A teacher who was kind, knowledgeable, and inspiring will be remembered fondly by all students.

Inspiring teachers can be found all over the place; everyone has a story to tell. From personal experience, most of us know that certification as a teacher is not a guarantee that he or she will do a good job with children.

Being a certified teacher, on the other hand, has some value. If only for a short period of time, it ensures that the individual has had some level of responsibility for her own classroom. Newly credentialed teachers have demonstrated their proficiency in academics, content knowledge, and the ability to understand how children learn. Additionally, she is likely to have some experience in diagnosing and educating children with learning difficulties. Newly certified teachers are expected to be more academically competent than ever before because of new certification requirements. Teachers in some states were required to take more courses in math and English, had to maintain a 3.0 grade-point average to enter and exit a teacher education programme, and had to meet higher standards for passing certification exams.
93 percent of the English teachers, 95 percent of the social studies teachers, 87 percent of the math teachers, and 83 percent of the science teachers were certified to teach, according to our data analysis. In the vast majority of cases, teachers who had passed the state licensure exam were teaching subjects they had studied and passed content-area courses. The most common subject for certified teachers to teach outside of their area of expertise is science, so a certified biology teacher might be asked to teach a chemistry or physics course.
Emergency-certified teachers, who may lack college training in the subject they are teaching, are of greater concern. As a result, we don’t know how the test-takers’ academic abilities compare to those who left the district before taking the test. Despite this, the data show that students cannot rely on having a teacher who is proficient in the fundamentals of education. Teachers who fail the emergency certification exam within a few years lose their jobs in the district because of the low pass rates for this exam. Finding ways to retain good teachers is another important task in providing students with a quality education.

High Attrition, Unstable Staffing and Recurring Vacancies

Some turnover is often desirable in the workplace, since new hires can bring fresh energy and ideas. However, there are a number of reasons why any school district should pay attention to its teacher turnover rate. At the most basic level, there are costs to a school district associated with recruiting and hiring teachers. In addition, schools receive a reduced return on their investment in professional development when teachers leave the district. Teachers also take away with them vital information about the students in their classes, knowledge that could have helped students’ future teachers determine placement and solve behavior problems. We differentiate those who depart the profession entirely from those who remain in teaching but switch to a different school. With these two categories combined, high-poverty public schools nationally have higher annual rates of teacher turnover (15 percent) than low-poverty schools (8 percent).

Each year, some teachers leave the district entirely; we call this “district-level turnover.” In addition, many teachers remain in the district but transfer to a new school. High levels of turnover at individual schools impede the development of a coherent educational program, institutional memory, and staff cohesion.

In recent years, the US has relied on emergency-certified teachers to fill hiring gaps, virtually guaranteeing a high level of new teacher turnover. Historically, emergency-certified teachers have been allowed to enter the classrooms with no prior training, not even a short summer course, and with college majors that were not always related to the subjects they were assigned to teach. Our data show that departure rates for emergency-certified teachers have been higher than for certified teachers; 42 percent of the emergency certified newcomers hired remained in the district three years later, in contrast to 51 percent of the new certified teachers.

Although emergency-certified teachers are more likely to leave the district, there is clearly substantial attrition among the new teachers who are certified. Some new teachers discover that they are not cut out to be in a classroom and decide to leave the profession after a few months or years. Others leave for more appealing jobs in suburban schools. A certain amount of departure from teaching is to be expected, since not everyone has the temperament, commitment, or academic skills to be a good teacher. But the high attrition rates for new teachers across the country suggest that either enormous numbers of new teachers have seriously misjudged their occupational skills and interests – which is unlikely – or something else is driving them from their first jobs.

Research conducted nationally attributes the high attrition rate of new teachers to dissatisfaction with compensation, working conditions, student discipline, and the leadership in their school buildings. High-poverty urban schools are especially prone to these problems. Data show that among new teachers who leave the profession after just one year because they were dissatisfied, more than three-fourths (76 percent) cite “poor salary” as the reason.

From a recruiting standpoint, district-level turnover is more relevant than school level turnover. But individual schools are affected by both departures from the district and transfers within the district. School-level turnover rates are higher than system-wide rates because schools suffer losses from those who depart the profession, leave the school system, or transfer to another school in the same district.

It is important to keep in mind that almost every public school enrolls a high proportion of low-income students. More than 21 percent of the teachers at schools with 90 percent or more low-income students had left their schools by the following year. Fifty-six percent of the teachers at these schools remained three years later. National data show a similar pattern of higher teacher turnover at schools with more low-income students. The disproportionate number of new teachers in the highest-poverty schools contributes to the high turnover rate, since new teachers are more likely to leave than veterans.