SYSTEM LEVEL TEACHER TURNOVER REPORT

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) 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% 2173 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 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 # Identifying License Area # 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 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 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

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: Report Period: 7/1/2003-6/30/2004 1. 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 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 (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. 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 11 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%

LEA Code System Name Total Teachers 12 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%

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% Totals 92166.4 11398.8 3594 12.37% 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 19 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%

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 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

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 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

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

20.00% Turnover by Region 99-00 00-01 01-02 02-03 03-04 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 Region 5 Region 6 Region 7 Region 8 27

35.00% 30.00% 25.00% 20.00% 15.00% 10.00% 5.00% 0.00% Region 1 Five Year Turnover 28 1999-00 2000-01 2001-02 2002-03 2003-04 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

35.00% 30.00% 25.00% 20.00% 15.00% 10.00% 5.00% 0.00% Region 2 Five Year Turnover 29 1999-00 2000-01 2001-02 2002-03 2003-04 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

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 30 1999-00 2000-01 2001-02 2002-03 2003-04 Wake County Warren County Wilson County Vance County Northampton County Granville County Franklin County Durham Public Schools Edgecombe County

35.00% 30.00% 25.00% 20.00% 15.00% 10.00% 5.00% 0.00% Region 4 Five Year Turnover 31 1999-00 2000-01 2001-02 2002-03 2003-04 Richmond County Robeson County Scotland County Moore County Harnett County Hoke County Lee County Montgomery County Cumberland County Whiteville City Columbus County Bladen County

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 32 1999-00 2000-01 2001-02 2002-03 2003-04 Randolph County Asheboro City Rockingham County Stokes County Person County Lexington City Chatham County Davidson County Caswell County Alamance-Burlington

35.00% 30.00% 25.00% 20.00% 15.00% 10.00% 5.00% 0.00% Region 6 Five Year Turnover 33 1999-00 2000-01 2001-02 2002-03 2003-04 Charlotte-Mecklenburg Stanly County Union County Kings Mountain City Shelby City Gaston County Lincoln County Cleveland County Kannapolis City Cabarrus County Anson County

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 34 1999-00 2000-01 2001-02 2002-03 2003-04 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

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 35 1999-00 2000-01 2001-02 2002-03 2003-04 Rutherford County Swain County Transylvania County Yancey County Polk County Haywood County Graham County Cherokee County Clay County Buncombe County Asheville City

36

Appendix D Reasons for Turnover 36

Reasons for Teacher Turnover 2000-2004 (in descending rank order) RANK 1999-2000 2000-2001 2001-2002 2002-2003 2003-2004 1 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 5 6 7 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

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% 99-00 00-01 01-02 02-03 03-04 Resigned to Teach Elsewhere Retired Other Reason 38

Appendix E Analysis of Turnover 39

Analysis of Turnover 2003-04 Remained/ Remaining in Education 2364 2.56% Turnover that Might be Reduced 3159.5 3.43% Turnover Initiated by LEA 930 1.01% Turnover Beyond Control 4945.3 5.37% 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 438.5 Resigned To continue education/ sabbatical 337 Resigned Dissatisfied with teaching/career change 651.5 Dismissed 32 Resigned Family responsibility/child care 777.3 Did not obtain or maintain license 283 Resigned Family Relocation 1687.5 Resigned other reasons 997 Resigned Because of health/disability 275 Resigned unknown reasons 614 Deceased 73

Breakdown of Turnover by Category 2000-2004 Remained/Remaining in Education 99-00 00-01 01-02 02-03 03-04 Resigned to teach in another NC LEA 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 Resigned for other reasons 1322 1400 1009 901 997 Resigned for unknown reasons 755 634 555 529 614 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 Dismissed 59 42 34 36 32 41

Turnover Beyond Control 99-00 00-01 01-02 02-03 03-04 Reduction in Force 34 43 23 32 24 Retired with full benefits 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 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 Turnover Beyond Control 43

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 Remained/Remaining in Education, 22.53% 2000-2001 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% 2002-2003 2001-2002 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