SYSTEM LEVEL TEACHER TURNOVER REPORT

Transcription

1 SYSTEM LEVEL TEACHER TURNOVER REPORT Prepared by: Public Schools of North Carolina Department of Public Instruction Division of Human Resource Management October 2004

2 SYSTEM LEVEL TEACHER TURNOVER REPORT 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 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 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 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 school year and 12.49% reported for the school year. Of the 11,399 teachers reported leaving, 3,594 (31.5%) had tenure. During the school year, 32.9% of the teachers who left teaching had tenure, while 29.5% of the teachers who left during the 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

3 Reasons For Leaving As Reported By The LEAs ( ) 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%) Retired With full benefits (88.69%) With reduced benefits (11.31%) % of teachers leaving for this reason Number leaving for this reason 19.06% % 1883 Resigned Family Relocation 14.80% Resigned Other reasons or reason unknown Other reasons (61.89%) Unknown reasons (38.11%) 14.13% 1611 Resigned Family responsibility/child care 6.82% Resigned Dissatisfied with teaching/career change 5.72% Interim contract ended not rehired 4.14% 472 Re-employed retired teacher resigned 3.85% 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,

4 Most Difficult Areas of Licensure for which to find Licensed Teachers Number of LEAs Responding to Question = 110 Number of LEAs Responding to Question = 115 License Area # Identifying License Area # Identifying 9-12 Mathematics Mathematics Science Mathematics Mathematics Science Science Science 61 Behavioral/Emotional Disabilities 26 Cross Categorical 61 Cross Categorical 24 Behaviorally/Emotionally Disabled 60 Exceptional Children 24 Learning Disabled 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 Language Arts 18 Elementary Education 11 Elementary Education English 11 Family and Consumer Sciences Education: 9-12 and 6-9 Severe/Profound Disabilities English 15 Counselor 8 Media Coordinator 14 Media Coordinator 8 ESL Social Studies 8 Speech Language Pathologist 8 Birth-Kindergarten Social Studies 8 Workforce Development 5 Counselor 7 Technology Education 5 Birth-Kindergarten 7 Music K-12 7 Sp Ed: Adapted Curriculum 6 17 Notes: 1 Above numbers include only those areas identified by 5 or more LEAs. 2 Spanish was the Second Language most often identified. 3

5 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 and , and is roughly at the rate (12.3%) reported for the 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 year to the 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

6 Appendix A Survey Instrument 5

7 ANNUAL TEACHER TURNOVER SUMMARY Personnel Office Report LEA: Report Period: 7/1/2003-6/30/ Total number of teachers employed in the LEA Total number of teachers leaving 7/1/2003 6/30/2004 Teacher Turnover % Number of teachers leaving in who were tenured in your LEA 2. Give the number of teachers who left teaching or left your LEA in 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 (N/A) Retired with full benefits (66) Retired with reduced benefits (68) Re-employed Retired Teacher Resigned (73) Dismissed (50) Resigned In lieu of dismissal (55) Did not obtain or maintain license (56) Interim contract ended* Not rehired (54) Non-renewed Probationary contract ended (53) Reduction in Force (51) Moved to a non-teaching position in education (59) Resigned To teach in another NC public school system (58) Resigned To teach in a NC charter school (70) Resigned To teach in a NC non-public/private school (71) Resigned To teach in another state (62) Resigned Dissatisfied with teaching/career change (63) Resigned Family responsibility/child care (57) Resigned Family relocation (61) Resigned To continue education/take a sabbatical (60) Resigned Because of health/disability (64) Resigned Reason unknown (69) Resigned Other Reason(s) (65) Deceased (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 Please indicate the number of VIF teachers included in your Turnover Summary. 6

8 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

9 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

10 Appendix B System Level Teacher Turnover 9

11 Teacher Turnover (as reported by LEAs) LEA Code System Name Total Teachers Teachers Leaving Leaving w/ Tenure Turnover 10 Alamance-Burlington % 20 Alexander County % 30 Alleghany County % 40 Anson County % 50 Ashe County % 60 Avery County % 70 Beaufort County % 80 Bertie County % 90 Bladen County % 100 Brunswick County % 110 Buncombe County % 111 Asheville City % 120 Burke County % 130 Cabarrus County % 132 Kannapolis City % 140 Caldwell County % 150 Camden County % 160 Carteret County % 170 Caswell County % 180 Catawba County % 181 Hickory City % 182 Newton Conover City % 190 Chatham County % 200 Cherokee County % 210 Edenton/Chowan % 220 Clay County % 230 Cleveland County % 231 Kings Mountain City % 232 Shelby City % 240 Columbus County % 241 Whiteville City % 250 Craven County % 260 Cumberland County % 270 Currituck County % 280 Dare County % 290 Davidson County % 10

12 LEA Code System Name Total Teachers 11 Teachers Leaving Leaving w/ Tenure Turnover 291 Lexington City % 292 Thomasville City % 300 Davie County % 310 Duplin County % 320 Durham Public % 330 Edgecombe County % 340 Winston-Salem/Forsyth % 350 Franklin County % 360 Gaston County % 370 Gates County % 380 Graham County % 390 Granville County % 400 Greene County % 410 Guilford County % 420 Halifax County % 421 Roanoke Rapids City % 422 Weldon City % 430 Harnett County % 440 Haywood County % 450 Henderson County % 460 Hertford County % 470 Hoke County % 480 Hyde County % 490 Iredell-Statesville % 491 Mooresville City % 500 Jackson County % 510 Johnston County % 520 Jones County % 530 Lee County % 540 Lenoir County % 550 Lincoln County % 560 Macon County % 570 Madison County % 580 Martin County % 590 McDowell County % 600 Charlotte-Mecklenburg % 610 Mitchell County % 620 Montgomery County % 630 Moore County %

13 LEA Code System Name Total Teachers 12 Teachers Leaving Leaving w/ Tenure Turnover 640 Nash-Rocky Mount % 650 New Hanover County % 660 Northampton County % 670 Onslow County % 680 Orange County % 681 Chapel Hill-Carrboro City % 690 Pamlico County % 700 Elizabeth-City/Pasquotank % 710 Pender County % 720 Perquimans County % 730 Person County % 740 Pitt County % 750 Polk County % 760 Randolph County % 761 Asheboro City % 770 Richmond County % 780 Robeson County % 790 Rockingham County % 800 Rowan-Salisbury % 810 Rutherford County % 820 Sampson County % 821 Clinton City % 830 Scotland County % 840 Stanly County % 850 Stokes County % 860 Surry County % 861 Elkin City % 862 Mount Airy City % 870 Swain County % 880 Transylvania County % 890 Tyrrell County % 900 Union County % 910 Vance County % 920 Wake County % 930 Warren County % 940 Washington County % 950 Watauga County % 960 Wayne County % 970 Wilkes County %

14 LEA Code System Name Total Teachers Teachers Leaving Leaving w/ Tenure Turnover 980 Wilson County % 990 Yadkin County % 995 Yancey County % Totals % 13

15 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

16 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

17 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

18 LEA Code System Name Turnover 880 Transylvania County 5.99% 770 Richmond County 4.76% 380 Graham County 2.73% 17

19 Appendix C Five-Year Average System Level Teacher Turnover 18

20 Five-Year Average Teacher Turnover LEA Code System Name 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%

21 LEA Code System Name 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

22 LEA Code System Name 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 1.65% 2.22% 2.63% 6.12% 8.65% 4.25% Yearly Averages 13.59% 13.96% 12.49% 12.44% 12.37% 12.97% 21

23 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

24 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

25 LEA Code System Name 5-Year Average 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% 24

26 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

27 System Level Average Turnover by Region Region % 12.66% 12.10% 10.82% 12.18% Region % 13.49% 11.92% 11.41% 12.62% Region % 15.14% 12.50% 14.32% 13.45% Region % 13.38% 12.96% 12.85% 12.78% Region % 12.91% 11.93% 11.54% 12.23% Region % 17.28% 14.95% 13.61% 13.59% Region % 13.89% 12.26% 12.68% 11.13% Region % 9.59% 9.08% 9.23% 8.10% 26

28 20.00% Turnover by Region % 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 Region 5 Region 6 Region 7 Region 8 27

29 35.00% 30.00% 25.00% 20.00% 15.00% 10.00% 5.00% 0.00% Region 1 Five Year Turnover Pitt County Tyrrell County Washington County Perquimans County Dare County Gates County Hertford County Hyde County Martin County Elizabeth City/Pasquotank Currituck County Camden County Edenton/Chowan Beaufort County Bertie County

30 35.00% 30.00% 25.00% 20.00% 15.00% 10.00% 5.00% 0.00% Region 2 Five Year Turnover Sampson County Clinton City Wayne County Pender County Jones County Lenoir County New Hanover County Onslow County Pamlico County Greene County Duplin County Craven County Brunswick County Carteret County

31 35.00% 30.00% 25.00% 20.00% 15.00% 10.00% 5.00% 0.00% Region 3 Five Year Turnover Halifax County Roanoke Rapids City Weldon City Johnston County Nash-Rocky Mount Wake County Warren County Wilson County Vance County Northampton County Granville County Franklin County Durham Public Schools Edgecombe County

32 35.00% 30.00% 25.00% 20.00% 15.00% 10.00% 5.00% 0.00% Region 4 Five Year Turnover Richmond County Robeson County Scotland County Moore County Harnett County Hoke County Lee County Montgomery County Cumberland County Whiteville City Columbus County Bladen County

33 35.00% 30.00% 25.00% 20.00% 15.00% 10.00% 5.00% 0.00% Region 5 Five Year Turnover Thomasville City Winston-Salem/Forsyth Guilford County Orange County Chapel Hill-Carrboro City Randolph County Asheboro City Rockingham County Stokes County Person County Lexington City Chatham County Davidson County Caswell County Alamance-Burlington

34 35.00% 30.00% 25.00% 20.00% 15.00% 10.00% 5.00% 0.00% Region 6 Five Year Turnover Charlotte-Mecklenburg Stanly County Union County Kings Mountain City Shelby City Gaston County Lincoln County Cleveland County Kannapolis City Cabarrus County Anson County

35 35.00% 30.00% 25.00% 20.00% 15.00% 10.00% 5.00% 0.00% Region 7 Five Year Turnover Catawba County Hickory City Newton-Conover City Davie County Iredell-Statesville Elkin City Mount Airy City Watauga County Wilkes County Yadkin County Surry County Mooresville City Rowan-Salisbury Caldwell County Burke County Ashe County Avery County Alexander County Alleghany County

36 35.00% 30.00% 25.00% 20.00% 15.00% 10.00% 5.00% 0.00% Region 8 Five Year Turnover Henderson County Jackson County Macon County Madison County McDowell County Mitchell County Rutherford County Swain County Transylvania County Yancey County Polk County Haywood County Graham County Cherokee County Clay County Buncombe County Asheville City

37 36

38 Appendix D Reasons for Turnover 36

39 Reasons for Teacher Turnover (in descending rank order) RANK To teach elsewhere To teach elsewhere Retired To teach elsewhere To teach elsewhere 2 Resigned- Other/Unknown Reasons 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 Family Responsibilities/ childcare Dissatisfied with teaching/career change Employed, but in a nonteaching position Family Responsibilities/ childcare Dissatisfied with teaching/career change End of Contract Family Responsibilities/ childcare Dissatisfied with teaching/career change Non-renewed/ probationary contract ended Family Responsibilities/ childcare Dissatisfied with teaching/career change Didn't obtain/maintain license Family Responsibilities/ childcare Dissatisfied with teaching/career change 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 10 To continue education/ sabbatical 11 Health/Disability 12 Non-Renewal (Probationary contract ended) Didn't obtain/maintain license To continue education/ sabbatical Non-Renewal (Probationary contract ended) Health/ Disability Employed, but in a nonteaching position Non-Renewal (Probationary contract ended) To continue education/sabbatical End of Contract End of Contract Didn t obtain/maintain license To continue education/ sabbatical Health/ Disability Health/ Disability Employed, but in a nonteaching position 13 Dismissed Dismissed Dismissed Resigned in lieu of dismissal 14 Deceased Deceased Reduction in Force Moved to non-teaching position in Education Non-Renewal (Probationary Contract ended) Health/Disability 15 Reduction in Force Reduction in Force Deceased Deceased Moved to non-teaching position in education Resigned in lieu of dismissal

40 Reasons for Leaving 25.00% 20.00% 20.03% 18.64% 18.13% 18.64% 19.06% 17.20% 17.28% 15.00% 15.39% 16.13% 16.19% 16.93% 16.52% 14.13% 13.56% 12.40% 10.00% Resigned to Teach Elsewhere Retired Other Reason 38

41 Appendix E Analysis of Turnover 39

42 Analysis of Turnover Remained/ Remaining in Education % Turnover that Might be Reduced % Turnover Initiated by LEA % Turnover Beyond Control % Resigned to teach in another NC LEA 1730 Retired with reduced benefits 213 Non-Renewal (Probationary contract ended) 277 Reduction in Force 24 Resigned to teach in a NC Charter School 42 Resigned to teach in a NC non-public/private school 66 Interim contract ended not rehired 472 Retired with full benefits 1670 Moved to a nonteaching position in education 255 Resigned to teach in another state 335 Resigned In lieu of dismissal 149 Re-employed retired teacher resigned Resigned To continue education/ sabbatical 337 Resigned Dissatisfied with teaching/career change Dismissed 32 Resigned Family responsibility/child care 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

43 Breakdown of Turnover by Category Remained/Remaining in Education Resigned to teach in another NC LEA Resigned to teach in a NC Charter School NR Moved to a non-teaching position in education Resigned to continue education/sabbatical Turnover that Might be Reduced Retired with reduced benefits Resigned to teach in a NC non-public/ private school NR Resigned to teach in another state Dissatisfied with teaching or career change Did not obtain or maintain license Resigned for other reasons Resigned for unknown reasons Turnover Initiated by LEA Non-renewal (probationary contract ended) Interim contract ended--not rehired Resigned in lieu of dismissal Dismissed

44 Turnover Beyond Control Reduction in Force Retired with full benefits Re-employed retired teacher resigned NR NR NR Resigned due to family responsibilities/ childcare Resigned due to family relocation Resigned due to health/disability Deceased Note: In the 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 are projected based on the percentages reported by the LEAs that differentiated. 42

45 Category of Turnover by Year % 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 Turnover Beyond Control 43

46 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

47 Remained/Remaining in Education, 22.53% Remained/Remaining in Education, 21.87% Turnover Beyond Control, 35.85% Turnover Beyond Cont rol, 36.87% Turnover Initiated by LEA, 7.53% Turnover that M ight be Reduced, 34.09% Turnover Initiated by LEA, 9.33% Turnover that M ight be Reduced, 31.93% Turnover Beyond Control, 40.03% Remained/ Remaining in Education, 20.12% Turnover Beyond Control, 43.43% Remained/Remaining in Education, 21.79% Turnover Initiated by LEA, 10.09% Turnover that M ight be Reduced, 29.75% Turnover Initiated by LEA, 7.71% Turnover that M ight be Reduced, 27.07% 45