Tennessee school districts that hire superintendents from within their ranks see lower turnover rates, according to a new study from Vanderbilt University. The research found internal candidates are less likely to leave for other jobs compared to those brought in from outside. The analysis covered fifteen years of superintendent data across the state, tracing departures beyond the usual state administrative records. Earlier work had only monitored moves between Tennessee districts, but the Vanderbilt team also followed leaders who left for out-of-state positions, private-sector roles, or policy work in government and nonprofit agencies. Superintendent turnover carries financial and instructional costs. A separate study from Brown University published this month linked chronic leadership changes to student achievement gaps.
Districts that experienced repeated turnover saw students fall about two months behind in learning compared with schools that enjoyed stable leadership, and the negative impact was especially strong in high-poverty areas. Jason Grissom, co-author of the Vanderbilt analysis and faculty director of the Tennessee Education Research Alliance, noted that internal hires often have deeper community ties. “They are more likely to be committed to being in that system for the long term,” he said. “You’re less likely to lose them to an alternative employment, another superintendency, or these other kinds of opportunities outside of the public school system.”
Grissom also observed that educators are now being promoted to superintendent roles at younger ages, which may make them more open to second careers before retirement.
The research further identified a link between school board turnover and superintendent exits, finding that changes on the board strongly correlate with retirements among district leaders. Superintendent churn has stabilized nationally after peaking during the pandemic, according to data from ILO Group. Tennessee’s figures mirror this broader trend, showing a sharp decline in turnover following the COVID-era surge. Nevertheless, some of the state’s larger districts continue to grapple with leadership instability. Williamson County Schools is currently searching for a new superintendent after Jason Golden resigned this summer to join a neighboring district.
His departure came weeks before a contentious school board election. Meanwhile, Memphis-Shelby County Schools has seen four superintendents in five years, and additional changes could loom if a state takeover proceeds. An independent audit released this year highlighted leadership instability in Memphis-Shelby as a critical issue. The review cited eroded institutional knowledge, worsened staff retention, and weakened internal controls. The district also lacks a formal plan for leadership transitions, leading to fragmented record-keeping and policy gaps.
