the David Douglas School District board that heavy workloads, student behavior challenges and shrinking support staff are driving experienced educators away and urged the board to prioritize supports and programs that grow and retain staff.
At the Dec. 11 David Douglas School District board meeting, three teachers and the president of the district’s licensed union pressed trustees to prioritize teacher retention, citing heavy workloads, student behavior issues and reduced support staff.
Cindy Bradley, a 29-year educator, told the board she has stayed because of supportive colleagues, strong professional-development opportunities and the element of fun that helps students learn. “David Douglas teachers are super intelligent and inspiring,” Bradley said, urging the board to continue inviting teachers’ voices into decision-making.
Annie Harrell, a special-education teacher with 24 years’ experience, said many newer teachers are asking whether they can remain in the profession because of overwhelming workloads and a lack of time for collaboration. “Dedication alone is not a limitless resource. It must be supported and sustained,” Harrell said, noting meaningful supports from recent contract negotiations but urging more action.
Third-year teacher Luke Ramirez credited the district’s Grow Your Own program and a structured mentoring program for helping him stay. Ramirez highlighted a combination of financial support and strong mentorship that made graduate study possible and provided classroom-ready training.
Alice Eberharder, president of the David Douglas Education Association, framed the issue as systemic, warning that national trends “deprofessionalizing” education risk undermining community trust in educators. She asked the board to “double down on our strengths” and prioritize educators when setting budget and policy.
Board members thanked the speakers and said they planned follow-ups, including a later, more detailed look at retention strategies and data. Trustees also noted existing district initiatives such as the Grow Your Own program and the new-teacher mentor program as essential pieces of any retention plan.
The board did not take a formal vote on new retention policy at this meeting; members said they will pursue more information and return with options in future work sessions.