This can help a district further understand turnover and compare data over time. Anonymous surveys encourage more frank and honest feedback.īe sure to include basic survey questions that ask which campus the teacher was assigned, how long the individual had been with the district, and which subjects were taught in order to track patterns.Īn exit interview should provide the departing teacher a list of reasons to select from to indicate why they are leaving the district. An interview or survey can be conducted in person, online, or on paper. One of the best ways to collect information on why teachers leave the district is through exit interviews. Whichever method is used, it should be consistent for the district to compare year-to-year turnover rates. Divide this number by the FTE count for the fall of 2020–2021.ĭistricts may find a different way to calculate turnover rates, such as not counting staff who remain in the district but move to nonteaching positions.Determine the total full-time equivalent (FTE) count of teachers from the fall of 2020–2021 who were not employed in the district in the fall of 2021–2022.The TAPR turnover rate includes staff who remained employed in the district but not in teacher positions.ĭistricts wanting more recent data can use the following TAPR methodology to calculate last year’s turnover rate: The TAPR turnover rate is calculated as the percentage of teachers from the previous fall who are not employed in the district for the current fall-data is not available for turnover by campus. The latest data shows the state turnover rate was 16.8 percent. For example, at the time this article was posted the latest rate available for comparison with other districts is 2019–2020. TAPR data for the previous year is reported each spring. The Texas Education Agency (TEA) provides district and statewide teacher turnover data in the Texas Academic Performance Report (TAPR).
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There are different ways to calculate teacher turnover rates. Exploring ways to reduce turnover can greatly benefit districts.
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Replacing teachers is time-consuming, costly, and disruptive to student learning. As retaining teachers grows more challenging, districts are closely examining turnover to understand and improve retention.