Clerical Turnover in the K-12 Campus Office

Autor/in	Robert, Catherine
Titel	Clerical Turnover in the K-12 Campus Office
Quelle	In: Journal of Education Human Resources, 40 (2022) 2, S.204-227 (24 Seiten) PDF als Volltext Verfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; online; Zeitschriftenaufsatz
DOI	10.3138/jehr-2021-0032
Schlagwörter	Clerical Workers; School Personnel; Elementary Secondary Education; Labor Turnover; Demography; Employment Level; Wages; Social Status; Role; Professional Development; Poverty; Disadvantaged Schools; Costs; Texas + Suchen Sie Ihr Suchwort? Bürohilfskraft; Schulpersonal; Demografie; Beschäftigungsgrad; Wage; Löhne; Sozialer Status; Rollen; Armut; Cost; Kosten
Abstract	Clerical staff in the campus office (secretaries and registrars) perform critical functions essential to the operation of schools, yet do not receive research attention regarding their contributions. This study describes turnover rates of K-12 campus clerical employees in order to establish base information in the field. Eight years of employment data within a large suburban school district in Texas are examined to determine the number of clerks moving to different positions and/or leaving campus clerical employment. Findings reveal that the average clerical employee in this district is female, 50 years old, White or Hispanic, has 11 years of experience, changed positions at least once, and earns $15.61 an hour. The demographics of clerical staff more closely resembles student demographics that of than the teachers within the district. Turnover averaged 22% per year, with 16% representing leavers and under 7% representing movers; 25% of clerks left in their first year. Although teacher turnover is more frequent in high-poverty schools and varies based on level of campus, clerical staff turnover is significantly based on the level of position and pay. Results confirm findings from research on paraprofessionals (who have similar levels of pay) that level of pay and perceived lack of support are reasons for leaving. By providing induction activities and additional training, districts can reduce turnover costs of clerical staff despite the added cost of training. (As Provided).
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Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2024/1/01