Raises help everyone a little. Support decides who stays.

Pay is the top complaint in every school. But all 20 schools share one pay scale, and turnover still doubles where teachers feel unsupported.

137teachers left this year (14.9% of 919)

2xthe turnover at weak-support schools (21.0% vs 9.7%)These 4 schools have 29% of teachers but 41% of leavers.

$362k–$754kto replace about 30 extra leavers

Same pay mood. Twice the turnover.

Schools grouped by support“My pay is fair”Teachers who left

Strong support7 schools · 80%+36%9.7%

Middle9 schools · 70–79%32%13.8%

Weak support4 schools · under 70%36%21.0%

Weak-support schools also report the least time: only 44% say they have enough time for planning and non-teaching work, vs 69% at strong-support schools.

The decision for the board

Before funding the fall compensation study, fund a support plan for the 4 schools.

Coach the principalsMaple Grove, Pinecrest, Riverside, Stonegate
Protect planning timeCut duties and meetings that eat it
Check in by FebruaryShort pulse survey at the 4 schools

Invented district and data for a Paper Moth Analytics sample. Every group rate is counted by teachers, not by schools. Patterns modeled on RAND State of the American Teacher (2025), the NC Teacher Working Conditions Survey (2024), and the Learning Policy Institute (turnover by leadership support; replacement cost $12k–$25k per teacher, 2024 dollars). The 30 extra leavers is an estimate: what turnover would be at the strong-support rate.