Identify internal or external rewards that affect recruitment and retention of quality teachers

salary

bonus, if any, for rewards.
retirement benefits
fringe benefits
This should get you started.

DrBob222 has given you external rewards. Internal rewards would deal with personal satisfaction factors in teaching.

I searched Google under the key words "internal motivation vs external motivation" to get this:

http://www.google.com/search?client=safari&rls=en&q=internal+motivation+vs+external+motivation&ie=UTF-8&oe=UTF-8

In the future, you can find the information you desire more quickly, if you use appropriate key words to do your own search. Also see http://hanlib.sou.edu/searchtools/.

I hope this helps a little more.

To identify internal or external rewards that affect recruitment and retention of quality teachers, we can follow these steps:

1. Conduct a survey or interview: One way to identify these rewards is by surveying or interviewing current teachers or applicants. This could be done through online surveys or in-person interviews. The questions can focus on the factors that influence their decision to join or stay in a teaching position.

2. Analyze job advertisements and recruitment materials: Another approach is to examine job advertisements and recruitment materials used by schools and educational institutions. They often highlight the rewards and benefits offered to prospective teachers.

3. Review existing research and studies: Many research studies have been conducted on teacher recruitment and retention. By reviewing these studies, you can gain insights into the different rewards that impact teacher recruitment and retention. Academic journals, educational think tanks, and government reports are good places to find relevant research.

4. Consult with human resources or education professionals: Seeking input from HR professionals or education experts who have experience in teacher recruitment and retention can provide valuable insights. They may have knowledge about specific rewards offered by schools or institutions to attract and retain high-quality teachers.

Based on these steps and research findings, some examples of internal and external rewards that affect recruitment and retention of quality teachers could include:

Internal Rewards:
- Opportunities for professional development and growth
- Supportive and collaborative work environment
- Autonomy and freedom in decision-making
- Recognition and appreciation for their work
- Sense of purpose and impact on students' lives

External Rewards:
- Competitive salary and benefits packages
- Job security and stability
- Opportunities for advancement and promotion
- Quality healthcare and retirement plans
- Work-life balance initiatives like flexible schedules or paid parental leave

Keep in mind that these rewards can vary depending on the educational system, location, and specific school or institution. Therefore, it is important to consider the context in which the recruitment and retention efforts take place.