AAEE 2019 CONFERENCE SCHEDULE 

Tuesday, October 22

8:30 AM - 12:00 PM

12:00 PM - 6:00 PM

National Working Group on Teacher Retention (register here)

Conference Registration Opens

12:00 PM - 6:00 PM Raffle Ticket Sales/Silent Auction Opens
1:00 PM - 1:45 PM Welcome! Conference Opening
1:55 PM - 2:55 PM Concurrent Sessions A (4 Sessions)
  • Oh, the Places You’ll Go! Collaborating to Assist Teacher Candidates
  • Partnership Collaborations to Enhance Recruitment Pool
  • Why Teacher Recruitment and Retention Need to Change and the Pathways Forward
  • Fitness Program to Improve Staff and Student Morale
3:05 PM - 4:05 PM Concurrent Sessions B (4 Sessions)
  • Understanding Gen Z: A Look at Career Development and the New Generation of College Student
  • Career Liaison and Educator Preparation Program 2.0
  • Employer Branding for Education
  • Proven Recruitment Strategies Using Video Interviews to Hire Faster, Smarter, and Cheaper!
4:15 PM - 5:00 PM Newcomers Reception/Activity
5:00 PM - 5:15 PM Break with Sponsors and Exhibitors
5:15 PM - 7:15 PM General Session
7:30 PM - 10:00 PM Grand Welcome Reception

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Wednesday, October 23

8:00 AM - 4:45 PM Conference Registration Open 
8:00 AM - 4:45 PM Silent Auction/Raffle Ticket Sales Open 
8:00 AM - 8:30 AM Continental Breakfast with Exhibitors 
8:30 AM - 8:45 AM Welcome and Announcements 
8:45 AM - 9:45 AM General Session
Keynote Speaker - Dr. John Mayo
9:45 AM - 10:30 AM Break with Sponsors and Exhibitors 
10:30 AM - 11:30 AM Concurrent Sessions C (4 Sessions) 
  • Leaders Leading Leaders: Recruiting and Retaining Effective Principals
  • The Secrets to Retention: How to Keep Your Most Effective Educators
  • Those Who Leave and Those Who Stay: What’s Impacting Teacher Retention?
  • I Wish Calgon Really Could Take Me Away! Management that Works!!
11:40 AM - 12:10 PM Meet with Your Regional and State Representatives 
12:10 PM - 1:40 PM Business Luncheon and Presentation of Awards 
1:50 PM - 2:50 PM Concurrent Sessions D (4 Sessions) 
  • Urban Teachers Program
  • Student Teacher Exit Conferences
  • A Collaborative Approach to Increasing Teacher Retention
  • Recruiting Strategies Using a Multi-Media Interactive Virtual Platform To Combat the Teacher Shortage
2:50 PM - 3:35 PM Break with Sponsors and Exhibitors 
3:35 PM - 4:35 PM Concurrent Sessions E (3 Sessions) 
  • They've Graduated: Now What? Helping Teachers Succeed in Their First Years
  • "Be A Teacher" Program
  • When You Treat Employees Like Spectators, You Can’t Build a Team
4:45 PM - 5:00 PM Announcements/Raffle and Silent Auctions Winners 
5:00 PM - 5:45 PM AAEE Fun and Games Competition for Giveaways 
6:00 PM - Night on the Town 

Thursday, October 24

8:00 AM - 9:30 AM Full Breakfast Buffet and General Session Speaker - Faye Snodgress
9:30 AM - 10:00 AM Break with Sponsors and Exhibitors 
10:00 AM - 11:00 AM HBCU Student Panel from Norfolk State University 

11:00 AM - 11:30 AM

11:00 AM - 12:00 PM

Conference Closing and Final Giveaways 

Recruiter Set-Up for Education Career Fair
The Education Career Fair is taking place down the street at:
Norfolk Waterside Marriott
235 East Main Street
Norfolk, VA

11:30 AM - 1:00 PM AAEE Board of Directors Meeting 
12:00 PM - 1:00 PM Candidate Registration for Career Fair 
1:00 PM - 5:00 PM Education Career Fair 

*Please note all times and sessions are tentative and subject to change without notice. Check back for updates


AAEE 2019 Keynote Speakers

Dr. Eric L. Cunningham

Dr. Eric Cunningham

Dr. Eric L. Cunningham is the proud Superintendent of Halifax County Schools, Halifax, NC. He strongly believes that his charge is to lead by example. He has dedicated his entire career to supporting and improving the lives of not just children in schools, but also improving the communities in which they live. Dr. Cunningham is committed to the old school philosophy that “it takes a village to raise a child.” Over the last 3 years, he has changed the culture of Halifax County Schools and communities by Charting a New Course to Student Achievement which entailed rebranding its schools, investing in people, and empowering others. Dr. Cunningham provides guidance and protection and motivates all stakeholders with simple but meaningful slogans like “Strive for Five” and “I Matter”, all in pursuit of delivering excellent services to the greatest and most important assets of Halifax County: Our Children.

Dr. Cunningham has been educating children and serving their communities for more than 25 years. Prior to his appointment as Superintendent, he served as Associate Superintendent for Administration and Operations for Nash-Rocky Mount Public Schools in North Carolina; Assistant Superintendent for Administration in Caroline County Public Schools in Virginia; and Director of Human Resources for Spotsylvania County Public Schools in Fredericksburg, Virginia. Dr. Cunningham has worn many hats throughout his career consistently leading with upstanding character and integrity which has resulted in numerous accomplishments and success stories. The most recent – in 2019-2019, 90% of Halifax County Schools met or exceeded growth; 70 % of its schools finished with a positive growth index; the number of “C” schools increased to 5; the high schools had an increased graduation rate, and in August Halifax County Schools opened the doors to its very own Early College - all in a high poverty tier one school district.

Dr. Cunningham is a native of Birmingham, Alabama who relocated to Virginia in his very early years. He received his Bachelor of Science and Master of Arts in Counseling from Liberty University. He earned his doctorate in Administration and Supervision from the University of Virginia. Dr. Cunningham currently serves on the Board of Directors for the Halifax County Chamber of Commerce and The Boys Scouts of America. Throughout his career, has earned leadership awards to include The Roanoke Valley Community Champion Award and Halifax Cooperate Extension Honoring Our Heroes Award for being an outstanding role model. He is also recognized as a Halifax Community College Local African American Heroes. Dr. Cunningham is the author of Starting from the Bottom, published in January 2019.

Dr. John Mayo

John Mayo

John L. Mayo has been an educator for over twenty years serving as a teacher, assistant principal, assistant superintendent, chief of human resources and deputy superintendent in several school districts within the Commonwealth of Virginia and Maryland. Dr. Mayo currently serves as the Deputy Superintendent for Petersburg City Public Schools located in Petersburg, Virginia. Dr. Mayo is responsible for providing administrative and strategic support to the departments of finance; human resources; school facilities and maintenance; and technology.

Prior to returning to the Commonwealth of Virginia, Dr. Mayo served as the chief human resources officer (CHRO) for Baltimore County Public Schools located in Baltimore, MD wherein he was responsible for the recruitment, hiring, development, and retention of over 20,000 employees. In addition, he coordinated the work of various departmental offices, including staffing, staff relations, equal employment opportunity, position management, position classification/compensation, employee benefits, employment dispute resolution, and risk management.

During the five years as the CHRO, Dr. Mayo streamlined benefit services, implemented wellness activities and incentives, increased employee participation in the employee assistance program (EAP) to roughly 14% versus the business norms of 3-5%, instituted numerous training to school-based administrators and supervisors on employee documentation and appraisals, maintained a 92% retention rate of teachers each year hiring roughly 700-1000 teachers each school year, increased percentage of employees of color hired for instructional and non-instructional positions, and partnered with local colleges and universities to increase interest in the education field.

Dr. Mayo also has a strong instructional background serving as assistant superintendent of middle schools in Baltimore County wherein he planned the creation of a health science magnet middle school and worked to transform 27 middle schools looking at three pillars: transitional programs, academics and extracurricular activities.

Prior to working in Maryland, Dr. Mayo worked 13 years in in the Commonwealth of Virginia. As the assistant superintendent in Petersburg City Public Schools he was instrumental in creating a parent honor roll program to increase parental involvement and implemented measures to ensure students graduated on time from high school resulting in graduation rate gains over a two-year period. Other educational experiences included service as a principal, assistant principal and teacher with Henrico County Public Schools and as a principal for Goochland County Public Schools.

Mayo received a Bachelor of Science degree in biology from Virginia Union University and a Master of Education degree in administration and supervision from Virginia Commonwealth University. He earned a doctorate in educational leadership and policy studies from Virginia Polytechnic and Institute State University.

Ms. Faye Snodgress

Faye Snodgress

Faye Snodgress, Executive Director of Kappa Delta Pi, International Honor Society in Education, has served this professional organization since 2001. Before joining KDP, she worked in various educational settings including the elementary classroom, adult English as a Second Language classes, and four years in the College of Education at Butler University. She has been serving on that school’s advisory board for the last 10 years, as well as on numerous other education boards. She serves as an Expert Advisor and Chair of the Expert Committee of the UNESCO Asia-Pacific Institute for Education for Sustainable Development and on various other committees for organizations related to green schools and sustainable education.


Concurrent Sessions - A 

Oh, the Places You’ll Go! Collaborating to Assist Teacher Candidates 

Congratulations! Today is your day. You’re off to Great Places! You’re off and away! You have brains in your head. You have feet in your shoes. You Can steer yourself any direction you choose. -Dr. Seuss What a daunting task – to find your direction. Where will your feet take you? How does one navigate the process of finding their direction while interacting with school district administrators in a professional way? This session will overview programs the Illinois State University Career Center hosts specific to teacher candidates that assist them in developing their network and undergoing the job search. First, we will discuss InstaCareer for Education Majors, a program that provides career advice in an instant. This collaborative program between the Career Center and school district administrators aims to educate teacher candidates on networking. The program focuses on: when to network (building relationships during clinicals/student teaching and networking opportunities such as career fairs); what to wear and bring to networking opportunities such as career fairs; the importance of first impressions; and tips to stay connected after clinicals/ student teaching and networking opportunities such as career fairs. Then we will discuss Interviewing Tips for Education Majors and Hiring Tips for Education Majors. These have been conducted in both a panel and speed networking style of formats with school district administrators offering their expertise. Today is their day! They will soon be off and away! Let’s collaborate to assist them in finding their way! 

Partnership Collaborations to Enhance Recruitment Pool 

The purpose of this presentation is to share how one School of Education partnered with surrounding school districts to develop a budget free professional development workshop for pre-service teachers. The workshop was developed in response to a growing need among student teachers and school districts for enhanced interview skills and improved 1st year classroom experiences. Student teachers were previously prepped for k12 education interviews based on standard business skill models. Principals and human resource directors responsible for recruitment found such business models less effective in meeting their hiring needs. In addition, districts and the professional school found the more positive the experience of 1st year teachers, the more likelihood of their return the next year. Having just celebrated the workshops 5th year, feedback from district partners indicate increased professionalism and readiness among our graduates. On the other hand, graduates express an improved understanding of expectations during interviews and during the 1st year of teaching. Through dialogue, attendees will have an opportunity to share their own challenges in this area. Also, the presenter will provide feedback and suggestions on how other campuses may address such issues using a similar model. 

Why Teacher Recruitment & Retention Need to Change and the Pathways Forward 

Today’s teaching candidates have more choice than ever on where they can teach—which in turn has made it increasingly more challenging for many districts to recruit and retain great educators. In this hands-on session, attendees will unpack the reasons why recruitment has become more difficult and how the Colonial School District in Delaware is creating a year-round, multi-stakeholder, and multi-channel recruitment system that is attracting new pools of teachers. They will also share how they are being more intentional about retaining their teachers through key levers like instructional coaching and teacher leadership. Attendees will also take and discuss a self-assessment to inform next steps for improving and measuring impact of their own systems. 

Fitness Program to Improve Staff and Student Morale 

Have you had teachers who have identified students who lacked self esteem, self confidence, and overall motivation for school? Have you encountered staff who are punching in and punching out, not as involved with students or colleagues, or undergoing personal events that are interfering with their work? A low cost fitness program may help turn some students and staff around in a positive manner. Find out how 2 thirty minute workouts a week for an entire school year helped build the confidence of a group of students, made them more involved in the school, and improved their overall view of their education. Also, learn how support staff became more involved in the school, worked as a team, and built friendships that made their work environment a more positive place. 


Concurrent Sessions - B 

Understanding Gen Z: A Look at Career Development and the New Generation of College Student 

Just when career advisors have Millennials figured out, a new generation of students enter college! Generation Z has come to college campuses and already are making their mark in the workforce. These digital natives born in the late 1990’s through the early 2000’s are often called 13 members of the “Selfie” Generation, but Gen Zers are realistic, financially focused, and the most diverse generation ever seen. A changing job market coupled with memories of the Great Recession has influenced Gen Zers’ approach to their education and to their own career development. This session will assist career professionals in understanding their Gen Z students and how best to engage them in their own career development. 

Career Liaison and Educator Preparation Program 2.0 

Sam Houston State University’s College of Education and Career Services Office initiated a Career Liaison Program back in 2016 and presented at the 2017 AAEE Conference on the Career Liaison program. The program has initiated a Proactive approach to supporting its future teacher candidates rather than a Reactive approach. This presentation will highlight the latest “updates” to the Liaison Program, including implementation of Career Development curriculum into the Educator Preparation Program, providing Career Service support into the new 4+1 Education Program, Interview Preparation and Review process, panel events for students getting ready to attend Teacher Career Fairs (both on campus and at local ISD sites), virtual Career Service appointments for our student teachers out in the field and not able to attend face to face appointments, proactive recruitment of ISDs for our students wanting to move outside of the local area, “Maxing Out” our Teacher Career Fairs on campus, and much more. This presentation is for College/University Career Service Professionals and College of Education members who want to learn what SHSU has done successfully to build one of the best Educator Preparation Programs in the state through its partnership with the Career Counselor Liaison Program. This presentation will also provide data collected from these services to provide from content about how successfully these initiatives have been. 

Employer Branding for Education 

Creating a solid Employer Brand is imperative to attracting the attention of new hires especially in the field of Education. Increase your brand awareness through extensive digital branding and marketing strategy. It is not enough just to have a social media profile, and in this session you will learn how to multiply your presence through strategic branded marketing campaigns and other easily-implemented digital integrations that set you apart as the employer of choice. 

Proven Recruitment Strategies Using Video Interviews to Hire Faster, Smarter, and Cheaper! 

Participants will learn how to infuse proven video interviewing strategies into their talent acquisition processes to recruit, select, and retain quality educators. Using the power, efficiency, and convenience of asynchronous video interviewing, school districts will gain an understanding of ways to increase the quantity and diversity of the applicants who apply for their open positions. Due to the teacher shortage crisis, school districts that are seeking strategies to gain a competitive edge should be sure to attend this presentation to learn how to beat your neighboring districts to the punch in the recruitment battle for the nation’s top teaching talent. 


Concurrent Sessions - C 

Leaders Leading Leaders: Recruiting and Retaining Effective Principals 

Leadership is second only to classroom instruction among all school related factors that contribute to what students learn at school ( Leithwood, Seashore Louis, Anderson, and Wahlstrom (2004). This session will focus on assessing & identifying strategies for improving coherence of supports for principal. We will examine national & regional practices for developing a pipeline for principals. Effective strategies in recruiting & retaining principals. 

The Secrets to Retention: How to Keep Your Most Effective Educators 

By retaining effective teachers, schools and districts can save thousands of dollars every year, maintain positive work environments, and possibly increase student achievement. In this session, participants will: learn how the most successful schools are being deliberate about retention; discuss the essential levers schools need in place to keep their most effective teachers; and self-reflect on action steps for retention in their own schools and districts. more about what your charter school can do to retain teachers at your school. 

Those Who Leave and Those Who Stay: What’s Impacting Teacher Retention? 

The need to retain high quality teachers has never been more critical than the present. Often those charged with teacher retention have limited, if any, data to help them understand why some teachers leave while others choose to stay. Without accurate data we are left with assumptions on which to act, often investing valuable time and resources on feelings rather than facts. In this session, participants will examine data regarding teacher engagement collected from over 3,000 teachers in multiple states. Teacher responses will be analyzed according to research-based factors that impact teacher retention. Comparisons will be made between the responses of teachers who decided to leave the districts and those who stayed, with trends being noted. Participants will be engaged in a discussion of retention issues which they face and a sharing of strategies used to address these issues. 14 

I Wish Calgon Really Could Take Me Away! Management that Works! 

Is having to address countless disruptions taking away valuable instruction time and causing unnecessary stress? Educators on average are losing 5-9 hours a week on lower-level discipline challenges. Come and equip yourself with these research proven tools to ensure success for both you and your students! This session will share simple, immediate strategies to help prevent misbehavior from occurring at all and promote a calm, safe, high performing learning environment. Attend to learn techniques guaranteed to leave you stress free with more time to do what we all just want to do.... teach! 


Concurrent Sessions - D 

Urban Teachers Program 

Urban Teachers, in partnership with Johns Hopkins University, accepts aspiring teachers to participate in a rigorous 4-year program to become effective teachers in the classroom. We have programs in Washington, DC, Baltimore, MD, and Dallas, TX. The first year is a residency year, where participants are paired with effective mentor teachers in district public and public charter schools. Teachers are then hired as full-time teachers in their placement schools in their second year and receive a full teacher’s salary. Students earn a Master of Science degree in Education with certification Elementary or Secondary Mathematics or English Language Arts. All residents are endorsed with a special education certification. A hallmark of this program is the connection between educational theory and clinical practice. Coaching is provided by master educators who are also faculty members at Johns Hopkins University and who teach the residents in their graduate coursework. Coaches are knowledgeable and supportive throughout the four-year program. A discussion on how to support programs and districts based on lessons learned from Urban teachers will follow the presentation. 

Student Teacher Exit Conferences 

The exit conference is the final step of the teacher education program and internship. This conference occurs during the last week of student teaching and includes the teacher candidate, Director of Student Teaching, and school mentor(s), and various faculty from across the university. Regent University faculty have determined that the electronic portfolio is the best means to demonstrate proficiency in Teacher Education Program Competencies. The E-Portfolio is developed throughout the student teacher experience, giving candidates 16 weeks to complete the collection of artifacts and reflective features. During the exit conference, teacher candidates meet with faculty to talk through their understandings of how they have met program competencies. Candidates show aspects of their portfolio, highlighting artifacts they are proud of and that support K12 student learning. Faculty facilitate the conversation, asking questions relating to specific elements or standards so that, to some degree, all competences are discussed. 

A Collaborative Approach to Increasing Teacher Retention 

Knowing that keeping the teachers you have is just as important as recruiting new teachers, we devised a collaborative plan that utilizes technology and district mentors to help retain our new teachers. This collaborative effort helped us decrease the number of teachers we’ve needed to hire. Our retention rate is now one of the highest in our state. This collaborative effort was achieved by recognizing that the needs and questions of new teachers today are not the same as teachers five, ten or twenty years ago. We began working with our tech department to adjust our mentoring program and we have created an effort where our new teachers now benefit from both young and old teaching philosophies. This mix has helped us raise our teacher retention rate. We present to you our Integration Specialist Mentor program. 

Recruiting Strategies Using a Multi-Media Interactive Virtual Platform To Combat the Teacher Shortage 

The California Center on Teacher Careers, housed at Tulare County Office of Education, is a statewide organization in charge of elevating the teaching profession through attracting new and existing talent to impact teaching and learning in California’s 21st Century classrooms. We will share our recruiting practices and results from using a multi-media interactive virtual platform to combat the teacher shortage. The innovative platform has a unique ‘matching’ feature that allows teacher candidates, education employers, and universities to adjust their subject area of interest and geographic preferences as well as communicate via text and video chat, host webinars, share job opportunities, conduct virtual job fairs, track enrollment progress, monitor program completion, and provide support to candidates. 

Concurrent Sessions - E 

They’ve Graduated: Now What? Helping Teachers Succeed in Their First Years 

Current rates of teacher attrition and turnover hamper efforts to sustain a highly qualified, diverse teaching force. Lower rates of retention are also associated with depressed levels of student achievement, with effects 15 seen most strikingly in low-performing schools with large percentages of students of color. Retention issues reduce morale, fragment school improvement efforts, increase demands on remaining teachers, drain organizational resources, diminish the capacity of school leadership to address other pressing concerns, and disrupt the interpersonal connections that promote student social-emotional growth. Mentoring and other induction programs offered by schools seek to support new teachers but usually focus only on the new teacher’s first year. Even when extended, these programs may not provide the trained staff and resources required for optimal professional growth. Early career teachers may also be wary of identifying professional development needs because they believe such admissions may damage peer relationships and affect administrative decisions regarding tenure. College-based teacher preparation programs can work collaboratively with schools to address gaps in the induction process and increase teacher retention by providing ongoing support to their graduates during the difficult first years on the job. The workshop will begin with a review of data on teacher retention. Participants will next learn how the conceptual framework of psychological ownership can be utilized to develop strategies that address teacher turnover and attrition. In the final phase, participants will utilize the framework to develop proposals for collaborative partnerships between colleges and schools that promote teacher professional learning and increase job satisfaction. 

“Be A Teacher” Program 

In Virginia, there are several routes to obtain teaching licensure. Fauquier County Public Schools has been doing Be A Teacher events the last year to work with anyone that is interested in pursuing a teaching career. During the event, we meet with candidates and explain the process and requirements for a teaching license and we also provide assistance on how to plan to achieve their licenses. We continue to follow up and consult with the candidates make sure they are guided on their plan and can obtain a teaching license. This has helped us to later hire these candidates as full time teachers during a teacher shortage. 

When You Treat Employees Like Spectators, You Can’t Build a Team 

When you hire people who try to think for everyone else, real progress dies. It can be a challenge to create a culture where employees feel comfortable contributing and sharing their thoughts. True leadership means having the confidence to ask more questions, talk less, and encourage your people to define a path together. This talk gives you tools to get your employees off the sidelines and build a unified team that pursues excellence. 

Preboarding is the New Onboarding 

Welcoming and engaging your new teachers to set them up for success.” To increase retention and decrease new hire rescinded acceptances, we did a lot of work in the past couple years to pre-board our new teachers. This work included- welcome communication and packages, creating a new hire website, designing and implementing a campus onboarding leader program, and new hire socials. We would be interested in sharing our work, soliciting recommendations from session attendees, and leading session attendees in starting their own pre-boarding planning process. 


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American Association for Employment in Education is a 501(c)(3) non-profit organization. 

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