Teacher attrition is a complex issue with many contributing factors, including low salary, lack of support from administration, and poor working conditions.

Increasing workload and responsibilities is not a strategy for retaining teachers, as it can lead to burnout and dissatisfaction.

Research has shown that teacher retention is positively correlated with student achievement. Students who have teachers who stay in their schools for longer periods of time tend to perform better academically.

Teacher retention has many benefits for schools, including reduced costs associated with hiring and training new teachers, improved school culture and climate, and increased parental and community involvement.

School leadership plays a critical role in teacher retention. School leaders can create a supportive school culture, provide teachers with the resources they need, and listen to and address teacher concerns.

High-stakes testing is not a factor that contributes to teacher retention. In fact, it can actually lead to teacher burnout and attrition.

Teacher retention has a positive impact on teacher morale. Teachers who feel supported and valued by their school and district are more likely to be satisfied with their jobs and have higher morale.

All of the strategies listed are important for retaining teachers in high-poverty schools. Competitive salaries and benefits, a supportive school culture, and targeted professional development can all help to make teaching in high-poverty schools more attractive and rewarding.

Teacher retention has a positive impact on student attendance. Students who have teachers who stay in their schools for longer periods of time are more likely to attend school regularly.

More homework assignments is not a benefit of teacher retention for students. In fact, excessive homework can actually be counterproductive and lead to student burnout.

Parents and the community can play an important role in teacher retention by advocating for policies that support teachers, volunteering in schools, and attending school events. These actions show teachers that they are valued and appreciated.

Increasing class sizes is not a strategy for retaining teachers in rural schools. In fact, it can actually lead to teacher burnout and attrition.

Teacher retention has a positive impact on teacher stress. Teachers who feel supported and valued by their school and district are less likely to experience stress and burnout.

High-quality professional development is not a factor that contributes to teacher attrition in urban schools. In fact, it can actually help to retain teachers by providing them with the skills and knowledge they need to be successful in their jobs.