THE PROBLEM

OF TEACHER
ATTRITION
WHAT IS TEACHER
ATTRITION?
 Teacher Attrition is the movement of teachers out of the teaching profession

 Attrition is different from promotion ,retirement and sick leave issues

WHAT ARE THE STATS?
 There is a global teacher shortage

 As of 2015 EFA’s GMR indicates that the 2012 stats show that out of 161 countries 29 exceed the
international PTR of 40:1
 The same EFA report noted that teacher attrition has been on the rise since the 1990s
 American teacher annual turnover is between 14-20%

 DepEd’s PTR mandate as of 2010 is 25:1

 As of 2013 our national stat is at 31,4:1

 PSA’s stats show that 3% of Philippine teachers leave the profession for OFW work and another 3%
WHY DOES IT MATTER?
 A shortage of teachers or the attrition of teachers can directly affect school and student
performance due to its disruptive effect on program planning and continuity.
Attrition of Private and Public School Teachers: A Comparative Analysis
Advances in Social Research: Vol. 2, No. 1, p. 29-32, June, 2016professional
Ruth A. Ortega-Dela Cruz*

 Creates recruitment and training costs for school

 Affects the effectiveness of schools.
 Teachers are the most important professionals in a country that wants to invest in the future
(Svenska Dagbladet, 2010).
WHAT’S CAUSING THIS?
 Job security concerns
 School Administration
 Pay and Benefits
 Interpersonal Relationships
 Work Assignments
 Working conditions
THE LEAVERS
 Generation X vs Y?
 Professional Exploration
SUGGESTIONS…
 The trending suggestions from these studies suggest that better teacher care, compensation and
training coupled with good curricula and facilities should curb attrition.
 However, the Generation Y problem may be one that flips these safeguards.
 In light of organizational success and this problem, it seems that education administrators need
to be either proactive and learn from other industries that experience high attrition or consider
the bulk of research currently available about teacher attrition to design custom-made
solutions to reduce high staff turnover or else the school as an organization will have its
efficiency and quality negatively affected by high attrition rates.
 Curbing this problem is obviously not simple nor does it seem trivial. The trends seem to
suggest measures that require administrators and stakeholders to invest research, time and
most likely material support.