TEACHER TURNOVER REPORT
Annual Report on the Reasons
Teachers Leave
2008-2009
Prepared by:
Public Schools of North Carolina
Department of Public Instruction
Center for Recruitment and Retention
Talent Management and Development
September 2009
TEACHER TURNOVER REPORT
2008-2009
G. S. 115C-12(22) requires the State Board of Education to monitor and compile an annual report on the decisions
of teachers to leave the teaching profession. To this end, LEAs are asked to complete a survey on an annual basis.
The survey for the 2008-2009 school year asked LEAs to report the total number of teachers employed in the system
between March 2008 and March 2009, the total number of teachers leaving the system, the number of teachers with
tenure who were leaving, and the reason given by teachers for leaving. The results of the surveys are summarized in
the following pages.
Teacher Turnover Reporting Data 2008-2009
LEA level turnover for the 2009 School Report Card is calculated based on the individuals employed in the LEA as
teachers in March 2008, but not employed in the LEA as teachers in March 2009, as reflected in the DPI
Licensure/Salary database. LEA turnover does not include teachers who moved from one school to another school
in the LEA. Personnel administrators were provided a list of individuals employed as teachers in the LEA in March
2008, but not employed in the LEA as teachers in March 2009, and asked to provide summative data on the reasons
these teachers left teaching. The numbers of teachers leaving when totaled, should equal the total number of
teachers on the list provided to the LEA personnel administrator. This change brings consistency to the turnover
numbers that are being reported.
Appendix A provides information as to how teacher turnover was determined for 2008-2009. This is the same
procedure used for the State Report Card.
Survey Instruments Used
Copies of the survey used and clarifying examples are contained in Appendix B. As before, LEAs were asked to
identify up to five teaching areas in which they found the greatest difficulty in hiring appropriately licensed teachers.
Their responses have been summarized and are included in this report.
Turnover
The 2008-2009 State turnover average is 8.86%. While this percentage is less than the system level turnover rate,
this percentage is reflective of those who are no longer in the public schools of North Carolina. (See Appendix A for
further information.)
The 115 school systems reported that 12,595 teachers of the 98,985 teachers employed during the 2008-2009 school
year left their systems for a system level turnover rate of 12.72%. This represents a decrease in the turnover rate
(13.85%) reported for the 2007-08 school year. This figure includes Visiting International Faculty (VIF) who are
required to return to their home countries after three years. VIF teachers accounted for 209 teachers who left and
removal of this category would reflect a system level turnover rate of 12.51%.
Of the 12,595 teachers reported leaving, 4,478 (35.55%) had tenure. During the 2007-08 school year 33.96% of the
teachers who left had tenure, during the 2006-07 school year, 32.58% of the teachers who left teaching had tenure,
and during the 2005-06 school year 30.77% of the teachers who left had tenure.
1
Turnover rates ranged from a high of 25.69% in Jones County to a low of 0.75% in Camden County. A listing of
turnover by systems is included in Appendix C. Appendix D contains a listing of turnover reported by local systems
for the last five years.
Reasons for Leaving
The table that follows details the reasons for teachers leaving as reported by their school systems. They are ranked
in descending order. Appendix E summarizes the reasons given for teachers leaving across the past five years.
Appendix F provides an analysis of turnover using the categories: Remained/Remaining in Education, Turnover
that Might be Reduced, Turnover Initiated by the LEA, and Turnover Beyond Control.
Teacher Turnover and Teacher Working Conditions
Appendix G provides information that relates to the Teacher Working Conditions for the ten (10) LEAs with the
highest percentage of teacher turnover compared to the ten (10) LEAs with the lowest percentage of teacher
turnover.
2
Reasons for Leaving As Reported By the LEAs
(2008-2009)
% of teachers
leaving for
this reason
Number
leaving for
this reason
Resigned to teach elsewhere
To teach in another NC LEA (75.46%)
To teach in another state (17.95%)
To teach in a NC non-public/private school (3.97%)
To teach in a NC Charter School (2.62%)
21.81%
2747
Retired
With full benefits (88.71%)
With reduced benefits (11.29%)
16.03%
2019
Resigned—Family Relocation
11.73%
1478
Resigned—Other reasons or reason unknown
Other reasons (76.52%)
Unknown reasons (23.48%)
11.60%
1461
Stayed in LEA but in Non-Teaching position
7.07%
891
Resigned—Family responsibility/child care
4.45%
694
Interim contract ended – not rehired
5.28%
665
Re-employed retired teacher resigned
3.63%
457
Resigned—Career Change
2.98%
375
Resigned—To continue education/sabbatical
2.58%
325
Resigned—Because of health/disability
1.67%
210
Resigned—End of VIF Term
1.66%
209
Did not obtain or maintain license
1.49%
188
Resigned—In lieu of dismissal
1.34%
169
Resigned—Dissatisfied with teaching
1.90%
166
Non-Renewal (Probationary contract ended)
1.13%
153
Moved to a non-teaching position in education in another LEA/Agency
.82%
103
Resigned—Moving due to Military Orders
.68%
86
Resigned—End of Teach for America Term
.64%
81
Deceased
.48%
61
Reduction in Force
.32%
40
Dismissed
.13%
17
Totals
100%
12,595
Reason
3
Most Difficult Areas of Licensure
for which to find Licensed Teachers
2006-2007
2007-2008
2008-2009
Number of LEAs Reporting to Question = 113
Number of LEAs Reporting to Question = 111
Number of LEAs Reporting to Question = 108
License Area
#
Identifying
License Area
#
Identifying
License Area
#
Identifying
4
9-12 Mathematics
87
9-12 Mathematics
88
9-12 Mathematics
93
9-12 Science
67
9-12 Science
69
9-12 Science
68
Sp. Ed.: General Curriculum
64
Sp. Ed.: General Curriculum
58
Sp. Ed.: General Curriculum
62
6-9 Mathematics
54
6-9 Mathematics
49
6-9 Mathematics
54
6-9 Science
46
6-9 Science
40
6-9 Science
42
Sp Ed.: Adapted Curriculum
38
Sp Ed.: Adapted Curriculum
28
Sp Ed.: Adapted Curriculum
42
Second Languages
33
ESL
25
Second Languages
23
Severely/Profoundly Disabled
22
Second Languages
24
ESL
20
ESL
20
EC (Separate areas not
indicated)
18
6-9 Language Arts
13
Mental Disabilities
19
9-12 English
14
Family/Consumer Sciences 6-12
12
Cross Categorical
18
Family/Consumer Sciences 612
13
Speech Language Pathologist
9
Speech Language Pathologist
13
Speech Language Pathologist
11
6-9 Social Studies
9
9-12 English
12
6-9 Language Arts
10
Severely/Profoundly Disabled
8
2006-2007
2007-2008
2008-2009
Number of LEAs Reporting to Question = 113
Number of LEAs Reporting to Question = 111
Number of LEAs Reporting to Question = 108
License Area
#
Identifying
License Area
#
Identifying
License Area
#
Identifying
5
6-9 Language Arts
12
Cross Categorical
9
9-12 English
7
Media Coordinator
10
Counselor
8
Counselor
6
Counselor
9
Media Coordinator
7
Cross Categorical
5
Family/Consumer Sciences 6-12
7
Elementary Education
6
Mental Disabilities
5
Birth-Kindergarten
6
Behavioral/Emotional
Disabilities
6
Behavioral/Emotional Disabilities
5
Elementary Education
6
Mental Disabilities
6
Learning Disabilities
5
Notes: 1 Above numbers include only those areas identified by 5 or more LEAs.
2
Spanish was the Second Language most often identified.
Analysis of Turnover
(System Level)
The chart that follows depicts teacher turnover relative to teacher retention since the 1998-99 school year.
 This year, 2008-2009, the system level turnover is 12.72% which is down from the 13.85% reported for
2007-2008.
 The top five reasons for teachers leaving for 2008-09 are as follows:
1. To teach elsewhere*
2. Retired
3. Family Relocation
4. Other/Unknown Reasons
5. Stayed in the LEA in a non-teaching position
 The national teacher turnover rate is 16.8%. (National Commission on Teaching and America‘s Future)
*While this reason indicates a loss to the local system, it does not represent a loss to the State.
6
Categories of Reasons why Teachers Leave the Profession
Remained/Remaining in Education
(includes individuals resigning to teach in another NC LEA or charter school and individuals who moved to
non-teaching positions in education)
Turnover that Might be Reduced
(includes individuals retiring with reduced benefits, individuals resigning to teach in a non-public school in
NC, individuals resigning to teach in another state, individuals dissatisfied with teaching, individuals
seeking a career change, and individuals who resigned for unknown and other reasons)
Turnover Initiated by the LEA
(includes individuals who were non-renewed, dismissed, or resigned in lieu of dismissal)
Turnover Beyond Control
(includes individuals who retired with full benefits, individuals who resigned for health reasons, individuals
who resigned due to family responsibilities and/or childcare, and individuals who resigned due to family
relocation)
As reflected in the chart that follows, 27.50% of those teachers reported as leaving remained in education; 7.97% of
the reported turnover was initiated by the LEA; 40.55% of the turnover was for reasons beyond control; and 23.98%
of the reported turnover might be reduced.
The results of the North Carolina Teacher Working Conditions Survey, conducted by the Office of the Governor in
conjunction with the North Carolina Professional Teaching Standards Commission and the North Carolina
Association of Educators, provide information that can help address Turnover that Might be Reduced. The survey
provides state, district, and school level data on teacher perceptions of empowerment, facilities and resources,
leadership, professional development, and time.
7
Appendix A
How Teacher Turnover is Determined for the
Teacher Turnover Report and the State Report Card
8
How Teacher Turnover is Determined for the State Report Card
1.
For the 2009 State Report Card (SRC), teacher turnover is based upon employed March 2008 ‗classroom
teachers‘ and their employment status in March 2009. Payroll data is used for the determination.
2.
‗Classroom Teachers‘ are determined by Purpose Codes beginning with 51, 52, or 53 AND Object Codes 121,
123, 124, or 128. Purpose and Object Codes are part of the payroll budget code.
3.
Classroom teachers employed in March 2008 are determined using March 2008 payroll and the criteria in step
#2.
4.
Once the roster from step #3 is determined, the SSN‘s of the classroom teachers are queried against all certified
employee budget codes in March 2009 payroll data. If the SSN is not found to be employed in the same LEA in
March 2009 as they were in March 2008, they are classified as turnover at the LEA level.
5.
A couple of the reasons why the system level turnover rate is higher than the State average turnover rate:
In the change of tying the LEA turnover report sent from the LEAs to the State Report Card
turnover, more LEAs reviewed the rosters of teacher turnover.
Those on approved leave were excluded from turnover.
9
Appendix B
Survey Instrument
10
11
List up to five teaching areas in which you are having the greatest difficulty hiring appropriately licensed teachers.
(PLEASE INCLUDE THE LICENSURE CODE FOR EACH AREA)
Total
Deceased (67)
Resigned-Other Reasons (65)
Resigned-Reason unknown (69)
Resigned-Moving Due to Military Orders (76)
Resigned-Because of health/Disability (64)
Resigned-To continue education/Take a sabbatical (60)
Resigned-Family relocation (61)
Resigned-Family Responsibility/Child care (57)
Resigned-Career Change (72)
Resigned-Dissatisfied with teaching (63)
Resigned-End of Teach for America Term (77)
Resigned-End of VIF Term (74)
Resigned-To teach in another state (62)
Resigned-To teach in a NC non-public/private school (71)
Resigned-To teach in a NC Charter School (70)
Resigned-To teach in another NC public school system (58)
Resigned-In lieu of dismissal (55)
Moved to a non-teaching position in education in another LEA
or Agency (59)
Reduction in Force (51)
Non-renewed-Probationary Contract ended (53)
Interim contract ended*-Not rehired (54)
Did not obtain or maintain license (56)
Dismissed (50)
Re-employed Retired Teacher Resigned (73)
Retired with reduced benefits (68)
Retired with full benefits (66)
Moved to a non teaching position in the LEA (75)
LEA:
Individual Submitting Report:_____
Total Number of Teachers Employed in LEA:______
Total Number of Teachers Leaving March 2008 - March 2009:_____
Number of teachers leaving who were tenured in your LEA:_____
Teacher Turnover Percent:____
Give the number of teachers who left teaching or left your LEA from March 2008-March 2009 for each of the reasons below.
(Where more than one reason applies, choose the one which best describes the reason the teacher is leaving.)
ANNUAL REPORT ON THE REASONS TEACHERS LEAVE THE PROFESSION
(CLARIFICATION OF REPORTING CATEGORIES)
Moved to a non teaching position in the LEA
 Teachers moved to counselor, media coordinator, or non-teaching duties in current LEA of employment
 Teachers moved to administrative positions (school-based) in current LEA of employment
 Teachers moved to supervisory, director, or coordinator positions in current LEA of employment
 Teachers accepted non-teaching support or administrative positions in current LEA of employment
Retired with full benefits
 Teachers age 60 with 25 years of creditable service
 Teachers with 30 years of creditable service
 Teachers age 65 with at least 5 years of creditable service
 Teachers retiring with full/unreduced retirement benefits
Retired with reduced benefits
 Teachers retiring after age 50 with reduced benefits
 Teachers retiring with less than full benefits
Re-employed Retired Teacher Resigned
 Teacher who had retired, was re-employed and subsequently resigns
Dismissed
 Teachers demoted or dismissed under GS 115C-325(h)
 Probationary teachers dismissed during the school year under GS 115C-325(m)
 Teachers dismissed under GS 115C-325 (Below standard ratings)
 Teachers reported to the dismissed teacher list
 Teachers dismissed and the ruling upheld by case manager
Did not obtain or maintain license
 Teachers not renewed due to failure to fulfill lateral entry requirements
 Teachers not renewed due to failure to earn 15 renewal credits
 Teachers failed to meet Praxis or provisional license requirements
 Teachers let license expire
 Teachers‘ license was revoked
Interim Contract – Not Rehired (Report only for interim contracts of 6 months or more)
 Interim teachers not rehired under retirement cap
 Teachers not rehired under a term contract with specific employment dates
 Teachers not rehired due to return of a permanent teacher from a leave of absence
Non-Renewed – Probationary Contract Ended
 Probationary teachers whose contract is not renewed after the end of the year
Reduction in Force
 Teachers not rehired due to loss of enrollment, funding, or programming
 Teachers covered under local ―RIF‖ policies
Moved to a non-teaching position in education in another LEA or Agency
 Teachers moved to counselor, media coordinator, or non-teaching duties in another LEA or Agency
 Teachers moved to administrative positions (school-based) in another LEA or Agency
 Teachers moved to supervisory, director, or coordinator positions in another LEA or Agency
 Teachers accepted non-teaching support or administrative positions in another LEA or Agency
Resigned in lieu of dismissal
 Teachers resigned to avoid placement on dismissed teacher list
 Teachers resigned rather than go through full dismissal hearing
12
 Teachers resigned during an active investigation regarding performance/behavior as a professional educator
Resigned to teach in another NC public school system
 Teachers leaving LEA to accept a teaching position in another NC system
 Teachers obtaining another teaching job on their own initiative (as opposed to spouse relocation)
Resigned to teach in a NC charter school
 Teachers leaving LEA to accept a teaching position in a NC Charter School
 Teachers obtaining another teaching job on their own initiative (as opposed to spouse relocation)
Resigned to teach in a NC non-public/private school
 Teachers leaving LEA to accept a teaching position in a NC non-public/private school
 Teachers obtaining another teaching job on their own initiative (as opposed to spouse relocation)
Resigned – To teach in another state
 Teachers leaving NC to teach in a public school in another state
 Teachers leaving NC to teach in a private school in another state
Resigned – End of VIF Term
 Teachers whose cultural visas have expired and are no longer eligible to be employed in North Carolina
Resigned – End of Teach for America Term
Resigned – Dissatisfied with teaching
 Teachers resigning due to dissatisfaction with teaching
Resigned – Career Change
 Teachers resigning to pursue another employment opportunity
 Teachers resigning to pursue interests outside teaching
Resigned – Family responsibility/Child care
 Teachers resigning for maternity/family leave
 Teachers resigning to care for ill parents or members of the immediate family
 Teachers resigning to care for family business or personal needs
Resigned – Family relocation
 Teachers resigning due to spouse‘s relocation
 Teachers resigning as a result of marriage and relocation
 Teachers resigning due to family relocation
 Teachers resigning due to military transfer or relocation
Resigned – To continue education/Take a sabbatical
 Teachers resigning to return to school
 Teachers resigning to pursue an educational leave of absence
Resigned – Because of health/disability
 Teachers resigning due to personal disability or health related issues
Resigned – Moving Due to Military Orders
 Teachers resigning due to being moved under military orders
Resigned – Reason unknown
 Teachers resigning; however, there is no information on why
Resigned – Other reason(s)
 Teachers resigning or leaving teaching for reasons not listed on the survey
(For example: Job abandonment, arrest, criminal activity, failing a criminal history check, activation of
military reserve, dislocation due to flood, fire, or other disaster, etc.)
Deceased
 Teachers who die while in active service in a NC public school
13
Appendix C
2008-09 System Level Teacher Turnover
14
2008-2009 Teacher Turnover
(as reported by LEAs)
LEA
Code
10
20
30
40
50
60
70
80
90
100
110
111
120
130
132
140
150
160
170
180
181
182
190
200
210
220
230
240
241
250
260
270
280
290
291
292
300
310
320
330
340
350
360
370
Region
C
NW
NW
SW
NW
NW
NE
NE
SC
SE
W
W
NW
SW
SW
NW
NE
SE
C
NW
NW
NW
C
W
NE
W
SW
SC
SC
SE
SC
NE
NE
C
C
C
NW
SE
NC
NC
C
NC
SW
NE
LEA
Alamance-Burlington
Alexander
Alleghany
Anson
Ashe
Avery
Beaufort
Bertie
Bladen
Brunswick
Buncombe
Asheville City
Burke
Cabarrus
Kannapolis
Caldwell
Camden
Carteret
Caswell
Catawba
Hickory Public
Newton Conover
Chatham
Cherokee
Edenton-Chowan
Clay
Cleveland
Columbus
Whiteville City
Craven
Cumberland
Currituck
Dare
Davidson
Lexington City
Thomasville City
Davie
Duplin
Durham
Edgecombe
Forsyth-Winston Salem
Franklin
Gaston
Gates
Total
Teachers
1522
351
132
293
255
187
525
208
376
777
1682
329
1065
1846
387
892
134
660
228
1136
310
217
584
287
189
106
1202
459
177
1005
3759
270
395
1259
236
191
450
611
2326
474
3970
574
2066
157
15
Teachers
Leaving
210
25
16
50
20
22
67
34
43
95
173
38
102
178
54
102
1
75
33
118
43
29
89
26
31
8
110
59
28
141
589
22
32
119
40
43
46
73
395
83
426
77
260
17
Turnover
Percentage
13.80%
7.12%
12.12%
17.06%
7.84%
11.76%
12.76%
16.35%
11.44%
12.23%
10.29%
11.55%
9.58%
9.64%
13.95%
11.43%
0.75%
11.36%
14.47%
10.39%
13.87%
13.36%
15.24%
9.06%
16.40%
7.55%
9.15%
12.85%
15.82%
14.03%
15.67%
8.15%
8.10%
9.45%
16.95%
22.51%
10.22%
11.95%
16.98%
17.51%
10.73%
13.41%
12.58%
10.83%
Leaving with
Tenure
77
13
0
20
15
12
27
7
19
22
34
17
47
96
15
40
1
15
18
65
16
8
32
17
14
7
67
25
16
58
159
11
16
60
18
14
20
33
120
16
167
20
57
8
LEA
Code
380
390
400
410
420
421
422
430
440
450
460
470
480
490
491
500
510
520
530
540
550
560
570
580
590
600
610
620
630
640
650
660
670
680
681
690
700
710
720
730
740
750
760
761
770
780
790
800
Region
W
NC
SE
C
NC
NC
NC
SC
W
W
NE
SC
NE
NW
NW
W
NC
SE
SC
SE
SW
W
W
NE
W
SW
W
SC
SC
NC
SE
NC
SE
C
C
SE
NE
SE
NE
C
NE
W
C
C
SC
SC
C
NW
LEA
Graham
Granville
Greene
Guilford
Halifax
Roanoke Rapids City
Weldon City
Harnett
Haywood
Henderson
Hertford
Hoke
Hyde
Iredell-Statesville
Mooresville Graded
Jackson
Johnston
Jones
Lee
Lenoir
Lincoln
Macon
Madison
Martin
McDowell
Charlotte-Mecklenburg
Mitchell
Montgomery
Moore
Nash-Rocky Mount
New Hanover
Northampton
Onslow
Orange
Chapel Hill-Carrboro
Pamlico
Pasquotank-Elizabeth City
Pender
Perquimans
Person
Pitt
Polk
Randolph
Asheboro City
Richmond
Robeson
Rockingham
Rowan-Salisbury
Total
Teachers
88
573
227
5010
318
197
77
1279
559
916
250
514
73
1417
358
270
2110
109
618
681
814
324
193
311
458
8996
163
328
817
1164
1612
228
1513
529
894
132
465
536
129
406
1683
196
1253
324
571
1580
986
1450
16
Teachers
Leaving
11
74
24
645
65
21
16
210
44
97
43
112
12
175
41
46
262
28
94
123
89
50
27
45
45
1194
12
48
88
155
163
53
229
83
106
26
69
70
17
79
241
15
137
59
97
243
88
199
Turnover
Percentage
12.50%
12.91%
10.57%
12.87%
20.44%
10.66%
20.78%
16.42%
7.87%
10.59%
17.20%
21.79%
16.44%
12.35%
11.45%
17.04%
12.42%
25.69%
15.21%
18.06%
10.93%
15.43%
13.99%
14.47%
9.83%
13.27%
7.36%
14.63%
10.77%
13.32%
10.11%
23.25%
15.14%
15.69%
11.86%
19.70%
14.84%
13.06%
13.18%
19.46%
14.32%
7.65%
10.93%
18.21%
16.99%
15.38%
8.92%
13.72%
Leaving with
Tenure
7
29
8
196
16
11
2
49
17
54
11
34
5
52
9
10
48
7
33
37
45
23
7
20
10
312
9
15
42
66
82
8
72
37
34
17
25
26
5
40
102
5
62
25
63
40
45
93
LEA
Code
810
820
821
830
840
850
860
861
862
870
880
890
900
910
920
930
940
950
960
970
980
990
995
Region
W
SE
SE
SC
SW
C
NW
NW
NW
W
W
NE
SW
NC
NC
NC
NE
NW
SE
NW
NC
NW
W
LEA
Rutherford
Sampson
Clinton City
Scotland
Stanly
Stokes
Surry
Elkin
Mount Airy City
Swain
Transylvania
Tyrrell
Union
Vance
Wake
Warren
Washington
Watauga
Wayne
Wilkes
Wilson
Yadkin
Yancey
Total
Teachers
648
550
220
544
707
501
616
96
133
150
273
54
2491
572
9319
195
170
363
1359
662
812
407
185
17
Teachers
Leaving
49
63
37
85
84
60
67
9
15
18
27
9
338
113
1036
37
16
27
149
77
109
37
21
Turnover
Percentage
7.56%
11.45%
16.82%
15.63%
11.88%
11.98%
10.88%
9.38%
11.28%
12.00%
9.89%
16.67%
13.57%
19.76%
11.12%
18.97%
9.41%
7.44%
10.96%
11.63%
13.42%
9.09%
11.35%
Leaving with
Tenure
28
24
16
33
37
27
31
3
6
5
11
3
132
33
338
9
9
6
96
39
57
23
8
2008-2009 Teacher Turnover
(in descending order)
LEA
Code
520
660
292
470
422
420
910
690
730
930
761
540
330
460
40
500
770
320
291
821
890
480
430
210
80
241
680
260
830
560
780
190
530
670
700
620
170
580
740
250
570
132
181
10
800
900
980
350
182
LEA
Jones
Northampton
Thomasville City
Hoke
Weldon City
Halifax
Vance
Pamlico
Person
Warren
Asheboro City
Lenoir
Edgecombe
Hertford
Anson
Jackson
Richmond
Durham
Lexington City
Clinton City
Tyrrell
Hyde
Harnett
Edenton-Chowan
Bertie
Whiteville City
Orange
Cumberland
Scotland
Macon
Robeson
Chatham
Lee
Onslow
Pasquotank-Elizabeth City
Montgomery
Caswell
Martin
Pitt
Craven
Madison
Kannapolis
Hickory Public
Alamance-Burlington
Rowan-Salisbury
Union
Wilson
Franklin
Newton Conover
18
Turnover
Percentage
25.69%
23.25%
22.51%
21.79%
20.78%
20.44%
19.76%
19.70%
19.46%
18.97%
18.21%
18.06%
17.51%
17.20%
17.06%
17.04%
16.99%
16.98%
16.95%
16.82%
16.67%
16.44%
16.42%
16.40%
16.35%
15.82%
15.69%
15.67%
15.63%
15.43%
15.38%
15.24%
15.21%
15.14%
14.84%
14.63%
14.47%
14.47%
14.32%
14.03%
13.99%
13.95%
13.87%
13.80%
13.72%
13.57%
13.42%
13.41%
13.36%
LEA
Code
640
600
720
710
390
410
240
70
360
380
510
490
100
30
870
850
310
840
681
60
970
111
491
820
90
140
160
995
862
920
960
550
760
860
370
630
340
421
450
400
180
110
300
650
880
590
130
120
290
940
861
LEA
Nash-Rocky Mount
Charlotte-Mecklenburg
Perquimans
Pender
Granville
Guilford
Columbus
Beaufort
Gaston
Graham
Johnston
Iredell-Statesville
Brunswick
Alleghany
Swain
Stokes
Duplin
Stanly
Chapel Hill-Carrboro
Avery
Wilkes
Asheville City
Mooresville Graded
Sampson
Bladen
Caldwell
Carteret
Yancey
Mount Airy City
Wake
Wayne
Lincoln
Randolph
Surry
Gates
Moore
Forsyth-Winston Salem
Roanoke Rapids City
Henderson
Greene
Catawba
Buncombe
Davie
New Hanover
Transylvania
McDowell
Cabarrus
Burke
Davidson
Washington
Elkin
19
Turnover
Percentage
13.32%
13.27%
13.18%
13.06%
12.91%
12.87%
12.85%
12.76%
12.58%
12.50%
12.42%
12.35%
12.23%
12.12%
12.00%
11.98%
11.95%
11.88%
11.86%
11.76%
11.63%
11.55%
11.45%
11.45%
11.44%
11.43%
11.36%
11.35%
11.28%
11.12%
10.96%
10.93%
10.93%
10.88%
10.83%
10.77%
10.73%
10.66%
10.59%
10.57%
10.39%
10.29%
10.22%
10.11%
9.89%
9.83%
9.64%
9.58%
9.45%
9.41%
9.38%
LEA
Code
230
990
200
790
270
280
440
50
750
810
220
950
610
20
150
Turnover
Percentage
9.15%
9.09%
9.06%
8.92%
8.15%
8.10%
7.87%
7.84%
7.65%
7.56%
7.55%
7.44%
7.36%
7.12%
0.75%
LEA
Cleveland
Yadkin
Cherokee
Rockingham
Currituck
Dare
Haywood
Ashe
Polk
Rutherford
Clay
Watauga
Mitchell
Alexander
Camden
20
Appendix D
Five-Year Average System Level Teacher Turnover
21
Five-Year Average System Level Teacher Turnover
2004-05 through 2008-09
LEA
Code
10
20
30
40
50
60
70
80
90
100
110
111
120
130
132
140
150
160
170
180
181
182
190
200
210
220
230
240
241
250
260
270
280
290
291
292
300
310
320
330
340
350
360
370
380
LEA Name
Alamance-Burlington
Alexander County
Alleghany County
Anson County
Ashe County
Avery County
Beaufort County
Bertie County
Bladen County
Brunswick County
Buncombe County
Asheville City
Burke County
Cabarrus County
Kannapolis City
Caldwell County
Camden County
Carteret County
Caswell County
Catawba County
Hickory City
Newton-Conover City
Chatham County
Cherokee County
Edenton-Chowan
Clay County
Cleveland County
Columbus County
Whiteville City
Craven County
Cumberland County
Currituck County
Dare County
Davidson County
Lexington City
Thomasville City
Davie County
Duplin County
Durham County
Edgecombe County
Forsyth County
Franklin County
Gaston County
Gates County
Graham County
Turnover
2004-05
19.71%
9.21%
12.40%
12.00%
7.21%
11.27%
13.27%
16.35%
12.26%
9.45%
9.95%
16.47%
12.44%
12.21%
13.40%
6.73%
4.31%
9.25%
11.81%
11.70%
15.79%
10.96%
15.12%
6.71%
17.09%
3.96%
7.97%
10.69%
12.77%
13.55%
12.64%
6.13%
13.11%
10.93%
16.54%
23.16%
12.50%
12.88%
17.54%
23.28%
9.43%
22.18%
14.66%
8.81%
5.94%
Turnover
2005-06
17.26%
9.05%
9.03%
18.58%
12.40%
14.23%
11.63%
25.79%
10.64%
13.17%
10.89%
16.34%
12.04%
9.74%
13.16%
9.62%
6.92%
9.10%
10.63%
11.14%
10.93%
15.69%
12.81%
8.10%
19.00%
10.00%
8.79%
13.57%
9.84%
13.36%
13.25%
6.41%
11.90%
10.48%
19.10%
19.10%
12.82%
11.91%
19.20%
17.80%
9.43%
19.45%
9.57%
8.00%
10.91%
22
Turnover
2006-07
16.13%
8.54%
10.07%
20.96%
3.53%
9.35%
14.76%
17.90%
14.36%
11.52%
11.22%
8.53%
9.67%
8.82%
10.80%
8.74%
6.94%
9.53%
10.93%
8.64%
15.87%
14.11%
12.41%
7.86%
12.50%
5.00%
8.02%
12.43%
9.68%
11.16%
13.78%
7.69%
9.55%
9.93%
21.74%
20.79%
13.43%
16.08%
16.70%
24.06%
10.12%
13.74%
9.55%
9.74%
13.27%
Turnover
2007-08
15.17%
5.71%
14.50%
20.89%
5.12%
10.31%
15.25%
21.86%
11.32%
13.36%
11.01%
17.91%
9.43%
10.82%
13.94%
9.68%
7.58%
11.50%
13.42%
12.86%
19.68%
19.35%
10.97%
10.49%
13.26%
7.84%
9.23%
12.71%
9.73%
16.04%
17.54%
12.86%
6.88%
11.08%
20.27%
23.66%
13.56%
17.41%
17.38%
26.35%
12.10%
14.78%
14.06%
11.11%
4.55%
Turnover
2008-09
13.80%
7.12%
12.12%
17.06%
7.84%
11.76%
12.76%
16.35%
11.44%
12.23%
10.29%
11.55%
9.58%
9.64%
13.95%
11.43%
0.75%
11.36%
14.47%
10.39%
13.87%
13.36%
15.24%
9.06%
16.40%
7.55%
9.15%
12.85%
15.82%
14.03%
15.67%
8.15%
8.10%
9.45%
16.95%
22.51%
10.22%
11.95%
16.98%
17.51%
10.73%
13.41%
12.58%
10.83%
12.50%
Five Year
Average
16.41%
7.93%
11.62%
17.90%
7.22%
11.38%
13.53%
19.65%
12.00%
11.95%
10.67%
14.16%
10.63%
10.25%
13.05%
9.24%
5.30%
10.15%
12.25%
10.95%
15.23%
14.69%
13.31%
8.44%
15.65%
6.87%
8.63%
12.45%
11.57%
13.63%
14.58%
8.25%
9.91%
10.37%
18.92%
21.84%
12.51%
14.05%
17.56%
21.80%
10.36%
16.71%
12.08%
9.70%
9.43%
LEA
Code
390
400
410
420
421
422
430
440
450
460
470
480
490
491
500
510
520
530
540
550
560
570
580
590
600
610
620
630
640
650
660
670
680
681
690
700
710
720
730
740
750
760
761
770
780
790
800
810
LEA Name
Granville County
Greene County
Guilford County
Halifax County
Roanoke Rapids City
Weldon City
Harnett County
Haywood County
Henderson County
Hertford County
Hoke County
Hyde County
Iredell-Statesville
Mooresville City
Jackson County
Johnston County
Jones County
Lee County
Lenoir County
Lincoln County
Macon County
Madison County
Martin County
McDowell County
Mecklenburg County
Mitchell County
Montgomery County
Moore County
Nash-Rocky Mount
New Hanover County
Northampton County
Onslow County
Orange County
Chapel Hill-Carrboro
Pamlico County
Pasquotank County
Pender County
Perquimans County
Person County
Pitt County
Polk County
Randolph County
Asheboro City
Richmond County
Robeson County
Rockingham County
Rowan-Salisbury
Rutherford County
Turnover
2004-05
18.91%
17.35%
11.81%
14.52%
8.78%
25.56%
28.51%
11.76%
9.00%
16.54%
21.33%
24.40%
9.18%
13.74%
18.46%
14.42%
21.58%
15.03%
16.58%
10.68%
9.66%
6.25%
14.36%
13.70%
15.51%
6.01%
6.35%
16.60%
12.81%
14.41%
15.41%
13.39%
17.12%
14.09%
15.63%
24.12%
20.34%
11.33%
13.06%
10.68%
8.56%
13.33%
10.18%
7.55%
10.26%
12.55%
10.90%
7.11%
Turnover
2005-06
15.34%
14.34%
13.60%
17.60%
5.08%
18.48%
14.58%
10.39%
10.39%
15.41%
21.60%
16.00%
9.68%
10.85%
14.59%
16.65%
11.43%
17.99%
18.33%
10.46%
7.29%
9.91%
13.17%
9.49%
15.07%
2.21%
9.39%
8.36%
10.96%
14.25%
12.71%
15.25%
15.36%
9.55%
23.68%
18.53%
13.49%
15.17%
14.37%
12.43%
9.84%
11.73%
16.29%
8.23%
12.92%
10.56%
12.05%
10.82%
23
Turnover
2006-07
13.48%
14.80%
13.33%
17.75%
13.27%
17.72%
11.87%
10.78%
11.23%
15.38%
19.60%
9.76%
10.32%
10.89%
22.09%
15.23%
13.56%
15.93%
17.97%
9.33%
7.65%
9.91%
15.74%
6.00%
15.82%
8.20%
11.33%
11.40%
13.42%
14.10%
8.23%
14.32%
16.81%
8.53%
13.04%
11.35%
11.03%
19.31%
13.08%
10.18%
11.00%
11.55%
12.98%
9.38%
10.58%
10.45%
11.53%
9.56%
Turnover
2007-08
12.39%
13.96%
15.70%
20.18%
14.87%
41.57%
15.65%
10.09%
12.57%
18.03%
22.46%
12.33%
14.90%
12.08%
15.53%
14.69%
19.44%
13.42%
16.18%
10.34%
8.89%
11.76%
16.18%
11.80%
14.57%
10.30%
17.46%
15.77%
12.98%
12.98%
22.88%
16.49%
14.60%
14.84%
18.52%
15.25%
12.77%
16.94%
17.45%
15.55%
8.59%
13.62%
14.72%
11.71%
12.36%
11.73%
13.52%
9.64%
Turnover
2008-09
12.91%
10.57%
12.87%
20.44%
10.66%
20.78%
16.42%
7.87%
10.59%
17.20%
21.79%
16.44%
12.35%
11.45%
17.04%
12.42%
25.69%
15.21%
18.06%
10.93%
15.43%
13.99%
14.47%
9.83%
13.27%
7.36%
14.63%
10.77%
13.32%
10.11%
23.25%
15.14%
15.69%
11.86%
19.70%
14.84%
13.06%
13.18%
19.46%
14.32%
7.65%
10.93%
18.21%
16.99%
15.38%
8.92%
13.72%
7.56%
Five Year
Average
14.61%
14.20%
13.46%
18.10%
10.53%
24.82%
17.41%
10.18%
10.76%
16.51%
21.36%
15.79%
11.29%
11.80%
17.54%
14.68%
18.34%
15.52%
17.42%
10.35%
9.78%
10.36%
14.78%
10.16%
14.85%
6.82%
11.83%
12.58%
12.70%
13.17%
16.50%
14.92%
15.92%
11.77%
18.11%
16.82%
14.14%
15.19%
15.48%
12.63%
9.13%
12.23%
14.48%
10.77%
12.30%
10.84%
12.34%
8.94%
LEA
Code
820
821
830
840
850
860
861
862
870
880
890
900
910
920
930
940
950
960
970
980
990
995
LEA Name
Sampson County
Clinton City
Scotland County
Stanly County
Stokes County
Surry County
Elkin City
Mount Airy City
Swain County
Transylvania County
Tyrrell County
Union County
Vance County
Wake County
Warren County
Washington County
Watauga County
Wayne County
Wilkes County
Wilson County
Yadkin County
Yancey County
Turnover
2004-05
15.69%
9.77%
9.58%
12.07%
12.43%
10.82%
19.78%
9.80%
10.39%
13.43%
27.12%
10.38%
18.09%
10.24%
18.67%
12.92%
11.93%
16.80%
10.53%
15.05%
8.89%
9.76%
Turnover
2005-06
12.32%
15.17%
9.12%
10.15%
15.14%
9.86%
13.27%
12.32%
11.39%
9.45%
20.34%
11.21%
23.49%
9.36%
18.23%
14.21%
11.94%
10.95%
12.52%
11.10%
10.11%
12.63%
24
Turnover
2006-07
12.33%
12.83%
16.07%
7.35%
10.78%
8.69%
8.33%
10.95%
15.10%
12.73%
22.81%
10.86%
26.23%
10.03%
15.12%
11.56%
10.00%
10.94%
11.37%
16.80%
7.83%
6.48%
Turnover
2007-08
16.18%
15.32%
19.82%
11.03%
13.56%
10.80%
6.52%
11.76%
15.89%
13.82%
21.05%
12.31%
20.60%
11.67%
19.90%
20.00%
11.05%
12.42%
13.11%
16.65%
8.86%
9.44%
Turnover
2008-09
11.45%
16.82%
15.63%
11.88%
11.98%
10.88%
9.38%
11.28%
12.00%
9.89%
16.67%
13.57%
19.76%
11.12%
18.97%
9.41%
7.44%
10.96%
11.63%
13.42%
9.09%
11.35%
Five Year
Average
13.59%
13.98%
14.04%
10.50%
12.78%
10.21%
11.46%
11.22%
12.95%
11.86%
21.60%
11.67%
21.63%
10.48%
18.18%
13.62%
10.47%
12.41%
11.83%
14.60%
8.96%
9.93%
Five Year Average System Level Teacher Turnover (2004-2009)
(in descending order)
LEA
Code
422
292
330
910
890
470
80
291
520
930
690
420
40
320
500
540
430
700
350
460
660
10
680
480
210
530
730
181
720
670
600
580
182
510
390
980
260
761
400
111
710
310
830
821
System Name
Weldon City
Thomasville City
Edgecombe County
Vance County
Tyrrell County
Hoke County
Bertie County
Lexington City
Jones County
Warren County
Pamlico County
Halifax County
Anson County
Durham County
Jackson County
Lenoir County
Harnett County
Pasquotank County
Franklin County
Hertford County
Northampton County
Alamance-Burlington
Orange County
Hyde County
Edenton-Chowan
Lee County
Person County
Hickory City
Perquimans County
Onslow County
Mecklenburg County
Martin County
Newton-Conover City
Johnston County
Granville County
Wilson County
Cumberland County
Asheboro City
Greene County
Asheville City
Pender County
Duplin County
Scotland County
Clinton City
25
Five
Year
Average
24.82%
21.84%
21.80%
21.63%
21.60%
21.36%
19.65%
18.92%
18.34%
18.18%
18.11%
18.10%
17.90%
17.56%
17.54%
17.42%
17.41%
16.82%
16.71%
16.51%
16.50%
16.41%
15.92%
15.79%
15.65%
15.52%
15.48%
15.23%
15.19%
14.92%
14.85%
14.78%
14.69%
14.68%
14.61%
14.60%
14.58%
14.48%
14.20%
14.16%
14.14%
14.05%
14.04%
13.98%
LEA
Code
250
940
820
70
410
190
650
132
870
850
640
740
630
300
240
960
800
780
170
760
360
90
100
880
970
620
491
681
900
30
241
861
60
490
862
180
790
770
450
110
120
421
840
920
950
290
570
System Name
Craven County
Washington County
Sampson County
Beaufort County
Guilford County
Chatham County
New Hanover County
Kannapolis City
Swain County
Stokes County
Nash-Rocky Mount
Pitt County
Moore County
Davie County
Columbus County
Wayne County
Rowan-Salisbury
Robeson County
Caswell County
Randolph County
Gaston County
Bladen County
Brunswick County
Transylvania County
Wilkes County
Montgomery County
Mooresville City
Chapel Hill-Carrboro
Union County
Alleghany County
Whiteville City
Elkin City
Avery County
Iredell-Statesville
Mount Airy City
Catawba County
Rockingham County
Richmond County
Henderson County
Buncombe County
Burke County
Roanoke Rapids City
Stanly County
Wake County
Watauga County
Davidson County
Madison County
26
Five
Year
Average
13.63%
13.62%
13.59%
13.53%
13.46%
13.31%
13.17%
13.05%
12.95%
12.78%
12.70%
12.63%
12.58%
12.51%
12.45%
12.41%
12.34%
12.30%
12.25%
12.23%
12.08%
12.00%
11.95%
11.86%
11.83%
11.83%
11.80%
11.77%
11.67%
11.62%
11.57%
11.46%
11.38%
11.29%
11.22%
10.95%
10.84%
10.77%
10.76%
10.67%
10.63%
10.53%
10.50%
10.48%
10.47%
10.37%
10.36%
LEA
Code
340
550
130
860
440
590
160
995
280
560
370
380
140
750
990
810
230
200
270
20
50
220
610
150
System Name
Forsyth County
Lincoln County
Cabarrus County
Surry County
Haywood County
McDowell County
Carteret County
Yancey County
Dare County
Macon County
Gates County
Graham County
Caldwell County
Polk County
Yadkin County
Rutherford County
Cleveland County
Cherokee County
Currituck County
Alexander County
Ashe County
Clay County
Mitchell County
Camden County
27
Five
Year
Average
10.36%
10.35%
10.25%
10.21%
10.18%
10.16%
10.15%
9.93%
9.91%
9.78%
9.70%
9.43%
9.24%
9.13%
8.96%
8.94%
8.63%
8.44%
8.25%
7.93%
7.22%
6.87%
6.82%
5.30%
System Level Turnover by Region
REGION
2002-03
2003-04
2004-05
2005-06
2006-07
2007-08
2008-09
Region 1
10.82%
12.18%
13.37%
13.60%
11.94%
14.89%
13.09%
Region 2
11.41%
12.62%
14.27%
13.54%
13.06%
14.57%
12.97%
Region 3
14.32%
13.45%
13.73%
13.17%
13.44%
14.38%
13.18%
Region 4
12.85%
12.78%
13.81%
12.88%
12.93%
15.69%
15.39%
Region 5
11.54%
12.23%
12.76%
12.44%
12.25%
14.02%
12.39%
Region 6
13.61%
13.59%
13.45%
12.67%
12.58%
13.28%
12.54%
Region 7
12.68%
11.13%
10.76%
11.21%
10.14%
12.10%
11.15%
Region 8
9.23%
8.10%
10.12%
10.52%
10.46%
11.44%
10.36%
28
29
30
31
32
33
34
35
36
37
Appendix E
Reasons for Turnover
38
Reasons for Teacher Turnover
2004-2009
(in descending rank order)
RANK
2004-05
2005-06
2006-07
2007-08
2008-09
1
To teach elsewhere
To teach elsewhere
To teach elsewhere
To teach elsewhere
To teach elsewhere
2
Retired
Retired
Retired
Retired
Retired
3
Family Relocation
Family Relocation
Family Relocation
Family Relocation
Family Relocation
4
Other/Unknown Reasons
Other/Unknown Reasons
Other/Unknown Reasons
Other/Unknown Reasons
Other/Unknown Reasons
5
Family
responsibilities/childcare
Family responsibilities/childcare
Family responsibilities/childcare Family responsibilities/childcare
6
Re-employed retired teacher
resigned
Career Change
Career Change
Stayed in LEA in a non-teaching Family
position
responsibilities/childcare
7
Career Change
Re-employed retired teacher
resigned
Interim contract ended-not
rehired
Interim contract ended-not
rehired
Interim contract ended-not
rehired
8
Dissatisfied with teaching
To continue education/ sabbatical
Re-employed retired teacher
resigned
Re-employed retired teacher
resigned
Re-employed retired teacher
resigned
9
End of Contract
Didn‘t obtain/maintain license
To continue education/sabbatical Career Change
10
To continue education/
sabbatical
Interim contract ended-not rehired Health/Disability
To continue education/sabbatical
To continue
education/sabbatical
11
Didn‘t obtain/maintain
license
Dissatisfied with teaching
Dissatisfied with teaching
End of VIF term
Health/Disability
12
Health/Disability
Health/Disability
End of VIF term
Dissatisfied with teaching
End of VIF term
13
Non-Renewal (Probationary
Contract ended)
Resigned in lieu of dismissal
Didn‘t obtain/maintain license
Resigned in lieu of dismissal
14
Resigned in lieu of dismissal End of VIF term
Resigned in lieu of dismissal
Didn‘t obtain/maintain license
15
End of VIF term
Non-Renewal (Probationary
Contract ended)
Non-Renewal (Probationary
Contract ended)
Stayed in LEA in a nonteaching position
39
Non-Renewal (Probationary
Contract ended)
Career Change
Didn‘t obtain/maintain
license
Resigned in lieu of
dismissal
Dissatisfied with teaching
Appendix F
Analysis of Turnover
40
Analysis of Turnover
2008-09
Remained/ Remaining
in Education
Resigned to teach in
another NC LEA
3464
27.50%
2073
Turnover that Might be
Reduced
3020
23.98%
Turnover Initiated by
LEA
1004
7.97%
Turnover Beyond
Control
Retired with reduced
benefits
228
Non-Renewal
(Probationary contract
ended)
153
Reduction in Force
5107
40.55%
40
72
Resigned to teach in a NC
non-public/private school
109
Interim contract endednot rehired
665
Retired with full
benefits
1791
Moved to a non-teaching
position in education
994
Resigned to teach in
another state
493
Resigned-In lieu of
dismissal
169
Re-employed retired
teacher resigned
457
Resigned-To continue
education/ sabbatical
325
Resigned - Dissatisfied with
teaching
166
Dismissed
17
Resigned - Family
responsibility/child care
694
Resigned - Career Change
375
Resigned - Family
Relocation
1478
Did not obtain or maintain
license
188
Resigned - Because of
health/disability
210
Resigned other reasons
1118
Resigned - Moved due
to Military Orders
86
Resigned unknown reasons
343
Deceased
61
End of VIF Term
209
End of TFA Term
81
41
Resigned to teach in a
NC Charter School
Breakdown of Turnover by Category
Remained/Remaining in
Education
02-03
03-04
04-05
05-06
06-07
07-08
08-09
1701
1730
1921
1978
2201.5
2313
2073
29
42
35
32
58
67
72
Moved to a non-teaching position in
education
396
255
198
241
226
929
994
Resigned to continue education/sabbatical
387
337
346
367
334
327
325
02-03
03-04
04-05
05-06
06-07
07-08
08-09
185
213
217
251
304
242
228
83
66
73
104
95
111
109
Resigned to teach in another state
336
335
471
560
481.5
467
493
Dissatisfied with teaching or career change
600
651.5
929
1108
840
666
541
Did not obtain or maintain license
487
283
322
347
208
162
188
Resigned for other reasons
901
997
920
927
1020
1164
1118
Resigned for unknown reasons
529
614
603
607
628
431
343
02-03
03-04
04-05
05-06
06-07
07-08
08-09
Non-renewal (probationary contract ended)
361
277
201
173
127
142
153
Interim contract ended--not rehired
312
472
391
346
469.5
666
665
Resigned in lieu of dismissal
180
149
189
243
206
181
169
36
32
37
35
59
24
17
Resigned to teach in another NC LEA
Resigned to teach in a NC Charter School
Reasons that Might be
Reduced
Retired with reduced benefits
Resigned to teach in a NC non-public/
private school
Reasons Initiated by LEA
Dismissed
42
02-03
03-04
04-05
05-06
06-07
07-08
08-09
32
24
19
7
34
37
40
1807
1670
1815
1728
1802
1942
1791
Re-employed retired teacher resigned
442
438.5
567
377
426
459
457
Resigned due to family responsibilities/
childcare
740
777.3
818
879
855.5
802
694
Resigned due to family relocation
1644
1687.5
1794
1833
1705
1633
1478
Resigned due to health/disability
286
275
282
295
290
196
210
72
60
86
Reasons Beyond Control
Reduction in Force
Retired with full benefits
Resigned due movement required by
Military Orders
Deceased
57
73
End of VIF Term
End of TFA Term
43
66
69
67
68
61
184
223
211
279
209
56
64
81
44
Numbers of Teachers Leaving
Category Analysis (2008-09)
45
LEA
Code
10
20
30
40
50
60
70
80
90
100
110
111
120
130
132
140
150
160
170
180
181
182
190
200
210
220
230
240
241
250
260
LEA
Alamance-Burlington
Alexander
Alleghany
Anson
Ashe
Avery
Beaufort
Bertie
Bladen
Brunswick
Buncombe
Asheville City
Burke
Cabarrus
Kannapolis
Caldwell
Camden
Carteret
Caswell
Catawba
Hickory Public
Newton Conover
Chatham
Cherokee
Edenton-Chowan
Clay
Cleveland
Columbus
Whiteville City
Craven
Cumberland
Total
Teachers
1522
351
132
293
255
187
525
208
376
777
1682
329
1065
1846
387
892
134
660
228
1136
310
217
584
287
189
106
1202
459
177
1005
3759
Teachers
Leaving
210
25
16
50
20
22
67
34
43
95
173
38
102
178
54
102
1
75
33
118
43
29
89
26
31
8
110
59
28
141
589
Remained
Remaining in
Education
68
9
4
24
4
7
21
7
10
36
50
11
36
60
21
34
0
2
9
44
19
11
27
9
8
5
36
13
9
44
107
%
32.38%
36.00%
25.00%
48.00%
20.00%
31.82%
31.34%
20.59%
23.26%
37.89%
28.90%
28.95%
35.29%
33.71%
38.89%
33.33%
0.00%
2.67%
27.27%
37.29%
44.19%
37.93%
30.34%
34.62%
25.81%
62.50%
32.73%
22.03%
32.14%
31.21%
18.17%
Reasons
beyond
control
80
9
7
14
9
11
28
14
21
34
69
14
56
58
19
41
1
51
13
55
15
12
36
13
16
3
52
33
12
47
236
%
38.10%
36.00%
43.75%
28.00%
45.00%
50.00%
41.79%
41.18%
48.84%
35.79%
39.88%
36.84%
54.90%
32.58%
35.19%
40.20%
100.00%
68.00%
39.39%
46.61%
34.88%
41.38%
40.45%
50.00%
51.61%
37.50%
47.27%
55.93%
42.86%
33.33%
40.07%
Reasons that
might be
reduced
58
7
3
10
5
3
6
12
9
15
36
9
6
53
10
20
0
22
8
9
3
5
26
4
4
0
21
12
4
34
151
%
27.62%
28.00%
18.75%
20.00%
25.00%
13.64%
8.96%
35.29%
20.93%
15.79%
20.81%
23.68%
5.88%
29.78%
18.52%
19.61%
0.00%
29.33%
24.24%
7.63%
6.98%
17.24%
29.21%
15.38%
12.90%
0.00%
19.09%
20.34%
14.29%
24.11%
25.64%
Reasons
Initiated
by the
LEA
4
0
2
2
2
1
12
1
3
10
18
4
4
7
4
7
0
0
3
10
6
1
0
0
3
0
1
1
3
16
95
%
1.90%
0.00%
12.50%
4.00%
10.00%
4.55%
17.91%
2.94%
6.98%
10.53%
10.40%
10.53%
3.92%
3.93%
7.41%
6.86%
0.00%
0.00%
9.09%
8.47%
13.95%
3.45%
0.00%
0.00%
9.68%
0.00%
0.91%
1.69%
10.71%
11.35%
16.13%
LEA
Code
270
280
290
291
292
300
310
320
330
46
340
350
360
370
380
390
400
410
420
421
422
430
440
450
460
470
480
490
491
500
510
520
530
LEA
Currituck
Dare
Davidson
Lexington City
Thomasville City
Davie
Duplin
Durham
Edgecombe
Forsyth-Winston
Salem
Franklin
Gaston
Gates
Graham
Granville
Greene
Guilford
Halifax
Roanoke Rapids City
Weldon City
Harnett
Haywood
Henderson
Hertford
Hoke
Hyde
Iredell-Statesville
Mooresville Graded
Jackson
Johnston
Jones
Lee
Total
Teachers
270
395
1259
236
191
450
611
2326
474
Teachers
Leaving
22
32
119
40
43
46
73
395
83
Remained
Remaining in
Education
3
4
48
17
26
8
33
161
29
3970
574
2066
157
88
573
227
5010
318
197
77
1279
559
916
250
514
73
1417
358
270
2110
109
618
426
77
260
17
11
74
24
645
65
21
16
210
44
97
43
112
12
175
41
46
262
28
94
116
16
78
9
4
25
7
177
14
8
7
56
13
31
13
42
2
67
19
15
74
13
31
%
13.64%
12.50%
40.34%
42.50%
60.47%
17.39%
45.21%
40.76%
34.94%
Reasons
beyond
control
9
12
38
15
7
23
29
107
29
27.23%
20.78%
30.00%
52.94%
36.36%
33.78%
29.17%
27.44%
21.54%
38.10%
43.75%
26.67%
29.55%
31.96%
30.23%
37.50%
16.67%
38.29%
46.34%
32.61%
28.24%
46.43%
32.98%
207
35
115
3
5
24
9
214
36
8
2
60
14
31
19
29
8
68
12
17
127
5
37
%
40.91%
37.50%
31.93%
37.50%
16.28%
50.00%
39.73%
27.09%
34.94%
Reasons that
might be
reduced
5
12
26
8
4
8
11
118
15
48.59%
45.45%
44.23%
17.65%
45.45%
32.43%
37.50%
33.18%
55.38%
38.10%
12.50%
28.57%
31.82%
31.96%
44.19%
25.89%
66.67%
38.86%
29.27%
36.96%
48.47%
17.86%
39.36%
93
26
51
4
2
22
8
166
9
5
5
76
9
34
11
38
1
28
6
9
44
10
26
%
22.73%
37.50%
21.85%
20.00%
9.30%
17.39%
15.07%
29.87%
18.07%
Reasons
Initiated
by the
LEA
5
4
7
0
6
7
0
9
10
%
22.73%
12.50%
5.88%
0.00%
13.95%
15.22%
0.00%
2.28%
12.05%
21.83%
33.77%
19.62%
23.53%
18.18%
29.73%
33.33%
25.74%
13.85%
23.81%
31.25%
36.19%
20.45%
35.05%
25.58%
33.93%
8.33%
16.00%
14.63%
19.57%
16.79%
35.71%
27.66%
10
0
16
1
0
3
0
88
6
0
2
18
8
1
0
3
1
12
4
5
17
0
0
2.35%
0.00%
6.15%
5.88%
0.00%
4.05%
0.00%
13.64%
9.23%
0.00%
12.50%
8.57%
18.18%
1.03%
0.00%
2.68%
8.33%
6.86%
9.76%
10.87%
6.49%
0.00%
0.00%
LEA
Code
540
550
560
570
580
590
47
600
610
620
630
640
650
660
670
680
681
690
700
710
720
730
740
750
760
761
770
780
790
800
810
820
LEA
Lenoir
Lincoln
Macon
Madison
Martin
McDowell
CharlotteMecklenburg
Mitchell
Montgomery
Moore
Nash-Rocky Mount
New Hanover
Northampton
Onslow
Orange
Chapel Hill-Carrboro
Pamlico
Pasquotank-Elizabeth
City
Pender
Perquimans
Person
Pitt
Polk
Randolph
Asheboro City
Richmond
Robeson
Rockingham
Rowan-Salisbury
Rutherford
Sampson
Remained
Remaining in
Education
36
16
3
5
21
9
%
29.27%
17.98%
6.00%
18.52%
46.67%
20.00%
Reasons
beyond
control
65
48
24
14
21
12
Total
Teachers
681
814
324
193
311
458
Teachers
Leaving
123
89
50
27
45
45
8996
163
328
817
1164
1612
228
1513
529
894
132
1194
12
48
88
155
163
53
229
83
106
26
86
19
28
41
41
24
49
43
29
3
7.20%
0.00%
39.58%
31.82%
26.45%
25.15%
45.28%
21.40%
51.81%
27.36%
11.54%
465
536
129
406
1683
196
1253
324
571
1580
986
1450
648
550
69
70
17
79
241
15
137
59
97
243
88
199
49
63
6
26
5
40
36
3
53
28
48
90
27
67
16
31
8.70%
37.14%
29.41%
50.63%
14.94%
20.00%
38.69%
47.46%
49.48%
37.04%
30.68%
33.67%
32.65%
49.21%
%
13.01%
25.84%
30.00%
11.11%
6.67%
37.78%
Reasons
Initiated
by the
LEA
6
2
8
5
0
7
%
4.88%
2.25%
16.00%
18.52%
0.00%
15.56%
456
3
12
22
12
49
11
54
13
18
2
38.19%
25.00%
25.00%
25.00%
7.74%
30.06%
20.75%
23.58%
15.66%
16.98%
7.69%
99
3
5
8
17
17
3
5
1
9
7
8.29%
25.00%
10.42%
9.09%
10.97%
10.43%
5.66%
2.18%
1.20%
8.49%
26.92%
24
17
3
16
68
5
20
9
6
48
7
50
6
7
34.78%
24.29%
17.65%
20.25%
28.22%
33.33%
14.60%
15.25%
6.19%
19.75%
7.95%
25.13%
12.24%
11.11%
4
0
2
7
23
4
8
0
2
1
9
13
4
1
5.80%
0.00%
11.76%
8.86%
9.54%
26.67%
5.84%
0.00%
2.06%
0.41%
10.23%
6.53%
8.16%
1.59%
%
52.85%
53.93%
48.00%
51.85%
46.67%
26.67%
Reasons that
might be
reduced
16
23
15
3
3
17
553
6
12
30
85
56
15
121
26
50
14
46.31%
50.00%
25.00%
34.09%
54.84%
34.36%
28.30%
52.84%
31.33%
47.17%
53.85%
35
27
7
16
114
3
56
22
41
104
45
69
23
24
50.72%
38.57%
41.18%
20.25%
47.30%
20.00%
40.88%
37.29%
42.27%
42.80%
51.14%
34.67%
46.94%
38.10%
48
LEA
Code
821
830
840
850
860
861
862
870
880
890
900
910
920
930
940
950
960
970
980
990
995
LEA
Clinton City
Scotland
Stanly
Stokes
Surry
Elkin
Mount Airy City
Swain
Transylvania
Tyrrell
Union
Vance
Wake
Warren
Washington
Watauga
Wayne
Wilkes
Wilson
Yadkin
Yancey
TOTALS
Total
Teachers
220
544
707
501
616
96
133
150
273
54
2491
572
9319
195
170
363
1359
662
812
407
185
Teachers
Leaving
37
85
84
60
67
9
15
18
27
9
338
113
1036
37
16
27
149
77
109
37
21
Remained
Remaining in
Education
18
5
32
29
22
3
2
6
10
3
35
52
255
11
4
12
48
17
36
17
7
98, 985
12,595
3464
%
48.65%
5.88%
38.10%
48.33%
32.84%
33.33%
13.33%
33.33%
37.04%
33.33%
10.36%
46.02%
24.61%
29.73%
25.00%
44.44%
32.21%
22.08%
33.03%
45.95%
33.33%
Reasons
beyond
control
12
18
41
20
21
4
9
5
12
5
147
40
377
18
9
9
76
37
54
15
7
27.50%
5107
%
32.43%
21.18%
48.81%
33.33%
31.34%
44.44%
60.00%
27.78%
44.44%
55.56%
43.49%
35.40%
36.39%
48.65%
56.25%
33.33%
51.01%
48.05%
49.54%
40.54%
33.33%
Reasons that
might be
reduced
2
61
9
10
16
2
1
4
2
0
119
15
255
6
3
4
22
7
6
3
3
40.55%
3020
%
5.41%
71.76%
10.71%
16.67%
23.88%
22.22%
6.67%
22.22%
7.41%
0.00%
35.21%
13.27%
24.61%
16.22%
18.75%
14.81%
14.77%
9.09%
5.50%
8.11%
14.29%
Reasons
Initiated
by the
LEA
5
1
2
1
8
0
3
3
3
1
37
6
149
2
0
2
3
16
13
2
4
%
13.51%
1.18%
2.38%
1.67%
11.94%
0.00%
20.00%
16.67%
11.11%
11.11%
10.95%
5.31%
14.38%
5.41%
0.00%
7.41%
2.01%
20.78%
11.93%
5.41%
19.05%
23.98%
1004
7.97%
Appendix G
Teacher Turnover and Teacher Working Conditions
49
Teacher Working Conditions in 2009 High and Low Turnover Districts
by
Eric Hirsch and Andrew Sioberg, New Teacher Center
An examination of the highest and lowest turnover districts from 2009 reinforces what has already been documented in
analyses of the 2008 North Carolina Teacher Working Conditions Survey: teacher attrition is a serious problem facing many
districts – and improving working conditions are a potentially powerful lever to help address the issue. Evidence throughout
the survey indicates that teachers with positive perceptions about their working conditions, particularly in the areas of
leadership and decision-making, want to remain working in their current school.
Analyses from the 2008 Teacher Working Conditions Survey discovered similar patterns to previous iterations of the survey
and corroborated by other research, the presence of working conditions is strongly connected to the future employment plans
of North Carolina teachers and actual attrition. Teachers in the lowest turnover schools are significantly more likely to note
the presence of an atmosphere of trust and effective school leadership and effective School Improvement Teams. Consider the
following
Teachers who indicate that they want to remain teaching in their current school are almost three times more
likely to report that the School Improvement Team is effective and almost twice as likely to report that
teachers play at least a large role in school improvement planning. In looking at actual attrition, the
greatest differences between the highest and lowest turnover schools at all levels is the overall perception
of the school being a good place to work and learn, the effectiveness of the School Improvement Team, the
presence of an atmosphere of trust and mutual respect, and the ability of leadership to shield teachers from
disruption.
Statistical models demonstrate that different working conditions are significant at different school levels in
explaining teacher attrition.
o
At the elementary school level, school leadership was statistically significant in explaining school
level turnover. Higher percentage of fully licensed teachers and the proportion of educators with
advanced degrees were also significant.
o
At the middle school level, the role of teachers in making decision—from teaching and classroom
to school wide practices—were significant in explaining teacher turnover. Teachers in lower
turnover schools were significantly more likely to play a large role in making various decisions.
Smaller middle schools, those with higher proportion of licensed teachers and those serving less
diverse students were more likely to have lower turnover.
o
For high schools, those with higher rates of agreement in the area of facilities and resources were
significantly more likely to have lower teacher attrition. The proportion of fully licensed teachers
and school size were significant influences as well.
For detailed findings and discussion on the 2008 survey, please refer to the information located online at
www.ncteachingconditions.org
On the 2008 North Carolina Teacher Working Conditions Survey, more than one-third (37 percent) of teachers indicate
that school leadership is the most important working condition influencing their decision about where to work (Figure
1). About twice as many teachers selected school leadership as facilities, resources, and time. Approximately onequarter (23 percent) of teachers report that empowerment is most important in deciding whether to remain working in
their current school.
50
Figure 1
Working Conditions Perceived by Teachers as Most Important to Their Future Employment Plans
Differences in Teacher Working Conditions between High and Low Turnover Districts
An examination of the questions with the greatest differences between the highest ten and lowest ten turnover rate districts
in North Carolina in 2009 corroborate teachers‘ views about the importance of school leadership (Table 1) 1.
There are variations in perceptions in the sufficiency of resources across high and low turnover districts. For
example, eight out of ten teachers (83 percent) in lowest turnover districts agree that they have sufficient access to
office equipment and supplies compared to six out of ten (62 percent) teachers in high turnover districts.
Educators in low turnover school districts (75 percent) are more likely to agree there is an atmosphere of trust and
mutual respect within their school than those educators in schools with high turnovers (59 percent). The ability
leadership to support teachers, specifically in teachers‘ efforts to maintain discipline and enforce rules of student
conduct were significantly different across high and low turnover districts.
About two-thirds of educators in low turnover school districts (66 percent) indicate that school leadership shields
teachers from disruptions compared to about half (51 percent) in those with the highest turnover.
1
Ten highest turnover districts: Jones, Northampton, Thomasville City, Hoke, Weldon City, Halifax, Vance,
Pamlico, Person, Warren. Ten lowest turnover districts: Camden, Alexander, Mitchell, Watauga, Clay, Rutherford,
Polk, Ashe, Haywood, Dare.
51
Table 1
Questions with the Greatest Differences between the Top Ten Highest and Lowest Turnover School Districts
Percent Agreeing
Average
Agreement for
10 Least
Turnover
LEAs in 2009
Average
Agreement for
10 Highest
Turnover LEAs
in 2009
Teachers have sufficient access to office equipment and
supplies such as copy machines, paper, pens, etc.
83
62
21
Sufficient funds and resources are available to allow teachers
to take advantage of professional development activities.
62
42
20
There is an atmosphere of trust and mutual respect within the
school.
75
59
16
66
51
15
Teachers have sufficient access to appropriate instructional
materials and resources.
The school leadership shields teachers from disruptions,
allowing teachers to focus on educating students.
83
68
15
74
61
13
The school leadership support teachers' efforts to maintain
discipline in the classroom.
78
65
13
66
12
57
12
2008 Teacher Working Conditions Survey Item
School leadership tries to minimize the amount of routine
administrative paperwork required of teachers.
78
The school leadership consistently supports teachers.
The school leadership consistently enforces rules for student
69
conduct.
The faculty is committed to helping every student learn.
91
Note: Table is organized by questions with the greatest differences between the top
districts. Agreement includes those who ―agree‖ or ―strongly agree‖ to the question.
Difference
80
11
10 highest and lowest turnover
There are areas where working conditions appear similar across the sets of districts as well. About two thirds of
teachers in both high and low performing districts agree that teachers are provided opportunities to learn from one
another. About six in ten teachers in both groups acknowledged they have time available to collaborate with their
colleagues. Both groups also reported the staff works in a school environment that is clean and well maintained.
These results should be viewed with some caution, as there is great variation in working conditions in schools within and
across the school districts examined. Several schools in the highest turnover districts report have more positive conditions
than schools those in the lowest. But even with these cautions, it appears that working conditions are important to retaining
teachers across North Carolina school districts. Supportive school leaders with sufficient resources working in trusting
environments are key ingredients to low teacher turnover within schools and districts.
52