Careers & Professional Development

How do we reduce turnover?
Is GA excited about turnover, or at least very comfortable with it?
We need a path for instructors that wish to teach for a long time to do so.
It's easy to feel rusty as a developer since we don't develop
- Time off to go develop betweeh cohorts
- As instructors we want to also be practitioners to provide relevant experience
Staying at GA could also mean moving from instructor >---[to]---> what?
- What are the career options for staying at GA?

Discussion

It's natural for high turnover, and good... fresh blood, but how can we keep those that want to stay on?
What happens during the exit interviews? Is there information about why we are leaving?
Weekend workshops could be used to develop us as developers.
- Counterpoint: I don't want to develop after teaching all day
It was sold that we would have time enough between cohorts to do something other than plan
How do the robots teach so much?
Teaching fewer cohorts per year, and having more instructors to spread out
- Counterpoint: We would lose compensation by teaching less
Google has 20% time, why don't we?
Ideas
- GA Incubator: student or instructor ideas could meet up with other students and build out product
GA has too many developers, product managers, ux people... why aren't we leveraging them?
Cycle off to local shops and develop with them every nth cohort.
Instructional Associates:
- Enrichment for Junior People that can't teach
- Not likely for them to stay more than 1 - 2 cohorts
Instructor Stipend! Is everyone taking advantage of it? We have $1k per year to use. Code School, Github, conferences, books! It's amazing.

Solution	Time Cost	Cost Cost	Scalability	Financial Model
Breaks
Unpaid Vacation
GA Dev Shop
GA Incubator
Rotate into external company
Consulting
GA Engineering / product
Partner with Enterprise
80%-20% Time
Discounts to github, FE masters, ...