The Santa Monica-Malibu Unified School District is achieving a 75% retention rate for new teachers through its comprehensive induction programs, district officials reported at a recent board meeting.
The district hired 67 new certificated staff members for the 2025-26 school year, including 49 classroom teachers, with significant needs in special education (22 hires) and general education (27 hires). The hiring data reflects ongoing challenges in filling high-need positions, particularly in special education, math and science.
The district's induction programs serve as cornerstone strategies for recruitment, training and retention goals, according to presentation materials from Melissa Winters, Director of Human Resources, who presented the staffing update alongside Tristen Gartrell, the district's induction coordinator.
"We have a total of 516 TK teachers, and of that, 32% or 166 current classroom teachers have been involved in the program either as a mentor or candidate in the past seven years," Winters told the board.
The district's teacher induction program, operating for over 25 years, pairs new teachers with experienced mentors for weekly one-hour sessions over two years. Teachers create individualized learning plans focused on district values of belonging, curiosity and empowerment. First-year candidates study values-centered teaching, while second-year participants focus on empowering student voice.
Data spanning seven years shows 32% of current classroom teachers have participated in the program either as mentors or candidates. Of the 57 teachers who completed the program, 75% achieved tenure and remained with the district.
"One of the most enduring values I acquired through my second year of induction was a deepened understanding of importance and impact of student-centered instruction," said one participating secondary English teacher. "Student-centered instruction is not all about changing strategies, it's about shifting mindset."
The district recently launched an administrator induction program, receiving state accreditation in 2023. The two-year program emphasizes equity-focused leadership, distinguishing between technical challenges with clear solutions and adaptive challenges requiring experimentation and listening skills.
"The program aims to support administrators through a two-year, job-embedded, individualized system of coaching and support," designed to develop leaders of "diverse, equity-focused, and inclusive school systems," according to the presentation.
Eleven administrator candidates have enrolled, with four completing the full program. Initial feedback highlights growth in listening skills and equity-centered leadership practices.
Despite program successes, diversity representation remains challenging. California Basic Educational Data System records show the district's certificated staff is 21.3% Hispanic or Latino, compared to 29.8% of students. The district has made gradual improvements across ethnic groups over five years, with Hispanic/Latino staff representation increasing from 16.9% in 2019-20 to 21.3% in 2024-25.
"Part of the commitment is that our workforce is reflective of our student population," Winters said, noting the highest underrepresentation remains in Hispanic/Latino groups.
Among departing induction program participants, the largest reason was non-reelection for various reasons including conduct or instructional fit. Other factors included commute issues, relocation due to housing costs, career changes and personal reasons.
The district plans to expand support by increasing new teacher onboarding from two to four days and exploring partnerships with historically Black colleges and universities and institutions with high Latino populations. Officials also plan to attend more in-person and virtual hiring fairs.
Board member Maria Leon-Vazquez praised the programs' effectiveness, saying "I think our program has really been really strong," noting that it helps teachers move beyond academic preparation to find their commitment to teaching. She suggested expanding recruitment at statewide education conferences.
The induction programs operate as recruitment incentives, offering services that other districts charge up to $8,000 for over two years. One special education teacher reportedly chose the district specifically because of the free program after facing fees at her previous district.
The district continues updating its employment policies to emphasize equal opportunities and diverse representation, with the goal of recruiting, hiring, training and promoting staff that reflects the communities served.