This is a hypothetical example of how S4E might provide quantifiable monetary value to any school:

As the external resources above reveal, the rate of classroom teacher departure is high and/or increasing nationwide. Certainly the exact financial costs to replace a teacher vary across the country due to numerous economic factors. It is probably an underestimation to put a dollar amount of $20,000 as the average cost to replace a single classroom teacher from one year to the next. There are other significant implications resulting from teacher turnover as well, particularly when teachers leave in the middle of a school year. For this hypothetical example however, we will only focus on the budget implications from one school year to the next.

If there were strategies a principal could put into effect to reduce teacher turnover in their school, what might that be worth? Speaking strictly from a financial Return On Investment (ROI) perspective, spending $19,000 to keep a proficient teacher is $1000 better than losing them and then having to spend $20,000 to replace them with a teacher of undetermined quality.

Would it make financial sense to spend $15,000 to create processes and structures in a school to prevent having to replace three teachers in one year? ($15,000 << $60,000)

Would it make financial sense to spend $11,000 each year for five years to prevent two teachers from leaving each of those five years? ($55,000 << $200,000)

Staffing a school with highly qualified and competent classroom teachers is one of the most difficult components of a school leader’s job, especially today.

S4E can provide a net positive ROI for your allocation of time and expenditure of money in this crucial area of #SchoolLeadership.