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4 <br />1 What are we doing to improve students' experience? <br />2 ■ Students excited about learning <br />3 ■ Starts in the classroom <br />4 . Use of technology in classwork <br />5 ■ On -line learning opportunities <br />6 . Academies <br />7 . Middle College <br />8 . Phoenix Academy <br />9 ■ Career and Technical Education <br />10 <br />11 What are we doing to improve students' experience? <br />12 ■ Safety and security <br />13 ■ Relationships - Equity <br />14 ■ Positive Behavior Support <br />15 ■ Boomerang <br />16 ■ Phoenix Academy <br />17 ■ Security resources (guards, cameras, fobs) <br />18 Retaining our best teachers <br />19 Staff members feel valued <br />20 95.3% report that they enjoy their work (Hams) <br />21 <br />22 91.6% report that their supervisor feels their job is valuable (Harris) <br />23 <br />24 87.4% feel that they are an important part of their school (Harris) <br />25 Teacher Qualifications <br />26 ■ 42% of CHCCS teachers hold advanced degrees versus the state average of 25% <br />27 ■ 193 CHCCS teachers have now received National Board CertifIcation <br />28 <br />29 <br />30 <br />31 <br />C <br />Turnover rate <br />• The turnover rate for 2006 -2007 was 8.5 %, down from a high of 16.43% in 2002 -2003. <br />• The state average is 17.0. <br />Supplements and the Competition <br />District <br />0 years <br />10 years <br />25 years <br />Guilford County <br />14.73% <br />10.75% <br />10.75% <br />Wake County <br />13.25% <br />14.25% <br />16.25% <br />Durham County <br />12.5% <br />13.5% <br />14.5% <br />CHCCS <br />1 12% <br />1 12% <br />25% <br />33 What are we doing to retain high quality staff? <br />34 ■ PLCs, planning time <br />35 ■ Local supplement <br />36 ■ Working conditions <br />37 ■ Access to technology <br />