EXECUTIVE SUMMARY
Using employment and school data from Duval County Public Schools (DCPS), multiple
regression analysis was conducted. This analysis sought to determine whether or not school-
level factors such as average years of teacher experience, percent of nonwhite students, or
percent of teachers in-field and out-of-field contributed to teacher turnover. The results of this
analysis demonstrate that school-level factors do significantly influence teacher turnover
within DCPS. In particular, schools with a high percentage of non-white students and schools
with a low level of average teacher experience are significantly more likely to have high
annual staff turnover. As a whole, mid-career and experienced teachers are exiting DCPS at
higher rates than novice teachers, leading to a steady decline in average years of experience
across the teaching population. Recommendations for further study include expanding the
parameters of employment data used and including qualitative analysis such as employee exit
interviews or survey data of current teachers. To mitigate the harm of teacher turnover, the
researcher recommends five potential courses of action.
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1. Implement Florida Model School Legislation
Modeled after existing programs in North Carolina, this time-limited pilot program
would partner schools in similar districts in order to enhance collaboration and create
intentional communities of best practice. The costs associated with this proposal include
program administration, program evaluation, and funding to be used for the professional
development of the participants.
2. Amend Principal Leadership Standards
Principal Leadership Standards are determined at the state level and form the basis of
school leader performance evaluations. These include 10 domains of leadership. Domain
2, Standard 4, Faculty Development, should be amended to include a standard related
to organizational culture and teacher retention.
3. Adjust Hiring Practices
DCPS should evaluate their hiring practices, and wherever possible, encourage principal
autonomy in hiring decisions rather than centralized district-based hiring. Any new
hiring models should also include assessments of organizational culture fit as well as
analysis of school-level contextual factors.
4. Implement a Critical Teacher Shortage Student Loan Forgiveness Program
The State Legislature of Florida should consider incentivizing teachers to work in schools
with the greatest needs by developing a critical shortage student loan forgiveness
program. Eligibility requirements could include specific schools as well as a minimum
time commitment.
5. Develop and Implement Predictive Risk-Modeling
The State Legislature of Florida should consider directing the Florida Department of
Education Bureau of Educator Certification to develop standards and methodologies
for Predictive Risk-Modeling and to generate retention risk scores for all individuals
with teaching certificates in the state of Florida. These risk scores can be used to
identify teachers at risk of exiting the profession and inform district professional
development.