Comparison of
LEA Reported Teacher Turnover
School Report Card LEA Teacher Turnover
and
Teacher Working Conditions Survey Results
December 2007
46
Comparison of
LEA Reported Teacher Turnover
School Report Card LEA Teacher Turnover
and
Teacher Working Conditions Survey Results
The following pages provide comparisons of teacher turnover as reported by the LEAs, teacher
turnover as calculated at the LEA level for the School Report Card (SRC), and responses to
selected questions on the Teacher Working Conditions Survey (TWC).
On an annual basis, LEAs are asked to provide information on the reasons teachers leave. As
part of this report, LEAs report the total number of teachers leaving. For the School Report
Card, teacher turnover is calculated using the actual individuals coded as being paid as teachers
in the Licensure/Salary database in March of one year (in this case, 2006) to the actual
individuals coded as being paid as teachers in the Licensure/Salary database in March of the
second year (in this case, 2007). The Teacher Working Conditions Survey results are from the
Spring 2006 administration.
LEAs reported an average turnover rate of 12.3%. Based on the School Report Card data, the
LEA turnover rate is 16.3%. Based on the School Report Card data, the state turnover rate
(individuals employed as teachers in any LEA in March 2006 and in any LEA in March 2007) is
12.6%.
Pages 4-7
Detail the teacher turnover reported by LEAs compared to the teacher turnover
generated for the School Report Card.
Pages 8-10
Compare the teacher turnover rankings of LEAs based on the turnover reported
by the LEAs and the teacher turnover generated for the School Report Card.
Note: The rank of 1 denotes the lowest turnover; the rank of 115 denotes the
highest turnover. When the turnover percents were the same, each LEA
received the lower ranking (e.g., if LEAs 7 and 8 had the same turnover percent,
they both received the ranking of 7 and the next system received a ranking of 9).
Pages 11-14
Provide a comparison of predicted turnover (based on the percent of teachers
indicating they intended to stay in their positions on the TWC Survey) to LEA
reported and SRC generated teacher turnover.
Pages 15-18
Provide comparisons of teachers who left the NC Public Schools to the teachers
who moved to another LEA within NC.
47
Pages 19-21
Provide a comparison of teacher responses to selected items on the Teacher
Working Conditions Survey by turnover quartiles. Quartile 1 represents the
25% of the LEAs with the lowest turnover based on the School Report Card
turnover data; Quartile 4 represents the 25% of the LEAs with the highest
turnover based on the School Report Card turnover data. In determining the
percentages, the LEA was used as the unit of measure. (i.e., the percentages
were not weighted by the number of teachers in the LEA responding).
Pages 22-26
Graphically depict the responses to the selected TWC items by quartiles.
Page 27
Details the LEAs in each of the quartiles.
Analysis of the Teacher Working Conditions Survey Data
Eric Hirsch, Director of Special Projects for The New Teacher Center at the University of
California-Santa Cruz, has conducted extensive analyses of the NC Teacher Working Conditions
Survey. He has provided the following summary based on his analyses.
The North Carolina Teacher Working Conditions Survey demonstrates what
individuals familiar with the schools already know: teacher attrition is a serious
problem facing many districts – and 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 are much more
likely to stay at their current school than educators who are more negative about
their conditions of work, particularly in the areas of leadership and empowerment.
Teachers who want to stay in their school are far more likely than those who want
to move to believe that school leadership is working to improve conditions. While
about two-thirds of teachers who want to stay believe that leadership is addressing
empowerment (62.5 percent) and leadership issues (61.6 percent), less than onequarter of those who want to keep teaching, but move to a new school believe the
same statement to be true (23.0 percent and 22.9 percent respectively.)
This connection to school leadership—its presence in communicating vision and
creating a positive and supportive atmosphere, as well as in addressing teacher
concerns about climate—is critical. When asked to select which of the working
conditions studied most influenced retention decisions, leadership was by far the
most important. Almost double the proportion of North Carolina educators listed
leadership (38 percent) as any other working condition. While time (18 percent),
empowerment (21 percent), and facilities and resources (20 percent) were all
indicated as important by about one-fifth of teachers, only five percent of North
Carolina educators listed professional development as the most critical working
condition influencing retention decisions.
48
Evidence was found to support this emphasis on leadership. While many specific
working conditions were significantly correlated with teachers’ future employment
plans, leadership had the strongest correlations with whether or not teachers
intended to stay in their current schools at all school levels. The correlations for
both leadership and empowerment were strong and significant for elementary,
middle and high schools.
The connections between actual school level turnover rate for 2005-2006 and
working conditions appears to be weaker in the areas of time and professional
development. Other turnover factors of note include:
•
Leadership and empowerment had the greatest variation between low and high
turnover schools at all levels. In particular, the creation of an atmosphere of
trust and mutual respect was the question where the greatest differences on
turnover were documented for elementary, middle and high schools.
•
The top five questions with the greatest variation were consistent across levels
and primarily in the area of leadership. Low turnover schools have educators
who agree that leadership creates a trusting environment where teachers feel
supported and protected from interruptions that interfere with teaching.
•
There is some evidence that the School Improvement Team has an effect on
teacher retention as there was significant variation at both the middle and high
school levels between high and low turnover schools.
Ultimately, the many models and correlations paint a consistent picture. School
leadership and empowerment are essential to retaining teachers. Effective
leadership that provides sufficient planning time and empowers teachers in a
trusting environment where they feel supportive is a key ingredient to lowering
teacher turnover and creating climates where all students can succeed.
49
Reported by LEAs (LEA)
LEA
50
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
School Report Card Turnover (SRC)
LEA - SRC
Teachers
Leaving
(Including VIF)
%
Turnover
1,692
398
149
334
255
214
576
229
397
790
1,907
387
1,200
1,859
426
847
144
682
247
1,099
315
241
588
318
200
100
1,321
555
273
34
15
70
9
20
85
41
57
91
214
33
116
164
46
74
10
65
27
95
50
34
73
25
25
5
106
69
16.1%
8.5%
10.1%
21.0%
3.5%
9.3%
14.8%
17.9%
14.4%
11.5%
11.2%
8.5%
9.7%
8.8%
10.8%
8.7%
6.9%
9.5%
10.9%
8.6%
15.9%
14.1%
12.4%
7.9%
12.5%
5.0%
8.0%
12.4%
1529
354
133
306
248
195
537
234
389
753
1684
335
1043
1566
348
886
122
658
235
1117
312
217
522
285
179
99
1208
475
298
44
16
63
23
31
82
62
57
130
228
67
141
212
55
105
10
80
33
155
54
40
101
35
35
14
133
63
19.5%
12.4%
12.0%
20.6%
9.3%
15.9%
15.3%
26.5%
14.7%
17.3%
13.5%
20.0%
13.5%
13.5%
15.8%
11.9%
8.2%
12.2%
14.0%
13.9%
17.3%
18.4%
19.3%
12.3%
19.6%
14.1%
11.0%
13.3%
163
44
16
28
7
19
39
-5
8
37
223
52
157
293
78
-39
22
24
12
-18
3
24
66
33
21
1
113
80
-25
-10
-1
7
-14
-11
3
-21
0
-39
-14
-34
-25
-48
-9
-31
0
-15
-6
-60
-4
-6
-28
-10
-10
-9
-27
6
186
18
9.7%
193
21
10.9%
-7
-3
Total
Teachers
Total
Teachers
Teachers
Leaving
%
Turnover
Difference in Total
Teachers
(LEA -SRC)
Difference in
Teachers Leaving
(LEA- SRC)
Reported by LEAs (LEA)
LEA
Total
Teachers
School Report Card Turnover (SRC)
Teachers
Leaving
(Including VIF)
%
Turnover
Total
Teachers
Teachers
Leaving
%
Turnover
LEA - SRC
Difference in Total
Teachers
(LEA -SRC)
Difference in
Teachers Leaving
(LEA- SRC)
Craven
1,057
118
11.2%
999
176
17.6%
58
-58
Cumberland
3,544
488
13.8%
3728
764
20.5%
-184
-276
325
25
7.7%
275
34
12.4%
50
-9
419
1,349
230
178
469
740
2,233
586
3,931
633
2,292
154
105.5
586
250
5,538
400
211
79
1,306
603
965
286
495
82
1,580
358
40
134
50
37
63
119
373
141
398
87
219
15
14
79
37
738
71
28
14
155
65
109
44
97
8
163
39
9.5%
9.9%
21.7%
20.8%
13.4%
16.1%
16.7%
24.1%
10.1%
13.7%
9.6%
9.7%
13.3%
13.5%
14.8%
13.3%
17.8%
13.3%
17.7%
11.9%
10.8%
11.3%
15.4%
19.6%
9.8%
10.3%
10.9%
408
1238
232
195
429
644
2296
514
3885
541
2057
148
89
556
232
4829
349
195
92
1172
574
876
254
482
77
1344
314
58
147
51
47
62
105
497
117
490
107
315
19
9
83
49
876
83
26
33
218
79
134
53
132
14
210
35
14.2%
11.9%
22.0%
24.1%
14.5%
16.3%
21.6%
22.8%
12.6%
19.8%
15.3%
12.8%
10.1%
14.9%
21.1%
18.1%
23.8%
13.3%
35.9%
18.6%
13.8%
15.3%
20.9%
27.4%
18.2%
15.6%
11.1%
11
111
-2
-17
40
96
-63
72
46
92
235
6
17
30
18
709
51
16
-13
134
29
89
32
13
5
236
44
-18
-13
-1
-10
1
14
-124
24
-92
-20
-96
-4
5
-4
-12
-138
-12
2
-19
-63
-14
-25
-9
-35
-6
-47
4
249
55
22.1%
271
46
17.0%
-22
9
Currituck
51
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
Reported by LEAs (LEA)
LEA
Total
Teachers
Teachers
Leaving
(Including VIF)
%
Turnover
School Report Card Turnover (SRC)
Total
Teachers
Teachers
Leaving
%
Turnover
LEA - SRC
Difference in Total
Teachers
(LEA -SRC)
Difference in
Teachers Leaving
(LEA- SRC)
52
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
Eliz. City/Pasquotank
Pender
Perquimans
Person
Pitt
Polk
Randolph
Asheboro City
Richmond
Robeson
2,114
118
678
779
793
366
232
343
480
8,921
183
362
886
1,431
1,823
243
1,613
589
1,137
138
511
571
145
497
1,758
189
1,238
362
640
1,768
322
16
108
140
74
28
23
54
29
1,411
15
41
101
192
257
20
231
99
97
18
58
63
28
65
179
21
143
47
60
187
15.2%
13.6%
15.9%
18.0%
9.3%
7.7%
9.9%
15.7%
6.0%
15.8%
8.2%
11.3%
11.4%
13.4%
14.1%
8.2%
14.3%
16.8%
8.5%
13.0%
11.4%
11.0%
19.3%
13.1%
10.2%
11.1%
11.6%
13.0%
9.4%
10.6%
1999
116
604
669
779
307
197
325
447
8324
167
341
796
1222
1547
225
1471
501
842
139
447
506
129
425
1651
208
1243
329
570
1562
353
22
100
126
118
42
41
58
54
1509
11
53
93
183
281
53
264
90
128
29
78
87
27
69
260
31
164
68
88
272
17.7%
19.0%
16.6%
18.8%
15.1%
13.7%
20.8%
17.8%
12.1%
18.1%
6.6%
15.5%
11.7%
15.0%
18.2%
23.6%
17.9%
18.0%
15.2%
20.9%
17.4%
17.2%
20.9%
16.2%
15.7%
14.9%
13.2%
20.7%
15.4%
17.4%
115
2
74
110
14
59
35
18
33
597
16
21
90
209
276
18
142
88
295
-1
64
65
16
72
107
-19
-5
33
70
206
-31
-6
8
14
-44
-14
-18
-4
-25
-98
4
-12
8
9
-24
-33
-33
9
-31
-11
-20
-24
1
-4
-81
-10
-21
-21
-28
-85
Rockingham
1,100
115
10.5%
1006
135
13.4%
94
-20
Reported by LEAs (LEA)
Total
Teachers
LEA
School Report Card Turnover (SRC)
Teachers
Leaving
(Including VIF)
%
Turnover
Total
Teachers
Teachers
Leaving
%
Turnover
LEA - SRC
Difference in Total
Teachers
(LEA -SRC)
Difference in
Teachers Leaving
(LEA- SRC)
53
Rowan-Salisbury
1,605
185
11.5%
1424
212
14.9%
181
-27
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
701
576
226
560
789
566
679
96
137
179
275
57
2,524
610
8,644
205
225
410
1,499
765
905
434
67
71
29
90
58
61
59
8
15
27
35
13
274
160
867
31
26
41
164
87
152
34
9.6%
12.3%
12.8%
16.1%
7.4%
10.8%
8.7%
8.3%
10.9%
15.1%
12.7%
22.8%
10.9%
26.2%
10.0%
15.1%
11.6%
10.0%
10.9%
11.4%
16.8%
7.8%
674
569
209
547
687
505
613
94
136
152
276
59
2102
574
8289
205
175
369
1328
669
831
387
79
92
33
100
86
90
83
13
18
25
30
8
360
141
1194
48
29
42
176
120
175
44
11.7%
16.2%
15.8%
18.3%
12.5%
17.8%
13.5%
13.8%
13.2%
16.4%
10.9%
13.6%
17.1%
24.6%
14.4%
23.4%
16.6%
11.4%
13.3%
17.9%
21.1%
11.4%
27
7
17
13
102
61
66
2
1
27
-1
-2
422
36
355
0
50
41
171
96
74
47
-12
-21
-4
-10
-28
-29
-24
-5
-3
2
5
5
-86
19
-327
-17
-3
-1
-12
-33
-23
-10
Yancey
Totals
200.5
13
6.5%
178
15
8.4%
23
-2
103,765
12776
12.3%
95,603
15,557
16.3%%
8,162
-2781
Comparison of Rankings
Rank
LEA Report
97
15
37
110
1
22
87
105
86
60
53
15
29
21
43
19
5
25
46
18
95
83
66
10
2
11
66
29
53
82
7
25
33
111
109
77
97
100
68
114
37
81
27
29
LEA
Alamance-Burlington Schools
Alexander County Schools
Alleghany County Schools
Anson County Schools
Ashe County Schools
Avery County Schools
Beaufort County Schools
Bertie County Schools
Bladen County Schools
Brunswick County Schools
Buncombe County Schools
Asheville City Schools
Burke County Schools
Cabarrus County Schools
Kannapolis City Schools
Caldwell County Schools
Camden County Schools
Carteret County Public Schools
Caswell County Schools
Catawba County Schools
Hickory City Schools
Newton Conover City Schools
Chatham County Schools
Cherokee County Schools
Clay County Schools
Cleveland County Schools
Columbus County Schools
Whiteville City Schools
Craven County Schools
Cumberland County Schools
Currituck County Schools
Dare County Schools
Davidson County Schools
Lexington City Schools
Thomasville City Schools
Davie County Schools
Duplin County Schools
Durham Public Schools
Edenton/Chowan Schools
Edgecombe County Schools
Forsyth County Schools
Franklin County Schools
Gaston County Schools
Gates County Schools
54
Rank
SRC Data
92
20
16
97
4
61
52
113
45
71
31
95
31
31
59
14
2
18
40
39
71
87
91
19
41
8
27
6
75
96
20
42
14
106
111
44
64
105
93
107
23
94
52
24
Rank
LEA Report
74
79
87
74
104
74
103
64
43
55
92
108
32
40
46
112
91
80
95
106
22
7
33
93
3
94
12
55
57
77
83
12
85
101
15
71
57
51
107
73
39
52
62
71
24
42
LEA
Graham County Schools
Granville County Schools
Greene County Schools
Guilford County Schools
Halifax County Schools
Roanoke Rapids City Schools
Weldon City Schools
Harnett County Schools
Haywood County Schools
Henderson County Schools
Hertford County Schools
Hoke County Schools
Hyde County Schools
Iredell-Statesville Schools
Mooresville Graded Schools
Jackson County Schools
Johnston County Schools
Jones County Schools
Lee County Schools
Lenoir County Public Schools
Lincoln County Schools
Macon County Schools
Madison County Schools
Martin County Schools
McDowell County Schools
Charlotte-Mecklenburg Schools
Mitchell County Schools
Montgomery County Schools
Moore County Schools
Nash-Rocky Mount Schools
New Hanover County Schools
Northampton County Schools
Onslow County Schools
Orange County Schools
Chapel Hill-Carrboro Schools
Pamlico County Schools
Pasquotank County Schools
Pender County Schools
Perquimans County Schools
Person County Schools
Pitt County Schools
Polk County Schools
Randolph County Schools
Asheboro City Schools
Richmond County Schools
Robeson County Schools
55
Rank
SRC Data
5
48
103
82
110
27
115
88
37
52
100
114
84
57
9
68
76
90
66
89
50
36
99
77
17
82
1
56
12
49
84
109
79
81
51
100
73
70
100
62
58
46
25
98
55
73
Rank
LEA Report
41
60
27
65
70
97
6
43
19
14
46
89
69
113
46
115
35
89
62
35
46
57
101
9
4
LEA
Rockingham County Schools
Rowan-Salisbury Schools
Rutherford County Schools
Sampson County Schools
Clinton City Schools
Scotland County Schools
Stanly County Schools
Stokes County Schools
Surry County Schools
Elkin City Schools
Mount Airy City Schools
Swain Co Schools
Transylvania County Schools
Tyrrell County Schools
Union County Public Schools
Vance County Schools
Wake County Schools
Warren County Schools
Washington County Schools
Watauga County Schools
Wayne County Public Schools
Wilkes County Schools
Wilson County Schools
Yadkin County Schools
Yancey County Schools
56
Rank
SRC Data
30
46
12
62
59
86
22
77
31
37
25
65
6
35
69
112
43
108
66
10
27
79
103
10
3
Which BEST DESCRIBES
your future intentions for your
professional career?
57
District
Alamance-Burlington
Alexander
Alleghany
Anson
Ashe
Avery
Beaufort
Bertie
Bladen
Brunswick
Buncombe
Asheville City
Burke
Cabarrus
Kannapolis City
Caldwell
Camden
Carteret
Caswell
Catawba
Hickory City
Newton City
Chatham
Cherokee
Chowan
Clay
Cleveland
Columbus
Whiteville City
Stay
84.1%
94.3%
91.8%
86.2%
93.5%
91.1%
90.6%
77.2%
87.8%
86.5%
88.8%
84.5%
89.7%
91.0%
90.8%
90.0%
91.0%
92.9%
92.8%
87.6%
89.4%
92.2%
86.7%
91.7%
89.3%
93.9%
92.9%
85.7%
90.0%
Move
9%
4%
5%
9%
1%
3%
4%
17%
6%
7%
5%
9%
6%
5%
4%
6%
4%
3%
4%
8%
7%
6%
9%
4%
5%
4%
4%
10%
3%
Leave
7%
1%
4%
5%
6%
6%
5%
6%
6%
6%
6%
7%
5%
4%
5%
4%
4%
4%
3%
4%
4%
2%
4%
5%
5%
2%
3%
5%
7%
Predicted
Turnover
15.9%
5.7%
8.2%
13.8%
6.5%
8.9%
9.4%
22.8%
12.2%
13.5%
11.2%
15.5%
10.3%
9.0%
9.2%
10.0%
9.0%
7.1%
7.2%
12.4%
10.6%
7.8%
13.3%
8.3%
10.7%
6.1%
7.1%
14.3%
10.0%
SRC %
Turnover
19.5%
12.4%
12.0%
20.6%
9.3%
15.9%
15.3%
26.5%
14.7%
17.3%
13.5%
20.0%
13.5%
13.5%
15.8%
11.9%
8.2%
12.2%
14.0%
13.9%
17.3%
18.4%
19.3%
12.3%
19.6%
14.1%
11.0%
13.3%
10.9%
Difference
TWC v. SRC
3.6%
6.8%
3.8%
6.7%
2.8%
7.0%
5.9%
3.7%
2.4%
3.8%
2.3%
4.5%
3.2%
4.6%
6.6%
1.9%
-0.8%
5.1%
6.8%
1.5%
6.7%
10.6%
6.1%
4.0%
8.9%
8.0%
3.9%
-1.0%
0.9%
% Reported
by LEA
16.1%
8.5%
10.1%
21.0%
3.5%
9.3%
14.8%
17.9%
14.4%
11.5%
11.2%
8.5%
9.7%
8.8%
10.8%
8.7%
6.9%
9.5%
10.9%
8.6%
15.9%
14.1%
12.4%
7.9%
12.5%
5.0%
8.0%
12.4%
9.7%
Difference
TWC v. LEA
Report
0.2%
2.9%
1.8%
7.1%
-2.9%
0.5%
5.4%
-4.9%
2.2%
-2.0%
0.0%
-7.0%
-0.6%
-0.1%
1.6%
-1.3%
-2.0%
2.5%
3.7%
-3.7%
5.3%
6.3%
-0.9%
-0.4%
1.8%
-1.1%
0.9%
-1.9%
-0.3%
Difference
SRC v. LEA
Report
3.4%
3.9%
2.0%
-0.4%
5.7%
6.6%
0.5%
8.6%
0.3%
5.7%
2.3%
11.5%
3.9%
4.7%
5.0%
3.1%
1.3%
2.6%
3.1%
5.2%
1.4%
4.3%
6.9%
4.4%
7.1%
9.1%
3.0%
0.8%
1.2%
Which BEST DESCRIBES
your future intentions for your
professional career?
58
District
Craven
Cumberland
Currituck
Dare
Davidson
Lexington City
Thomasville City
Davie
Duplin
Durham Public
Edgecombe
Forsyth
Franklin
Gaston
Gates
Graham
Granville
Greene
Guilford
Halifax
Roanoke Rapids
Weldon City
Harnett
Haywood
Henderson
Hertford
Hoke
Hyde
Iredell
Mooresville Graded
Stay
84.6%
83.9%
91.4%
89.2%
87.5%
84.3%
83.4%
91.8%
88.2%
81.3%
85.2%
89.1%
85.1%
88.0%
89.7%
88.1%
90.8%
89.2%
80.8%
78.6%
89.6%
79.1%
85.8%
92.2%
87.1%
84.1%
83.5%
94.1%
84.3%
93.2%
Move
9%
10%
4%
6%
6%
10%
9%
3%
6%
12%
11%
6%
9%
6%
1%
2%
5%
4%
13%
10%
3%
15%
8%
4%
5%
8%
12%
6%
11%
3%
Leave
7%
6%
5%
5%
6%
5%
7%
5%
6%
6%
4%
5%
5%
6%
9%
10%
5%
7%
6%
12%
7%
6%
6%
4%
8%
8%
5%
5%
4%
Predicted
Turnover
15.4%
16.1%
8.6%
10.8%
12.5%
15.7%
16.6%
8.2%
11.8%
18.7%
14.8%
10.9%
14.9%
12.0%
10.3%
11.9%
9.2%
10.8%
19.2%
21.4%
10.4%
20.9%
14.2%
7.8%
12.9%
15.9%
16.5%
5.9%
15.7%
6.8%
SRC %
Turnover
17.6%
20.5%
12.4%
14.2%
11.9%
22.0%
24.1%
14.5%
16.3%
21.6%
22.8%
12.6%
19.8%
15.3%
12.8%
10.1%
14.9%
21.1%
18.1%
23.8%
13.3%
35.9%
18.6%
13.8%
15.3%
20.9%
27.4%
18.2%
15.6%
11.1%
Difference
TWC v. SRC
2.2%
4.4%
3.7%
3.4%
-0.6%
6.3%
7.5%
6.3%
4.5%
3.0%
8.0%
1.7%
4.9%
3.4%
2.5%
-1.8%
5.7%
10.3%
-1.0%
2.4%
2.9%
14.9%
4.4%
6.0%
2.4%
4.9%
10.8%
12.3%
0.0%
4.3%
% Reported
by LEA
11.2%
13.8%
7.7%
9.5%
9.9%
21.7%
20.8%
13.4%
16.1%
16.7%
24.1%
10.1%
13.7%
9.6%
9.7%
13.3%
13.5%
14.8%
13.3%
17.8%
13.3%
17.7%
11.9%
10.8%
11.3%
15.4%
19.6%
9.8%
10.3%
10.9%
Difference
TWC v. LEA
Report
-4.3%
-2.3%
-0.9%
-1.2%
-2.5%
6.0%
4.2%
5.2%
4.3%
-2.0%
9.3%
-0.8%
-1.1%
-2.4%
-0.6%
1.4%
4.2%
4.0%
-5.8%
-3.6%
2.8%
-3.2%
-2.3%
3.0%
-1.6%
-0.5%
3.0%
3.9%
-5.4%
4.1%
Difference
SRC v. LEA
Report
6.5%
6.7%
4.7%
4.7%
1.9%
0.2%
3.3%
1.0%
0.2%
4.9%
-1.3%
2.5%
6.0%
5.8%
3.1%
-3.2%
1.4%
6.3%
4.8%
6.0%
0.1%
18.1%
6.7%
3.0%
4.0%
5.5%
7.8%
8.4%
5.3%
0.3%
Which BEST DESCRIBES
your future intentions for your
professional career?
59
District
Jackson
Johnston
Jones
Lee
Lenoir
Lincoln
Macon
Madison
Martin
McDowell
Char.-Mecklenburg
Mitchell
Montgomery
Moore
Nash
New Hanover
Northampton
Onslow
Orange
Chapel Hill-Carrboro
Pamlico
Pasquotank
Pender
Perquimans
Person
Pitt
Polk
Randolph
Asheboro City
Richmond
Stay
89.3%
88.2%
86.0%
89.9%
86.1%
91.3%
88.1%
90.7%
83.8%
93.3%
80.3%
93.5%
84.7%
89.6%
86.1%
83.9%
80.6%
86.2%
87.4%
89.1%
87.0%
85.7%
91.8%
90.7%
88.9%
84.4%
93.0%
90.8%
86.2%
92.5%
Move
4%
7%
2%
4%
8%
5%
5%
4%
7%
3%
14%
5%
8%
5%
9%
9%
11%
8%
7%
6%
8%
7%
4%
6%
8%
8%
6%
5%
9%
3%
Leave
7%
5%
12%
6%
6%
4%
7%
5%
9%
4%
6%
1%
7%
6%
5%
8%
8%
6%
6%
5%
5%
8%
4%
3%
3%
7%
1%
4%
4%
4%
Predicted
Turnover
10.7%
11.8%
14.0%
10.1%
13.9%
8.7%
11.9%
9.3%
16.2%
6.7%
19.7%
6.5%
15.3%
10.4%
13.9%
16.1%
19.4%
13.8%
12.6%
10.9%
13.0%
14.3%
8.2%
9.3%
11.1%
15.6%
7.0%
9.2%
13.8%
7.5%
SRC %
Turnover
17.0%
17.7%
19.0%
16.6%
18.8%
15.1%
13.7%
20.8%
17.8%
12.1%
18.1%
6.6%
15.5%
11.7%
15.0%
18.2%
23.6%
17.9%
18.0%
15.2%
20.9%
17.4%
17.2%
20.9%
16.2%
15.7%
14.9%
13.2%
20.7%
15.4%
Difference
TWC v. SRC
6.3%
5.9%
5.0%
6.4%
5.0%
6.5%
1.7%
11.5%
1.7%
5.4%
-1.6%
0.1%
0.3%
1.3%
1.0%
2.0%
4.2%
4.2%
5.3%
4.3%
7.9%
3.2%
9.0%
11.7%
5.2%
0.1%
7.9%
4.0%
6.8%
8.0%
% Reported
by LEA
22.1%
15.2%
13.6%
15.9%
18.0%
9.3%
7.7%
9.9%
15.7%
6.0%
15.8%
8.2%
11.3%
11.4%
13.4%
14.1%
8.2%
14.3%
16.8%
8.5%
13.0%
11.4%
11.0%
19.3%
13.1%
10.2%
11.1%
11.6%
13.0%
9.4%
Difference
TWC v. LEA
Report
11.4%
3.4%
-0.4%
5.8%
4.1%
0.7%
-4.3%
0.6%
-0.4%
-0.6%
-3.9%
1.7%
-3.9%
1.0%
-0.5%
-2.0%
-11.2%
0.5%
4.2%
-2.4%
0.1%
-2.9%
2.8%
10.1%
2.0%
-5.5%
4.1%
2.4%
-0.9%
1.9%
Difference
SRC v. LEA
Report
-5.1%
2.4%
5.4%
0.6%
0.9%
5.8%
6.0%
10.9%
2.1%
6.0%
2.3%
-1.6%
4.2%
0.3%
1.6%
4.1%
15.3%
3.6%
1.2%
6.7%
7.8%
6.1%
6.2%
1.6%
3.2%
5.6%
3.8%
1.6%
7.7%
6.1%
Which BEST DESCRIBES
your future intentions for your
professional career?
60
District
Robeson
Rockingham
Rowan
Rutherford
Sampson
Clinton City
Scotland
Stanly-Albemarle
Stokes
Surry
Elkin City
Mt. Airy City
Swain
Transylvania
Tyrrell
Union
Vance
Wake
Warren
Washington
Watauga
Wayne
Wilkes
Wilson
Yadkin
Yancey
Stay
88.3%
87.5%
90.3%
90.3%
89.9%
93.9%
86.0%
92.8%
88.7%
89.4%
94.5%
91.2%
89.3%
90.3%
88.5%
89.3%
82.0%
87.1%
77.8%
86.8%
93.6%
87.5%
83.9%
88.2%
92.6%
94.7%
Move
8%
7%
7%
4%
6%
3%
10%
4%
7%
5%
4%
4%
6%
4%
10%
7%
10%
7%
9%
8%
3%
8%
9%
7%
5%
3%
Leave
4%
6%
3%
6%
4%
3%
4%
4%
5%
6%
1%
5%
5%
5%
2%
4%
8%
6%
13%
5%
3%
4%
7%
5%
2%
3%
Predicted
Turnover
11.7%
12.5%
9.7%
9.7%
10.1%
6.1%
14.0%
7.2%
11.3%
10.6%
5.5%
8.8%
10.7%
9.7%
11.5%
10.7%
18.0%
12.9%
22.2%
13.2%
6.4%
12.5%
16.1%
11.8%
7.4%
5.3%
SRC %
Turnover
17.4%
13.4%
14.9%
11.7%
16.2%
15.8%
18.3%
12.5%
17.8%
13.5%
13.8%
13.2%
16.4%
10.9%
13.6%
17.1%
24.6%
14.4%
23.4%
16.6%
11.4%
13.3%
17.9%
21.1%
11.4%
8.4%
Difference
TWC v. SRC
5.7%
0.9%
5.1%
2.0%
6.1%
9.6%
4.3%
5.3%
6.5%
2.9%
8.4%
4.5%
5.7%
1.2%
2.0%
6.4%
6.5%
1.5%
1.2%
3.4%
5.0%
0.8%
1.8%
9.3%
3.9%
3.1%
% Reported
by LEA
10.6%
10.5%
11.5%
9.6%
12.3%
12.8%
16.1%
7.4%
10.8%
8.7%
8.3%
10.9%
15.1%
12.7%
22.8%
10.9%
26.2%
10.0%
15.1%
11.6%
10.0%
10.9%
11.4%
16.8%
7.8%
6.5%
Difference
TWC v. LEA
Report
-1.2%
-2.1%
1.8%
-0.1%
2.3%
6.7%
2.1%
0.1%
-0.5%
-1.9%
2.9%
2.2%
4.4%
3.1%
11.3%
0.2%
8.2%
-2.9%
-7.1%
-1.7%
3.6%
-1.5%
-4.8%
5.0%
0.4%
1.2%
Difference
SRC v. LEA
Report
6.8%
3.0%
3.4%
2.2%
3.8%
3.0%
2.2%
5.2%
7.0%
4.9%
5.5%
2.3%
1.4%
-1.9%
-9.2%
6.3%
-1.7%
4.4%
8.3%
5.0%
1.4%
2.3%
6.6%
4.3%
3.5%
1.9%
61
LEA Name
Alamance-Burlington Schools
Alexander County Schools
Alleghany County Schools
Anson County Schools
Ashe County Schools
Avery County Schools
Beaufort County Schools
Bertie County Schools
Bladen County Schools
Brunswick County Schools
Buncombe County Schools
Asheville City Schools
Burke County Schools
Cabarrus County Schools
Kannapolis City Schools
Caldwell County Schools
Camden County Schools
Carteret County Schools
Caswell County Schools
Catawba County Schools
Hickory City Schools
Newton Conover City Schools
Chatham County Schools
Cherokee County Schools
Edenton/Chowan Schools
Clay County Schools
Cleveland County Schools
Columbus County Schools
Whiteville City Schools
March
2006 Tchr
Count
1,529
354
133
306
248
195
537
234
389
753
1,684
335
1,043
1,566
348
886
122
658
235
1,117
312
217
522
285
179
99
1,208
475
193
Tchrs That
Left
298
44
16
63
23
31
82
62
57
130
228
67
141
212
55
105
10
80
33
155
54
40
101
35
35
14
133
63
21
Turnover
Percent
19.5
12.4
12.0
20.6
9.3
15.9
15.3
26.5
14.7
17.3
13.5
20.0
13.5
13.5
15.8
11.9
8.2
12.2
14.0
13.9
17.3
18.4
19.3
12.3
19.6
14.1
11.0
13.3
10.9
Leavers
195
30
11
40
21
27
65
43
39
98
189
58
101
164
33
81
6
62
29
125
31
33
62
28
25
14
111
43
12
%
Leavers/Total
12.8%
8.5%
8.3%
13.1%
8.5%
13.8%
12.1%
18.4%
10.0%
13.0%
11.2%
17.3%
9.7%
10.5%
9.5%
9.1%
4.9%
9.4%
12.3%
11.2%
9.9%
15.2%
11.9%
9.8%
14.0%
14.1%
9.2%
9.1%
6.2%
Tchrs that Left
Emp Else
Where in NC
103
14
5
23
2
4
17
19
18
32
39
9
40
48
22
24
4
18
4
30
23
7
39
7
10
0
22
20
9
Movers/Total
that Left
34.6%
31.8%
31.3%
36.5%
8.7%
12.9%
20.7%
30.6%
31.6%
24.6%
17.1%
13.4%
28.4%
22.6%
40.0%
22.9%
40.0%
22.5%
12.1%
19.4%
42.6%
17.5%
38.6%
20.0%
28.6%
0.0%
16.5%
31.7%
42.9%
62
LEA Name
Craven County Schools
Cumberland County Schools
Currituck County Schools
Dare County Schools
Davidson County Schools
Lexington City Schools
Thomasville City Schools
Davie County Schools
Duplin County Schools
Durham Public Schools
Edgecombe County Schools
Forsyth County Schools
Franklin County Schools
Gaston County Schools
Gates County Schools
Graham County Schools
Granville County Schools
Greene County Schools
Guilford County Schools
Halifax County Schools
Roanoke Rapids City Schools
Weldon City Schools
Harnett County Schools
Haywood County Schools
Henderson County Schools
Hertford County Schools
Hoke County Schools
Hyde County Schools
Iredell-Statesville Schools
Mooresville City Schools
March
2006 Tchr
Count
999
3,728
275
408
1,238
232
195
429
644
2,296
514
3,885
541
2,057
148
89
556
232
4,829
349
195
92
1,172
574
876
254
482
77
1,344
314
Tchrs That
Left
176
764
34
58
147
51
47
62
105
497
117
490
107
315
19
9
83
49
876
83
26
33
218
79
134
53
132
14
210
35
Turnover
Percent
17.6
20.5
12.4
14.2
11.9
22.0
24.1
14.5
16.3
21.6
22.8
12.6
19.8
15.3
12.8
10.1
14.9
21.1
18.1
23.8
13.3
35.9
18.6
13.8
15.3
20.9
27.4
18.2
15.6
11.1
Leavers
142
641
27
49
104
35
35
42
69
347
78
407
75
254
15
8
56
33
684
55
20
23
157
67
116
42
95
10
139
25
%
Leavers/Total
14.2%
17.2%
9.8%
12.0%
8.4%
15.1%
17.9%
9.8%
10.7%
15.1%
15.2%
10.5%
13.9%
12.3%
10.1%
9.0%
10.1%
14.2%
14.2%
15.8%
10.3%
25.0%
13.4%
11.7%
13.2%
16.5%
19.7%
13.0%
10.3%
8.0%
Tchrs that Left
Emp Else
Where in NC
34
123
7
9
43
16
12
20
36
150
39
83
32
61
4
1
27
16
192
28
6
10
61
12
18
11
37
4
71
10
Movers/Total
that Left
19.3%
16.1%
20.6%
15.5%
29.3%
31.4%
25.5%
32.3%
34.3%
30.2%
33.3%
16.9%
29.9%
19.4%
21.1%
11.1%
32.5%
32.7%
21.9%
33.7%
23.1%
30.3%
28.0%
15.2%
13.4%
20.8%
28.0%
28.6%
33.8%
28.6%
63
LEA Name
Jackson County Schools
Johnston County Schools
Jones County Schools
Lee County Schools
Lenoir County Public Schools
Lincoln County Schools
Macon County Schools
Madison County Schools
Martin County Schools
McDowell County Schools
Charlotte-Mecklenburg Schools
Mitchell County Schools
Montgomery County Schools
Moore County Schools
Nash-Rocky Mount Schools
New Hanover County Schools
Northampton County Schools
Onslow County Schools
Orange County Schools
Chapel Hill-Carrboro Schools
Pamlico County Schools
Pasquotank County Schools
Pender County Schools
Perquimans County Schools
Person County Schools
Pitt County Schools
Polk County Schools
Randolph County Schools
Asheboro City Schools
Richmond County Schools
March
2006 Tchr
Count
271
1,999
116
604
669
779
307
197
325
447
8,324
167
341
796
1,222
1,547
225
1,471
501
842
139
447
506
129
425
1,651
208
1,243
329
570
Tchrs That
Left
46
353
22
100
126
118
42
41
58
54
1,509
11
53
93
183
281
53
264
90
128
29
78
87
27
69
260
31
164
68
88
Turnover
Percent
17.0
17.7
19.0
16.6
18.8
15.1
13.7
20.8
17.8
12.1
18.1
6.6
15.5
11.7
15.0
18.2
23.6
17.9
18.0
15.2
20.9
17.4
17.2
20.9
16.2
15.7
14.9
13.2
20.7
15.4
Leavers
38
244
20
72
81
89
33
36
38
48
1,260
10
34
72
138
229
44
217
56
98
24
60
59
14
53
194
27
119
46
73
%
Leavers/Total
14.0%
12.2%
17.2%
11.9%
12.1%
11.4%
10.7%
18.3%
11.7%
10.7%
15.1%
6.0%
10.0%
9.0%
11.3%
14.8%
19.6%
14.8%
11.2%
11.6%
17.3%
13.4%
11.7%
10.9%
12.5%
11.8%
13.0%
9.6%
14.0%
12.8%
Tchrs that Left
Emp Else
Where in NC
8
109
2
28
45
29
9
5
20
6
249
1
19
21
45
52
9
47
34
30
5
18
28
13
16
66
4
45
22
15
Movers/Total
that Left
17.4%
30.9%
9.1%
28.0%
35.7%
24.6%
21.4%
12.2%
34.5%
11.1%
16.5%
9.1%
35.8%
22.6%
24.6%
18.5%
17.0%
17.8%
37.8%
23.4%
17.2%
23.1%
32.2%
48.1%
23.2%
25.4%
12.9%
27.4%
32.4%
17.0%
64
LEA Name
Robeson County Schools
Rockingham County Schools
Rowan-Salisbury Schools
Rutherford County Schools
Sampson County Schools
Clinton City Schools
Scotland County Schools
Stanly County Schools
Stokes County Schools
Surry County Schools
Elkin City Schools
Mount Airy City Schools
Swain Co Schools
Transylvania County Schools
Tyrrell County Schools
Union County Public Schools
Vance County Schools
Wake County Schools
Warren County Schools
Washington County Schools
Watauga County Schools
Wayne County Public Schools
Wilkes County Schools
Wilson County Schools
Yadkin County Schools
Yancey County Schools
Total
March
2006 Tchr
Count
1,562
1,006
1,424
674
569
209
547
687
505
613
94
136
152
276
59
2,102
574
8,289
205
175
369
1,328
669
831
387
178
95,603
Tchrs That
Left
272
135
212
79
92
33
100
86
90
83
13
18
25
30
8
360
141
1,194
48
29
42
176
120
175
44
15
15,557
Turnover
Percent
17.4
13.4
14.9
11.7
16.2
15.8
18.3
12.5
17.8
13.5
13.8
13.2
16.4
10.9
13.6
17.1
24.6
14.4
23.4
16.6
11.4
13.3
17.9
21.1
11.4
8.4
16.3%
Leavers
224
105
156
66
64
26
76
69
57
63
10
10
18
22
4
297
117
1,048
36
20
34
134
87
109
26
13
12,043
%
Leavers/Total
14.3%
10.4%
11.0%
9.8%
11.2%
12.4%
13.9%
10.0%
11.3%
10.3%
10.6%
7.4%
11.8%
8.0%
6.8%
14.1%
20.4%
12.6%
17.6%
11.4%
9.2%
10.1%
13.0%
13.1%
6.7%
7.3%
12.6%
Tchrs that Left
Emp Else
Where in NC
48
30
56
13
28
7
24
17
33
20
3
8
7
8
4
63
24
146
12
9
8
42
33
66
18
2
3,514
Movers/Total
that Left
17.6%
22.2%
26.4%
16.5%
30.4%
21.2%
24.0%
19.8%
36.7%
24.1%
23.1%
44.4%
28.0%
26.7%
50.0%
17.5%
17.0%
12.2%
25.0%
31.0%
19.0%
23.9%
27.5%
37.7%
40.9%
13.3%
22.6%
Responses to Selected Questions on the Teacher Working Conditions Survey
Numbers reflect average percent of teachers agreeing with the question. The LEA is the unit of measure.
Teacher Responses by Quartiles
Q1
Q2
Q3
Q4
Difference
Between
Q1 and
Q4
School Report Card LEA Turnover (LEA Average)
11.5
14.5
17.3
22.1
-10.6
School leadership tries to minimize the amount of routine
administrative paperwork required of teachers.
59
56
54
49
10
There is an atmosphere of trust and mutual respect within
the school.
69
65
63
59
10
Overall, my school is a good place to work and learn.
83
82
78
73
10
Teachers are trusted to make sound professional decisions
about instruction.
78
75
73
69
9
Teachers and staff work in a school environment that is
safe.
87
86
84
79
8
The faculty are committed to helping every student learn.
89
86
85
81
8
The school leadership shields teachers from disruptions,
allowing teachers to focus on educating students.
64
64
59
56
8
Overall, the school leadership in my school is effective.
68
67
65
60
8
Teachers have sufficient access to office equipment and
supplies such as copy machines, paper, pens, etc.
76
75
69
69
7
The school leadership consistently enforces rules for
student conduct.
63
61
56
56
7
The school leadership support teachers’ efforts to maintain
discipline in the classroom.
73
73
67
66
7
Teachers have sufficient access to appropriate instructional
materials and resources.
76
75
72
70
6
Teachers are centrally involved in decision-making about
educational issues.
57
56
54
51
6
The school leadership consistently supports teachers.
71
71
68
65
6
The faculty and staff have a shared vision.
71
68
68
65
6
Teachers are protected from duties that interfere with their
essential role of educating students.
50
49
47
45
5
The non-instructional time provided for teachers in my
school is sufficient.
50
49
48
45
5
The school leadership communicates clear expectations to
students and parents.
75
74
73
70
5
65
Teacher Responses by Quartiles
Q1
Q2
Q3
Q4
Difference
Between
Q1 and
Q4
Teacher performance evaluations are handled in an
appropriate manner.
81
79
77
76
5
The procedures for teacher performance evaluations are
consistent.
78
76
74
73
5
Teachers have reasonable class sizes, affording them time
to meet the educational needs of all students.
61
60
58
57
4
Teachers have access to reliable communication
technology, including phones, faxes and email.
76
74
75
72
4
Teachers and staff work in a school environment that is
clean and well maintained.
77
75
74
73
4
The faculty has an effective process for making group
decisions and solving problems.
60
59
58
56
4
In this school we take steps to solve problems.
66
66
65
62
4
Opportunities are available for members of the community
to contribute actively to this school’s success.
78
77
77
74
4
School leadership makes a sustained effort to address
teachers' concerns about facilities and resources
73
72
70
69
4
School leadership makes a sustained effort to address
teachers' concerns about: the use of time in my school
66
65
64
62
4
School leadership makes a sustained effort to address
teachers' concerns about: empowering teachers
62
62
61
58
4
The school improvement team provides effective
leadership at this school.
59
59
57
56
3
Teachers are held to high professional standards for
delivering instruction.
85
85
84
82
3
School leadership makes a sustained effort to address
teachers' concerns about: professional development
73
73
70
70
3
School leadership makes a sustained effort to address
teachers' concerns about leadership issues
61
60
59
58
3
Sufficient funds and resources are available to allow
teachers to take advantage of professional development
activities.
55
52
50
52
3
Teachers have sufficient access to instructional technology,
including computers, printers, software and internet access.
74
72
73
72
2
Teachers receive feedback that can help them improve
teaching.
76
76
73
74
2
66
Teacher Responses by Quartiles
Q1
Q2
Q3
Q4
Difference
Between
Q1 and
Q4
Opportunities for advancement within the teaching
profession (other than administration) are available to me.
55
56
53
54
1
Teachers have sufficient training to fully utilize the
available instructional technology.
58
58
55
57
1
Teachers have adequate professional space to work
productively.
66
67
65
66
0
School leadership makes a sustained effort to address
teachers' concerns about new teacher support.
65
65
64
65
0
Professional development provides teachers with the
knowledge and skills most needed to teach effectively.
66
64
64
66
0
Teachers have time available to collaborate with their
colleagues.
52
53
52
53
-1
The reliability and speed of Internet connections in this
school are sufficient to support instructional practices.
69
72
74
71
-2
At this school, we utilize results from the Teacher Working
Conditions survey as a tool for improvement
35
38
36
37
-2
Adequate time is provided for professional development.
58
59
58
61
-3
Teachers are provided opportunities to learn from one
another.
62
65
64
67
-5
67
Teacher Responses by Quartile
Q1
Q2
Q3
Q4
100
90
80
70
60
50
68
40
30
20
10
0
School Report
Teachers have
Card LEA Turnover reasonable class
sizes, affording
them time to meet
the educational
needs of all
students.
Teachers have
time available to
collaborate with
their colleagues.
Teachers have
Teachers are
School leadership
The nonTeachers have
Teachers have
protected from
tries to minimize
instructional time sufficient access to sufficient access to access to reliable
the amount of
provided for
appropriate
instructional
communication
duties that interfere
with their essential
routine
teachers in my
instructional
technology,
technology,
including phones,
role of educating
administrative
school is sufficient.
materials and
including
resources.
computers,
faxes and email.
students.
paperwork required
of teachers.
printers, software
and internet
access.
Teacher Responses by Quartile (Continued)
Q1
Q2
Q3
Q4
100
90
80
70
60
69
50
40
30
20
10
0
Teachers and staff
Teachers have
The reliability and
Teachers have
sufficient access to
speed of Internet
adequate
work in a school
office equipment
connections in this professional space environment that is
and supplies such school are sufficient to work productively.
clean and well
maintained.
as copy machines,
to support
paper, pens, etc.
instructional
practices.
The faculty has an
In this school we
Teachers and staff
Teachers are
Teachers are
effective process for take steps to solve
work in a school
centrally involved in
trusted to make
decision-making
sound professional
making group
problems.
environment that is
safe.
about educational
decisions about
decisions and
solving problems.
issues.
instruction.
Teacher Reponses by Quartile (Continued)
Q1
Q2
Q3
Q4
100
90
80
70
60
70
50
40
30
20
10
0
Opportunities for
There is an
advancement
atmosphere of trust
within the teaching and mutual respect
profession (other within the school.
than
administration) are
available to me.
The faculty are
committed to
helping every
student learn.
The school
The school
The school
leadership
leadership shields
leadership
communicates
teachers from
consistently
clear expectations
disruptions,
enforces rules for
to students and
allowing teachers student conduct.
parents.
to focus on
educating students.
The school
The school
Opportunities are
available for
leadership
leadership support
teachers’ efforts to members of the
consistently
maintain discipline
community to
supports teachers.
in the classroom. contribute actively
to this school’s
success.
Teacher Responses by Quartile (Continued)
Q1
Q2
Q3
Q4
100
90
80
70
60
71
50
40
30
20
10
0
The school
improvement
team provides
effective
leadership at this
school.
The faculty and
staff have a
shared vision.
Teachers are
held to high
professional
standards for
delivering
instruction.
Teacher
performance
evaluations are
handled in an
appropriate
manner.
The procedures Teachers receive
School
for teacher
feedback that can leadership makes
performance
help them
a sustained effort
evaluations are improve teaching.
to address
consistent.
teachers'
concerns about:
facilities and
resources
School
School
School
leadership makes leadership makes leadership makes
a sustained effort a sustained effort a sustained effort
to address
to address
to address
teachers'
teachers'
teachers'
concerns about: concerns about: concerns about:
the use of time in
professional
empowering
my school
development
teachers
Teacher Responses by Quartile (Continued)
Q1
Q2
Q3
Q4
100
90
80
70
60
72
50
40
30
20
10
0
School
School leadership
Overall, the
Sufficient funds
leadership makes
makes a
school leadership and resources are
a sustained effort sustained effort to in my school is available to allow
to address
address teachers'
effective.
teachers to take
teachers'
concerns about:
advantage of
concerns about:
new teacher
professional
leadership issues
support
development
activities.
Teachers are
provided
opportunities to
learn from one
another.
Adequate time is
provided for
professional
development.
Teachers have
Professional
Overall, my school At this school, we
sufficient training
development
is a good place to utilize results from
to fully utilize the provides teachers work and learn.
the Teacher
available
with the
Working
instructional
knowledge and
Conditions survey
technology.
skills most needed
as a tool for
to teach
improvement
effectively.
Quartile 1 (Lowest Turnover)
6.6% - 13.3%
Alexander
Alleghany
Ashe
Caldwell
Camden
Carteret
Cherokee
Cleveland
Columbus
Currituck
Davidson
Forsyth
Gates
Graham
McDowell
Mitchell
Moore
Mooresville City
Mt. Airy City
Randolph
Roanoke Rapids City
Rutherford
Stanly-Albemarle
Transylvania
Watauga
Wayne
Whiteville City
Yadkin
Yancey
Quartile 3
Quartile 2
13.4% - 15.7%
Beaufort
Bladen
Buncombe
Burke
Cabarrus
Caswell
Catawba
Chapel Hill-Carrboro
Clay
Dare
Davie
Elkin City
Gaston
Granville
Haywood
Henderson
Iredell
Lincoln
Macon
Montgomery
Nash
Pitt
Polk
Richmond
Rockingham
Rowan
Surry
Tyrrell
Wake
15.8% - 18.4%
Avery
Brunswick
Char.-Mecklenburg
Clinton City
Craven
Duplin
Guilford
Hickory City
Hyde
Jackson
Johnston
Kannapolis City
Lee
Martin
New Hanover
Newton City
Onslow
Orange
Pasquotank
Pender
Person
Robeson
Sampson
Scotland
Stokes
Swain
Union
Washington
Wilkes
Quartile 4 (Highest Turnover)
Alamance-Burlington
Anson
Asheboro City
Asheville City
Bertie
Chatham
Chowan
Cumberland
Durham Public
Edgecombe
Franklin
Greene
Halifax
Harnett
Hertford
Hoke
Jones
Lenoir
Lexington City
Madison
Northampton
Pamlico
Perquimans
Thomasville City
Vance
Warren
Weldon City
Wilson
73
18.6% - 35.9%