Teacher departures rose in Charlotte-Mecklenburg Schools last year as North Carolina turnover stayed near 10%

Teacher turnover in CMS outpaced the state average

Charlotte-Mecklenburg Schools (CMS) recorded a teacher attrition rate of about 15% in the most recent state-reported year, meaning roughly one in seven teachers employed in the district during the reporting window was no longer teaching in CMS by the end of the period.

State data show teacher attrition statewide was about 10.11% during the 2024–25 reporting year, a slight increase from roughly 9.88% the year before. The same state reporting framework also distinguishes between teachers who leave North Carolina public schools entirely and those who move to another district within the state.

For CMS in the 2023–24 state report, the district listed 8,518 teachers and an attrition count of 920, with additional teacher mobility of 278 to other North Carolina districts. Combined, that produced a total “LEA attrition” figure of 1,198, or 14.06%.

How the state defines attrition and why the details matter

North Carolina’s annual workforce reporting is designed to separate two different dynamics that can create staffing instability for a school system:

• Attrition: teachers who are no longer employed in North Carolina public schools (for reasons including career change, retirement, relocation, or other categories captured in state reporting).

• Mobility: teachers who remain in North Carolina public schools but move from one district to another.

For districts, a high combined rate can affect continuity for students and add recurring hiring and onboarding demands even when statewide staffing totals appear relatively stable.

Vacancies and staffing levels: improvement alongside ongoing churn

Separate from turnover, districts track whether they begin the school year with classrooms unfilled. CMS has reported progress in filling teaching positions compared with earlier post-pandemic years, including high fill rates heading into subsequent school years. Statewide reporting has also shown a decline in vacancies from recent peaks, even as district-by-district shortages continue to vary.

Turnover and vacancies do not always move together. A district can improve fill rates through recruitment and hiring while still experiencing elevated year-to-year churn that requires repeated staffing cycles.

Budget and retention strategies remain central to district planning

CMS leaders have repeatedly framed recruitment and retention as budget priorities, including proposals to adjust local supplements and compensation structures within broader financial constraints. At the state level, annual workforce reports have highlighted continuing challenges in maintaining a stable pipeline of educators, with higher turnover among early-career teachers and ongoing reliance on alternative pathways into the classroom.

Across North Carolina, teacher turnover has remained near 10% in the latest data, while large districts such as CMS have posted higher rates that intensify local staffing pressure.

The result is a mixed picture: statewide attrition has been relatively steady, but in Charlotte-Mecklenburg, the higher pace of departures increases the operational challenge of keeping experienced educators in schools and maintaining consistent staffing from year to year.