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).

教师留存现状

2020年4月24日
主题：教师认知、教师留存、教师不满、教师赋权、教学态度、教师韧性

为巩固现实，即教师之外存在数据支持的诸多问题，这些问题导致教育领域的教师流失和不满，以下是一些统计数据，它们推动了我们的决心，并激增了对解决方案的需求：
“每年约有五十万名美国教师离职——离职率超过20% [卓越教育联盟，2014年]”（Aguilar，2018年）。
“在过去的二十年里，新教师中的教师离职率增加了约40%（Ingersoll，Merrill和Stuckey，2014年）。一系列因素，如士气、问责制、期望和薪酬，无疑加剧了离职问题，但压力和压力源管理不善也被评为教师离职的主要原因（Carver-Thomas和Darling-Hammond，2017年）”（Aguilar，2018年）。
“贫困学校的离职率比富裕学校高出约50%”（卓越教育联盟）。
“这一[教师离职]率在城市地区、中学课堂以及难以招聘的教师岗位，如特殊教育、数学、科学和外语等领域尤为显著（Carver-Thomas和Darling-Hammond，2017年）”（Aguilar，2018年）。
“据估计，教师流动给学区带来的年度成本高达22亿美元（卓越教育联盟，2014年），而在城市学区的教师替换成本超过20,000美元/人（Carver-Thomas和Darling-Hammond，2017年）。对于校区管理员而言，离职率可能相当，尤其是在城市地区，但相关数据并未像教师离职率那样进行系统收集（Aguilar，2018年）”。
“在2011-12学年期间任教的337,790名公立学校教师中，84%留在了同一所学校（“滞留者”），8%转到了其他学校（“流动者”），8%在次年离开了教师职业（“离职者”）”（美国教育统计中心，2014年）。
“在拥有1-3年经验的公立学校教师中，80%留在了他们当年的学校，13%转到了其他学校，7%在2012-13年离开了教学”（美国教育统计中心，2014年）。
“在公立学校教师流动者中，59%是从同一学区的公立学校间流动，38%是从一个公立学校学区流动到另一个公立学校学区，3%是在2011-12年和2012-13年从公立学校流动到私立学校”（美国教育统计中心，2014年）。