SYSTEM LEVEL
TEACHER TURNOVER REPORT
2003-2004
Prepared by:
Public Schools of North Carolina
Department of Public Instruction
Division of Human Resource Management
October 2004
SYSTEM LEVEL
TEACHER TURNOVER REPORT
2003-2004
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 2003-2004 school year
asked LEAs to report the total number of teachers employed in the system between July 1,
2003 and June 30, 2004, 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. All 117
LEAS submitted a survey for the 2003-2004 school year. 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 117 school systems reported that 11,399 teachers of the 92,166 teachers employed during
the 2003-2004 school year left their systems for an average system level turnover rate of
12.37%. This represents a relatively stable average across the last several years, with 12.44%
reported for the 2002-2003 school year and 12.49% reported for the 2001-2002 school year.
Of the 11,399 teachers reported leaving, 3,594 (31.5%) had tenure. During the 2002-2003
school year, 32.9% of the teachers who left teaching had tenure, while 29.5% of the teachers
who left during the 2001-2002 school year had tenure.
System-level turnover ranged from a high of 25.76% in Bertie County to a low of 2.73% in
Graham 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
(2003-2004)
% of
teachers
leaving for
this reason
Number
leaving for
this reason
Resigned to teach elsewhere
To teach in another NC LEA (79.61%)
To teach in another state (15.42%)
To teach in a NC non-public/private school (3.04%)
To teach in a NC Charter School (1.93%)
19.06%
2173
Retired
With full benefits (88.69%)
With reduced benefits (11.31%)
16.52%
1883
Resigned—Family Relocation
14.80%
1687.5
Resigned—Other reasons or reason unknown
Other reasons (61.89%)
Unknown reasons (38.11%)
14.13%
1611
Resigned—Family responsibility/child care
6.82%
777.3
Resigned—Dissatisfied with teaching/career change
5.72%
651.5
Interim contract ended—not rehired
4.14%
472
Re-employed retired teacher resigned
3.85%
438.5
Resigned—To continue education/sabbatical
2.96%
337
Did not obtain or maintain license
2.48%
283
Non-Renewal (Probationary contract ended)
2.43%
277
Resigned—Because of health/disability
2.41%
275
Moved to a non-teaching position in education
2.24%
255
Resigned—In lieu of dismissal
1.31%
149
Deceased
.64%
73
Dismissed
.28%
32
Reduction in Force
.21%
24
Totals
100%
11,398.8
Reason
2
Most Difficult Areas of Licensure
for which to find Licensed Teachers
2002-03
2003-04
Number of LEAs Responding to Question = 110
Number of LEAs Responding to Question = 115
License Area
License Area
# Identifying
# Identifying
9-12 Mathematics
99
9-12 Mathematics
94
9-12 Science
70
6-9 Mathematics
74
6-9 Mathematics
69
9-12 Science
68
6-9 Science
59
6-9 Science
61
Behavioral/Emotional Disabilities
26
Cross Categorical
61
Cross Categorical
24
Behaviorally/Emotionally Disabled
60
Exceptional Children
24
Learning Disabled
56
6-9 Language Arts
23
Mentally Disabled
51
Learning Disabilities
19
Severely/Profoundly Disabled
40
Second Languages
19
Second Languages
39
ESL
14
Sp Ed: General Curriculum
30
Mental Disabilities
14
6-9 Language Arts
18
Elementary Education
11
Elementary Education
17
9-12 English
11
Family and Consumer Sciences
Education: 9-12 and 6-9
17
Severe/Profound Disabilities
9
9-12 English
15
Counselor
8
Media Coordinator
14
Media Coordinator
8
ESL
9
6-9 Social Studies
8
Speech Language Pathologist
8
Birth-Kindergarten
6
6-9 Social Studies
8
Workforce Development
5
Counselor
7
Technology Education
5
Birth-Kindergarten
7
Music K-12
7
Sp Ed: Adapted Curriculum
6
Notes:
1
2
Above numbers include only those areas identified by 5 or more LEAs.
Spanish was the Second Language most often identified.
3
Analysis of Turnover
For each of the last three years, the turnover reported by local education agencies has been
stable at approximately 12.4%. This represents a 1% decrease from the rates reported for
2000-2001 and 1999-2000, and is roughly at the rate (12.3%) reported for the 1997-98 school
year. While this rate is slightly greater than the 11% typically cited for turnover in other
professions, it is 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.
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, just
under 80% 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, but remaining in education (excluding those reported as
leaving to teach in other states) are removed from the turnover counts, the average system level
turnover rate falls to less than 10%.
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 2003-2004 year reveals that Turnover that Might be Reduced has decreased from 34% to
27%, while Turnover Beyond Control has increased from 35% to 43%. This would suggest that
LEAs are doing more to retain teachers and that greater reductions in the turnover rates are not
evident because of increases beyond the control of LEAs (e.g., retirement). Still, approximately
3200 fall into the category of Turnover that Might be Reduced.
The results of the North Carolina Teacher Working Conditions Survey, conducted by the Office
of the Governor in conjunction with the North Carolina Professional Teaching Standards
Commission and the North Carolina Association of Educators, provide information that can help
address Turnover that Might be Reduced. The survey provides state, district, and school level
data on teacher perceptions of empowerment, facilities and resources, leadership, professional
development, and time. Comparatively, teachers expressed the highest degree of satisfaction
with the effectiveness, supportiveness, and professionalism of their school leaders, and with the
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. Further analysis comparing turnover at the school and district levels to
the responses to the Teacher Working Conditions Survey is needed.
4
Appendix A
Survey Instrument
5
ANNUAL TEACHER TURNOVER SUMMARY
Personnel Office Report
LEA:_________________________________________
1.
Report Period: 7/1/2003-6/30/2004
Total number of teachers employed in the LEA
Teacher Turnover
Total number of teachers leaving 7/1/2003 – 6/30/2004
_____________%
Number of teachers leaving in 2003 - 2004 who were tenured in your LEA
2.
Give the number of teachers who left teaching or left your LEA in 2003 – 2004 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 – Dissatisfied with teaching/Career change
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
(N/A)
(66)
(68)
(73)
(50)
(55)
(56)
(54)
(53)
(51)
(59)
(58)
(70)
(71)
(62)
(63)
(57)
(61)
(60)
(64)
(69)
(65)
(67)
_________ (Total number of teachers leaving 7/1/2003-6/30/2004 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.
4.
Please indicate the number of VIF teachers included in your Turnover Summary.
6
______
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
Visiting international teachers (e.g., VIF)
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
7
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/Career change
Teachers resigning to pursue another employment opportunity
Teachers resigning due to dissatisfaction with teaching
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
8
Appendix B
2003-04 System Level Teacher Turnover
9
2003-2004 Teacher Turnover
(as reported by LEAs)
LEA
Code
System Name
Total
Teachers
Teachers
Leaving
Leaving w/
Tenure
Turnover
10
Alamance-Burlington
1400
232
36
16.57%
20
Alexander County
346
31
2
8.96%
30
Alleghany County
143
10
5
7.00%
40
Anson County
300
38
10
12.67%
50
Ashe County
243
17
17
7.00%
60
Avery County
211
15
8
7.11%
70
Beaufort County
568
60
26
10.56%
80
Bertie County
229
59
15
25.76%
90
Bladen County
324
36
14
11.11%
100
Brunswick County
743
84
14
11.31%
110
Buncombe County
1565
131
16
8.37%
111
Asheville City
326
41
20
12.58%
120
Burke County
1221
130
63
10.65%
130
Cabarrus County
1583
228
56
14.40%
132
Kannapolis City
350
39
13
11.14%
140
Caldwell County
797
89
0
11.17%
150
Camden County
105
8
6
7.62%
160
Carteret County
632
63
39
9.97%
170
Caswell County
247
30
6
12.15%
180
Catawba County
1136
128
54
11.27%
181
Hickory City
339
39
16
11.50%
182
Newton Conover City
226
37
9
16.37%
190
Chatham County
535
78
15
14.58%
200
Cherokee County
300
26
11
8.67%
210
Edenton/Chowan
186
25
8
13.44%
220
Clay County
110
8
5
7.27%
230
Cleveland County
700
93
29
13.29%
231
Kings Mountain City
308
29
18
9.42%
232
Shelby City
243
32
6
13.17%
240
Columbus County
469
35
10
7.46%
241
Whiteville City
213
32
12
15.02%
250
Craven County
1080
82
25
7.59%
260
Cumberland County
3346
371
86
11.09%
270
Currituck County
226
26
13
11.50%
280
Dare County
398
43
22
10.80%
290
Davidson County
1251
119
34
9.51%
10
LEA
Code
System Name
Total
Teachers
Teachers
Leaving
Leaving w/
Tenure
Turnover
291
Lexington City
245
50
14
20.41%
292
Thomasville City
177
32
13
18.08%
300
Davie County
427
57
26
13.35%
310
Duplin County
575
79
2
13.74%
320
Durham Public
2016
345
91
17.11%
330
Edgecombe County
568
140
47
24.65%
340
Winston-Salem/Forsyth
3650
301
132
8.25%
350
Franklin County
505
85
3
16.83%
360
Gaston County
1962
192
33
9.79%
370
Gates County
156
25
13
16.03%
380
Graham County
110
3
3
2.73%
390
Granville County
555
78
19
14.05%
400
Greene County
236
38
12
16.10%
410
Guilford County
5125
589
268
11.49%
420
Halifax County
414
66
14
15.94%
421
Roanoke Rapids City
199
16
11
8.04%
422
Weldon City
95
15
4
15.79%
430
Harnett County
1040
203
30
19.52%
440
Haywood County
538
48
31
8.92%
450
Henderson County
713
48
22
6.73%
460
Hertford County
263
46
8
17.49%
470
Hoke County
403
88
14
21.84%
480
Hyde County
72
9
1
12.50%
490
Iredell-Statesville
1331
122
19
9.17%
491
Mooresville City
299
27
9
9.03%
500
Jackson County
259
32
10
12.36%
510
Johnston County
1720
226
75
13.14%
520
Jones County
131
17
3
12.98%
530
Lee County
629
91
31
14.47%
540
Lenoir County
780
106
34
13.59%
550
Lincoln County
773
82
29
10.60%
560
Macon County
352
26
12
7.39%
570
Madison County
221
22
8
9.95%
580
Martin County
342
41
22
12.00%
590
McDowell County
426
29
7
6.81%
600
Charlotte-Mecklenburg
7385
1178
292
15.95%
610
Mitchell County
163
11
10
6.75%
620
Montgomery County
360
51
10
14.17%
630
Moore County
821
126
20
15.35%
11
LEA
Code
System Name
Total
Teachers
Teachers
Leaving
Leaving w/
Tenure
Turnover
640
Nash-Rocky Mount
1176
130
14
11.05%
650
New Hanover County
1432
218
81
15.22%
660
Northampton County
267
48
17
17.98%
670
Onslow County
1395.1
173
49
12.40%
680
Orange County
467
67
14
14.35%
681
Chapel Hill-Carrboro City
966.3
148.8
50
15.40%
690
Pamlico County
157
18
6
11.46%
700
Elizabeth-City/Pasquotank
458
98
15
21.40%
710
Pender County
452
85
22
18.81%
720
Perquimans County
145
10
7
6.90%
730
Person County
432
60
22
13.89%
740
Pitt County
1646
135
46
8.20%
750
Polk County
185
18
7
9.73%
760
Randolph County
1138
140
45
12.30%
761
Asheboro City
331
43
14
13.00%
770
Richmond County
588
28
5
4.76%
780
Robeson County
1431
175
60
12.23%
790
Rockingham County
1047
162
68
15.47%
800
Rowan-Salisbury
1314
172
80
13.09%
810
Rutherford County
784
49
26
6.25%
820
Sampson County
561
61
23
10.87%
821
Clinton City
197
29
13
14.72%
830
Scotland County
543
63
39
11.60%
840
Stanly County
738
76
25
10.30%
850
Stokes County
568
99
31
17.43%
860
Surry County
588
56
33
9.52%
861
Elkin City
92
9
6
9.78%
862
Mount Airy City
146
28
18
19.18%
870
Swain County
147
15
9
10.20%
880
Transylvania County
267
16
5
5.99%
890
Tyrrell County
60
9
2
15.00%
900
Union County
1885
219
70
11.62%
910
Vance County
581
123
26
21.17%
920
Wake County
7247
819
302
11.30%
930
Warren County
217
50
4
17.51%
940
Washington County
187
20
7
10.70%
950
Watauga County
400
50
29
12.50%
960
Wayne County
1413
182
80
12.88%
970
Wilkes County
700
91
30
13.00%
12
LEA
Code
System Name
Total
Teachers
Teachers
Leaving
Leaving w/
Tenure
Turnover
980
Wilson County
829
76
24
9.17%
990
Yadkin County
369
42
24
11.38%
995
Yancey County
185
16
5
8.65%
92166.4
11398.8
3594
12.37%
Totals
13
2003-2004 Teacher Turnover
(in descending order)
LEA
Code
System Name
Turnover
80
Bertie County
25.76%
330
Edgecombe County
24.65%
470
Hoke County
21.84%
700
Elizabeth-City/Pasquotank
21.40%
910
Vance County
21.17%
291
Lexington City
20.41%
430
Harnett County
19.52%
862
Mount Airy City
19.18%
710
Pender County
18.81%
292
Thomasville City
18.08%
660
Northampton County
17.98%
930
Warren County
17.51%
460
Hertford County
17.49%
850
Stokes County
17.43%
320
Durham Public
17.11%
350
Franklin County
16.83%
10
Alamance-Burlington
16.57%
182
Newton Conover City
16.37%
400
Greene County
16.10%
370
Gates County
16.03%
600
Charlotte-Mecklenburg
15.95%
420
Halifax County
15.94%
422
Weldon City
15.79%
790
Rockingham County
15.47%
681
Chapel Hill-Carrboro City
15.40%
630
Moore County
15.35%
650
New Hanover County
15.22%
241
Whiteville City
15.02%
890
Tyrrell County
15.00%
821
Clinton City
14.72%
190
Chatham County
14.58%
530
Lee County
14.47%
130
Cabarrus County
14.40%
680
Orange County
14.35%
620
Montgomery County
14.17%
390
Granville County
14.05%
14
LEA
Code
System Name
Turnover
730
Person County
13.89%
310
Duplin County
13.74%
540
Lenoir County
13.59%
210
Edenton/Chowan
13.44%
300
Davie County
13.35%
230
Cleveland County
13.29%
232
Shelby City
13.17%
510
Johnston County
13.14%
800
Rowan-Salisbury
13.09%
761
Asheboro City
13.00%
970
Wilkes County
13.00%
520
Jones County
12.98%
960
Wayne County
12.88%
40
Anson County
12.67%
111
Asheville City
12.58%
480
Hyde County
12.50%
950
Watauga County
12.50%
670
Onslow County
12.40%
500
Jackson County
12.36%
760
Randolph County
12.30%
780
Robeson County
12.23%
170
Caswell County
12.15%
580
Martin County
12.00%
900
Union County
11.62%
830
Scotland County
11.60%
181
Hickory City
11.50%
270
Currituck County
11.50%
410
Guilford County
11.49%
690
Pamlico County
11.46%
990
Yadkin County
11.38%
100
Brunswick County
11.31%
920
Wake County
11.30%
180
Catawba County
11.27%
140
Caldwell County
11.17%
132
Kannapolis City
11.14%
90
Bladen County
11.11%
260
Cumberland County
11.09%
640
Nash-Rocky Mount
11.05%
820
Sampson County
10.87%
15
LEA
Code
System Name
Turnover
280
Dare County
10.80%
940
Washington County
10.70%
120
Burke County
10.65%
550
Lincoln County
10.60%
70
Beaufort County
10.56%
840
Stanly County
10.30%
870
Swain County
10.20%
160
Carteret County
9.97%
570
Madison County
9.95%
360
Gaston County
9.79%
861
Elkin City
9.78%
750
Polk County
9.73%
860
Surry County
9.52%
290
Davidson County
9.51%
231
Kings Mountain City
9.42%
490
Iredell-Statesville
9.17%
980
Wilson County
9.17%
491
Mooresville City
9.03%
20
Alexander County
8.96%
440
Haywood County
8.92%
200
Cherokee County
8.67%
995
Yancey County
8.65%
110
Buncombe County
8.37%
340
Winston-Salem/Forsyth
8.25%
740
Pitt County
8.20%
421
Roanoke Rapids City
8.04%
150
Camden County
7.62%
250
Craven County
7.59%
240
Columbus County
7.46%
560
Macon County
7.39%
220
Clay County
7.27%
60
Avery County
7.11%
30
Alleghany County
7.00%
50
Ashe County
7.00%
720
Perquimans County
6.90%
590
McDowell County
6.81%
610
Mitchell County
6.75%
450
Henderson County
6.73%
810
Rutherford County
6.25%
16
LEA
Code
System Name
Turnover
880
Transylvania County
5.99%
770
Richmond County
4.76%
380
Graham County
2.73%
17
Appendix C
Five-Year Average System Level Teacher Turnover
18
Five-Year Average Teacher Turnover
2000-2004
LEA
Code
System Name
1999-00
2000-01
2001-02
2002-03
2003-04
5-Year
Average
10
Alamance-Burlington
18.13%
16.43%
16.19%
15.11%
16.57%
16.49%
20
Alexander County
12.58%
13.48%
17.65%
10.93%
8.96%
12.72%
30
Alleghany County
8.73%
5.60%
2.99%
9.09%
7.00%
6.68%
40
Anson County
23.10%
13.68%
13.27%
10.14%
12.67%
14.57%
50
Ashe County
6.28%
9.13%
3.54%
9.62%
7.00%
7.11%
60
Avery County
10.09%
5.03%
7.55%
6.22%
7.11%
7.20%
70
Beaufort County
11.11%
13.57%
12.95%
10.83%
10.56%
11.80%
80
Bertie County
12.72%
14.98%
20.34%
7.69%
25.76%
16.30%
90
Bladen County
8.96%
11.04%
19.80%
13.26%
11.11%
12.83%
100
Brunswick County
12.55%
12.25%
13.18%
14.45%
11.31%
12.75%
110
Buncombe County
8.62%
9.95%
8.57%
9.32%
8.37%
8.97%
111
Asheville City
15.38%
16.58%
13.54%
13.38%
12.58%
14.29%
120
Burke County
14.81%
14.33%
13.63%
14.73%
10.65%
13.63%
130
Cabarrus County
11.42%
13.52%
12.04%
12.14%
14.40%
12.70%
132
Kannapolis City
18.49%
18.30%
14.20%
12.57%
11.14%
14.94%
140
Caldwell County
12.80%
14.89%
7.56%
12.66%
11.17%
11.82%
150
Camden County
14.77%
15.22%
6.25%
7.00%
7.62%
10.17%
160
Carteret County
5.72%
13.17%
6.97%
7.50%
9.97%
8.67%
170
Caswell County
11.90%
16.30%
13.89%
14.34%
12.15%
13.72%
180
Catawba County
15.34%
18.17%
12.52%
13.58%
11.27%
14.18%
181
Hickory City
19.12%
19.00%
16.62%
14.24%
11.50%
16.10%
182
Newton-Conover City
18.57%
17.27%
17.59%
16.81%
16.37%
17.32%
190
Chatham County
18.88%
17.48%
16.09%
15.71%
14.58%
16.55%
200
Cherokee County
7.94%
4.59%
9.67%
5.35%
8.67%
7.24%
210
Edenton-Chowan
16.40%
13.89%
13.89%
13.89%
13.44%
14.30%
220
Clay County
7.00%
5.00%
3.16%
3.16%
7.27%
5.12%
230
Cleveland County
10.37%
12.92%
14.07%
12.59%
13.29%
12.65%
231
Kings Mountain City
9.46%
10.44%
11.41%
5.84%
9.42%
9.31%
232
Shelby City
17.55%
16.41%
17.57%
20.48%
13.17%
17.04%
240
Columbus County
9.98%
8.58%
6.49%
8.13%
7.46%
8.13%
241
Whiteville City
11.06%
9.09%
11.27%
10.47%
15.02%
11.38%
250
Craven County
10.50%
11.46%
7.89%
6.74%
7.59%
8.84%
260
Cumberland County
8.33%
11.36%
9.71%
9.81%
11.09%
10.06%
270
Currituck County
9.71%
15.07%
14.29%
5.08%
11.50%
11.13%
280
Dare County
8.24%
11.11%
9.09%
8.79%
10.80%
9.61%
290
Davidson County
11.36%
11.03%
9.22%
9.11%
9.51%
10.05%
291
Lexington City
20.44%
18.72%
16.25%
13.25%
20.41%
17.81%
292
Thomasville City
16.67%
18.52%
18.18%
21.14%
18.08%
18.52%
300
Davie County
13.22%
12.98%
13.53%
16.10%
13.35%
13.84%
19
LEA
Code
System Name
1999-00
2000-01
2001-02
2002-03
2003-04
5-Year
Average
310
Duplin County
22.24%
15.47%
13.22%
20.38%
13.74%
17.01%
320
Durham County
16.93%
18.12%
14.21%
18.76%
17.11%
17.03%
330
Edgecombe County
24.22%
23.36%
20.04%
18.33%
24.65%
22.12%
340
Forsyth County
14.17%
13.47%
10.19%
9.73%
8.25%
11.16%
350
Franklin County
15.98%
21.23%
17.61%
21.53%
16.83%
18.64%
360
Gaston County
13.81%
10.53%
9.04%
10.03%
9.79%
10.64%
370
Gates County
7.36%
10.26%
5.99%
7.10%
16.03%
9.35%
380
Graham County
3.00%
1.60%
3.92%
5.32%
2.73%
3.31%
390
Granville County
16.16%
17.45%
12.17%
12.05%
14.05%
14.38%
400
Greene County
16.16%
18.45%
12.90%
13.30%
16.10%
15.38%
410
Guilford County
12.29%
9.77%
10.06%
9.95%
11.49%
10.71%
420
Halifax County
18.67%
19.78%
13.93%
12.81%
15.94%
16.23%
421
Roanoke Rapids City
17.19%
12.62%
11.42%
8.87%
8.04%
11.63%
422
Weldon City
21.18%
20.45%
22.34%
18.28%
15.79%
19.61%
430
Harnett County
12.80%
14.08%
16.37%
18.34%
19.52%
16.22%
440
Haywood County
4.01%
6.16%
9.78%
11.00%
8.92%
7.97%
450
Henderson County
11.07%
11.27%
8.76%
6.32%
6.73%
8.83%
460
Hertford County
11.75%
15.64%
30.57%
18.75%
17.49%
18.84%
470
Hoke County
28.21%
23.55%
23.43%
27.59%
21.84%
24.92%
480
Hyde County
13.70%
12.00%
12.16%
14.47%
12.50%
12.97%
490
Iredell-Statesville
10.78%
13.91%
10.71%
11.50%
9.17%
11.21%
491
Mooresville City
11.45%
15.81%
11.50%
9.38%
9.03%
11.43%
500
Jackson County
8.47%
9.09%
14.40%
15.69%
12.36%
12.00%
510
Johnston County
11.66%
17.41%
11.90%
15.81%
13.14%
13.98%
520
Jones County
21.49%
22.05%
18.11%
10.00%
12.98%
16.93%
530
Lee County
9.52%
14.89%
15.36%
17.12%
14.47%
14.27%
540
Lenoir County
12.63%
15.14%
17.89%
20.13%
13.59%
15.88%
550
Lincoln County
15.99%
14.36%
10.10%
11.01%
10.60%
12.41%
560
Macon County
8.02%
4.73%
9.43%
8.31%
7.39%
7.58%
570
Madison County
7.73%
9.22%
9.36%
12.96%
9.95%
9.84%
580
Martin County
19.86%
12.89%
13.61%
13.03%
12.00%
14.28%
590
McDowell County
12.00%
13.57%
13.46%
8.39%
6.81%
10.85%
600
Mecklenburg County
19.44%
21.77%
19.31%
16.73%
15.95%
18.64%
610
Mitchell County
5.75%
6.92%
5.63%
9.20%
6.75%
6.85%
620
Montgomery County
17.83%
19.44%
16.67%
18.05%
14.17%
17.23%
630
Moore County
17.84%
13.74%
14.39%
10.53%
15.35%
14.37%
640
Nash-Rocky Mount
15.07%
18.24%
13.76%
20.34%
11.05%
15.69%
650
New Hanover County
16.48%
11.68%
13.50%
11.50%
15.22%
13.68%
660
Northampton County
13.81%
17.33%
24.71%
16.78%
17.98%
18.12%
670
Onslow County
18.36%
15.60%
14.62%
13.29%
12.40%
14.85%
680
Orange County
13.58%
15.32%
12.31%
13.55%
14.35%
13.82%
20
LEA
Code
System Name
1999-00
2000-01
2001-02
2002-03
2003-04
5-Year
Average
681
Chapel Hill-Carrboro
14.58%
12.38%
14.51%
16.43%
15.40%
14.66%
690
Pamlico County
12.03%
11.80%
11.46%
11.46%
11.46%
11.64%
700
Pasquotank County
13.53%
19.03%
9.39%
18.57%
21.40%
16.38%
710
Pender County
15.11%
11.84%
9.63%
10.65%
18.81%
13.21%
720
Perquimans County
12.06%
10.34%
8.28%
8.28%
6.90%
9.17%
730
Person County
19.45%
21.26%
20.96%
12.97%
13.89%
17.71%
740
Pitt County
11.05%
9.24%
8.58%
8.54%
8.20%
9.12%
750
Polk County
20.37%
16.98%
13.77%
11.35%
9.73%
14.44%
760
Randolph County
13.13%
15.12%
12.92%
13.58%
12.30%
13.41%
761
Asheboro City
16.25%
15.61%
9.84%
12.78%
13.00%
13.50%
770
Richmond County
10.64%
13.52%
16.12%
10.44%
4.76%
11.10%
780
Robeson County
14.15%
16.18%
13.41%
13.97%
12.23%
13.99%
790
Rockingham County
14.89%
10.09%
14.16%
11.57%
15.47%
13.24%
800
Rowan-Salisbury
12.94%
14.41%
14.04%
12.81%
13.09%
13.46%
810
Rutherford County
8.35%
8.61%
6.46%
8.56%
6.25%
7.65%
820
Sampson County
11.31%
14.77%
15.21%
13.04%
10.87%
13.04%
821
Clinton City
18.72%
12.50%
11.73%
10.95%
14.72%
13.72%
830
Scotland County
16.04%
9.90%
7.75%
10.13%
11.60%
11.08%
840
Stanly County
11.42%
13.46%
12.38%
9.86%
10.30%
11.48%
850
Stokes County
13.64%
13.30%
10.28%
9.69%
17.43%
12.87%
860
Surry County
14.21%
13.04%
10.24%
14.83%
9.52%
12.37%
861
Elkin City
14.74%
13.48%
14.77%
10.23%
9.78%
12.60%
862
Mount Airy City
11.52%
19.08%
13.01%
11.02%
19.18%
14.76%
870
Swain County
9.02%
9.56%
5.96%
8.12%
10.20%
8.57%
880
Transylvania County
12.11%
14.12%
8.27%
12.64%
5.99%
10.63%
890
Tyrrell County
27.87%
20.34%
12.07%
24.56%
15.00%
19.97%
900
Union County
15.91%
17.62%
11.12%
10.08%
11.62%
13.27%
910
Vance County
25.38%
20.00%
13.60%
21.04%
21.17%
20.24%
920
Wake County
10.78%
9.20%
9.48%
10.22%
11.30%
10.20%
930
Warren County
19.80%
30.46%
13.27%
17.21%
17.51%
19.65%
940
Washington County
19.00%
11.27%
15.34%
11.64%
10.70%
13.59%
950
Watauga County
12.96%
11.50%
12.73%
9.15%
12.50%
11.77%
960
Wayne County
9.70%
12.89%
7.46%
3.57%
12.88%
9.30%
970
Wilkes County
6.98%
9.63%
15.43%
12.95%
13.00%
11.60%
980
Wilson County
12.34%
22.79%
16.56%
13.57%
9.17%
14.89%
990
Yadkin County
10.86%
10.44%
9.62%
11.73%
11.38%
10.81%
995
Yancey County
Yearly Averages
1.65%
2.22%
2.63%
6.12%
8.65%
4.25%
13.59%
13.96%
12.49%
12.44%
12.37%
12.97%
21
2000-04 Five Year Average Teacher Turnover
(in descending order)
LEA
Code
System Name
5-Year Average
470
Hoke County
24.92%
330
Edgecombe County
22.12%
910
Vance County
20.24%
890
Tyrrell County
19.97%
930
Warren County
20.76%
422
Weldon City
19.61%
460
Hertford County
18.84%
350
Franklin County
18.64%
600
Mecklenburg County
18.64%
292
Thomasville City
18.52%
660
Northampton County
18.12%
291
Lexington City
17.81%
730
Person County
17.71%
182
Newton-Conover City
17.32%
620
Montgomery County
17.23%
232
Shelby City
17.04%
320
Durham County
17.03%
310
Duplin County
17.01%
520
Jones County
16.93%
190
Chatham County
16.55%
10
Alamance-Burlington
16.49%
700
Pasquotank County
16.38%
80
Bertie County
16.30%
420
Halifax County
16.23%
430
Harnett County
16.22%
181
Hickory City
16.10%
540
Lenoir County
15.88%
640
Nash-Rocky Mount
15.69%
400
Greene County
15.38%
132
Kannapolis City
14.94%
980
Wilson County
14.89%
670
Onslow County
14.85%
862
Mount Airy City
14.76%
681
Chapel Hill-Carrboro
14.66%
40
Anson County
14.57%
22
LEA
Code
System Name
5-Year Average
750
Polk County
14.44%
390
Granville County
14.38%
630
Moore County
14.37%
210
Edenton-Chowan
14.30%
111
Asheville City
14.29%
580
Martin County
14.28%
530
Lee County
14.27%
180
Catawba County
14.18%
780
Robeson County
13.99%
510
Johnston County
13.98%
300
Davie County
13.84%
680
Orange County
13.82%
170
Caswell County
13.72%
821
Clinton City
13.72%
650
New Hanover County
13.68%
120
Burke County
13.63%
940
Washington County
13.59%
761
Asheboro City
13.50%
800
Rowan-Salisbury
13.46%
760
Randolph County
13.41%
900
Union County
13.27%
790
Rockingham County
13.24%
710
Pender County
13.21%
820
Sampson County
13.04%
480
Hyde County
12.97%
850
Stokes County
12.87%
90
Bladen County
12.83%
100
Brunswick County
12.75%
20
Alexander County
12.72%
130
Cabarrus County
12.70%
230
Cleveland County
12.65%
861
Elkin City
12.60%
550
Lincoln County
12.41%
860
Surry County
12.37%
500
Jackson County
12.00%
140
Caldwell County
11.82%
70
Beaufort County
11.80%
950
Watauga County
11.77%
23
LEA
Code
System Name
690
Pamlico County
11.64%
421
Roanoke Rapids City
11.63%
970
Wilkes County
11.60%
840
Stanly County
11.48%
491
Mooresville City
11.43%
241
Whiteville City
11.38%
490
Iredell-Statesville
11.21%
340
Forsyth County
11.16%
270
Currituck County
11.13%
770
Richmond County
11.10%
830
Scotland County
11.08%
590
McDowell County
10.85%
990
Yadkin County
10.81%
410
Guilford County
10.71%
360
Gaston County
10.64%
880
Transylvania County
10.63%
920
Wake County
10.20%
150
Camden County
10.17%
260
Cumberland County
10.06%
290
Davidson County
10.05%
570
Madison County
9.84%
280
Dare County
9.61%
370
Gates County
9.35%
231
Kings Mountain City
9.31%
960
Wayne County
9.30%
720
Perquimans County
9.17%
740
Pitt County
9.12%
110
Buncombe County
8.97%
250
Craven County
8.84%
450
Henderson County
8.83%
160
Carteret County
8.67%
870
Swain County
8.57%
240
Columbus County
8.13%
440
Haywood County
7.97%
810
Rutherford County
7.65%
560
Macon County
7.58%
200
Cherokee County
7.24%
60
Avery County
7.20%
5-Year Average
24
LEA
Code
System Name
5-Year Average
50
Ashe County
7.11%
610
Mitchell County
6.85%
30
Alleghany County
6.68%
220
Clay County
5.12%
995
Yancey County
4.25%
380
Graham County
3.31%
25
System Level Average Turnover by Region
1999-2000
2000-2001
2001-2002
2002-2003
2003-2004
Region 1
12.59%
12.66%
12.10%
10.82%
12.18%
Region 2
13.78%
13.49%
11.92%
11.41%
12.62%
Region 3
14.10%
15.14%
12.50%
14.32%
13.45%
Region 4
12.17%
13.38%
12.96%
12.85%
12.78%
Region 5
14.12%
12.91%
11.93%
11.54%
12.23%
Region 6
16.38%
17.28%
14.95%
13.61%
13.59%
Region 7
12.67%
13.89%
12.26%
12.68%
11.13%
Region 8
9.07%
9.59%
9.08%
9.23%
8.10%
26
Turnover by Region
99-00
00-01
02-03
03-04
01-02
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
1999-00
2000-01
2001-02
2002-03
35.00%
2003-04
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
1999-00
2000-01
2001-02
2002-03
35.00%
2003-04
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
1999-00
2000-01
2001-02
2002-03
2003-04
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
1999-00
2000-01
2001-02
2002-03
35.00%
2003-04
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
1999-00
2000-01
2001-02
2002-03
35.00%
2003-04
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
1999-00
2000-01
2001-02
2002-03
35.00%
2003-04
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
1999-00
2000-01
2001-02
2002-03
35.00%
2003-04
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
1999-00
2000-01
2001-02
2002-03
35.00%
2003-04
30.00%
25.00%
20.00%
15.00%
10.00%
5.00%
0.00%
36
Appendix D
Reasons for Turnover
36
Reasons for Teacher Turnover
2000-2004
(in descending rank order)
RANK
1
1999-2000
2000-2001
2001-2002
2002-2003
2003-2004
To teach elsewhere
ResignedOther/Unknown
Reasons
To teach elsewhere
Retired
To teach elsewhere
To teach elsewhere
Retired
To teach elsewhere
Retired
Retired
3
Retired
Other/Unknown Reasons Family Relocation
Family Relocation
Family Relocation
4
Family Relocation
Family Relocation
Other/Unknown Reasons
Other/Unknown Reasons
Other/Unknown Reasons
5
Family Responsibilities/ Family Responsibilities/
childcare
childcare
Family Responsibilities/
childcare
Family Responsibilities/
childcare
Family Responsibilities/
childcare
6
Dissatisfied with
Dissatisfied with
teaching/career change teaching/career change
Dissatisfied with
teaching/career change
Dissatisfied with
teaching/career change
Dissatisfied with
teaching/career change
7
Employed, but in a nonEnd of Contract
teaching position
Non-renewed/ probationary
Didn't obtain/maintain license
contract ended
End of Contract
8
Didn't obtain/maintain
license
Employed, but in a nonteaching position
Didn't obtain/maintain
license
Re-employed retired teacher
resigned
Re-employed retired teacher
resigned
9
End of Contract
Didn't obtain/maintain
license
Employed, but in a nonteaching position
Non-Renewal (Probationary
contract ended)
To continue
education/sabbatical
10
To continue education/
sabbatical
End of Contract
End of Contract
Didn’t obtain/maintain license
11
Health/Disability
To continue education/
sabbatical
Health/ Disability
Non-Renewal (Probationary
Contract ended)
12
Non-Renewal
(Probationary contract
ended)
Health/ Disability
Health/ Disability
Employed, but in a nonteaching position
Health/Disability
13
Dismissed
Dismissed
Dismissed
Resigned in lieu of dismissal
Moved to non-teaching position
in education
14
Deceased
Deceased
Reduction in Force
15
Reduction in Force
Reduction in Force
2
To continue education/
sabbatical
Non-Renewal
(Probationary contract
ended)
Moved to non-teaching position
Resigned in lieu of dismissal
in Education
Deceased
Deceased
Reasons for Leaving
25.00%
20.03%
20.00%
18.64%
18.64%
17.28%
17.20%
16.93%
16.19%
15.39%
15.00%
19.06%
18.13%
16.52%
16.13%
14.13%
13.56%
12.40%
10.00%
99-00
00-01
01-02
Resigned to Teach Elsewhere
Retired
Other Reason
38
02-03
03-04
Appendix E
Analysis of Turnover
39
Analysis of Turnover
2003-04
Remained/
Remaining in
Education
2364
2.56%
Resigned to teach in
another NC LEA
1730
Resigned to teach in
a NC Charter School
42
Moved to a nonteaching position in
education
Resigned—To
continue education/
sabbatical
255
337
Turnover that Might
be Reduced
Retired with reduced
benefits
Resigned to teach in a
NC non-public/private
school
Resigned to teach in
another state
Resigned—
Dissatisfied with
teaching/career
change
3159.5
3.43%
213
Turnover Initiated
by LEA
Non-Renewal
(Probationary
contract ended)
930
1.01%
277
Turnover Beyond
Control
Reduction in Force
4945.3
5.37%
24
66
Interim contract
ended—not rehired
472
Retired with full
benefits
1670
335
Resigned—In lieu of
dismissal
149
Re-employed retired
teacher resigned
438.5
Dismissed
32
651.5
Resigned—Family
responsibility/child
care
777.3
Did not obtain or
maintain license
283
Resigned—Family
Relocation
Resigned other
reasons
997
Resigned—Because
of health/disability
275
Resigned unknown
reasons
614
Deceased
73
1687.5
Breakdown of Turnover by Category
2000-2004
Remained/Remaining in Education
Resigned to teach in another NC LEA
99-00
00-01
01-02
02-03
03-04
1802
1772
1456
1701
1730
Resigned to teach in a NC Charter
School
NR
45
36
29
42
Moved to a non-teaching position in
education
553
591
509
396
255
Resigned to continue
education/sabbatical
366
350
320
387
337
Turnover that Might be Reduced
99-00
00-01
01-02
02-03
03-04
Retired with reduced benefits
368
216
174
185
213
Resigned to teach in a NC non-public/
private school
NR
56
65
83
66
Resigned to teach in another state
617
477
395
336
335
Dissatisfied with teaching or career
change
595
721
644
600
651.5
Did not obtain or maintain license
459
523
589
487
283
1322
1400
1009
901
997
755
634
555
529
614
Resigned for other reasons
Resigned for unknown reasons
Turnover Initiated by LEA
99-00
00-01
01-02
02-03
03-04
Non-renewal (probationary contract
ended)
258
306
378
361
277
Interim contract ended--not rehired
407
656
590
312
472
Resigned in lieu of dismissal
185
172
162
180
149
59
42
34
36
32
Dismissed
41
Turnover Beyond Control
Reduction in Force
99-00
00-01
01-02
02-03
03-04
34
43
23
32
24
1491
1825
1917
1807
1670
Re-employed retired teacher resigned
NR
NR
NR
442
438.5
Resigned due to family responsibilities/
childcare
753
759
667
740
777.3
Resigned due to family relocation
1731
1742
1671
1644
1687.5
Resigned due to health/disability
264
227
278
286
275
Retired with full benefits
Deceased
56
53
61
57
73
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.
42
Category of Turnover by Year
99-00
00-01
01-02
02-03
03-04
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
Turnover Initiated by LEA
43
Turnover Beyond Control
2003-2004
Remained/Remaining in
Education, 20.74%
Turnover Beyond Control,
43.38%
Turnover that Might be Reduced,
27.72%
Turnover Initiated by LEA, 8.16%
44
1999-2000
2000-2001
Remained/ Remaining
in Educat ion, 22.53%
Remained/Remaining
in Education, 21.87%
Turnover Beyond
Control, 36.87%
Turnover Beyond
Cont rol, 35.85%
Turnover Init iat ed by
LEA, 7.53%
Turnover t hat M ight
be 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%
Remained/Remaining
in Education, 20.12%
Turnover Beyond
Control, 43.43%
Turnover that M ight
be Reduced, 29.75%
Turnover Initiated by
LEA, 7.71%
45
Remained/Remaining in
Education, 21.79%
Turnover that M ight be
Reduced, 27.07%