Newton for Everyone held a forum on “the growing challenge of teacher retention and housing costs” on Tuesday, September 30. Heather Peske, President of the National Council on Teacher Quality (NCTQ), presented Newton-specific data on the challenge public school teachers face trying to purchase or rent in the city. NCTQ research found local housing costs increased by roughly 40%, while teacher salaries increased by 20%. To purchase a house in the city, a Newton teacher with 25 years of experience would need to spend half their income on the mortgage, after having saved for the 20% down payment. (The study used the Zillow Home Value Index, which “reflects the typical value for homes in the 35th to 65th percentile range” for Newton home prices.)
Renting is also cost-prohibitive. A teacher with less than five years of work experience would need to pay 42% of their salary to rent a one-bedroom apartment.
Newton teachers’ salaries are set by union agreement with the City and are based on their education and length of employment. Their salary increases by a fixed amount each year, in addition to cost-of-living increases. In 2025, a first-year Newton teacher with a Master’s degree would start at $66,983.43. If they had a PhD, they’d start at $76,582.48. NCTQ estimates a teacher would need to earn $183,059 for a monthly house payment to be affordable (30% of their salary).
Heather Peske quoted a study, based on data from Nashville (TN) Public Schools, that found that teachers with longer commutes have higher absenteeism rates and are more likely to leave the district. Replacing a teacher can cost from $35,000 to $50,000 and is disruptive to student education.
Teacher retention rates in Newton were not discussed. Nor was the research on teacher turnover compared with student poverty rates, which found the highest rate of turnover was in districts with the most economically disadvantaged students.
Newton’s 2025 annual turnover rate was 8.9%, according to the State Department of Elementary and Secondary Education, which defines turnover as teachers who do not “remain working in the same position from one year to the next.” The State average was 13.9%. At the October 6 School Committee meeting, the Newton Public Schools’ Human Resource Department presented a 2024 turnover rate between 5% and 6.5%. Of the 124 staff members who left NPS during 2024, a total of 51 staff members retired or went on sabbatical.
Personal stories were shared about teachers commuting long distances and/or living with family or roommates. A teacher from Newton South High School said that affordable housing close to a school attracts educators, making it easier for them to become part of the community fabric and participate in after-school activities. No data was provided on the commute times of Newton teachers or their living arrangements.
Heather Penke listed low pay as a reason teachers leave the profession and suggested that Newton may want to examine how it compensates its teachers by investing in fewer, higher-paid teachers. However, she noted that research examining teacher pay and student achievement has had mixed results, and that Master’s degrees, outside of math and science, are not associated with improved student outcomes as measured by standardized test results. She does not believe that increased salaries will solve the teacher housing issue or that it should be the school district’s responsibility to build teacher housing. She said school districts need to focus on improving student outcomes. She concluded the presentation stating:
“This is not just a teacher problem….It is a community problem–and we need more houses that more people can afford.”
The NCTQ slide presentation is available here. The video should be on the Newton for Everyone webpage soon.
