Analysis and management of teacher absenteeism in selected school districts of varying sizes in San Bernardino County

This study investigated for the school years 1994--95 through 1996--97 in 14 school districts with student enrollment from 5,000 to 20,000 within San Bernardino, California, (a) the incidence and fiscal impact of teacher absenteeism, (b) perceptions of human resource administrators related to the extent and acceptance of absenteeism and related problems, (c) impact of incentive programs, control measures, and punitive measures, and (d) whether these impacts yielded financial savings.;This study presents findings of research utilizing district data and a two-step structured interview. All school districts maintained computerized teacher attendance records for all three years. However, a majority of them were unable to easily retrieve the records, nor were they analyzed regularly. Annual absentee rates ranged from 4.72 to 15.46 days per teacher. Expenditures for teacher absenteeism increased ;Management concern regarding teacher absenteeism ranged from very high to very low, with 57.2% reporting very high or high degrees of concern. Monetary costs of teacher absenteeism and student costs relating to quality of instruction were reported by 64.3% at a very high or high degree of concern.;Rewards and incentives utilized in one or more of the participating school districts included: public recognition of excellent attendance, monetary incentives, and return of unused substitute monies to teachers. However, efforts to reduce teacher absenteeism have been virtually nonexistent. None of the district administrators was able to identify board policies that clearly specified standards of attendance or defined responsibilities of managers in monitoring teacher absenteeism. Most districts had no formal plans to address teacher absenteeism in the near future.;It is recommended that school districts analyze and report teacher attendance data. School administrators should investigate use of sick leave and personal necessity leave. Teacher attendance records should be monitored for district-initiated absences and teacher-initiated absences as they impact school district finance and quality of instruction. School districts should work collaboratively with teacher bargaining units to secure cooperation in reducing teacher absenteeism. School boards should enact policies and procedures that clearly specify standards of attendance and define responsibilities of managers in monitoring teacher absenteeism.