Why Retention Matters 

Across the nation, school systems are facing unprecedented challenges in recruiting and retaining educators, and these pressures are felt acutely here in our own community. Teacher shortages, rising burnout, and declining entry into the profession have created a landscape where vacancies are harder to fill, workloads are heavier, and the stability students depend on is increasingly at risk. National and state data show a troubling pattern: more teachers leaving the field, fewer entering it, and growing strain on those who remain. These trends directly affect students through disrupted learning, weakened relationships, and inconsistent support. As we examine the data below, we gain a clearer understanding of the problem we must confront together, and why our district’s commitment to supporting, developing, and retaining exceptional staff has never been more critical.

The Problem

National Trends:

• 82% of U.S. public schools reported needing to fill two or more teaching vacancies before fall 2024.
• About 8% of U.S. teachers leave each year, and nearly 44% exit within five years.
• Annual graduates from teacher training programs dropped from 176,000 in 1971 to 85,000 by 2020.

Local Trends:

• Kansas reported 1,200–1,600 teaching vacancies in spring 2024. This is translating to about 25 vacancies per 10,000 students, ranking 10th worst among 38 states.
• Johnson County districts are facing shortages in special education. 
• Johnson County school districts are facing a decrease in enrollment.
•  Non-retirement exits rose in Kansas City to 985 in the last year, which is up from 732.

Burn-out’s Role:

• 44–52% of pre-K–12 teachers report feeling burned out; 86% say their job hurt their mental health in 2024.
• 74–80% of teachers took on extra duties due to staff shortages.  70% report their schools are understaffed.
• 67% consider burnout “very serious,” with 84% citing increased stress year-over-year.
• Nearly 20% of new teachers leave within one year; 37% depart their school within four years

Impact on Students

Teacher turnover disrupts student learning by causing inconsistent instruction, and loss of experienced educators.  Frequent staff changes weaken student–teacher relationships, reduce trust, and make it harder to build a stable, supportive classroom environment. Over time, turnover affects culture, staff morale, and creates a cycle of burnout and disengagement that affects both students and educators.

Our District's Context

• Add teachers leaving SMSD
• Add info based on exit survey data and resignation forms?
• At the beginning of the 26-27 school year we will see an increase of the certified retention rate from 92.13% to 93.0%.
• At the beginning of the 26-27 school year we will see an increase of the classified retention rate from 68.60% to 70.0%.
• At the beginning of the 26-27 school year we will continue to see an overall increase in the diversity of our staff across all employee groups.

Our Commitment

We believe people are our greatest resource, and by serving the greater Shawnee Mission community, we are committed to supporting every teammate in reaching their full potential because the work of adults directly shapes the success of each and every student.

What Drives Our Future Educators?

The Employee Experience Survey gives us a clear window into what it feels like to work in SMSD each day how supported, connected, and valued our people truly feel. Within the survey, each letter‑number code (such as W5 or CR11) represents a specific item that measures a key aspect of the employee experience. When we analyzed the data, several of these items emerged as statistically significant “stay factors”, the experiences that most strongly influence why employees choose to remain in our district. These high‑impact drivers, particularly in the areas of wellness and culture/relationships, help us understand what matters most to our staff and where our efforts can make the greatest difference. By focusing on these drivers, we can be intentional in strengthening the conditions that support employee well‑being, connection, and long‑term commitment to SMSD.

Wellness

• W5-In general, I am in good mental and emotional health
• W7-I have the tools and resources to support my financial well-being.
• W9-SMSD values the well-being of their employees
• W11-During stressful times, I am comfortable reaching out to my supervisor for support.

Culture/Relationships

• CR7-I have the skills necessary to meet the needs of diverse learners.
• CR11-I feel connected to other staff members in my school.
• CR15-My school principal/supervisor fosters shared beliefs and a sense of community and cooperation.

Employee experience is about what it feels like to be immersed here every day.  We want employees to feel engaged, valued, and part of something bigger.

The District employee experience survey is our way of measuring progress on a number of different topics such as (environmental/structural, professional learning, culture/relationships, culture/safety, wellness, career satisfaction, and mentoring).

The Human Resources team used data to identify 7 items from the survey that statistically were tied to retaining our employees.

Building and department leaders were armed with the drivers this summer as they examined the results of their employee experience data.  This allows them to be intentional with the retention efforts within their buildings and departments.  The HR department has decided to focus our efforts on creating action plans to support and enhance the overall wellbeing of our employees and the financial wellbeing of our employees.  We consider everything we do through the lens of our employee experience.

Building a Foundation:  Our 6 Key Retention Pillars

At Shawnee Mission School District, our commitment to retaining exceptional staff begins with understanding what truly shapes the employee experience. Through listening, data, and ongoing reflection, we’ve identified six foundational pillars that influence how employees feel, work, and grow within our district. These pillars of Compensation & Benefits, Recruitment, Professional Learning, Leadership, Culture & Communication, and Work-Life Balance & Wellness, represent the core conditions that help our people thrive. Together, they form the framework that guides our decisions, strengthens our culture, and ensures every employee feels supported, valued, and connected to our mission.

Compensation and Benefits

• We offer competitive pay and comprehensive benefits to recognize the value and commitment of every employee.

Recruitment

• We attract talented, passionate individuals who align with our vision and values, ensuring the right people join our team to support long-term success.

Professional Learning

• We invest in continuous growth through high-quality professional learning opportunities that build skills, confidence, and career pathways.

Leadership

• We cultivate strong, supportive leaders who inspire, develop, and empower their teams to thrive.

Culture and Communication

• We foster a positive, inclusive culture where transparent communication builds trust, collaboration, and connection.

Wellness

• We prioritize the wellbeing of our staff by promoting balance, flexibility, and access to wellness supports that sustain long-term success.

At Shawnee Mission School District, we believe that people are our greatest resource, and the employee experience is at the heart of how we live that mission every day. Our six pillars, Compensation & Benefits, Recruitment, Professional Learning, Leadership, Culture & Communication, and Work-Life Balance & Wellness, represent the key drivers that shape and strengthen that experience. Each pillar reflects a commitment to creating the conditions where staff feel valued, supported, and equipped to grow. When we invest in our people, we build a thriving community where both employees and students can succeed.