Teacher Retention Survey

Teacher Retention April 24, 2020 Topics: Teacher Perception, Teacher Retention, Teacher Dissatisfaction, Teacher Empowerment, Teaching Attitudes, Teacher Resilience To cement the reality that there are data-supported issues that exist beyond the teacher, which result in teacher attrition and dissatisfaction within the field of education, the following are a few statistics that have driven our resolve and fueled the need for solutions: “Roughly half a million US teachers leave the profession each year -- a turnover rate of over 20% [Alliance for Excellent Education, 2014]” (Aguilar, 2018). “Teacher attrition among first-year teachers has increased about 40% in the past two decades (Ingersoll, Merrill, and Stuckey, 2014). A range of factors , such as morale, accountability, expectations, and salaries, certainly contribute to the attrition problems, but stress and poor management of stressors are also rated as a top reason why teachers leave the profession (Carver-Thomas and Darling-Hammond, 2017)” (Aguilar, 2018). “The rate of attrition is roughly 50 percent higher in poor schools than in wealthier ones” (Alliance for Excellent Education). “This [teacher attrition] rate is much higher in urban areas, in secondary classrooms, and in hard-to-staff content areas such as special education, math, science, and foreign languages (Carver-Thomas and Darling-Hammond, 2017)” (Aguilar, 2018). “It is estimated that teacher turnover costs school districts upwards of $2.2 billion per year (Alliance for excellent education, 2014) and the cost of replacing a teacher in an urban district exceeds $20,000 per teacher (Carver-Thomas and Darling-Hammond, 2017). For site administrators, turnover rates may be comparable, particularly in urban areas, but the data is not systematically collected as it is for teacher attrition” (Aguilar, 2018). “Of the 3,377,900 public school teachers who were teaching during the 2011–12 school year, 84 percent remained at the same school ("stayers"), 8 percent moved to a different school ("movers"), and 8 percent left the profession ("leavers") during the following year” (National Center for Education Statistics, 2014). “Among public school teachers with 1–3 years of experience, 80 percent stayed in their base-year school, 13 percent moved to another school, and 7 percent left teaching in 2012–13” (National Center for Education Statistics, 2014). “Among public school teacher movers, 59 percent moved from one public school to another public school in the same district, 38 percent moved from one public school district to another public school district, and 3 percent moved from a public school to a private school between 2011–12 and 2012–13” (National Center for Education Statistics, 2014).

教师留存（Teacher Retention） 2020年4月24日 主题：教师感知（Teacher Perception）、教师留存（Teacher Retention）、教师不满（Teacher Dissatisfaction）、教师赋权（Teacher Empowerment）、教学态度（Teaching Attitudes）、教师抗逆力（Teacher Resilience）
为明确证实教育领域中存在依托数据支撑的、非教师个体层面的问题，此类问题会引发教师流失与职业不满，以下若干统计数据坚定了我们的研究决心，并凸显了寻求解决方案的迫切性：
"每年约有50万名美国教师离职，流动率超过20%[全美卓越教育联盟（Alliance for Excellent Education），2014]"（Aguilar，2018）。
"过去二十年间，新任教师流失率上升了约40%（Ingersoll、Merrill与Stuckey，2014）。士气、问责机制、工作要求与薪资水平等一系列因素无疑会加剧教师流失问题，但工作压力及压力应对管理不善也被列为教师离职的首要原因（Carver-Thomas与Darling-Hammond，2017）"（Aguilar，2018）。
"薄弱学校的教师流失率约比经济条件较好的学校高出50%"（全美卓越教育联盟）。
"这一[教师流失]率在城区、中学课堂以及特殊教育、数学、科学与外语等师资缺口较大的学科领域中显著更高（Carver-Thomas与Darling-Hammond，2017）"（Aguilar，2018）。
"据估算，教师流动每年给学区带来的成本超过22亿美元（全美卓越教育联盟，2014），且城区学区每替换一名教师的成本超过2万美元（Carver-Thomas与Darling-Hammond，2017）。对于校园管理者而言，人员流动率可能同样偏高，尤其是在城区，但此类数据尚未像教师流失数据那样得到系统收集"（Aguilar，2018）。
"2011-2012学年任教的3377900名公立学校教师中，次年有84%留任原校（"留任者"）、8%转至其他学校（"转校者"）、8%离职（"离职者"）"（美国国家教育统计中心（National Center for Education Statistics），2014）。
"2012-2013学年，教龄1-3年的公立学校教师中，80%留任原校、13%转至其他学校、7%离职"（美国国家教育统计中心，2014）。
"2011-2012学年至2012-2013学年期间，公立学校教师转校群体中，59%在同一学区内转校、38%跨学区转校、3%由公立学校转至私立学校"（美国国家教育统计中心，2014）。