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teacher attrition

National Attrition Rates

National Attrition Rates

National Attrition Rates

With 40% to 50% of new teachings leaving within their first five years in the classroom, teacher attrition profoundly compromises school stability and student engagement (Ingersoll, 2003)

Financial Costs

National Attrition Rates

National Attrition Rates

 Separating, recruiting, hiring, training, on-boarding, and mentoring. To replace an individual teacher is $9,000 in a rural and $21,000 in an urban district (Learning Policy Institute, 2017). 

Hidden Costs

National Attrition Rates

Attrition and Pay

Teacher attrition undermines the elements of effective education: continuity, school climate, institutional knowledge, collective teacher efficacy, parental involvement, and achievement. 

Attrition and Pay

Attrition and Leadership

Attrition and Pay

 While most teachers indicate that they are underpaid, our research shows that pay is a relatively weak predictor of attrition. 

Attrition and Leadership

Attrition and Leadership

Attrition and Leadership

 Teachers leave leaders. School leadership fosters either autonomy-supportive or controlling work environments for their teachers. 

Master Teachers

Attrition and Leadership

Attrition and Leadership

 To become a master teacher takes 10,000 hours and approximately 7 years; relatively few reach that status. 

principal attrition

Average Tenure

Experienced Principals

Average Tenure

 Between 40% and 50% of new teachers leave within their first five years in the classroom (Ingersoll, 2003). 

New Principals

Experienced Principals

Average Tenure

Having a big sale, on-site celebrity, or other event? Be sure to announce it so everybody knows and gets excited about it.

Experienced Principals

Experienced Principals

Experienced Principals

 Hidden costs relate to continuity of instruction, school climate, institutional knowledge, collective teacher efficacy, parental involvement, and student achievement. 

Why Principals Leave

Principal Turnover Cost

Experienced Principals

 While most teachers indicate that they are underpaid, our research shows that pay is a relatively weak predictor of attrition. 

Principal Turnover Cost

Principal Turnover Cost

Principal Turnover Cost

 Teachers essentially leave leaders. School leadership fosters either autonomy-supportive or controlling work environments for their teachers. 

Campus Needs

Principal Turnover Cost

Principal Turnover Cost

  Awareness of campus needs will allow principals, both new and experienced, to better serve teachers, parents, and students, fostering a sense of self-efficacy and job satisfaction. 

THEORETICAL MODEL

Self-Determination Theory (SDT)

Self-determination theory (Ryan & Deci, 2017) is a meta-theory that operates across contexts, such as competitive athletics, performing arts, healthcare, the workplace, parenting, and education. Building upon DeCharms’ (1968) concept of personal causation, SDT posits three universal human needs: 1) Autonomy represents a manifestation of a perceived internal locus of control for actions. 2) Competence represents a perceived expectation of performing activities at a prescribed level. 3) Relatedness concerns how individuals develop emotional connections with significant others. Social factors, such as parenting and education, can either support or thwart quality motivation. During the past 40 years, SDT researchers have shown how the quality of motivation diminishes when those in charge (parents, teachers, managers) use controlling rather than autonomy-supportive techniques. They pressure, demand, cajole, coerce, and seduce us to behave in ways that benefit them, undermining a more genuine or intrinsic form of motivation. Self-determination explains the process of internalizing extrinsic goals from amotivation to external regulation, introjected regulation, identified regulation, integrated regulation, and intrinsic motivation.

Positive Psychology

Positive psychology, founded by psychologist Martin Seligman, is a scientific approach to studying and promoting human flourishing. It focuses on understanding and enhancing positive emotions, strengths, and virtues that contribute to optimal well-being and happiness. Shifting from traditional psychology's emphasis on addressing mental illness, positive psychology aims to build thriving individuals, communities, and societies. Core elements of positive psychology include cultivating positive emotions, fostering engagement in activities that promote flow, developing and leveraging character strengths, nurturing positive relationships, and pursuing a sense of meaning and purpose. By integrating these elements, positive psychology seeks to elevate life satisfaction, resilience, and overall mental health. This innovative field has been applied across various domains, including education, workplace, therapy, and personal growth, providing practical tools and interventions to empower individuals to lead more fulfilling, happier lives.

Flow Theory

Flow theory, formulated by psychologist Mihaly Csikszentmihalyi, investigates the optimal state of human consciousness known as "flow." This mental state is marked by profound focus, enjoyment, and total immersion in an activity, often culminating in peak performance. Flow is achieved by harmonizing the challenge of a task with an individual's skill level, fostering increased motivation, creativity, and satisfaction. Key components of flow include a sense of timelessness, where one loses track of time due to deep engagement, and the optimal challenge, where the task is neither too easy nor too difficult. Flow also entails having clear goals, immediate feedback, and a sense of personal control over the activity. Additionally, it often involves merging action and awareness, leading to an effortless concentration on the task at hand. Flow theory has been applied across various fields, such as sports, arts, education, and business, with the aim of boosting productivity, engagement, and overall well-being. Understanding and fostering flow can lead to enhanced performance and personal fulfillment in both professional and personal pursuits.

Our methodology is framed by three theoretical models, including self-determination theory, positive psychology, and flow-theory. Key outcomes are assessed through these models include quality motivation, flourishing, and organizational trust.

Trust men and they will be true to you; treat them greatly and they will show themselves great.


Ralph Waldo Emerson

Positive Psychology

Positive psychology, founded by psychologist Martin Seligman, is a scientific approach to studying and promoting human flourishing. It focuses on understanding and enhancing positive emotions, strengths, and virtues that contribute to optimal well-being and happiness. Shifting from traditional psychology's emphasis on addressing mental illness, positive psychology aims to build thriving individuals, communities, and societies. Core elements of positive psychology include cultivating positive emotions, fostering engagement in activities that promote flow, developing and leveraging character strengths, nurturing positive relationships, and pursuing a sense of meaning and purpose. By integrating these elements, positive psychology seeks to elevate life satisfaction, resilience, and overall mental health. This innovative field has been applied across various domains, including education, workplace, therapy, and personal growth, providing practical tools and interventions to empower individuals to lead more fulfilling, happier lives.

Trust men and they will be true to you; treat them greatly and they will show themselves great.


Ralph Waldo Emerson

The Ahart Solutions

We deploy the Ahart Index to provide high-level findings that serve as the foundation for our subsequent qualitative study.

We collect qualitative data from both third-person and first-person perspectives. For example:


  • Third Person: Staff members may be asked to describe how school leaders honor the input of staff members.
  • First Person: Each staff member may be asked to describe their own interactions with the school leader.


By taking this bi-directional approach, we present a more complete and meaningful narrative, capturing participants' perspectives about the school along with their own lived experiences.

sample items

Our method

Teacher Evaluations

 Recruiting, hiring, and retaining qualified teachers who embody the core values of a learning organization represents the most significant work of a school leader. Engage Ahart to customize a teacher evaluation unique to your school or district that aligns with state standards. Through a collaborative process, we build buy-in with key stakeholders and manage implementation, validation, and reporting. In the state of Texas, we support creation and implementation of an evaluation system aligning with Teacher Incentive Allotment (TIA) standards. 

Principal / Headmaster Evaluation

 Evaluating a principal or headmaster who embodies the core values of your school represents the most impactful decision of the superintendent, district leadership team, and advisory board. We propose an campus-specific leader evaluation instrument that aligns with and complements the existing teacher evaluation. By taking input from a range of organizational leaders, the development of this instrument would represent an extended conversation on the core attributes a leader at your school. 

Staff Index

Staff index with extensive comparison data from a national data set.

Connection to the Ahart System

Virtuous Motivation extends the Ahart System by capturing how motivation is expressed in behavior.

Where the Ahart System reveals:


  • what people experience (Pulse) 
  • what drives outcomes (Driver Analysis) 
  • how people describe their experience (Voice) 


Virtuous Motivation clarifies how motivation is structured across domains of action.


Virtuous Motivation represents a domain-specific, theory-grounded extension of motivational research into real-world educational environments—bridging Self-Determination Theory, character education, and applied measurement.


Understanding motivation is not enough.
What matters is how it is sustained in practice.

AHART META-DATA VIDEO

Key Organizational Conditions

Org Commitment

Org Commitment

Org Commitment

 Organizational Commitment reveals the strength of the relationship between individuals and the organization—identifying the conditions shaping trust, alignment, and long-term attachment. 

Retention

Org Commitment

Org Commitment

 Retention reveals the conditions influencing whether individuals remain with or exit the organization—identifying the pressures shaping stability and turnover risk. 

Initiative

Org Commitment

Initiative

Initiative reveals how work moves within the organization—identifying the conditions that enable or constrain ownership, decision-making, and forward action.


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