How to improve turnover rates in education.

When students return to school at the beginning of each year, they are often surprised to find many new teachers roaming the halls whom they don't recognize. Others are shocked to discover that their teacher is leaving in the middle of the school year. Many classrooms across the country are filled with underprepared teachers, and, sadly, the problem gets worse each year. College students find themselves facing course cancellations, while younger students may find themselves in classes with higher than normal student-to-teacher rations. According to the Learning Policy Institute, teacher shortages have been on the rise for a decade, and learning is compromised as a result. 

While educators do leave their positions, teacher turnover was compounded after the COVID-19 pandemic. Not only did they have to quickly adapt to remote learning, but they were also faced with increased workloads and sifting expectations. The high rate of teacher turnover is critical when it comes to solving the country's teacher shortage. Let's discuss some ways in which to boost retention among educators and talk about key facts surrounding the state of teacher turnover and the impact it has had on millions of students.

What is Teacher Turnover?

Simply put, teacher turnover is the term used to describe educators who either decide to work in other schools or leave the profession altogether before retirement. There are times when teachers leave the profession or change schools abruptly in the middle of the school year, something that causes students to experience significant learning setbacks. Teacher turnover is a crucial metric in education, as it not only affects the consistency of student learning but also impacts staffing costs, school culture, and overall educational quality. A study revealed that losing a teacher during the school year is linked with a loss of between 32 and 72 instructional days as a result of the disruption it causes students and other school staff.

Understanding Teacher Turnover Rate

Student enrollment is expected to increase in upcoming years, and the amount of qualified teachers is expected to decrease. The turnover rate refers to the percentage of teachers who leave their positions within a school or district and is measured annually. It reflects the stability of the profession, with many districts finding themselves struggling to fill open teaching positions.

The Effects of Teacher Turnover Rate

This "revolving door" of teachers affects not only the schools but is detrimental to student achievement. It also discourages other educators and is extremely expensive for districts. Ben Yoder, a teacher in Tulsa, Oklahoma, said, "When you cut off and starve public education, make it difficult for teachers to do their job, and make it a demoralizing, de-professionalized career, you start to see teachers at state capitols." Teacher turnover has become a huge problem in recent years, and its effects can be devastating. 

  • Teacher Stress — Many teachers list dissatisfaction as very important or extremely important in their decision to leave the profession. Less than a third of the teachers who leave the teaching profession are of retirement age.
  • Lack of Administrative Support — According to a study done by Learning Policy Institute in 2016, this is one of the most cited reasons why teachers leave their jobs. Teachers who feel that they are not getting the support they need are more than twice as likely to resign.
  • Lack of Opportunity for Advancement — Many feel as if they are stuck in their teaching position.
  • Larger Class Sizes — As a result of the teacher shortage, there are higher than normal class sizes, and students may not be able to receive individual attention. Schools may also have to cut offerings.
  • Reduced Student Performance — Teacher turnover impedes student performance and results in large numbers of inexperienced teachers being placed in classrooms. This results in increased recruiting, hiring, and training budgets. The high rate of turnover corresponds with decreased achievement in core subjects.
  • Negative Impact on School Culture — Student discipline is increased, and the turnover damages collegiality, adding chaos and complexity to schoolwide operations.

How to Improve Teacher Retention

It is crucial to find a way to improve teacher retention. With 37% of teachers planning on leaving their current school in the next four years and 18% planning to leave the profession entirely, it could result in approximately 575,000 public school teachers leaving by 2028 and another 600,000 moving to new schools. Teacher retention is important for the success of both the school and the students, and effective retention strategies must be used.

Build an Inclusive Community

Every day, teachers find themselves teaching material, assigning homework, grading assignments, and then doing the same thing the following day. The repetitiveness of the job can be stressful, and the feeling is made worse when teachers don't have a meaningful place in improvement practices and processes. Building a strong sense of community makes the profession much more rewarding, and teachers, students, and families must work together to build fun and effective educational events.

Foster Two-Way Communication

Two-way communication and collaboration are essential, and teachers must communicate their expectations and receive appropriate feedback. This provides a sense of security and community, especially for new teachers in a school or district.

Create Opportunities for Professional Growth

These opportunities must be presented to teachers. While new teachers appreciate the chance to teach a class of their own, many would like the opportunity to eventually move on to higher-paying positions or further their education. Schools that hold teachers back from doing this are more likely to lose them. Some effective tactics include nominating teachers who show strong instructional leadership skills to pursue clinical training experiences, training mentor principals to provide high-quality clinical training, and creating principal pipeline programs that focus on the skills administrators need to be effective.

Increase Compensation

Educators must receive not only a livable wage but also validation. When a teacher feels unappreciated, it increases the chances that they will leave their jobs or the profession altogether. A competitive salary is crucial for teacher retention. Implementing service scholarships or loan forgiveness programs can provide financial incentives for teachers to remain in high-need positions. Most teachers in the United States report needing an approximate increase of $16,000 to be appropriately compensated.

Improve Teacher Preparation

This is a key factor in improving teacher retention rates, and effective teacher preparation is key. Residency programs can be highly effective and provide educators with opportunities to train in high-need schools under the supervision of an experienced teacher. This would allow staff to earn credentials, certifications, and advanced degrees, preparing them for successful, long-term, stable careers.

Understanding Teacher Demand by Region

The Learning Policy Institute reports that the shortage of teachers has reached an all-time high level. Almost a half million positions are either unfulfilled or filled by teachers who don't possess the appropriate credentials. This applies to schools in 49 states and Washington, DC, so let's take a look at the shortage by region.

 

 

Addressing Teacher Turnover and Shortage

With turnover and shortage being a critical problem, schools and districts are taking steps to address what is happening. Many are supporting new educators with new federal funding. Teachers in Georgia receive monitoring and support that combine high-leverage practices with simulated classroom experience, better preparing them for entering the classroom. Schools in Arizona are designing a new model of co-teaching, which has been positive on student learning. This new model builds teams of educators including an education leader, professional educators, community educators, and paraeducators who work together, supporting and learning from each other every day.

Many states are investing heavily in addressing teacher shortages. California has invested over $1 billion, particularly in high-need schools. California has invested heavily in programs such as the Golden State Teacher Grant Program which offers grants to students enrolled in professional preparation programs who commit to working in high-need areas, and the California Commission on Teacher Credentialing is further supporting aspiring teachers by offering career counseling services such as guidance on credentials, resources for transitioning into PK-12 educational careers, and one-on-one assistance to individuals aspiring to become educators. California has also developed resources to help prospective teachers navigate their career paths and find financial support. The Roadmap to Teaching is a database of approved teacher preparation programs, and the Teacher Candidate Funding Explorer helps aspiring educators identify financial aid opportunities. 

Universities are streamlining the path for new teachers to enter the classroom by allowing students to earn their teaching credential while also completing their teaching bachelor's degree.

Through the California Internship Pathway Campaign, after a student in a California Teaching Credential program has completed the first four courses out of their eight required courses, they become "intern eligible" and, after 16 weeks, can find a teaching position, begin teaching, and earn a salary. The remaining four courses are finished on the intern's own time. The goal of this is to shorten the time when the student can begin teaching and receiving a salary.

Additionally, in California, Senate Bill 153 was signed into law in June 2024. This law allows anyone with a bachelor's degree or higher in any subject to demonstrate the basic skills needed for admission to most teacher preparation programs, eliminating the need for additional competency tests. This is expected to help with getting more qualified teachers into positions that need to be filled. 

Other states that are investing include:

  • Washington — Over $16 million has been invested in ongoing programs to address the teacher shortage. The state has implemented the Washington State Educator Workforce Program, providing financial aid to attract and retain teachers in high-need areas.
  • Nevada — The state has invested over $2.6 billion to address the teacher shortage. The Teacher FastTrack Program supports current school employees by helping them earn their bachelor's degree and teaching certification.
  • Arizona — The Arizona Teacher Residency Program recruits, prepares, supports, and retains teachers in elementary, middle, and high schools throughout the state. Over $900 million has been invested in this and other programs so far, and more is needed.
  • Hawaii — Approximately $4.9 million has been allocated to establish a statewide teacher apprenticeship program. This pairs on-the-job learning with coaching, mentoring, and related technical instruction for school employees, enabling aspiring educators to "earn and learn."

Explore UMass Global's School of Education

At UMass Global, we believe excellent teachers will always be in demand. With a variety of avenues that aspiring teachers can take, we can help put an end to the teacher turnover and shortage crisis. Explore the options we offer, including authorizations, credentials, bachelor's, master's, and doctoral degrees in California by learning more about UMass Global's School of Education. We help prepare you for the teaching profession by introducing you to the current trends and latest technology used in classrooms across the country. Our various programs will prepare you with the best leadership skills possible so that you can influence and inspire your students every day. To find out how UMass Global can help you reach your ultimate goals and become the educator that students everywhere need, contact us today. 

 

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