EXAMINING EMPLOYEE

TURNOVER

August 16,
2019 A closer look at why employees are leaving

Fauquier County Public Schools School Year 2018-2019

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TABLE OF CONTENTS

A closer look at why people are leaving .......................................................................... 3

Certified Staff
What types of employees are leaving Fauquier County Public Schools? ........................... 5
Why are they leaving? .................................................................................................. 5
How long were they here?............................................................................................. 7
Who are their next employers? ..................................................................................... 8
How do employees feel about working for Fauquier County Public Schools? .................... 9
How do employees feel about administration? ................................................................ 9
How do employees feel about the school environment? ................................................... 9
How are our benefits viewed? ..................................................................................... 10
Classified Staff
What types of employees are leaving Fauquier County Public Schools? ......................... 10
Why are they leaving? ................................................................................................ 11
How long were they here?........................................................................................... 13
Who are their next employers? ................................................................................... 13
How do employees feel about working for Fauquier County Public Schools? .................. 13
How do employees feel about administration? .............................................................. 14
How do employees feel about the school environment? ................................................. 14
How are our benefits viewed? ..................................................................................... 14
Final Thoughts ......................................................................................................... 14

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A CLOSER LOOK AT WHY PEOPLE ARE LEAVING
During the 2018-2019 school year, Fauquier County Public Schools (FCPS) had 244
employment separations, (6 fewer than 17-18), including retirees; of this number, 134 are
certified employees and 110 are classified employees. There were 61 retirees total for 18-19; 38
are certified and 23 are classified. Of the 181 non-retiring employees separating from the school
division, 96 are certified and 85 are classified. When retirees are removed from the total; the
turnover percentage rate for the division was 9.6% the 18/19 school year.

Fauquier County Public Schools has two main classifications of employees; certified and
classified. To determine where the majority of turnover has occurred, the separations have been
listed by classification for the last six years.

Turnover Percent
School Year Certified Classified Total Employees
(excluding retirees)

2018-2019 134 110 244 9.6%

2017-2018 129 121 250 10.0%

2016-2017 86 74 160 5.0%

2015-2016 95 86 181 6.8%

2014-2015 113 95 208 8.3%

2013-2014 91 102 193 7.8%

The turnover percentage noted above for 18-19 does not include retirees. The turnover rate
including retirees is 12.8%.

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 Certified Staff
Certified staff includes Teachers, School Counselors, School Psychologists, Speech Pathologists,
Social Workers and School Administration

CERTIFIED TURNOVER THROUGH THE YEARS

The graph below illustrates the # of certified staff turnover by year beginning with SY 2003-
2004. The graph includes all separations including retirements.

Number of Certified Separations

134
129

110 113 113

98 102
96 93 95
87 91
86
76 79

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03-04 04-05 05-06 06-07 07-08 08-09 09-10 10-11 11-12 12-13 13-14 14-15 15-16 16-17 17-18 18-19

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WHAT TYPES OF CERTIFIED EMPLOYEES ARE LEAVING FAUQUIER
COUNTY PUBLIC SCHOOLS?

The chart below illustrates the position categories and their respective turnover percentages. The
data illustrated below does not include retirements.

SY 18-19 SY 17-18
Exiting Percent
Position Turnover Turnover
Employees Change
Percent Percent
Instructional Supervisors 0 0.0% 0.0% 0.0%
Librarians 1 4.5% 4.5% 0.0%
OT/PT 0 0.0% 0.0% 0.0%
Principals/AP’s /A D’s 4 8.2% 2.0% 6.1%
School Counselor 4 12.1% 5.9% 6.2%
School Psychologist 1 16.7% 22.2% -5.6%
School Social Worker 0 0.0% 25.0% -25.0%
Speech Pathologist 1 7.1% 0.0% 7.1%
Teachers/Diagnosticians 84 9.0% 9.9% -0.9%
Total Positions 95 8.7% 9.7% -1.0%

WHY ARE THEY LEAVING?

Resignation: 95 employees
Retirement: 38 employees

Why Employees Left FCPS

100
90
80
70
60
50
40
30
20
10
0
Resignation Retirement

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 One hundred fifteen certified employees completed the exit survey. The top three reasons given
were Retirement, Compensation and Relocation.

Reasons for Separating from FCPS

35
30
25
20
15
10
5
0

2018-2019 2017-2018
2017-2018 2016-17 2014-15
Certified Certified
Total Total Total
Only* Only*
Career Advancement 5 4 11 8 10
Compensation 27 16 18 12 8
Family Circumstances 14 17 19 13 16
Health/Medical Reasons 7 N/A N/A N/A N/A
Interpersonal Conflicts 1 1 3 0 0
Quality of Supervision 2 4 5 4 0
Relocation 19 12 15 6 18
Retirement 30 25 40 25 38
Type of Work 5 N/A N/A N/A N/A
Work Conditions 5 4 5 6 4
Other 0 8 10 4 3
*18/19 shows certified staff only. The previous year’ totals included certified and classified staff.

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 HOW LONG ARE THEY HERE?
This chart illustrates the majority of people leaving during the first three years of service.

Years of Service
60

50 55

40
42
30
28
20
21 20 19
18 16
10
13 12
9 9
0
0-3 Years 4-6 Years 7-10 Years 11-14 Years 15-24 Years 25+ Years

17-18 18-19

The chart below shows the number of employees leaving the division in SY18-19 versus the
number in SY17-18 with same years of service. The charts shows a similar pattern to what we
have seen in years past with a majority of employees leaving within 0-10 years. However, there
was a decrease in the number of employees leaving with 7-10 years of service this year. This was
the group that was a primary focus in the compression adjustments.

Certified

18-19 17-18 18-19 17-18 18-19 17-18 18-19 17-18 18-19 17-18 18-19 17-18
0-3 0-3 4-6 4-6 7-10 7-10 11-14 11-14 15-24 15-24 25+ 25+
years years years years years years years years years years years years
Resignation 41 47 26 17 8 15 15 10 5 5 0 0
Retirement 1 1 1 4 1 3 1 3 15 7 19 9

Released/Nonrenewal 0 7 0 0 0 0 0 0 0 0 0 0

Deceased 0 0 1 0 0 0 0 0 0 0 0 0

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WHO ARE THEIR NEXT EMPLOYERS?
Fifty-six individuals provided an answer to the question asking about their next employers. The
remaining employees stated that they were still looking, not working in the future or simply left
the answer blank. The chart on the following page shows the various categories of responses.

Next Employer
60

56
50

40 44

30

20

10
8
4
0
Public School Non-Public School Other Industry N/A or TBD

Albemarle, 1 Arlington, 1 Harrisonburg, 1

Rockingham, 1
Chesterfield, 2

Manassas City, 2

Prince William, 14
Out-of-State, 2

Stafford, 2

Culpeper, 4

Loudoun, 9
Fairfax, 5

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 For SY18-19, the exit interview process was improved by being conducted at school locations by
members of the Career Services team. All exiting employees are encouraged, but not required, to
complete an exit survey to provide their feedback.

HOW DO EMPLOYEES FEEL ABOUT WORKING FOR FAUQUIER

COUNTY PUBLIC SCHOOLS?
Separating employees were asked if they would recommend FCPS to others as a good place to
work. Of the ninety five employees that answered the question, forty-eight employees said that
they would most definitely recommend Fauquier County Public Schools. Forty-four responded
that they would recommend with reservations, and three said they would not recommend FCPS.
For the employees that indicated that they would recommend FCPS with reservations,
compensation was the top reason given for having their reservations.

HOW DO EMPLOYEES FEEL ABOUT ADMINISTRATION?

The exit survey contained seven questions that allowed employees to provide feedback on their
direct supervisor or administrator.

Almost Always Usually Sometimes Never No Response

Consistently Fair 60 25 21 5 4
Provided Recognition 51 25 27 8 4
Resolved Complaints 40 27 30 11 7
Sensitive to Needs 60 16 26 9 4
Provided Feedback 57 26 16 11 5
Open Communication 65 18 20 8 4
Followed Policy 72 22 11 2 8

HOW DO EMPLOYEES FEEL ABOUT THE SCHOOL ENVIRONMENT?

Exiting employees were asked to respond to questions that addressed the overall school
environment.

Excellent Good Fair Poor No Response

Cooperation within School 50 41 16 6 2
Cooperation with other Schools/Departments 31 49 18 4 13
Respect from Co-Workers 69 30 11 3 2
Job Training 37 41 21 10 6
Equipment 24 51 29 9 2
Performance Review System 31 43 21 15 5
New Hire Orientation 26 43 13 2 31
Rate of Pay 7 27 42 35 4
Career Development/Advancement Opportunities 28 48 22 13 4
Physical Work Conditions 33 57 17 5 3

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HOW ARE BENEFITS VIEWED?
Responses to the exit interview regarding benefits were analyzed. Overall, employees are
extremely satisfied with the benefits provided, and how they work for their family. Employees
noted the added benefit of the Wellness Center.

Classified Staff Turnover

Classified staff includes Administrative staff, Instructional Assistants, Bus Drivers and Bus
Aides, School Nutrition, Custodians and School Nurses.

WHAT TYPES OF CLASSIFIED EMPLOYEES ARE LEAVING FAUQUIER

COUNTY PUBLIC SCHOOLS?
The chart below illustrates the different position categories and their respective turnover
percentages. The data does not include retirements.

SY 18-19 SY 17-18
Exiting Percent
Position Turnover Turnover
Employees Change
Percent Percent
Admin Support Staff 6 4.6% 4.6% 0.0%
Administrators/Directors 2 11.1% 0.0% 11.1%
Bus Drivers/Aides 32 16.5% 12.9% 3.6%
Computer Services 0 0.0% 6.7% -6.7%
Custodians 7 6.5% 14.0% -7.5%
Instructional Assistant 15 7.4% 7.8% -0.3%
School Health Nurse 3 15.8% 31.6% -15.8%
School Nutrition Worker 20 16.3% 16.3% 0.0%
Total Positions 85 10.4% 12.4% -2.1%

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WHY ARE THEY LEAVING?
Resignation: 73
Retirement: 23
Released: 12

Why Employees Left FCPS

80

70

60

50

40

30

20

10

0
Resignation Retirement Released

Forty-seven classified employees completed the exit survey. The top two reasons given were
Retirement and Compensation.

Reasons for Separating from FCPS

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12

10

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 2018-2019 2017-2018 2017-2018
2016-17 2014-15
Classified Classified Total
Total Total
Only* Only*
Career Advancement 4 5 11 8 10
Compensation 10 2 18 12 8
Family Circumstances 3 2 19 13 16
Health/Medical Reasons 7 N/A N/A N/A N/A
Quality of Supervision 2 0 5 4 0
Interpersonal Conflicts 0 0 3 0 0
Relocation 6 2 15 6 18
Retirement 12 15 40 25 38
Type of Work 1 N/A N/A N/A N/A
Work Conditions 1 1 5 6 4
Other 0 2 10 4 3
*17/18 and 18/19 show classified staff only. The previous year’s totals include both certified and
classified staff.

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 HOW LONG WERE THEY HERE?
The breakdown below clearly indicates that the large majority of people leaving do so in the first
three years of service.

How Long Were They Here?

70

60
62
58
50

40

30

20

10 15
13 12
11
9 7 6
0 5 6 5
0-3 Years 4-6 Years 7-10 Years 11-14 Years 15-24 Years 25+ Years

17-18 18-19

Classified
18-19 17-18 18-19 17-18 18-19 17-18 18-19 17-18 18-19 17-18 18-19 17-18
0-3 0-3 4-6 4-6 7-10 7-10 11-14 11-14 15-24 15-24 25+ 25+
years years years years years years years years years years years years
Resignation 53 45 11 12 5 2 2 2 1 1 1 0
Retirement 0 0 0 1 2 7 2 2 5 1 14 6
Released/Nonrenewal 8 13 0 0 2 3 1 0 1 3 0 0
Deceased 1 0 0 0 0 0 1 1 0 0 0 0

WHO ARE THEIR NEXT EMPLOYERS?

Twenty individuals provided an answer to the question asking about their next employer. The
remaining stated they were still looking or simply left the answer blank. Four staff member
accepted a position with another public school division. Additionally, nine classified employees
indicated they had accepted a position within an industry other than an educational environment.

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 HOW DO EMPLOYEES FEEL ABOUT WORKING FOR FAUQUIER
COUNTY PUBLIC SCHOOLS?
Separating employees were asked if they would recommend FCPS as a good place to work. Of
the forty-six employees that answered the question, twenty-nine said that they would most
definitely recommend Fauquier County Public Schools. Fifteen responded that they would
recommend with reservations and two employees said they would not recommend FCPS. The
employees that indicated that they would recommend FCPS with reservations compensation was
the reason stated for their reservations.

HOW DO EMPLOYEES FEEL ABOUT ADMINISTRATION?

There were seven questions on the exit survey that allowed employees to provide feedback on
their direct supervisor or administer.
Almost No
Always Usually Sometimes Never Response
Consistently Fair 32 6 6 3 0
Provide Recognition 27 9 6 5 0
Resolved Complaints 20 11 10 3 3
Sensitive to Needs 26 8 8 4 1
Provide Feedback 30 5 4 6 2
Open Communication 28 8 7 3 1
Followed Policy 37 3 4 1 2

HOW DO EMPLOYEES FEEL ABOUT THE SCHOOL

ENVIRONMENT?
Exiting employees were asked to respond to questions that addressed overall school
environment.
No
Excellent Good Fair Poor Response
Cooperation within School 17 21 7 2 0
Cooperation with other Schools/Departments 13 19 7 2 6
Respect from Co-Workers 23 19 4 1 0
Job Training 14 21 8 4 0
Equipment 13 22 9 3 0
Performance Review System 13 17 4 9 4
New Hire Orientation 17 15 2 1 12
Rate of Pay 5 13 12 17 0
Career Development/Advancement Opportunities 3 17 8 14 5
Physical Work Conditions 8 25 6 6 2

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HOW ARE BENEFITS VIEWED?
Responses to the exit interview regarding benefits were analyzed. Overall, employees are
extremely satisfied with the benefits offered, and how they work for their family

FINAL THOUGHTS
When all exiting employees; certified and classified, had the opportunity to share their thoughts
on how working in Fauquier County Public Schools could be improved. The number one
suggestion was better pay. Fifty-seven people responded that compensation needs to be
improved within the school division. Employees expressed the desire to live and work in
Fauquier, but stated the current salaries compared to the cost of living makes that difficult to
accomplish.

The overall turnover rate decreased this year by 0.4%. Sixty-six percent of employees separating
from the Division had 0-10 years of experience with sixty-five percent of those having 0-3 years
of service.
As the market for teachers and other certified staff increases and our need to attract candidates
from limited recruitment pools, it is imperative, more now than ever before, that we focus on
retaining our top talent. While compensation and benefits are strong drivers in recruitment and
retention; career advancement, leadership and working environment are also strong key factors
when it comes to employees choosing to stay with Fauquier County Public Schools.

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