One live view: who is at risk, who has been coached, and what is still open.
Surface who's at risk while you can still act, respond with coaching and support, and prove the ROI to your board.
Five lines on your own numbers turn turnover into a figure for your board, with replacement-cost benchmarks and the four levers that move retention.
We'll send the worksheet, then follow up with a few short tips. No spam, unsubscribe anytime.
Bring your own risk signals, or start from an at-risk and retention template, and tune it to the signals that predict turnover in your district.
One live view: who is at risk, who has been coached, and what is still open.
Retaining a handful of teachers can fund the platform district-wide. See the math with your numbers.
Retaining just 7 of them covers the Experience for your whole staff.
Build your business caseEstimates use published replacement-cost benchmarks by district size. Actual costs vary; figures are illustrative for planning.
Listening only helps when something happens next. We connect the signal to the support.
Climate pulses and at-risk flags show who needs support, early.
A concern becomes a coaching cycle and a concrete plan, not a report.
Structured induction where new-teacher attrition is won or lost.
Leaders watch it resolve in EX Analytics.
Title II-A explicitly covers coaching, induction & mentoring, evaluation-and-support, and retention. Districts already spend ~$444 per teacher of it on professional development.
A 30-minute walkthrough of the platform, on your district's numbers.
Building the case first? Read Teacher Retention Strategies That Actually Work.