Setting the course for stability:
A guide to establishing teacher turnover benchmarks in your school

In the ever-evolving landscape of education, where stability is key to fostering a positive learning environment, understanding teacher turnover benchmarks is a strategic imperative. These benchmarks not only provide critical insights into the workforce stability of your school but also pave the way for proactive measures to address potential challenges. Let’s explore a comprehensive approach to establishing teacher turnover benchmarks and creating a more stable educational ecosystem.

Understanding teacher turnover benchmarks: A foundation for stability

Teacher turnover benchmarks serve as a yardstick to measure the rate at which educators leave their positions within a specific timeframe. By analysing this data, schools can gain invaluable insights into the overall health of their workforce and identify areas for improvement. Establishing benchmarks goes beyond mere numerical targets; it involves a holistic approach that considers the unique challenges and dynamics of each educational institution.

Step 1: Define your benchmark period

Start by determining the timeframe for which you want to measure teacher turnover. Common periods include academic years or quarters. Choosing a consistent and relevant benchmark period allows for accurate comparisons and trend analyses over time.

Step 2: Identify key metrics for analysis

To set effective benchmarks, identify key metrics that provide a comprehensive view of teacher turnover.
These may include:

Step 3: Gather and analyse historical data

Examine historical data to understand past turnover patterns. Analysing trends over several years allows schools to identify patterns, anticipate challenges, and implement targeted interventions. Historical data also provides context for interpreting current turnover rates.

Step 4: Set realistic goals

Need help? The PeopleBench platform can help guide your school, so you can track the right workforce data giving your school the visibility it needs to understand workforce attraction and retention.

Step 5: Monitor benchmarks and adjust your goals

Establishing benchmarks is an ongoing process that requires regular monitoring and adjustment. As your school evolves, so, too, should your benchmarks. Continuously assess the effectiveness of interventions, refine your goals based on changing circumstances, and celebrate successes along the way.

The benefits of establishing turnover benchmarks

By having a clearly defined workforce strategy, your school will have better data, insights and can make informed decisions. Schools can: 

• Proactively problem solve: Benchmarks enable schools to identify issues before they escalate, allowing for proactive problem-solving. 
• Allocate resources: Schools can allocate resources more effectively by focusing on areas with higher turnover rates.
• Improve work environments: Benchmarks contribute to the creation of a healthier work environment by addressing factors contributing to turnover.

The team at PeopleBench is dedicated to working with the K/P-12 education sector to build better school workforces. Through the PeopleBench patented school workforce benchmarking and strategy development platform, we are using data science, machine learning, and predictive analytics to provide insights and resources that support education leaders in responding to the future of work in schools. 

In conclusion, understanding teacher turnover benchmarks is not just a numerical exercise; it’s a strategic initiative to create a stable, supportive, and enriching educational environment. By following these steps and embracing a data-driven approach, schools can navigate the complexities of teacher turnover, fostering a positive culture that benefits both educators and students alike.