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Mentors: "Oh, that's a touchy subject...I think a lot of new teachers end up getting help and support from people who aren't their mentors. That doesn't mean the mentor doesn't guide them along, but sometimes the classrooms aren't close or at some schools, the mentor doesn't even teach in the same subject area. Time can be another issue here -- finding time to meet."

New teacher induction programs? "I remember going to some early in-service for new teachers right after I got hired and the break-out sessions were helpful, so that was good. I also spent two days at my school before the other teachers arrived and that worked really well too."

In-service sessions: "If I am going to be totally honest, they are really hit or miss."

Planning period: "Wow, is that invaluable. Unfortunately, I don't think teachers everywhere have that luxury."

Promises of a pay increase: "Good teachers know they could enter into the business world and make more money -- it's not about that. Don't get me wrong -- I still hope for a raise this year, but it wouldn't keep me in teaching if I was thinking about leaving."

Will Kristen and Daniel remain in the profession?

Kristen says, "I don't see myself leaving the classroom. And a lot of the time, I don't see myself leaving high school...As for remaining in CMS classrooms, I can't truly say."

Daniel said, "Yes, for at least a few more years. As long as I'm teaching I believe I'll be in CMS. I don't plan on going anywhere. That's more of a testament to my principal and my colleagues than it is to CMS."

Time To Wake Up?CMS officials still have a chance with high-caliber teachers like Kristen and Daniel. In addition to heeding their words, it would behoove CMS officials to turn their attention to little sis, the Wake County Public School System, which is already where Pughsley wants to be -- in the 10 percent turnover range.

Let's take a closer look. CMS employed 7,352 teachers during the 2002-2003 school year. Of those, 1,230 left, 918 of whom were untenured. Wake employed 6,964 teachers during the 2002-2003 school year. Of that group, 712 left, 277 of whom were untenured.

Why is there such a proportional discrepancy? For one thing, Wake officials are making teacher retention a high priority. And even though Wake County experienced a slight increase in its turnover rate from 10.22 percent in "02-03, to 10.9 percent in "03-04 (according to WCPSS Assistant Superintendent of Human Resources Toni Patterson), they're still traveling the right road to retention.

While WCPSS acts on some of the same recruitment and retention principles as CMS, such as paying signing bonuses and establishing a preparation program to help lateral entry teachers meet course work requirements, they are also incorporating some efforts into their plan that really make a difference.

Patterson outlined the Wake County system's objectives as:

1. Establishing a Superintendent's Teacher Advisory Council to enhance communication and teacher involvement in system-wide initiatives.

2. Providing a peer coaching program to help teachers prepare for national board certification.

3. Recruiting more mentor teachers by streamlining the training program.

4. Creating permanent substitute teacher positions in high schools and selected challenged schools to protect teacher planning time.

5. Establishing a Wake Leadership Academy to insure that there is strong, supportive instructional leadership in every school.

6. Implementing a customized online applicant success inventory as a new toll to help hire teachers who have the potential to be successful in Wake County.

Patterson also mentioned the following recommendations, which she said, "were not funded for the 2004-2005 year but will remain a strategic budget focus in the future as a part of Goal 2008."

1. Establishing special education teacher coordinator positions to help teachers manage related paperwork.

2. Increasing extra duty compensation.

3. Providing additional time during the school day on a regular basis for mentors and new teachers to work together.

4. Implementing a career pathway for teachers to offer professional and financial progression based on skills and leadership.

It's more depressing than comforting that CMS isn't the only system missing the 10 percent target that WCPSS is at least trying to hit. It seems the state of North Carolina still hasn't picked up on a very obvious pattern: there isn't so much a shortage of teachers wanting to teach as much as there is discontent with the current state of affairs.

For the past five years, two reasons have consistently taken the pole position in the teacher turnover race, as reported in the NC Department of Public Instruction Teacher Turnover Report: a desire to teach elsewhere, and dissatisfaction with teaching/desire for a career change.