What causes teacher burnout?

Teacher burnout is not an individual problem—it's caused by workplace conditions. Research shows burnout stems from systemic issues including unsustainable workloads, lack of autonomy and voice in decision-making, insufficient support systems, and misalignment between educator values and organizational practices. Vital Network addresses these root causes through the Well Educator Framework.

How can schools improve teacher retention?

Schools can improve teacher retention by focusing on workplace conditions rather than individual interventions. This includes optimizing how time is used (especially meetings), giving educators meaningful voice in decisions that affect them, and building authentic care and support systems. Vital Network's data-driven approach helps schools identify specific areas for improvement and implement targeted strategies.

What is the Well Educator Framework?

The Well Educator Framework is Vital Network's research-backed approach to building thriving school workplaces. It consists of three interconnected pillars: Time Management (optimizing how educators spend their work hours), Voice & Decision-Making (ensuring teachers have input on policies that affect them), and Care & Support (building systems that authentically support educator well-being). Together, these pillars create conditions for sustainable educator retention.

What is the Vital Experience?

The Vital Experience is a comprehensive process that helps schools understand and improve their workplace culture. It begins with the question 'How are the adults?' and uses survey data to reveal what's working, where friction exists, and what to try next. Vital Advisors then guide school teams through a continuous improvement process to implement meaningful changes.

Who are Vital Advisors?

Vital Advisors are experienced consultants who partner with schools and districts to implement educator well-being strategies. They guide leadership teams through data analysis, help identify priority areas for improvement, and support the implementation of changes that address the root causes of burnout and turnover.

How does Vital Network measure educator well-being?

Vital Network uses research-validated surveys to measure educator well-being across multiple dimensions including workload sustainability, sense of autonomy, quality of support systems, and alignment with organizational values. The data is analyzed to provide actionable insights at the school and district level, enabling targeted interventions.

Can Vital Network work with entire states or large districts?

Yes. Vital Network has experience working at scale, including a statewide partnership with North Dakota that reached over 5,000 educators across 128 schools. The Vital approach is designed to work at the individual school level while also providing district-wide and state-level insights for systemic improvement.

What makes Vital Network different from other educator wellness programs?

Unlike programs that focus on individual self-care or stress management, Vital Network addresses the systemic workplace conditions that cause burnout. The approach is guided by data and fueled by hope—using research-backed tools to identify problems and practical strategies to solve them. Vital doesn't blame educators for burnout; it helps schools create environments where educators can thrive.

Vital Network & North Dakota

Communities Are Shaped by Their Schools

Schools are built by the teachers and leaders who show up for kids every day.

Teaching Workforce Data

North Dakota is in the TOP 20% of States for Teaching Attractiveness

Teaching attractiveness rating by state

Top 20%

North Dakota ranks in the top 20% of states for Teaching Attractiveness, with competitive starting pay, strong leadership, and dedicated professional development.

Despite the strong national ranking, North Dakota still hasn't solved the educator shortage.

Teacher Retention

North Dakota is in the BOTTOM 20% for Teachers Who Stayed in the Same School

Stayed teaching in the same school, by state

Bottom 20% × 2

North Dakota ranks in the bottom 20% of states for both teacher retention and ability to fill vacancies. Higher turnover means less continuity for students. Unfilled positions leave classrooms strained. Toggle the map above to compare.

The Staffing Challenge

of schools unable to fill teacher vacancies, or finding it very difficult to do so.

North Dakota Teacher Retention and Recruitment Task Force (2024); Learning Policy Institute, The State of the Teacher Workforce (2024)

100%

of content areas identified by the ND Education Standards and Practices Board (ESPB) as critical shortage in 2024–2025

Every subject. Every grade level. The pressure is system-wide.

North Dakota Education Standards and Practices Board (ESPB), Critical Shortage Areas (2024–25)

What Educators Find When They Leave the Profession

Early Career Attrition

1in3

leave the profession within their first five years.

Ingersoll et al., Seven Trends: The Transformation of the Teaching Force (2018)

After Leaving

reported improved work-life balance after leaving.

NCES, Teacher Attrition and Mobility: 2021–22 Teacher Follow-up Survey (2024)

After Leaving

reported more manageable workloads after leaving teaching.

NCES, Teacher Attrition and Mobility: 2021–22 Teacher Follow-up Survey (2024)

The retention challenge is not a commitment problem.

It's about workplace conditions.

What more than 5,000 North Dakota educators told Vital this fall

Nearly 90% report liking their students.

86% believe their work makes a meaningful difference.

74% report feeling energized by their work.

88% report positive working relationships.

Vital Network, Educator Workplace Experience Survey (Fall 2025, N = 5,370)

Working in education is one of the most meaningful and challenging paths you could choose. It’s not easy. There are long days, emotional demands, and moments of frustration, but the impact you make is real and lasting.

— Fargo educator

Vital Network, Educator Workplace Experience Survey (2025–26)

Want to read more?

Districts partnering with Vital Network are seeing improvements in the day-to-day conditions that keep educators in the profession.

All North Dakota Districts Served Since 2023

Districts

25% of North Dakota districts

Schools

41% of North Dakota schools

Regional Education Agencies

Statewide partners

Vital Educator Workplace Experience Survey, 2025–26

Educators Surveyed

2025–26 school year

Schools Represented

2025–26 school year

Districts Participating

~60% of ND Educators

Vital Network, North Dakota client list (July 2026); Vital Network, Educator Workplace Experience Survey (2025–26)

Year Over Year, Vital Districts Are Seeing Increases

Critical areas of workplace experience: Hope, Life Balance, Workload Manageability among the top ranked.

Fall 2024 Fall 2025

Hope

58%

68%

Life balance

37%

46%

Communication clarity

44%

51%

Confidence that school is on the right path

54%

61%

Time and workload indicators also shifted meaningfully:

Workload manageability

37%

48%

Work outside school hours is reasonable

37%

45%

Having enough time to get work done

35%

42%

Data source: Vital Network 2025–26 Educator Workforce Experience Survey (Fall 2025) and Mid-Year Survey (Winter 2026). Survey administered across Vital Network partner districts. All figures represent % Strongly Agree/Agree on a 7-point Likert scale.

We Improve What We Measure

Vital Network tracks four key impact areas to surface the workplace conditions that keep educators in the profession.

Vital's Key Impact Areas to Measure Educator Experience

Care & Support +

What It Measures

Quality of leadership relationships, collegial trust, and sense of community among staff and families.

Why It Matters

Psychological safety and belonging are foundational for engagement, collaboration, and stability.

Voice & Decision-Making +

What It Measures

Educator input in school and district decisions, clarity of communication, and collective problem-solving.

Why It Matters

Ownership and collective efficacy are strong predictors of motivation and retention.

Time Management +

What It Measures

Workload manageability, value of meetings, and autonomy over time use.

Why It Matters

Sustainable time use reduces burnout and protects effectiveness.

Well-Being & Vitality +

What It Measures

Hope, sense of purpose, energy, and belief in school improvement.

Why It Matters

Closely linked to intent to stay and long-term career satisfaction.

Your Investment in North Dakota's Teacher Retention is Making a Difference

But there is still work to be done.

½ Year Lost

A student will lose up to ½ year of learning for every one teacher turnover.

Henry & Redding, The Consequences of Leaving School Early (2020); Learning Policy Institute (2024)

When teachers leave, student learning and well-being suffers. Retaining experienced educators preserves instructional quality, creates consistency, and fosters the relationships that fuel both academic achievement and social-emotional growth.

Up to $20k

Turnover of one teacher costs North Dakota up to $20,000.

Learning Policy Institute, What’s the Cost of Teacher Turnover? (2024)

Replacement costs cover recruitment, hiring, onboarding, and lost productivity. High turnover inflates training costs and diminishes the effectiveness of every other state education initiative.

$25MM

ND spends an estimated $25MM each year on costs associated with turnover.

Learning Policy Institute, What’s the Cost of Teacher Turnover? (2024)

At up to $20,000 per teacher replaced, turnover costs reach an estimated $25 million statewide every year, funding that could instead go toward the conditions that keep educators in the profession.

61%

61% of schools reported being unable to, or finding it very difficult to, fill teacher vacancies.

North Dakota Teacher Retention and Recruitment Task Force (2024); Learning Policy Institute, The State of the Teacher Workforce (2024)

All subject areas are experiencing "critical shortage" in 2024–2025. This is not isolated to hard-to-staff content areas. The pressure is system-wide, in every subject and every grade level.

What Educators Are Saying

If the job isn't sustainable, educators won't stay.

Worthwhile Meetings

Agree / Strongly Agree

The extent to which required meetings are worthwhile.

Life Balance

Agree / Strongly Agree

The ability to maintain a healthy balance between school responsibilities and your life outside of work.

Workload Management

Agree / Strongly Agree

The experience of having enough time, resources, and support to do the job well without the work feeling unmanageable.

Strengthening ND's Educator Workforce Statewide

ND Partner District Locations

Year 1

1st year of implementation

Year 2

2nd year of implementation

Hear from the North Dakota educators and leaders behind these results

In Their Own Words: North Dakota Leaders on Educator Retention

North Dakota leaders, educators, and partners on what changed when their districts worked with Vital Network.

From the Field

Hear directly from a Vital Network partner district

Jeff McCanna shares how Vital Network transformed staff well-being and organizational health at one of North Dakota's largest school districts.

Dr. Jeff McCanna
Chief Human Capital Officer, Fargo Public Schools

Resources & Reports

Research, tools, and reference materials from Vital Network's work in North Dakota.

Educator Staying Power in North Dakota 2026

The full research report on educator workforce conditions in North Dakota. Data, findings, and recommendations.

View Resource →

North Dakota's Educator Staying Power: State-Level Takeaways

The key statewide findings from the 2026 Educator Staying Power report, distilled for policymakers and education leaders.

View Resource →

North Dakota Policy Brief

A concise summary of Vital Network's findings and policy recommendations for strengthening North Dakota's educator workforce.

View Resource →

Policy Brief: Workplace Experiences of SPED Educators

Learn how more than 10,000 special education professionals across North Dakota experienced their workplace during the 2025-26 school year, in this short policy brief.

Download PDF →

Vital Mindset Quiz For School & District Leaders

An interactive self-assessment tool helping school and district leaders identify their mindset strengths and growth opportunities.

Take the Quiz →