SYSTEM LEVEL
TEACHER TURNOVER REPORT
2004-2005
Prepared by:
Public Schools of North Carolina
Department of Public Instruction
Division of Human Resource Management
October 2005
SYSTEM LEVEL
TEACHER TURNOVER REPORT
2004-2005
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 2004-2005 school year
asked LEAs to report the total number of teachers employed in the system between July 1,
2004 and June 30, 2005, 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.
Survey Instruments Used
Copies of the survey used and clarifying examples are contained in Appendix A. 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 115 school systems reported that 12,398 teachers of the 95,709 teachers employed during
the 2004-2005 school year left their systems for an average system level turnover rate of
12.95%. This represents a slight increase in the average system level turnover rate across the
last several years, with 12.37% for the 2003-04 school year, 12.44% reported for the 2002-03
school year, and 12.49% reported for the 2001-02 school year. This figure includes Visiting
International Faculty (VIF) who are required to return to their home countries after three years.
The average system level turnover rate excluding VIF teachers is 12.76%.
Of the 12,398 teachers reported leaving, 3594 (29%) had tenure. During the 2003-04 school
year 31.5% of the teachers who left had tenure, during the 2002-03 school year, 32.9% of the
teachers who left teaching had tenure, and during the 2001-02 school year 29.5% of the
teachers who left had tenure.
System-level turnover ranged from a high of 28.51% in Harnett County to a low of 3.96% in Clay
County. A listing of turnover by systems is included in Appendix B. Appendix C 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 D summarizes the reasons given for
teachers leaving across the past five years. Appendix E 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.
1
Reasons For Leaving As Reported By The LEAs
(2004-2005)
% of
teachers
leaving for
this reason
Number
leaving for
this reason
Resigned to teach elsewhere
To teach in another NC LEA (76.84%)
To teach in another state (18.84%)
To teach in a NC non-public/private school (2.92%)
To teach in a NC Charter School (1.40%)
20.16%
2500
Retired
With full benefits (89.32%)
With reduced benefits (10.68%)
16.39%
2032
Resigned—Family Relocation
14.47%
1794
Resigned—Other reasons or reason unknown
Other reasons (60.41%)
Unknown reasons (39.62%)
12.28%
1523
Resigned—Family responsibility/child care
6.60%
818
Re-employed retired teacher resigned
4.57%
567
Resigned—Career Change
4.29%
532
Resigned—Dissatisfied with teaching
3.20%
397
Interim contract ended—not rehired
3.15%
391
Resigned—To continue education/sabbatical
2.79%
346
Did not obtain or maintain license
2.60%
322
Resigned—Because of health/disability
2.27%
282
Non-Renewal (Probationary contract ended)
1.62%
201
Resigned—In lieu of dismissal
1.52%
189
Resigned—End of VIF Term
1.48%
184
Moved to a non-teaching position in education
.86%
107
Stayed in LEA but in Non-Teaching position
.73%
91
Deceased
.53%
66
Dismissed
.30%
37
Reduction in Force
.15%
19
100%
12,398
Reason
Totals
2
Most Difficult Areas of Licensure
for which to find Licensed Teachers
2002-03
2003-04
2004-2005
Number of LEAs Responding to Question = 110
Number of LEAs Responding to Question = 115
Number of LEAs Responding to Question = 112
License Area
#
Identifying
#
Identifying
License Area
License Area
#
Identifying
9-12 Mathematics
99
9-12 Mathematics
89
9-12 Mathematics
89
9-12 Science
70
Sp. Ed.: General Curriculum
83
Sp. Ed.: General Curriculum
83
6-9 Mathematics
69
9-12 Science
71
9-12 Science
71
6-9 Science
59
6-9 Mathematics
64
6-9 Mathematics
64
Behavioral/Emotional Disabilities
26
6-9 Science
51
6-9 Science
51
Cross Categorical
24
Sp. Ed.: Adapted Curriculum
43
Sp Ed.: Adapted Curriculum
43
Exceptional Children
24
Cross Categorical
42
Cross Categorical
42
6-9 Language Arts
23
Behavior/Emotionally Disabled
39
Behavioral/Emotional Disabilities
39
Learning Disabilities
19
Learning Disabilities
34
Learning Disabilities
34
Second Languages
19
Second Languages
34
Second Languages
34
ESL
14
Severely/Profoundly Disabled
26
Severely/Profoundly Disabled
26
Mental Disabilities
14
Mental Disabilities
25
Mental Disabilities
25
Elementary Education
11
Speech Language Pathologist
15
Speech Language Pathologist
15
9-12 English
11
ESL
15
ESL
15
Severe/Profound Disabilities
9
6-9 Language Arts
14
6-9 Language Arts
14
Counselor
8
Family/Consumer Sciences 6-12
10
Family/Consumer Sciences 6-12
10
Media Coordinator
8
Media Coordinator
10
Media Coordinator
10
6-9 Social Studies
8
Elementary Education
9
Elementary Education
9
3
2002-03
2003-04
2004-2005
Number of LEAs Responding to Question = 110
Number of LEAs Responding to Question = 115
Number of LEAs Responding to Question = 112
#
Identifying
License Area
#
Identifying
License Area
#
Identifying
Birth-Kindergarten
6
9-12 English
9
9-12 English
9
Workforce Development
5
Birth-Kindergarten
8
Birth-Kindergarten
8
Technology Education
5
Business Education
8
Business Education
8
Counselor
6
Counselor
6
Hearing Impaired
6
Hearing Impaired
6
License Area
Notes:
1
2
Above numbers include only those areas identified by 5 or more LEAs.
Spanish was the Second Language most often identified.
4
Analysis of Turnover
For the last several years, the turnover reported by local education agencies had been stable at
approximately 12.4%. This represented a 1% decrease from the rates reported for 1998-99,
1999-00, and 2000-01. While this rate was slightly greater than the 11% typically cited for
turnover in other professions, it was less than the 15.7% reported in national data for all
teachers in the US and less than the 17% average turnover reported in recent years for
businesses with 1,000 or more employees. This year, the rate increased slightly to 12.95%
Comparison of Turnover Across Years
# Leaving
# Remaining
100,000
90,000
80,000
12,398
11,761
12,075
12,610
75,762
76,807
77,697
1998-99
1999-00
2000-01
11,533
11,531
11,399
80,834
81,157
80,767
83,311
2001-02
2002-03
2003-04
2004-05
70,000
60,000
50,000
40,000
30,000
20,000
10,000
0
A closer examination of the data indicates that for four of the last five years, the number one
reason reported by school systems for teacher turnover is “to teach elsewhere,” with 17% - 20%
of the teachers reported to have left for this reason. Of those leaving to teach elsewhere, 7580% leave to teach in other NC school systems. Thus, while this turnover represents a loss to
the local system, it does not represent a loss to the state. If those individuals reported by LEAs
as leaving teaching positions to teach in another LEA or a NC charter school are removed from
the turnover counts, the average system level turnover rate is reduced to approximately 11%.
A further analysis of turnover was conducted using the categories of Remained/Remaining in
Education, Turnover that Might be Reduced, Turnover Initiated by the LEA, and Turnover
Beyond Control. The category Remained/Remaining in Education included individuals resigning
to teach in another NC LEA or charter school and individuals who moved to non-teaching
positions in education. The category Turnover that Might be Reduced included 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 reasons. The category
Turnover Initiated by the LEA included individuals who were non-renewed, dismissed, or
resigned in lieu of dismissal. The category Turnover Beyond Control included those 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. Comparing the percent of turnover by these categories in the 1999-2000 year
to the 2004-2005 year reveals that Turnover that Might be Reduced has decreased from 34% to
5
28.5%, while Turnover Beyond Control has increased from 36% to 45%. Comparing the
percent of turnover in these categories from the 2003-04 school year to the 2004-05 school
year, the percent of turnover Initiated by the LEA was down slightly, while the percent of
turnover Beyond Control and percent of turnover that Might be Reduced was up slightly. Over
3,500 teachers fell into the category of Turnover that Might be Reduced.
Session Law 2004-161 directed the State Board of Education to convene a task force, cochaired by the State Board of Education Chairman or his designee and the Lt. Governor or her
designee, to study issues related to the effective recruitment and retention of teachers for the
public schools of North Carolina. The task force was to include practicing public school
teachers, principals, superintendents, local boards of education, representatives of the
University of North Carolina and the North Carolina Community College System, and others
deemed appropriate by the co-chairs. The task force was to study impediments to effective
teacher recruitment and retention and strategies for increasing the effectiveness of recruitment
and retention efforts. Specific issues to be studied included:
¾ modifications to teacher salaries and benefits to ensure teacher compensation in North
Carolina remains at or above the national average;
¾ tax incentives to encourage experienced teachers to remain in the teaching profession;
¾ locally designed initiatives to facilitate teacher recruitment and retention;
¾ strategies for ensuring that beginning teachers have the opportunity to develop into
skilled professionals;
¾ strategies for ensuring that school administrators are adequately trained to and provide
support for both experienced and beginning teachers;
¾ programs that compensate teachers for accomplished teaching and value teachers as
leaders; and
¾ strategies for ensuring that schools are staffed appropriately and teachers have the time
necessary for quality teaching in quality learning environments.
The Board received the report from the Task Force in February 2005.
recommendations focused on:
¾
¾
¾
¾
¾
¾
¾
It contained 29
Teacher Working Conditions
Teacher Leadership/Differentiated Roles
Administrator Support and Accountability
Enhancing the Image of the Profession/Barriers to Entering the Profession
Teacher Preparation
Beginning Teacher Induction, Support, and Mentoring
Financial Incentives
The Task Force was clear that its recommendations were interrelated and interdependent, and
that changes in one area of recommendations alone would not improve teacher recruitment and
retention. Incremental change would not be sufficient. Changes need to be made in all the
major areas of recommendations and these changes need to be substantial.
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. Comparatively, teachers expressed the highest degree of satisfaction
with the effectiveness, supportiveness, and professionalism of their school leaders, and with the
6
opportunities they had to design and engage in professional development and school leadership
activities. They expressed the least satisfaction with the time available to adequately engage in
such activities as planning, teaching, and professional development critical to successfully
reaching all students.
The 2005-07 Biennium budget approved by the General Assembly and signed by the Governor
contains funding for, and special provisions related to, a number of initiatives designed to
address teacher recruitment and retention. The budget contains funding to continue the
Teacher Working Conditions Survey. It directs the State Board to report on best practices
related to planning time for teachers. It continues funding for class size reduction, fully funds
enrollment growth, and does not increase class size in the middle grades. It directs that the
standards for school administrator evaluation be reviewed and revised to include measures of
teacher recruitment and retention, school climate, and teacher support.
7
Appendix A
Survey Instrument
8
ANNUAL TEACHER TURNOVER SUMMARY
Personnel Office Report
LEA:_________________________________________
Report Period: 7/1/2004-6/30/2005
Individual Submitting Report: _______________________________
Teacher Turnover
1.
Total number of teachers employed in the LEA
_____________%
Total number of teachers leaving 7/1/2004 – 6/30/2005
Number of teachers leaving in 2004 - 2005 who were tenured in your LEA
2.
Give the number of teachers who left teaching or left your LEA in 2004 – 2005 for each of the
reasons below. (Where more than one reason applies, choose the one which best describes
the reason the teacher is leaving.)
Count
________
________
________
________
________
________
________
________
________
________
________
________
________
________
________
________
________
________
________
________
________
________
________
________
________
Reason
HRMS Code
Stayed in LEA but in Non-Teaching Position
Retired with full benefits
Retired with reduced benefits
Re-employed Retired Teacher Resigned
Dismissed
Resigned – In lieu of dismissal
Did not obtain or maintain license
Interim contract ended* – Not rehired
Non-renewed – Probationary contract ended
Reduction in Force
Moved to a non-teaching position in education
Resigned – To teach in another NC public school system
Resigned – To teach in a NC charter school
Resigned – To teach in a NC non-public/private school
Resigned – To teach in another state
Resigned – End of VIF Term
Resigned – Dissatisfied with teaching
Resigned – Family responsibility/Child care
Resigned – Family relocation
Resigned – To continue education/Take a sabbatical
Resigned – Because of health/Disability
Resigned – Reason unknown
Resigned – Other Reason(s)
Deceased
Resigned –Career Change
(N/A)
(66)
(68)
(73)
(50)
(55)
(56)
(54)
(53)
(51)
(59)
(58)
(70)
(71)
(62)
(74)
(63)
(57)
(61)
(60)
(64)
(69)
(65)
(67)
(72)
_________ (Total number of teachers leaving 7/1/2004-6/30/2005 per the reasons
indicated)
3.
List up to five teaching areas (with their licensure codes) in which you are having the
greatest difficulty hiring appropriately licensed teachers.
1.
2.
3.
4.
5.
9
ANNUAL TEACHER TURNOVER SUMMARY
(CLARIFICATION OF REPORTING CATEGORIES)
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
Resigned in lieu of dismissal
Teachers resigned to avoid placement on dismissed teacher list
Teachers resigned rather than go through full dismissal hearing
Teachers resigned during an active investigation regarding performance/behavior as a professional
educator
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-Renewal – 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
Teachers moved to counselor, media coordinator, or non-teaching duties
Teachers moved to administrative positions (school-based)
Teachers moved to supervisory, director, or coordinator positions
Teachers accepted non-teaching support or administrative positions in another system
10
Resigned to teach in another NC 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 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 – 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 – 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
11
Appendix B
2004-05 System Level Teacher Turnover
12
2004-2005 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
380
390
400
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
Graham
Granville
Greene
Total
Teachers
Teachers
Leaving
(Including VIF)
Teachers
Leaving
(Excluding VIF)
1,649
391
121
300
249.75
213
565
263
461
804
1,668
346
1,133
1,655
373
877
116
627
254
1,154
342
219
516
313
199
101
1,330
533
188
1,033
3,362
326
389
1,317
254
177
416
691
2,229
567
3,351
568
1,856
159
101
571
219
325
36
15
36
18
24
75
43
56.5
76
166
57
141
202
50
59
5
58
30
135
54
24
78
21
34
4
106
57
24
140
425
20
51
144
42
41
52
89
391
132
316
126
272
14
6
108
38
307
13
42
194
48
129
53
75
56
312
107
Leaving
with
Tenure
68
14
4
13
11
13
29
9
28
10
30
20
59
71
16
1
2
31
8
56
16
11
21
13
11
3
31
32
10
41
137
8
22
38
8
15
21
5
87
32
0
28
81
0
5
42
15
Turnover
Percentage
(Including VIF)
Turnover
Percentage
(Excluding VIF)
19.71
9.21
12.4
12
7.21
11.27
13.27
16.35
12.26
9.45
9.95
16.47
12.44
12.21
13.4
6.73
4.31
9.25
11.81
11.7
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
12.5
12.88
17.54
23.28
9.43
22.18
14.66
8.81
5.94
18.91
17.35
18.62
15.97
11.72
12.87
11.18
15.5
14.53
10.51
9.31
18.74
LEA
CODE
LEA
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
820
821
830
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
Pender
Perquimans
Person
Pitt
Polk
Randolph
Asheboro City
Richmond
Robeson
Rockingham
Rowan-Salisbury
Rutherford
Sampson
Clinton City
Scotland
840
Stanly
Total
Teachers
Teachers
Leaving
(Including VIF)
4,962
372
205
90
1,003
612
833
260
436
78
1,362
313
260
1,817
139
632
760
768
352
224
362
416
8,064
183
362
771
1,397
1,645
266
1,501
479
1,029
160
456
467
150
467
1,704
187
1,208
334
556
1,676
1,044
1,440
774
561
215
543
586
54
18
23
286
72
75
43
93
19
125
43
48
262
30
95
126
82
34
14
52
57
1,251
11
23
128
179
237
41
201
82
145
25
110
95
17
61
182
16
161
34
42
172
131
157
55
88
21
52
721
87
14
Teachers
Leaving
(Excluding VIF)
85
246
86
124
51
1,206
21
178
40
138
106
179
152
162
126
86
Leaving
with
Tenure
Turnover
Percentage
(Including VIF)
246
12
9
1
89
48
37
0
14
7
25
18
23
51
16
31
17
NR
15
3
18
1
285
5
4
34
29
113
16
53
23
40
3
20
20
11
20
68
7
51
14
11
38
61
44
33
35
4
15
11.81
14.52
8.78
25.56
28.51
11.76
9
16.54
21.33
24.4
9.18
13.74
18.46
14.42
21.58
15.03
16.58
10.68
9.66
6.25
14.36
13.7
15.51
6.01
6.35
16.6
12.95
14.41
15.41
13.39
17.12
14.09
15.63
24.12
20.77
11.33
13.06
10.68
8.56
13.33
10.18
7.55
10.26
12.55
10.9
7.11
15.69
9.77
9.58
38
12.07
Turnover
Percentage
(Excluding VIF)
19.5
13.54
13.61
16.32
14.09
14.96
5.8
12.76
15.04
13.41
23.25
10.5
12.58
9.67
12.07
15.33
LEA
CODE
850
860
861
862
870
880
890
900
910
920
930
940
950
960
970
980
990
995
TOTALS
LEA
Stokes
Surry
Elkin
Mount Airy City
Swain
Transylvania
Tyrrell
Union
Vance
Wake
Warren
Washington
Watauga
Wayne
Wilkes
Wilson
Yadkin
Yancey
Total
Teachers
Teachers
Leaving
(Including VIF)
Teachers
Leaving
(Excluding VIF)
555
638
91
153
154
268
59
1,955
575
7,694
166
178
394
1,399
769
877
416
205
69
69
18
15
16
36
16
203
104
788
31
23
47
235
81
132
37
20
68
95,709
12,398
15
195
230
12,214
Leaving
with
Tenure
Turnover
Percentage
(Including VIF)
Turnover
Percentage
(Excluding VIF)
28
45
9
5
5
24
7
70
15
247
4
10
17
15
5
53
19
14
12.43
10.82
19.78
9.8
10.39
13.43
27.12
10.38
18.09
10.24
18.67
12.92
11.93
16.8
10.53
15.05
8.89
9.76
12.25
3,594
12.95%
12.76%
9.97
16.44
2004-2005 Teacher Turnover
(in descending order)
LEA
CODE
430
890
422
480
700
330
292
350
520
470
710
861
10
390
930
500
910
320
400
680
210
960
630
540
291
460
111
80
181
820
690
600
660
190
980
530
360
420
510
650
580
681
491
590
LEA
Harnett
Tyrrell
Weldon City
Hyde
Pasquotank
Edgecombe
Thomasville City
Franklin
Jones
Hoke
Pender
Elkin
Alamance-Burlington
Granville
Warren
Jackson
Vance
Durham
Greene
Orange
Edenton-Chowan
Wayne
Moore
Lenoir
Lexington City
Hertford
Asheville City
Bertie
Hickory Public
Sampson
Pamlico
Charlotte-Mecklenburg
Northampton
Chatham
Wilson
Lee
Gaston
Halifax
Johnston
New Hanover
Martin
Chapel Hill-Carrboro
Mooresville Graded
McDowell
Turnover
Percentage
(Including VIF)
LEA CODE
28.51%
27.12%
25.56%
24.40%
24.12%
23.28%
23.16%
22.18%
21.58%
21.33%
20.34%
19.78%
19.71%
18.91%
18.67%
18.46%
18.09%
17.54%
17.35%
17.12%
17.09%
16.80%
16.60%
16.58%
16.54%
16.54%
16.47%
16.35%
15.79%
15.69%
15.63%
15.51%
15.41%
15.12%
15.05%
15.03%
14.66%
14.52%
14.42%
14.41%
14.36%
14.09%
13.74%
13.70%
430
890
422
480
330
700
292
350
520
710
861
470
390
930
10
500
910
320
400
680
210
630
291
460
111
960
540
80
690
181
820
980
660
600
360
190
420
650
580
491
590
530
250
510
16
LEA
Harnett
Tyrrell
Weldon City
Hyde
Edgecombe
Pasquotank
Thomasville City
Franklin
Jones
Pender
Elkin
Hoke
Granville
Warren
Alamance-Burlington
Jackson
Vance
Durham
Greene
Orange
Edenton-Chowan
Moore
Lexington City
Hertford
Asheville City
Wayne
Lenoir
Bertie
Pamlico
Hickory Public
Sampson
Wilson
Northampton
Charlotte-Mecklenburg
Gaston
Chatham
Halifax
New Hanover
Martin
Mooresville Graded
McDowell
Lee
Craven
Johnston
Turnover
Percentage
(Excluding VIF)
28.51%
27.12%
25.56%
24.40%
23.28%
23.25%
23.16%
22.18%
21.58%
20.34%
19.78%
19.50%
18.74%
18.67%
18.62%
18.46%
18.09%
17.54%
17.35%
17.12%
17.09%
16.60%
16.54%
16.54%
16.47%
16.44%
16.32%
15.97%
15.63%
15.50%
15.33%
15.05%
15.04%
14.96%
14.66%
14.53%
14.52%
14.41%
14.09%
13.74%
13.70%
13.61%
13.55%
13.54%
LEA
CODE
250
880
132
670
760
70
280
730
940
310
640
241
260
790
300
120
850
30
90
130
840
40
950
170
410
440
180
720
60
182
290
800
860
240
550
740
970
870
900
780
920
761
110
862
821
995
560
830
LEA
Craven
Transylvania
Kannapolis
Onslow
Randolph
Beaufort
Dare
Person
Washington
Duplin
Nash-Rocky Mount
Whiteville City
Cumberland
Rockingham
Davie
Burke
Stokes
Alleghany
Bladen
Cabarrus
Stanly
Anson
Watauga
Caswell
Guilford
Haywood
Catawba
Perquimans
Avery
Newton Conover
Davidson
Rowan-Salisbury
Surry
Columbus
Lincoln
Pitt
Wilkes
Swain
Union
Robeson
Wake
Asheboro City
Buncombe
Mount Airy City
Clinton City
Yancey
Macon
Scotland
Turnover
Percentage
(Including VIF)
LEA CODE
13.55%
13.43%
13.40%
13.39%
13.33%
13.27%
13.11%
13.06%
12.92%
12.88%
12.81%
12.77%
12.64%
12.55%
12.50%
12.44%
12.43%
12.40%
12.26%
12.21%
12.07%
12.00%
11.93%
11.81%
11.81%
11.76%
11.70%
11.33%
11.27%
10.96%
10.93%
10.90%
10.82%
10.69%
10.68%
10.68%
10.53%
10.39%
10.38%
10.26%
10.24%
10.18%
9.95%
9.80%
9.77%
9.76%
9.66%
9.58%
880
681
670
70
280
730
940
310
132
241
649
260
760
300
120
30
90
850
790
840
40
950
170
410
440
130
720
60
180
182
290
800
860
550
970
240
740
870
920
761
900
110
862
821
995
780
560
830
17
LEA
Transylvania
Chapel Hill-Carrboro
Onslow
Beaufort
Dare
Person
Washington
Duplin
Kannapolis
Whiteville City
Nash-Rocky Mount
Cumberland
Randolph
Davie
Burke
Alleghany
Bladen
Stokes
Rockingham
Stanly
Anson
Watauga
Caswell
Guilford
Haywood
Cabarrus
Perquimans
Avery
Catawba
Newton Conover
Davidson
Rowan-Salisbury
Surry
Lincoln
Wilkes
Columbus
Pitt
Swain
Wake
Asheboro City
Union
Buncombe
Mount Airy City
Clinton City
Yancey
Robeson
Macon
Scotland
Turnover
Percentage
(Excluding VIF)
13.43%
13.41%
13.39%
13.27%
13.11%
13.06%
12.92%
12.88%
12.87%
12.77%
12.74%
12.64%
12.58%
12.50%
12.44%
12.40%
12.26%
12.25%
12.07%
12.07%
12.00%
11.93%
11.81%
11.81%
11.76%
11.72%
11.33%
11.27%
11.18%
10.96%
10.93%
10.90%
10.82%
10.68%
10.53%
10.51%
10.50%
10.39%
10.24%
10.18%
9.97%
9.95%
9.80%
9.77%
9.76%
9.67%
9.66%
9.58%
LEA
CODE
LEA
Turnover
Percentage
(Including VIF)
LEA CODE
LEA
Turnover
Percentage
(Excluding VIF)
100
340
160
20
490
450
990
370
421
750
230
770
50
810
140
200
620
570
270
610
380
150
Brunswick
Forsyth-Winston Salem
Carteret
Alexander
Iredell-Statesville
Henderson
Yadkin
Gates
Roanoke Rapids City
Polk
Cleveland
Richmond
Ashe
Rutherford
Caldwell
Cherokee
Montgomery
Madison
Currituck
Mitchell
Graham
Camden
9.45%
9.43%
9.25%
9.21%
9.18%
9.00%
8.89%
8.81%
8.78%
8.56%
7.97%
7.55%
7.21%
7.11%
6.73%
6.71%
6.35%
6.25%
6.13%
6.01%
5.94%
4.31%
100
340
160
20
490
450
990
370
421
750
230
770
50
810
140
200
570
270
610
380
620
150
Brunswick
Forsyth-Winston Salem
Carteret
Alexander
Iredell-Statesville
Henderson
Yadkin
Gates
Roanoke Rapids City
Polk
Cleveland
Richmond
Ashe
Rutherford
Caldwell
Cherokee
Madison
Currituck
Mitchell
Graham
Montgomery
Camden
9.45%
9.31%
9.25%
9.21%
9.18%
9.00%
8.89%
8.81%
8.78%
8.56%
7.97%
7.55%
7.21%
7.11%
6.73%
6.71%
6.25%
6.13%
6.01%
5.94%
5.80%
4.31%
220
Clay
3.96%
220
Clay
3.96%
18
Appendix C
Five-Year Average System Level Teacher Turnover
19
Five-Year Average System Level Teacher Turnover
2000-2005
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
System 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
Turnover
2000-01
16.43%
13.48%
5.60%
13.68%
9.13%
5.03%
13.57%
14.98%
11.04%
12.25%
9.95%
16.58%
14.33%
13.52%
18.30%
14.89%
15.22%
13.17%
16.30%
18.17%
19.00%
17.27%
17.48%
4.59%
13.89%
5.00%
12.92%
8.58%
9.09%
11.46%
11.36%
15.07%
11.11%
11.03%
18.72%
18.52%
12.98%
15.47%
18.12%
23.36%
13.47%
21.23%
10.53%
10.26%
Turnover
2001-02
16.19%
17.65%
2.99%
13.27%
3.54%
7.55%
12.95%
20.34%
19.80%
13.18%
8.57%
13.54%
13.63%
12.04%
14.20%
7.56%
6.25%
6.97%
13.89%
12.52%
16.62%
17.59%
16.09%
9.67%
13.89%
3.16%
14.07%
6.49%
11.27%
7.89%
9.71%
14.29%
9.09%
9.22%
16.25%
18.18%
13.53%
13.22%
14.21%
20.04%
10.19%
17.61%
9.04%
5.99%
20
Turnover
2002-03
15.11%
10.93%
9.09%
10.14%
9.62%
6.22%
10.83%
7.69%
13.26%
14.45%
9.32%
13.38%
14.73%
12.14%
12.57%
12.66%
7.00%
7.50%
14.34%
13.58%
14.24%
16.81%
15.71%
5.35%
13.89%
3.16%
12.59%
8.13%
10.47%
6.74%
9.81%
5.08%
8.79%
9.11%
13.25%
21.14%
16.10%
20.38%
18.76%
18.33%
9.73%
21.53%
10.03%
7.10%
Turnover
2003-04
16.57%
8.96%
7.00%
12.67%
7.00%
7.11%
10.56%
25.76%
11.11%
11.31%
8.37%
12.58%
10.65%
14.40%
11.14%
11.17%
7.62%
9.97%
12.15%
11.27%
11.50%
16.37%
14.58%
8.67%
13.44%
7.27%
13.29%
7.46%
15.02%
7.59%
11.09%
11.50%
10.80%
9.51%
20.41%
18.08%
13.35%
13.74%
17.11%
24.65%
8.25%
16.83%
9.79%
16.03%
Turnover
2004-05
(inc. VIF)
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-Year
Average
16.80%
12.05%
7.42%
12.35%
7.30%
7.44%
12.24%
17.02%
13.49%
12.13%
9.23%
14.51%
13.16%
12.86%
13.92%
10.60%
8.08%
9.37%
13.70%
13.45%
15.43%
15.80%
15.80%
7.00%
14.44%
4.51%
12.17%
8.27%
11.72%
9.45%
10.92%
10.41%
10.58%
9.96%
17.03%
19.82%
13.69%
15.14%
17.15%
21.93%
10.21%
19.88%
10.81%
9.64%
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
System Name
Graham County
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
Turnover
2000-01
1.60%
17.45%
18.45%
9.77%
19.78%
12.62%
20.45%
14.08%
6.16%
11.27%
15.64%
23.55%
12.00%
13.91%
15.81%
9.09%
17.41%
22.05%
14.89%
15.14%
14.36%
4.73%
9.22%
12.89%
13.57%
21.77%
6.92%
19.44%
13.74%
18.24%
11.68%
17.33%
15.60%
15.32%
12.38%
11.80%
19.03%
11.84%
10.34%
21.26%
9.24%
16.98%
15.12%
15.61%
13.52%
16.18%
10.09%
Turnover
2001-02
3.92%
12.17%
12.90%
10.06%
13.93%
11.42%
22.34%
16.37%
9.78%
8.76%
30.57%
23.43%
12.16%
10.71%
11.50%
14.40%
11.90%
18.11%
15.36%
17.89%
10.10%
9.43%
9.36%
13.61%
13.46%
19.31%
5.63%
16.67%
14.39%
13.76%
13.50%
24.71%
14.62%
12.31%
14.51%
11.46%
9.39%
9.63%
8.28%
20.96%
8.58%
13.77%
12.92%
9.84%
16.12%
13.41%
14.16%
21
Turnover
2002-03
5.32%
12.05%
13.30%
9.95%
12.81%
8.87%
18.28%
18.34%
11.00%
6.32%
18.75%
27.59%
14.47%
11.50%
9.38%
15.69%
15.81%
10.00%
17.12%
20.13%
11.01%
8.31%
12.96%
13.03%
8.39%
16.73%
9.20%
18.05%
10.53%
20.34%
11.50%
16.78%
13.29%
13.55%
16.43%
11.46%
18.57%
10.65%
8.28%
12.97%
8.54%
11.35%
13.58%
12.78%
10.44%
13.97%
11.57%
Turnover
2003-04
2.73%
14.05%
16.10%
11.49%
15.94%
8.04%
15.79%
19.52%
8.92%
6.73%
17.49%
21.84%
12.50%
9.17%
9.03%
12.36%
13.14%
12.98%
14.47%
13.59%
10.60%
7.39%
9.95%
12.00%
6.81%
15.95%
6.75%
14.17%
15.35%
11.05%
15.22%
17.98%
12.40%
14.35%
15.40%
11.46%
21.40%
18.81%
6.90%
13.89%
8.20%
9.73%
12.30%
13.00%
4.76%
12.23%
15.47%
Turnover
2004-05
(inc. VIF)
5.94%
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%
5-Year
Average
3.90%
14.93%
15.62%
10.62%
15.40%
9.95%
20.48%
19.36%
9.52%
8.42%
19.80%
23.55%
15.11%
10.89%
11.89%
14.00%
14.54%
16.94%
15.37%
16.67%
11.35%
7.90%
9.55%
13.18%
11.19%
17.85%
6.90%
14.94%
14.12%
15.24%
13.26%
18.44%
13.86%
14.53%
14.56%
12.36%
18.50%
14.25%
9.03%
16.43%
9.05%
12.08%
13.45%
12.28%
10.48%
13.21%
12.77%
LEA
Code
800
810
820
821
830
840
850
860
861
862
870
880
890
900
910
920
930
940
950
960
970
980
990
995
System Name
Rowan-Salisbury
Rutherford County
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
Yearly Averages
Turnover
2000-01
14.41%
8.61%
14.77%
12.50%
9.90%
13.46%
13.30%
13.04%
13.48%
19.08%
9.56%
14.12%
20.34%
17.62%
20.00%
9.20%
30.46%
11.27%
11.50%
12.89%
9.63%
22.79%
10.44%
2.22%
Turnover
2001-02
14.04%
6.46%
15.21%
11.73%
7.75%
12.38%
10.28%
10.24%
14.77%
13.01%
5.96%
8.27%
12.07%
11.12%
13.60%
9.48%
13.27%
15.34%
12.73%
7.46%
15.43%
16.56%
9.62%
2.63%
Turnover
2002-03
12.81%
8.56%
13.04%
10.95%
10.13%
9.86%
9.69%
14.83%
10.23%
11.02%
8.12%
12.64%
24.56%
10.08%
21.04%
10.22%
17.21%
11.64%
9.15%
3.57%
12.95%
13.57%
11.73%
6.12%
Turnover
2003-04
13.09%
6.25%
10.87%
14.72%
11.60%
10.30%
17.43%
9.52%
9.78%
19.18%
10.20%
5.99%
15.00%
11.62%
21.17%
11.30%
17.51%
10.70%
12.50%
12.88%
13.00%
9.17%
11.38%
8.65%
Turnover
2004-05
(inc. VIF)
10.90%
7.11%
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%
5-Year
Average
13.05%
7.40%
13.92%
11.93%
9.79%
11.61%
12.63%
11.69%
13.61%
14.42%
8.85%
10.89%
19.82%
12.16%
18.78%
10.09%
19.42%
12.37%
11.56%
10.72%
12.31%
15.43%
10.41%
5.88%
13.96%
12.49%
12.44%
12.37%
12.95%
12.84%
22
2000-05 Five Year Average System Level Teacher Turnover
(in descending order)
LEA
Code
470
330
422
350
890
292
460
930
430
910
700
660
600
320
291
080
520
010
540
730
182
190
400
181
980
420
530
640
310
480
620
390
681
510
680
111
210
862
710
630
500
132
820
670
170
System Name
Hoke County
Edgecombe County
Weldon City
Franklin County
Tyrrell County
Thomasville City
Hertford County
Warren County
Harnett County
Vance County
Pasquotank County
Northampton County
Mecklenburg County
Durham County
Lexington City
Bertie County
Jones County
Alamance-Burlington
Lenoir County
Person County
Newton-Conover City
Chatham County
Greene County
Hickory City
Wilson County
Halifax County
Lee County
Nash-Rocky Mount
Duplin County
Hyde County
Montgomery County
Granville County
Chapel Hill-Carrboro
Johnston County
Orange County
Asheville City
Edenton-Chowan
Mount Airy City
Pender County
Moore County
Jackson County
Kannapolis City
Sampson County
Onslow County
Caswell County
23
5-Year Average
23.55%
21.93%
20.48%
19.88%
19.82%
19.82%
19.80%
19.42%
19.36%
18.78%
18.50%
18.44%
17.85%
17.15%
17.03%
17.02%
16.94%
16.80%
16.67%
16.43%
15.80%
15.80%
15.62%
15.43%
15.43%
15.40%
15.37%
15.24%
15.14%
15.11%
14.94%
14.93%
14.56%
14.54%
14.53%
14.51%
14.44%
14.42%
14.25%
14.12%
14.00%
13.92%
13.92%
13.86%
13.70%
LEA
Code
300
861
090
760
180
650
780
580
120
800
130
790
850
940
690
040
970
761
070
230
900
100
750
20
821
491
241
860
840
950
550
590
260
490
880
360
960
410
140
280
770
270
990
340
920
290
421
830
System Name
Davie County
Elkin City
Bladen County
Randolph County
Catawba County
New Hanover County
Robeson County
Martin County
Burke County
Rowan-Salisbury
Cabarrus County
Rockingham County
Stokes County
Washington County
Pamlico County
Anson County
Wilkes County
Asheboro City
Beaufort County
Cleveland County
Union County
Brunswick County
Polk County
Alexander County
Clinton City
Mooresville City
Whiteville City
Surry County
Stanly County
Watauga County
Lincoln County
McDowell County
Cumberland County
Iredell-Statesville
Transylvania County
Gaston County
Wayne County
Guilford County
Caldwell County
Dare County
Richmond County
Currituck County
Yadkin County
Forsyth County
Wake County
Davidson County
Roanoke Rapids City
Scotland County
24
5-Year Average
13.69%
13.61%
13.49%
13.45%
13.45%
13.26%
13.21%
13.18%
13.16%
13.05%
12.86%
12.77%
12.63%
12.37%
12.36%
12.35%
12.31%
12.28%
12.24%
12.17%
12.16%
12.13%
12.08%
12.05%
11.93%
11.89%
11.72%
11.69%
11.61%
11.56%
11.35%
11.19%
10.92%
10.89%
10.89%
10.81%
10.72%
10.62%
10.60%
10.58%
10.48%
10.41%
10.41%
10.21%
10.09%
9.96%
9.95%
9.79%
LEA
Code
370
570
440
250
160
110
740
720
870
450
240
150
560
060
030
810
050
200
610
995
220
380
System Name
Gates County
Madison County
Haywood County
Craven County
Carteret County
Buncombe County
Pitt County
Perquimans County
Swain County
Henderson County
Columbus County
Camden County
Macon County
Avery County
Alleghany County
Rutherford County
Ashe County
Cherokee County
Mitchell County
Yancey County
Clay County
Graham County
25
5-Year Average
9.64%
9.55%
9.52%
9.45%
9.37%
9.23%
9.05%
9.03%
8.85%
8.42%
8.27%
8.08%
7.90%
7.44%
7.42%
7.40%
7.30%
7.00%
6.90%
5.88%
4.51%
3.90%
System Level Average Turnover by Region
1999-2000
2000-2001
2001-2002
2002-2003
2003-2004
2004-05
Region 1
12.59%
12.66%
12.10%
10.82%
12.18%
13.37%
Region 2
13.78%
13.49%
11.92%
11.41%
12.62%
14.27%
Region 3
14.10%
15.14%
12.50%
14.32%
13.45%
13.73%
Region 4
12.17%
13.38%
12.96%
12.85%
12.78%
13.81%
Region 5
14.12%
12.91%
11.93%
11.54%
12.23%
12.76%
Region 6
16.38%
17.28%
14.95%
13.61%
13.59%
13.45%
Region 7
12.67%
13.89%
12.26%
12.68%
11.13%
10.76%
Region 8
9.07%
9.59%
9.08%
9.23%
8.10%
10.12%
26
Turnover by Region
99-00
00-01
01-02
02-03
03-04
04-05
20.00%
18.00%
16.00%
14.00%
12.00%
10.00%
8.00%
6.00%
4.00%
2.00%
0.00%
Region 1
Region 2
Region 3
Region 4
27
Region 5
Region 6
Region 7
Region 8
El
iz
28
tin
yd
e
M
ar
H
er
tfo
rd
ou
nt
y
ou
nt
y
ou
nt
y
C
C
C
ty
ty
ou
n
ou
n
C
C
an
ou
nt
y
ho
w
C
y
ou
nt
y
ou
nt
C
ou
C
nt
ity
y
/P
as
qu
Pe
ot
rq
an
ui
k
m
an
s
C
ou
nt
y
Pi
tt
C
ou
nt
Ty
y
rre
ll
C
W
ou
as
nt
hi
y
ng
to
n
C
ou
nt
y
ab
et
h
ar
e
at
es
D
rit
uc
k
G
ur
H
C
de
n
C
C
nt
on
/C
am
Ed
e
C
Be
rti
e
Be
au
fo
rt
Region 1 Five Year Turnover
2000-01
2001-02
2002-03
2003-04
35.00%
2004-05
30.00%
25.00%
20.00%
15.00%
10.00%
5.00%
0.00%
N
29
lic
o
C
W
ay
ne
C
ou
nt
y
Ci
ty
ou
nt
y
ou
nt
y
nt
y
ou
nt
y
ou
C
C
C
ou
nt
y
ou
nt
y
C
lin
to
n
ps
on
Pe
nd
er
Pa
m
w
ty
ou
nt
y
ou
n
ve
rC
ns
lo
an
o
O
H
C
C
ou
nt
y
ou
nt
y
C
Le
no
ir
C
Jo
ne
s
Sa
m
ew
up
lin
C
ou
nt
y
C
ou
nt
y
et
C
re
en
e
D
G
te
r
ra
ve
n
ar
C
C
Br
un
sw
ic
k
Region 2 Five Year Turnover
2000-01
2001-02
2002-03
2003-04
35.00%
2004-05
30.00%
25.00%
20.00%
15.00%
10.00%
5.00%
0.00%
D
oa
no
nt
y
ap
id
s
C
ity
C
ou
nt
y
ou
nt
y
ou
C
C
W
el
do
n
R
al
ifa
x
ke
H
ra
nv
ille
kl
in
ou
nt
y
C
Jo
ity
hn
st
on
C
N
ou
as
nt
hy
R
oc
ky
N
M
or
ou
th
am
nt
pt
on
C
ou
nt
y
Va
nc
e
Co
un
ty
W
ak
e
C
ou
nt
W
y
ar
re
n
C
ou
nt
W
y
ils
on
C
ou
nt
y
R
G
Fr
an
C
Sc
ho
ol
s
be
bl
ic
m
Pu
Ed
ge
co
ur
ha
m
Region 3 Five Year Turnover
30
2000-01
2001-02
2002-03
2003-04
2004-05
35.00%
30.00%
25.00%
20.00%
15.00%
10.00%
5.00%
0.00%
31
ok
e
so
n
Sc
ot
la
nd
ob
e
on
d
oo
re
ic
hm
R
R
M
y
Le
e
H
ou
nt
y
C
ou
nt
y
ou
nt
y
ou
nt
y
C
ou
nt
y
ou
nt
y
ou
nt
y
C
C
C
C
ou
nt
y
ou
nt
y
C
C
ity
ou
nt
y
C
ou
nt
y
ar
ne
tt
C
nd
on
tg
om
er
H
C
C
te
vi
lle
be
rla
W
hi
bu
s
de
n
ol
um
um
M
C
C
Bl
a
Region 4 Five Year Turnover
2000-01
2001-02
2002-03
2003-04
35.00%
2004-05
30.00%
25.00%
20.00%
15.00%
10.00%
5.00%
0.00%
C
ce
-B
ur
as
m
an
lin
gt
on
w
el
lC
ou
C
ha
nt
y
th
am
C
ou
D
av
nt
y
id
so
n
C
ou
nt
Le
y
xi
ng
to
n
Th
C
ity
om
W
a
s
in
vi
st
lle
on
C
-S
ity
al
em
/F
or
sy
G
th
ui
lfo
rd
C
ou
O
nt
ra
y
C
n
ha
ge
pe
C
lH
ou
illnt
y
C
ar
rb
or
o
C
Pe
ity
rs
on
C
ou
R
an
nt
y
do
lp
h
C
ou
nt
As
y
he
b
R
or
oc
o
ki
Ci
ng
ty
ha
m
Co
un
St
ty
ok
es
C
ou
nt
y
Al
a
Region 5 Five Year Turnover
32
2000-01
2001-02
2002-03
2003-04
35.00%
2004-05
30.00%
25.00%
20.00%
15.00%
10.00%
5.00%
0.00%
C
ha
r
an
d
33
C
U
ni
on
C
ou
nt
y
ou
nt
y
C
ur
g
nt
y
ou
nt
y
ou
C
it y
C
ity
C
M
ec
kl
en
b
St
an
ly
lo
tte
-
nc
ol
n
as
to
n
Li
G
Sh
el
by
ity
nt
y
C
C
ou
M
ou
nt
ai
n
le
ve
l
Ki
ng
s
C
C
ou
nt
y
Co
un
ty
na
po
lis
ab
ar
ru
s
Ka
n
C
An
so
n
Region 6 Five Year Turnover
2000-01
2001-02
2002-03
2003-04
35.00%
2004-05
30.00%
25.00%
20.00%
15.00%
10.00%
5.00%
0.00%
Al
ex
an
de
rC
Al
le
ou
gh
nt
an
y
y
C
ou
As
nt
y
he
C
ou
Av
nt
y
er
y
C
ou
Bu
nt
y
rk
e
C
C
ou
al
nt
dw
y
el
lC
C
ou
at
aw
nt
y
ba
C
ou
nt
H
N
y
ic
ew
ko
to
ry
nC
C
ity
on
ov
er
C
D
ity
av
ie
Ire
C
ou
de
nt
lly
St
at
es
M
oo
vi
lle
re
sv
ille
R
ow
C
an
ity
-S
al
is
bu
Su
ry
rry
C
ou
nt
y
El
ki
n
M
C
ou
ity
nt
A
W
iry
at
C
au
ity
ga
C
ou
W
nt
ilk
y
es
C
ou
Ya
nt
dk
y
in
C
ou
nt
y
Region 7 Five Year Turnover
34
2000-01
2001-02
2002-03
2003-04
35.00%
2004-05
30.00%
25.00%
20.00%
15.00%
10.00%
5.00%
0.00%
be
C
ou
nt
As
y
he
vi
lle
C
he
C
ro
ity
ke
e
C
ou
nt
y
C
la
y
C
ou
G
ra
nt
ha
y
m
C
H
ou
ay
nt
w
y
oo
d
H
C
en
ou
de
nt
rs
y
on
C
ou
Ja
nt
ck
y
so
n
C
ou
M
nt
ac
y
on
C
ou
M
ad
nt
y
is
on
C
M
ou
cD
nt
ow
y
el
lC
ou
M
nt
itc
y
he
ll
C
ou
nt
y
Po
lk
R
C
ut
ou
he
nt
rfo
y
rd
C
ou
nt
Sw
y
a
in
Tr
an
C
ou
sy
nt
lv
y
an
ia
C
ou
Ya
nt
nc
y
ey
C
ou
nt
y
Bu
nc
om
Region 8 Five Year Turnover
35
2000-01
2001-02
2002-03
2003-04
35.00%
2004-05
30.00%
25.00%
20.00%
15.00%
10.00%
5.00%
0.00%
Appendix D
Reasons for Turnover
36
Reasons for Teacher Turnover
2000-2005
(in descending rank order)
RANK
2000-2001
2001-2002
2002-2003
2003-2004
2004-05
1
To teach elsewhere
Retired
To teach elsewhere
To teach elsewhere
To teach elsewhere
2
Retired
To teach elsewhere
Retired
Retired
Retired
3
Other/Unknown Reasons
Family Relocation
Family Relocation
Family Relocation
Family Relocation
4
Family Relocation
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
Family responsibilities/childcare
6
Dissatisfied with
teaching/career change
Dissatisfied with
teaching/career change
Dissatisfied with
teaching/career change
Dissatisfied with
teaching/career change
Re-employed retired teacher
resigned
7
End of Contract
Non-renewed/ probationary Didn't obtain/maintain
contract ended
license
End of Contract
Career Change
8
Employed, but in a nonteaching position
Didn't obtain/maintain
license
Re-employed retired
teacher resigned
Re-employed retired
teacher resigned
Dissatisfied with teaching
9
Didn't obtain/maintain
license
Employed, but in a nonteaching position
Non-Renewal
(Probationary contract
ended)
To continue
education/sabbatical
End of Contract
10
To continue education/
sabbatical
End of Contract
End of Contract
Didn’t obtain/maintain
license
To continue education/ sabbatical
11
Non-Renewal (Probationary To continue education/
contract ended)
sabbatical
Health/Disability
Non-Renewal (Probationary
Didn’t obtain/maintain license
Contract ended)
12
Health/Disability
Health/Disability
Employed, but in a nonteaching position
Health/Disability
Health/Disability
13
Dismissed
Dismissed
Deceased
Deceased
15
Reduction in Force
Reduction in Force
Moved to non-teaching
position in education
Resigned in lieu of
dismissal
Deceased
Non-Renewal (Probationary
Contract ended)
14
Resigned in lieu of
dismissal
Moved to non-teaching
position in Education
Deceased
37
Resigned in lieu of dismissal
End of VIF term
Appendix E
Analysis of Turnover
38
Analysis of Turnover
2004-05
Remained/
Remaining in
Education
2,500
2.61%
Resigned to teach in
another NC LEA
1921
Resigned to teach in
a NC Charter School
Turnover that Might
be Reduced
3,535
3.69%
Turnover Initiated
by LEA
818
0.86%
Turnover Beyond
Control
Retired with reduced
benefits
217
Non-Renewal
(Probationary
contract ended)
201
35
Resigned to teach in a
NC non-public/private
school
73
Interim contract
ended—not rehired
391
Retired with full
benefits
1815
Moved to a nonteaching position in
education
198
Resigned to teach in
another state
471
Resigned—In lieu of
dismissal
189
Re-employed retired
teacher resigned
567
Resigned—To
continue education/
sabbatical
Resigned - Dissatisfied with
teaching
Dismissed
37
346
397
Resigned - - Family
responsibility/child
care
818
Resigned - - Career
Change
532
Resigned - - Family
Relocation
1794
Did not obtain or
maintain license
322
Resigned - - Because
of health/disability
282
Resigned other
reasons
920
Deceased
66
Resigned unknown
reasons
603
End of VIF Term
184
39
Reduction in Force
5,545
5.79%
19
Breakdown of Turnover by Category
2000-2004
Remained/Remaining in Education
99-00
00-01
01-02
02-03
03-04
04-05
Resigned to teach in another NC LEA
1802
1772
1456
1701
1730
1921
Resigned to teach in a NC Charter
School
NR
45
36
29
42
35
Moved to a non-teaching position in
education
553
591
509
396
255
198
Resigned to continue
education/sabbatical
366
350
320
387
337
346
99-00
00-01
01-02
02-03
03-04
04-05
Retired with reduced benefits
368
216
174
185
213
217
Resigned to teach in a NC non-public/
private school
NR
56
65
83
66
73
Resigned to teach in another state
617
477
395
336
335
471
Dissatisfied with teaching or career
change
595
721
644
600
651.5
929
Did not obtain or maintain license
459
523
589
487
283
322
1322
1400
1009
901
997
920
755
634
555
529
614
603
99-00
00-01
01-02
02-03
03-04
04-05
Non-renewal (probationary contract
ended)
258
306
378
361
277
201
Interim contract ended--not rehired
407
656
590
312
472
391
Resigned in lieu of dismissal
185
172
162
180
149
189
59
42
34
36
32
37
Turnover that Might be Reduced
Resigned for other reasons
Resigned for unknown reasons
Turnover Initiated by LEA
Dismissed
40
Turnover Beyond Control
99-00
00-01
01-02
02-03
03-04
04-05
34
43
23
32
24
19
1491
1825
1917
1807
1670
1815
Re-employed retired teacher resigned
NR
NR
NR
442
438.5
567
Resigned due to family responsibilities/
childcare
753
759
667
740
777.3
818
Resigned due to family relocation
1731
1742
1671
1644
1687.5
1794
Resigned due to health/disability
264
227
278
286
275
282
56
53
61
57
73
66
Reduction in Force
Retired with full benefits
Deceased
End of VIF Term
184
Note: In the 1999-2000 report, only 85 LEAs differentiated teachers who resigned to teach in another NC
LEA from those who resigned to teach in another state, and only 37 LEAs differentiated teachers who retired
with full benefits from those who retired with reduced benefits. Numbers for 1999-2000 are projected based
on the percentages reported by the LEAs that differentiated.
41
Category of Turnover by Year
99-00
00-01
01-02
02-03
03-04
04-05
50.00%
45.00%
40.00%
35.00%
30.00%
25.00%
20.00%
15.00%
10.00%
5.00%
0.00%
Remained/Remaining in
Education
Turnover that Might be Reduced
42
Turnover Initiated by LEA
Turnover Beyond Control
2004-2005
Remained/Remaining in
Education, 20.16%
Turnover Beyond Control,
44.73%
Turnover that Might be
Reduced, 28.51%
Turnover Initiated by LEA,
6.60%
43
1999-2000
2000-2001
Remained/Remaining
in Education, 21.87%
Remained/ Remaining
in Educat ion, 22.53%
Turnover Beyond
Control, 36.87%
Turnover Beyond
Cont rol, 35.85%
Turnover Init iat ed by
Turnover t hat Might be
LEA, 7.53%
Reduced, 34.09%
Turnover that M ight
be Reduced, 31.93%
Turnover Initiated by
LEA, 9.33%
2002-2003
2001-2002
Turnover Beyond
Control, 40.03%
Turnover Initiated by
LEA, 10.09%
Turnover Beyond
Control, 43.43%
Remained/Remaining
in Education, 20.12%
Turnover that M ight
be Reduced, 29.75%
Turnover Initiated by
LEA, 7.71%
44
Remained/Remaining in
Education, 21.79%
Turnover that M ight be
Reduced, 27.07%
2004-2005
2003-2004
Remained/Remaining
in Education,
20.74%
Remained/Remaining
in Education, 20.16%
Turnover Beyond
Control, 43.38%
Turnover Beyond
Control, 44.73%
Turnover that Might
be Reduced, 28.51%
Turnover that Might
be Reduced,
27.72%
Turnover Initiated by
LEA, 6.60%
Turnover Initiated by
LEA, 8.16%
45
Percentage of Teachers Leaving for Selected Reasons
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
390
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
Graham
Granville
# of Teachers
Reported
Leaving
325
36
15
36
To teach in
another NC
School System
18.77%
33.33%
6.67%
36.11%
Reason
Unknown
4.00%
0.00%
0.00%
0.00%
ResignedOther
Reason
4.31%
11.11%
6.67%
2.78%
Retired
with Full
Benefits
10.46%
16.67%
20.00%
19.44%
18
24
75
43
56.5
76
166
57
141
202
50
59
5
58
30
135
54
24
78
21
34
4
106
57
24
140
425
20
51
144
42
41
52
89
391
132
316
126
272
14
6
108
5.56%
12.50%
20.00%
25.58%
38.05%
19.74%
10.24%
21.05%
14.18%
19.80%
38.00%
15.25%
20.00%
10.34%
23.33%
15.56%
22.22%
33.33%
23.08%
9.52%
26.47%
25.00%
13.21%
24.56%
33.33%
13.57%
8.00%
20.00%
3.92%
7.64%
30.95%
46.34%
11.54%
25.84%
20.72%
18.94%
10.13%
17.46%
11.03%
28.57%
0.00%
22.22%
0.00%
0.00%
0.00%
4.65%
0.00%
13.16%
1.20%
0.00%
2.84%
0.00%
0.00%
0.00%
0.00%
0.00%
0.00%
0.00%
0.00%
0.00%
0.00%
0.00%
0.00%
0.00%
0.00%
0.00%
16.67%
14.29%
12.71%
0.00%
0.00%
0.69%
0.00%
0.00%
0.00%
0.00%
0.26%
0.00%
0.00%
5.56%
1.10%
0.00%
0.00%
0.93%
0.00%
0.00%
0.00%
4.65%
8.85%
5.26%
15.66%
0.00%
0.71%
0.99%
18.00%
11.86%
0.00%
20.69%
0.00%
0.00%
1.85%
0.00%
3.85%
0.00%
5.88%
0.00%
10.38%
0.00%
0.00%
0.00%
13.65%
0.00%
0.00%
6.94%
0.00%
0.00%
0.00%
3.37%
12.02%
12.12%
4.43%
22.22%
8.82%
0.00%
0.00%
3.70%
44.44%
29.17%
29.33%
4.65%
30.09%
7.89%
24.70%
10.53%
29.08%
9.41%
8.00%
33.90%
0.00%
20.69%
26.67%
26.67%
18.52%
16.67%
11.54%
42.86%
23.53%
50.00%
19.81%
33.33%
16.67%
10.71%
12.00%
20.00%
5.88%
8.33%
9.52%
4.88%
15.38%
13.48%
9.21%
6.82%
14.56%
8.73%
25.00%
50.00%
16.67%
12.96%
46
Percentage of Teachers Leaving for Selected Reasons
LEA
CODE
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
LEA
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
# of Teachers
Reported
Leaving
38
586
54
18
23
286
72
75
43
93
19
125
43
48
262
30
95
126
82
34
14
52
57
1251
11
23
128
179
237
41
201
82
145
25
110
95
17
61
182
16
161
34
42
172
131
157
To teach in
another NC
School System
26.32%
15.02%
29.63%
22.22%
4.35%
8.74%
9.72%
14.67%
6.98%
38.71%
26.32%
20.00%
18.60%
20.83%
24.81%
13.33%
18.95%
24.60%
24.39%
14.71%
0.00%
15.38%
22.81%
0.00%
0.00%
34.78%
8.59%
22.91%
12.24%
24.39%
11.94%
10.98%
3.45%
20.00%
19.09%
8.42%
47.06%
26.23%
11.54%
12.50%
16.15%
35.29%
33.33%
19.77%
18.32%
22.93%
47
Reason
Unknown
0.00%
5.12%
0.00%
5.56%
0.00%
0.00%
0.00%
1.33%
25.58%
0.00%
15.79%
0.00%
0.00%
0.00%
0.38%
0.00%
3.16%
7.14%
0.00%
5.88%
7.14%
0.00%
1.75%
25.02%
0.00%
0.00%
3.91%
2.23%
1.27%
12.20%
0.00%
25.61%
0.00%
4.00%
0.00%
15.79%
0.00%
0.00%
0.00%
0.00%
0.00%
0.00%
0.00%
1.74%
6.11%
0.00%
ResignedOther
Reason
0.00%
7.34%
7.41%
0.00%
0.00%
36.01%
0.00%
8.00%
0.00%
0.00%
0.00%
0.00%
4.65%
6.25%
2.67%
0.00%
3.16%
0.00%
10.98%
5.88%
0.00%
1.92%
14.04%
0.72%
9.09%
0.00%
16.41%
15.64%
2.11%
0.00%
0.00%
1.22%
0.00%
0.00%
0.91%
10.53%
5.88%
0.00%
11.54%
6.25%
5.59%
0.00%
4.76%
9.88%
0.00%
22.93%
Retired
with Full
Benefits
28.95%
15.70%
5.56%
22.22%
4.35%
11.19%
43.06%
28.00%
16.28%
4.30%
5.26%
17.60%
9.30%
29.17%
6.49%
43.33%
21.05%
13.49%
28.05%
41.18%
21.43%
23.08%
31.58%
9.43%
18.18%
8.70%
14.06%
17.32%
10.55%
17.07%
8.46%
6.10%
15.17%
0.00%
7.27%
15.79%
17.65%
18.03%
4.40%
12.50%
9.32%
11.76%
23.81%
9.88%
28.24%
7.64%
Percentage of Teachers Leaving for Selected Reasons
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
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
# of Teachers
Reported
Leaving
55
88
21
52
87
69
69
18
15
16
36
16
203
104
788
31
23
47
235
81
132
37
20
To teach in
another NC
School System
21.82%
36.36%
38.10%
5.77%
25.29%
34.78%
11.59%
5.56%
13.33%
31.25%
16.67%
25.00%
9.85%
12.50%
13.07%
12.90%
30.43%
10.64%
25.96%
0.00%
36.36%
27.03%
25.00%
48
Reason
Unknown
0.00%
0.00%
0.00%
0.00%
1.15%
0.00%
0.00%
0.00%
0.00%
0.00%
0.00%
0.00%
0.99%
0.00%
4.06%
3.23%
0.00%
2.13%
0.00%
0.00%
2.27%
0.00%
0.00%
ResignedOther
Reason
0.00%
18.18%
9.52%
50.00%
14.94%
8.70%
2.90%
11.11%
0.00%
0.00%
0.00%
0.00%
14.29%
14.42%
11.42%
22.58%
0.00%
0.00%
13.62%
6.17%
4.55%
16.22%
0.00%
Retired
with Full
Benefits
36.36%
18.18%
14.29%
21.15%
11.49%
26.09%
20.29%
44.44%
26.67%
25.00%
33.33%
18.75%
13.79%
7.69%
9.64%
12.90%
21.74%
19.15%
20.00%
14.81%
18.94%
29.73%
30.00%