GCS Teacher Turnover Rate High (HPE)

The image “https://i0.wp.com/www.teachermagazine.org/media/2007/04/16/06quit.jpg” cannot be displayed, because it contains errors. It is no secret that we have a disproportionate number of unhappy teachers in Guilford County. As a result, some of them choose to leave GCS. Some go to other school systems, some retire, some are fired. Some leave the teaching profession altogether.

The High Point Enterprise discusses some of the reasons for teacher turnover and how GCS stacks up with some other Piedmont Triad area school systems:

HPE:

Teacher turn­over dipped slightly in Guilford County with a rate above the state average but below the percentage nationwide.
More than 700 teachers out of the 5,500 employed with Guilford County Schools left the school sys­tem during the 2006-07 school year, a state report reveals.
Nationally, the average was 16.8 percent and 12.3 percent statewide.
Guilford’s rate has increased since the 2002-03 school year when it was 9.95 percent. The rate remained steady at about 11 percent for two more years up until 2005-06 when it peaked at 13.6 percent.
During the 2006-07 period, Davidson County Schools reported that teachers left the district at a rate of 9.93 percent, down slightly from 10.48 during the 2005-06 school year. Rates for Lexington and Thomasville city school system rose slight­ly, according to the report, at 21.74 and 20.79, respectively. In Randolph County, teach­ers departing the system re­mained steady at about 11 percent and Asheboro City Schools decreased its turn­over from 16.29 to 12.98 per­cent during the 2006-07 school year.

Here’s another interesting tidbit from the article:

About 7 percent of teacher departures are the result of firings or dismissals that fall under the category “turnover initiated” by the school dis­trict. Guilford’s rate under this category was among the highest in the state at 12.74 percent compared to large districts such as Wake, 9.23 percent; Charlotte-Mecklen­burg, 7.16; and Forsyth, 2.76.

We bring them in with fancy career fairs, but we’re doing a lousy job of keeping them here…and keeping them happy. This should be a priority.

E.C. 🙂

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3 Responses

  1. The main reason that teacher turnover is so bad is because of the expulsion quota that grier has placed on the school system. as long as children can mis behave and never get kicked out they rule the school. Threats without action translate into terrible behavior throughout the year, and it has been in place long enough now that these children know nothing will happen to them based on behavior. Guns, Alchol and drugs where found on a student recently in a GC middle school and when downtown was notified they were instructed not to expell the student. Students rule, not teachers. Teachers in GCS are glorified babysitters.

  2. I have heard stories like the one the GCS teacher just related above. When the same story is repeated numerous times, it’s not rumor, it’s not hearsay, it’s an accurate description of what is happening. Terry Grier has his enablers on the School Board, like Deena Hayes and Amos Quick, who blame everything on racism and do nothing to make violent and misbehaving school kids take personal responsibility for their actions. This whole situation is so politically correct it makes me ill. A school kid who disrupts class, who is violent, who attacks other students or teachers has no business being in the same classroom with other students who are serious about getting an education.

  3. We work as an independent third party recruiting firm for public schools. We understand that the #1 reason teachers leave is due to a lack of back up from the front office. If sending a kid home to sit on the couch and eat Doritos and watch the Price is Right, is punishment, we really need to rethink the system. I thought that this was stupid when I was in school and 30 years later it is still stupid to think that expulsion is punishment.. It is important for all of us to get a handle on the cost of teacher turnover. By going to http://www.nctaf.org you can use their “teacher turnover cost calculator”. With these numbers though it easily is costing your district about $4 mil per year.

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