As the new school year approaches, administrators might ask themselves, “What can I do so that at the end of this year, all of my teachers will happily choose to stay?” Teacher turnover continues to concern K-12 educators who see teachers leave every year. According to the National Center for Education Statistics (NCES), 8% of teachers leave the profession yearly and another 8% move to other schools, bringing the total annual turnover rate to 16%. That means that on average, a school will lose 3 out of every 20 teachers. A recent study by Learning Policy Institute reports that turnover rates for teachers in the fields of special education and English language development are even higher, where special education teachers have a 46% higher predicted turnover rate than that of elementary teachers. Additionally, turnover rates are shown to be higher in schools with more students of color and students from low-income families, where many of the children are English language learners. Moreover, the turnover rate is greater for alternatively certified teachers, who typically have little teaching experience prior to teaching in schools. While policymakers have generally focused on increasing the attractiveness of teaching or lowering the standards to become a teacher, these solutions can exacerbate teacher shortages in the long run. Long-term solutions emphasizing recruitment and retention can minimize shortages and prioritize student learning. Before going over these solutions, let’s review the problem. Consequences of teacher turnover Although some teacher turnover can be beneficial in certain cases, high teacher attrition has potentially harmful effects. In addition to increasing shortages, high turnover rates create extra costs for schools. The Learning Policy Institute estimates that turnover costs up to $20,000 or more for every teacher who leaves an urban district. Furthermore, a study from the National Center for Analysis of Longitudinal Data […]