National Turnover Rate in Early Education

National Turnover Rate in Early Education: Overview

Teacher turnover rates are a growing problem. From increased administrative responsibilities and budgetary cuts to staffing shortages and burnout, districts across the United States face an impossible cycle. As more teachers leave the profession, teaching conditions become more challenging, making it harder to attract and retain quality teachers. Officials, district leaders, and administrators need to fully understand the contexts surrounding teacher turnover rates before they can take steps to improve conditions and promote longevity in such an essential position.

What is the National Early Education Turnover Rate for Teachers?

"Teacher turnover" applies to any situation where a teacher steps down from their position and either leaves an institution or switches to a non-educational role. According to the Learning Policy Institute's findings, the overall turnover rate in the U.S. is currently about 16%, a significantly high range compared to historic figures. Data from the University of Pennsylvania's Faculty Research show Public teacher turnover rates were 7.4% between the 1999 and 2001 school years.

Districts and administrators can determine school-specific turnover rates by dividing the number of teachers who vacated their position in a specific period by the number of teachers employed at the start of that period.

Historical Changes in Teacher Turnover Rates

Teacher turnover rates have steadily increased since the 1990s when the average rate was only 5%, according to Learning Policy Institute findings. Experts attribute part of the increase to characteristics of today's workforce compared to those of the late 20th century. Research shows that today's teachers are older and less experienced than they've ever been, with turnover rates rising for experienced teachers.

Part of this could be due to changes in retirement rates and ages over the last several decades, but no one factor is to blame for these growing rates. It's taken a combination of growing pressures to get here.

Early Childhood Educator Turnover in the 21st Century

Turnover rates in each state, district, and individual school show that a myriad of factors is at play. The 21st century brought massive changes to the field of education - the internet introduced a world of new advantages and challenges, and instructors had to adapt to fast-moving technological advancements.

Trends and changes between the 20th and 21st centuries could provide more actionable insight for administrators. For example, some studies published by the Institute of Educated Sciences found that smaller school districts have a higher three-year retention rate than large school districts. The study also found that three-year retention rates are consistently lower in high-need schools.

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Why Is There High Turnover in Early Childhood Education Jobs?

If you ask an early childhood educator what drew them to their profession, most will mention their love for what they do. In a survey conducted by Education Week, more than two in five teachers surveyed cited caring for young people as their number one reason for sticking with a position or school. Other reasons to stay included retirement benefits and passion for the subjects they teach.

Still, the statistics and labor shortages don't lie - turnover rates are increasing, and a love for the classroom is no longer enough for many teachers. Some reasons can be attributed to national and state-level policies, while others are regional and institution-specific. Some of the most common issues are low compensation rates, the impacts of the COVID-19 pandemic, and teacher burnout.

Compensation and High Teacher Turnover Rates

The Report on the Condition of Education 2021 lists the average base salary for public school teachers working full-time during the 2017 and 2018 school years at just under $58,000. The highest average earners were teachers with 30 or more years of experience, who earned around $70,000. Additionally, the National Center for Education Statistics reports that more than half of public school teachers in the same time period had a master's or doctorate degree and had an average salary ranging from the low to high $60,000s.

These higher degrees come at a cost, and in 2017, data collected by Sallie Mae shows that could be as much as an extra $20K on top of the cost of a bachelor's degree. Higher education costs have steadily outpaced the inflation rate by 171.5%, according to research through the Education Data Initiative.

In addition to increasing education costs, Forbes reports that the average cost of living in some states grew so much in 2018 alone that residents in top growing cities needed a 30% income increase to accommodate the changes that year.

The numbers don't paint a profitable picture for educators. Inflation, cost of living, and classroom challenges have grown, while teacher compensation has remained stagnant. In many regions, compensation is too low to support the average teacher enough for long-term retention.

COVID-19 and High Teacher Turnover Rates

The U.S. News & World Report published that more than 60% of public school vacancies at the start of 2022 were directly related to the Covid-19 pandemic, with the most obvious concerns being immunocompromised instructors or teachers otherwise more vulnerable to the effects of Covid-19 symptoms. Research by Education Week also found that 84% of participating instructors reported teaching as more stressful now than it was before pandemic-related school closings.

As teachers stepped down from their positions, either for health-related concerns or as a result of growing stressors, it sometimes left remaining staff to fulfill roles outside their normal duties. Some districts resorted to sharing teachers across multiple locations, adding to instructor responsibilities, and pausing or limiting many extra-curricular activities. The health crisis and subsequent vacancies left some districts so sparse that states mobilized the National Guard to step in.

While most teachers will attest to the growing burnout, stress, and uncertainty that's come with ever-changing policies and public pushback in the past two years, early childhood educators faced a uniquely difficult challenge. Many teachers sacrificed valuable classroom time to ensure younger children practiced social distancing and wore masks correctly, while older students who understood the importance of mask and distancing protocols waited.

Even with vaccine rollouts and lifted restrictions, schools are struggling to combat the lingering burnout and stress that years of online learning, in-person obstacles, and health anxiety have put on teachers worldwide.

Teacher Burnout

Burnout isn't a buzzword for stressed employees. The National Library of Medicine describes it as a psychological state of being that can impose serious side effects, such as:

• Exhaustion
• Digestive issues
• Aches and pains
• Reduced work performance
• Depressive symptoms
• Chronic stress
• Loss of identity
• Insomnia
• Anger or irritability

Living and working in a state of burnout can have huge implications on a teacher's life. According to Mayo Clinic studies, as an individual's physical health declines, they may become unable to continue working or fulfilling other responsibilities. Individuals suffering from burnout also have a higher risk for conditions like high blood pressure, heart disease, or substance misuse. Socially, people experiencing burnout are less likely to seek emotional support or participate in activities and hobbies to offset the stressors of their growing workload.

In a given week, the average teacher in the U.S. is responsible for creating lesson plans, guiding students, communicating with parents and administrators, attending meetings, grading assignments, leading afterschool programs, and organizing events. For many teachers, the list of responsibilities feels endless. When stressors like growing inflation costs, lack of sufficient compensation, chronic understaffing, and increased administrative burdens are added, it's easy to see why many teachers leave the classroom to preserve their mental wellbeing.

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The Effects of High Teacher Turnover Rates

Most teachers don't pursue years of higher education intending to leave the profession. Teaching students takes a special passion for educating and guiding the next generation. When deciding between doing what they love or leaving for a career that offers more support and a better lifestyle, instructors have to make a tough decision. Some of the biggest losses of teacher turnover are the negative impact on students' educational experience, disruptions in institutional advancement, and creation of an overall unhealthy school environment.

Teacher Turnover Rate and the Reduction in Classroom Experience

As teachers leave or retire, new teachers are most often the ones to fill their shoes. Exceedingly high turnover rates sometimes leave schools with no choice but to hire less experienced educators without much in-classroom training or specialized education or teachers with alternative certifications. Alternatively certified teachers, those with a teaching certificate or license in lieu of a traditional college degree, are statistically less prepared to take on a full classroom. Findings from the University of Massachusetts Global show that new educators are left without much on-the-job support when there are fewer experienced teachers around to guide recent hires through their first years, and that these new educators are 25% more likely to leave the profession, continuing the turnover cycle.

Higher teacher turnover rates have also been linked with lower test scores, which potentially impact the rest of a student's academic career, according to studies from the National Center for Analysis of Longitudinal Data in Education Research. Since teachers are often the first to identify signs of potential learning disorders, many students are also at risk of falling through the cracks with their challenges unnoticed.

Disruption in Institutional Advancement

When turnover affects students' academic success, it could reflect in state test scores, student attendance, or declining enrollment rates. Lower performing schools may face increased pressures from administrators, often contributing to teacher burnout. Districts often rely on school performance to gain enrollment, grants, budget increases, and other funding. Additionally, turnover is a major expense for struggling school districts, with costs ranging from $9,000 per teacher in rural and smaller suburban districts to more than $20K in urban areas, according to Learning Policy Institute data.

Teacher Shortages and Declines in School Morale

Fewer teachers at schools mean bigger class sizes, increasing pressures on remaining instructors, and leaving less time for one-on-one learning. With less focus on building student relationships, it's easier for students to fall behind. As teachers take on more responsibilities, schools are left without adequate staffing for non-classroom activities that build student morale, like sports, events, and clubs.

Though individual teachers are never to blame for making the right decision for their wellbeing, the effects of turnover compile, leaving schools with low morale. Early education encompasses many milestones in young students' lives, and schools struggling to stay afloat are far less prepared to embrace those moments with joy and excitement.

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Solutions to Teacher Shortages and High Turnover Rates

The facts seem grim, but, as your favorite teacher likely once quoted, "Where there's a will, there's a way." Turnover is not an impossible riddle; it's an equation that can be solved. Several changes, including ones made at the state, district, and school levels, can stop turnover cycles and create healthier teaching environments.

Many districts have responded to increased turnover with innovative programs like Grow Your Own teacher recruitment, which empowers community members, after-school program staff, and those seeking a career change to take steps to enter the teaching profession. The Grow Your Own program and others like it offer financial aid, professional coaching, and ongoing support to encourage degree completion and fill vacant positions in their community.

Schools can combat high teacher turnover rates with better compensation plans, comprehensive instructor support, targeted recruitment efforts, financial assistance for those seeking licensure, and an awareness of the issues at play,

Compensation and the High Teacher Turnover Rate

When researchers for Education Week asked what schools and districts could do to decrease the chance of teachers leaving their positions within the next two years, increasing salaries was the most common response. The majority of administrators agreed that better pay for teachers is key. That teachers deserve more compensation is a commonly held belief that many states and districts struggle with, yet neglect to implement even though reports from the Center for American Progress (CAP) show a positive correlation between bonuses or increased salaries and teacher retention.

Teacher salaries and the process for raising baseline pay varies across states. For example, Chalkbeat Tennessee reports that, as of 2021, teachers in Tennessee with a bachelor's degree and no prior teaching experience are entitled to an annual minimum of $38,000 at the start of the new school year, a $2,000 increase from the previous year. However, according to the National Education Association, Florida teachers aren't promised cost-of-living pay increases, and they have to negotiate yearly evaluation-based bonuses. Many instructors go years without any change in payment.

When accounting for increased costs of living, nationwide inflation, and the fact that 94% of teachers buy essential classroom supplies from their own salaries, according to CAP, the problem is clear.

Approaching the Problem

Districts have experimented with various solutions to the turnover problem, including increased pay for student performance and more frequent bonuses and raises. Some school districts have experimented with a controversial "efficiency wage theory" approach to teacher compensation which, according to EdSurge, measures effective teachers and pays higher wages for higher quality instruction. While this method might be a step in the right direction for some, it's difficult to define what makes a "good" teacher. A teacher might create a welcoming classroom environment with engaging classes, but depending on the subject matter and students' prior experience, standardized test scores might not reflect that teacher's effort. Other districts offer short-term raises and one-time bonuses to alleviate some of the financial burdens and increased stresses of teaching in a pandemic-era world, but it's far from a long-term solution.

Retirement and Health Insurance

Compensation goes beyond the paycheck, and benefits or retirement packages can also be a deal breaker for teachers on the fence. One in three teachers says retirement benefits play a big part in deciding to stay, according to Education Week. More than a million public school teachers aren't covered under Social Security, making retirement a daunting prospect. This is especially true if their employment packages lack the pension plans to make up for it. Additional benefits, like health insurance, are more vital than ever before with rising healthcare costs, especially in light of increased medical needs for pandemic-related illnesses. Without improved benefits, teachers are spending nearly $1,500 more annually on premiums, according to Education Week findings, compared to just a decade ago.

Support for Early Childhood Educators

The more supported teachers feel, the better they can perform their daily duties and are less likely to leave their position due to burnout or job-related stressors. To further support teachers, schools should focus on new hire preparation, ongoing support and mentorship for instructors, and relieving teachers from administrative burdens.

New-Hire Preparation

New teachers are often the best source of optimism and enthusiasm for new teaching methods, but they're also uniquely vulnerable to becoming overwhelmed. Some ways to help new teachers include:

• Comprehensive onboarding and orientation programs
• Regular check-ins from administrators
• Events that let new teachers across the district connect and offer mutual support
• Support and encouragement from existing teachers
• Educating on the importance of saying "no" to avoid taking on too much too soon
• Hands-on help with classroom management and student discipline

Support and Mentorship

According to the Learning Policy Institute, new teachers without adequate preparation are two to three times more likely to leave the teaching profession than those with active, comprehensive preparation programs. Mentorship programs are one way to offer teachers ongoing support, especially when mentors and mentees with common struggles, interests, or backgrounds are paired. Group studies from the Institute of Education Sciences show a 94% retention rate in new teachers with high-dosage mentorships, meaning 10 hours or more of mentorship per month, and a 97% retention rate for new teachers in moderate-dosage mentorship programs, which meet for 4 to 9 hours monthly. In comparison, teachers and mentors who participated in four or fewer hours of active mentorship each month showed only a 78% retention rate.

Administrative Relief

Some schools aren't fully aware of the administrative burden today's teachers face. In one survey, nearly half of all instructors told Education Week that reducing tasks like paperwork, meetings, and hall monitoring would offer immense relief and incentive to stay longer. When given the same survey about what changes they believe could best support their teachers, little more than one-quarter of administrators chose administrative relief.

Teacher Recruitment Efforts

One of the most direct ways to avoid teacher turnover is filling positions with those who are less likely to leave the profession. By targeting recruitment efforts, schools set themselves up for more longevity moving forward. Teachers might be less likely to vacate if they:

• Earned a formal education degree
• Have specialized skills, certificates, or concentrations
• Are connected to the school for a specific reason, like being an alumni or living near the school

Some districts have turned to retired teachers as a way to circumnavigate the need for experienced, qualified professionals. By incentivizing retirees to return, schools forego the costs and time invested in hiring someone directly out of school or without prior training. This is an especially beneficial strategy for schools with extreme staff shortages facing a dwindling applicant pool.

Provide for Early Childhood Education Degrees and Teacher Certification

Earning teacher qualifications takes time, dedication, and financial investment. Districts can supplement targeted recruitment efforts by offering grants and funding for instructors to offset certification costs. They can also cover the cost of specific courses, like the CBEST, TExES, FTCE, and Praxis exams.

Some districts may consider partnering with schools and colleges to provide scholarships for teaching-related degrees, credentials, and professional development courses. Investing in new teachers at the start sets instructors up for a long, successful career while incentivizing continued learning and retainment for existing staff.

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