TURNOVER RATE

Turnover Rate

Table of Content

CHAPTER 1: INTRODUCTION1

Background1

Statement of the Problem1

Theoretical Framework2

Purpose of the Study3

Research Questions3

1.What is the current turnover rate for new teachers in the state of North Carolina?3

2.What are the factors that lead to turnover in new teachers?3

3.What procedures are utilized to retain new teachers?3

4.Is there statistical correlation in working conditions between districts with high teacher turnover rates versus those with a low rate?3

Limitations4

Delimitations4

Definition of Terms4

Effective Teacher4

Induction4

Mentor Teacher5

Mentoring Process5

New Teacher5

Importance of the Study5

CHAPTER 2: LITERATURE REVIEW7

Teacher Retention as a National Problem8

Efforts to Address Teacher Compensation12

Career Ladder Approach12

Knowledge- and Skill-Based Pay (KSBP)13

Working Conditions15

Principal's Role in Retaining Teachers18

Retaining Teachers in Urban Settings22

Strategies that are Working23

Induction Programs23

Alternative Certification27

CHAPTER 3: METHODOLOGY31

Research Design31

Population and Sample33

Methodological Assumptions and Limitations34

Data Collection34

Research Questions and Hypotheses34

1.What is the current turnover rate for new teachers in the state of North Carolina?35

2.What are the factors that lead to turnover in new teachers?35

3.What procedures are utilized to retain new teachers?35

4.Is there statistical correlation in working conditions between districts with high teacher turnover rates versus those with a low rate?35

CHAPTER 4: DISCUSSION36

TURNOVER RATE FOR NEW TEACHERS IN THE STATE OF NORTH CAROLINA36

ACCEPTABLE TURNOVER RATES40

ASHEBORO CITY SCHOOLS47

ASHEBORO CITY SCHOOLS47

HALIFAX COUNTY50

LENIOR COUNTY SCHOOLS53

WARREN COUNTY SCHOOLS57

THOMAS60

COMBER63

BERTIE66

CRAVEN70

ALLEGANY73

ANSON76

RESEARCH QUESTIONS78

1.What is the current turnover rate for new teachers in the state of North Carolina?78

2.What are the factors that lead to turnover in new teachers?78

3.What procedures are utilized to retain new teachers?79

4. What, if any, is the statistical correlation in working conditions between districts with high teacher turnover rates versus those with a low rate?79

5. What, if any, is the statistical correlation in the students EOC test scores in the districts with high teacher turnover versus those with a low rate?80

CHAPTER 05: RESULTS ANALYSIS81

REFERENCES85

BIBLIOGRAPHY93

APPENDIX A96

Sample Size Computation96

CHAPTER 1: INTRODUCTION

Background

Teachers are leaving the classroom soon after starting their careers. A report issued by the National Center for Statistics states that one fifth of new teachers do not finish their first year and up to 50% leave the field completely within five years (Greiner, 2006). This situation has led to teacher shortages throughout the country and has negatively affected classroom instruction. It would appear that a great deal of pressure is placed on school districts to attract well-qualified teachers to the classroom. Evidence demonstrates that many prospective classroom educators are not attracted to the field or eventually leave after entering. Studies suggest that low salaries and other significant hurdles may be contributors to classroom educators leaving the field prematurely (Green & Chapman, 1986).

The cost of teachers leaving school districts is substantial. For example, in Chicago, 86 million dollars per year is wasted on teachers who walk out before the state can get a return on its investment. States invest funds in training and professional development of newly hired teachers (Barnes, Crowe, & Schafer, 2003). Furthermore, the same study maintains that an upfront investment in teacher retention is paramount if there is to be a hope of seeing positive changes in this area.

Statement of the Problem

The teachers in North Carolina are not staying in the classroom long after being ...