Teacher retention steady, Morgan County districts report persistent vacancies

Statewide teacher retention remained steady at 90 percent for the 2024-25 school year, a figure that masks uneven conditions at the local level where districts are still working to fill critical positions. In Jacksonville the district reported a retention rate of 88.3 percent in 2025, a slight rise from 88 percent in 2024 and up from 82.8 percent in 2022, even as the district listed 22 current vacancies in its December vacancy report on the Public Access Board Book.

The vacancies in Jacksonville were weighted toward special education with 14 openings, and also included three science teachers, a prekindergarten teacher, a first grade teacher, a title teacher, an EL teacher and a physical education teacher. Those openings create direct operational challenges for principals and instructional leaders who must balance schedules, provide adequate special education services, and limit disruption to classroom continuity.

Other Morgan County districts showed a mix of outcomes. Triopia reported the highest retention at 93.1 percent. Franklin and Meredosia Chambersburg posted retention rates of 86.8 percent and 86.1 percent respectively. Waverly reported a notably lower retention rate of 73.5 percent, a level that signals a higher turnover pressure with potential ripple effects on student achievement and staffing costs.

Assistant Superintendent Matt Moore described the problem as broader than any single district. "There is a teacher shortage and it's something facing many districts," Moore said. "We have a large number of openings across the entire state and it's something the entire nation is dealing with."

For local residents the staffing picture matters for classroom stability, student services and the district budget. Persistent vacancies in special education and other core subjects may increase reliance on long term substitutes, stretch existing staff, and complicate efforts to meet individualized education plans. School boards and district leaders face decisions about recruitment incentives, retention strategies, and certification pathways if they are to convert the statewide stability in retention into fully staffed schools locally.

Accountability will rest with district administrators and elected school boards to report progress on hiring, to explain how vacancies are being covered, and to present concrete plans to protect instructional time and special education services while recruitment continues.