The Investment Has Worked. It Is Not Yet Complete.
This analysis presents the case for continued teacher compensation investment in Widefield School District 3 through two lenses. The first benchmarks Widefield against a socioeconomic peer group of 14 Colorado districts matched on Free/Reduced Lunch eligibility and Cost of Living — the districts whose students and communities most closely resemble Widefield’s. The second compares Widefield directly against its nine neighboring El Paso County Urban-Suburban districts, the schools competing for the same teachers in the same local labor market.
Both groups tell a consistent story.
In both comparisons, Widefield entered 2022–23 at or near the bottom of the salary distribution and has climbed dramatically through the highest sustained growth rate in each group. The investment has worked. It is not yet complete. A clear gap remains to the top-performing districts in each comparison, and the data shows that closing it is the most direct path to reducing the turnover that costs the district nearly $1.8 million annually.
Socioeconomic Peer Group
14 districts matched on Free/Reduced Lunch (35–60%) and Cost of Living ($59k–$68k): districts serving similar students in comparable communities
This analysis uses two variables that reflect the conditions of teaching in a district: the socioeconomic profile of the student body, measured by Free/Reduced Lunch eligibility, and the local Cost of Living index, which determines what a salary is actually worth in daily life.
| Criterion | Definition and Widefield Value |
|---|---|
| Free/Reduced Lunch % | 35%–60% (Widefield: 46.4% — moderate-to-high student economic need) |
| Cost of Living Index | $59,000–$68,000 (Widefield: $63,499 — ranked 40th of 180 Colorado districts) |
| Enrollment | 2,000+ students (Widefield: 9,292 — mid-sized district) |
| Excluded | Denver Metro districts, which operate in a structurally different labor and cost-of-living market |
These criteria produce a peer group of 14 districts that serve comparable students in comparable communities — the places Widefield teachers are most likely to consider when weighing their options.
From Near the Bottom to the Middle
In 2022–23, Widefield ranked 12th of 14 in this group with an average salary of $50,076 — nearly $5,000 below the group average and just $1,543 above the lowest-paying district. Through the group’s highest growth rate, that ranking has risen to 5th of 14 in 2024–25. The climb is real, but the gap to the top is still significant.
| Rank | District | FRL % | 2022–23 Avg | 2024–25 Avg | 2-Yr Growth | Turnover |
|---|---|---|---|---|---|---|
| 1 | Pueblo Rural Dist. 70 | 46.4% | $61,154 | $69,157 | 13.1% | 12.6% |
| 2 | Thompson Dist. R-2J | 38.3% | $60,758 | $70,535 | 16.1% | 16.4% |
| 3 | Fountain Dist. 8 | 49.5% | $58,907 | $67,331 | 14.3% | 18.4% |
| 4 | Ft. Lupton Dist. RE-8 | 45.3% | $56,708 | $66,648 | 17.5% | 23.1% |
| 5 | Widefield Dist. 3 | 46.4% | $50,076 | $65,969 | 31.7% | 18.8% |
| 6 | Weld Central Dist. RE-3 | 47.5% | $56,048 | $65,064 | 16.1% | 14.0% |
| 7 | Colorado Spgs. Dist. 11 | 57.8% | $60,495 | $64,654 | 6.9% | 20.0% |
| 8 | Durango Dist. 9-R | 39.0% | $54,586 | $64,403 | 18.0% | 25.7% |
| 9 | Montrose County RE-1J | 56.6% | $54,993 | $64,074 | 16.5% | 17.7% |
| 10 | Falcon Dist. 49 | 41.6% | $54,791 | $63,889 | 16.6% | 20.6% |
| 11 | Garfield RE-2 (Rifle) | 53.6% | $49,368 | $63,060 | 27.7% | 18.5% |
| 12 | Canon City RE-1 | 51.8% | $52,029 | $61,586 | 18.4% | 20.6% |
| 13 | Eaton Dist. RE-2 | 35.4% | $50,916 | $60,600 | 19.0% | 14.5% |
| 14 | Byers Dist. 32J | 55.8% | $48,533 | $55,175 | 13.7% | 21.9% |
| Peer Group Average | $54,954 | $64,439 | 17.5% | 18.8% | ||
The four districts currently ahead of Widefield — Pueblo Rural, Thompson, Fountain, and Ft. Lupton — average $68,418 in 2024–25, a gap of $2,449 from Widefield’s current average. Widefield entered 2022–23 $11,878 below that same top-four average. The distance has been cut by more than 80%. The final push is the smallest and most achievable step in the entire trajectory.
It is also worth noting: Colorado Springs Dist. 11, which started 2022–23 $10,419 ahead of Widefield, has grown its average salary by only 6.9% over two years. Widefield has already passed it. Districts that stand still lose ground — and teacher confidence along with it.
Salary Rank Is Leading. Retention Hasn’t Caught Up Yet.
Within the socioeconomic peer group, Widefield’s salary rank and turnover rank tell different stories for the same district. At 5th of 14 in average salary, Widefield now sits above the group average. At 8th of 14 in turnover, it sits right at the group average of 18.8%. The salary investment is ahead of its retention effect.
| Rank | District | 2024–25 Avg | Salary Rank | Turnover | Turnover Rank | Rank Gap |
|---|---|---|---|---|---|---|
| 1 | Pueblo Rural Dist. 70 | $69,157 | 1 | 12.6% | 1 | — |
| 2 | Thompson Dist. R-2J | $70,535 | 2 | 16.4% | 4 | +2 |
| 3 | Fountain Dist. 8 | $67,331 | 3 | 18.4% | 6 | +3 |
| 4 | Ft. Lupton Dist. RE-8 | $66,648 | 4 | 23.1% | 13 | −9 |
| 5 | Widefield Dist. 3 | $65,969 | 5 | 18.8% | 8 | −3 |
| 6 | Weld Central Dist. RE-3 | $65,064 | 6 | 14.0% | 2 | +4 |
| 7 | Colorado Spgs. Dist. 11 | $64,654 | 7 | 20.0% | 9 | −2 |
| 8 | Durango Dist. 9-R | $64,403 | 8 | 25.7% | 14 | −6 |
| 9 | Montrose County RE-1J | $64,074 | 9 | 17.7% | 5 | +4 |
| 10 | Falcon Dist. 49 | $63,889 | 10 | 20.6% | 10 | — |
| 11 | Garfield RE-2 (Rifle) | $63,060 | 11 | 18.5% | 7 | +4 |
| 12 | Canon City RE-1 | $61,586 | 12 | 20.6% | 11 | +1 |
| 13 | Eaton Dist. RE-2 | $60,600 | 13 | 14.5% | 3 | +10 |
| 14 | Byers Dist. 32J | $55,175 | 14 | 21.9% | 12 | +2 |
Rank Gap = turnover rank minus salary rank. A negative value means the district’s turnover rank is worse than its salary rank. A positive value means retention is outperforming salary.
With a rank gap of −3, Widefield is paying in the top tier of this peer group while still experiencing above-average attrition. Compensation improvements take time to build teacher confidence, fill the pipeline with experienced candidates, and stabilize the workforce.
Districts that reach and hold the top salary tier — Thompson ($70,535, 16.4% turnover) and Pueblo Rural ($69,157, 12.6% turnover) — show what sustained investment produces. Districts at the bottom of both rankings show the cost of standing still.
Widefield has earned a salary rank ahead of its turnover rank. Allowing compensation to plateau now would risk losing that lead before the retention benefit has time to materialize.
El Paso County Neighboring Districts
9 Urban-Suburban districts within El Paso County: the schools competing for the same teachers in the same local labor market
From Dead Last to 4th in the County
Among the nine Urban-Suburban districts in El Paso County, Widefield ranked last in 2022–23 with an average salary of $50,076 — $6,554 below the group average and $14,583 below the county leader, Cheyenne Mountain. Through the highest growth rate in the group, Widefield has climbed to 4th, now just $449 above the county average of $65,520.
| Rank | District | FRL % | 2022–23 Avg | 2024–25 Avg | 2-Yr Growth | Turnover | Contract Days |
|---|---|---|---|---|---|---|---|
| 1 | Cheyenne Mtn. Dist. 12 | 18.8% | $64,659 | $72,066 | 11.5% | 10.6% | 182 |
| 2 | Academy Dist. 20 | 22.7% | $59,834 | $67,896 | 13.5% | 19.6% | 183 |
| 3 | Fountain Dist. 8 | 49.5% | $58,907 | $67,331 | 14.3% | 18.4% | 186 |
| 4 | Widefield Dist. 3 | 46.4% | $50,076 | $65,969 | 31.7% | 18.8% | 174 |
| 5 | Manitou Springs Dist. 14 | 36.4% | $56,572 | $65,287 | 15.4% | 14.0% | 181 |
| 6 | Colorado Spgs. Dist. 11 | 57.8% | $60,495 | $64,654 | 6.9% | 20.0% | 185 |
| 7 | Falcon Dist. 49 | 41.6% | $54,791 | $63,889 | 16.6% | 20.6% | 182 |
| 8 | Harrison Dist. 2 | 71.7% | $53,795 | $62,091 | 15.4% | 27.1% | 184 |
| 9 | Lewis-Palmer Dist. 38 | 16.4% | $50,543 | $60,495 | 19.7% | 24.4% | 182 |
| County Group Average | $56,630 | $65,520 | 16.1% | 19.3% | 182 | ||
Three El Paso County neighbors still pay their teachers more than Widefield: Cheyenne Mountain ($72,066), Academy ($67,896), and Fountain ($67,331). The top three county neighbors average $69,098, a gap of $3,129 from Widefield’s current average.
Widefield’s 174-day contract is the shortest in the group, compared to the county average of 182 days. At $379 per contract day, Widefield ranks 2nd in the county on per-day rate, behind only Cheyenne Mountain at $396. The shorter calendar does not eliminate the salary gap, but it does confirm that Widefield’s teachers are providing competitive per-day value for the compensation they receive.
A Near-Perfect Salary Signal
Widefield’s 18.8% teacher turnover rate is nearly identical to the El Paso Urban-Suburban county average of 19.3%. The salary–turnover relationship within this nine-district group is striking.
El Paso County Urban-Suburban Salary–Turnover Correlation: −0.836
Among El Paso County’s 9 Urban-Suburban districts, higher average salary is a near-perfect predictor of lower teacher turnover. This is not a statewide abstraction. It is the local reality Widefield competes within.
The districts in this county group with below-average turnover pay their teachers an average of $67,663. The districts with above-average turnover pay an average of $63,805. Widefield, at $65,969, sits in the middle of that range — and its turnover rate reflects it precisely.
This same pattern holds statewide. Across all 15 Urban-Suburban districts in Colorado, the salary–turnover correlation is −0.837. The table below shows the full picture, sorted by turnover. Widefield sits at rank 10 of 15.
| Rank | Urban-Suburban District | Avg Salary 2024–25 | Turnover Rate | vs. Widefield |
|---|---|---|---|---|
| 1 | Cheyenne Mtn. Dist. 12 | $72,066 | 10.6% | +$6,097 |
| 2 | Poudre Dist. R-1 | $77,010 | 10.7% | +$11,041 |
| 3 | Mesa County Valley Dist. 51 | $70,340 | 11.5% | +$4,371 |
| 4 | Pueblo Rural Dist. 70 | $69,157 | 12.6% | +$3,188 |
| 5 | Manitou Springs Dist. 14 | $65,287 | 14.0% | −$682 |
| 6 | Greeley Dist. 6 | $71,486 | 15.9% | +$5,517 |
| 7 | Pueblo City Dist. 60 | $68,511 | 16.0% | +$2,542 |
| 8 | Thompson Dist. R-2J | $70,535 | 16.4% | +$4,566 |
| 9 | Fountain Dist. 8 | $67,331 | 18.4% | +$1,362 |
| 10 | Widefield Dist. 3 | $65,969 | 18.8% | (baseline) |
| 11 | Academy Dist. 20 | $67,896 | 19.6% | +$1,927 |
| 12 | Colorado Spgs. Dist. 11 | $64,654 | 20.0% | −$1,315 |
| 13 | Falcon Dist. 49 | $63,889 | 20.6% | −$2,080 |
| 14 | Lewis-Palmer Dist. 38 | $60,495 | 24.4% | −$5,474 |
| 15 | Harrison Dist. 2 | $62,091 | 27.1% | −$3,878 |
Sorted by turnover rate. Green rows = below group average turnover. Red rows = above group average turnover.
The nine districts with lower turnover than Widefield pay an average of $70,191 — $4,222 above Widefield’s current average. The six districts with equal or higher turnover pay an average of $64,166. The investment required to cross from one group to the other is well within the range Widefield has already demonstrated it can make.
What the Research Says
Turnover is not just a staffing inconvenience — it is a direct budget drain. The Learning Policy Institute’s 2024 Teacher Turnover Calculator synthesizes five peer-reviewed studies to estimate the full cost of replacing a departing teacher: separation processing, job advertising and recruitment, hiring and interview time, and new-teacher training and induction.
| District Size | LPI Per-Teacher Cost | WSD3 Annual Departures | Estimated Annual Cost |
|---|---|---|---|
| Small (<10,000 students) | $11,860 | ~109 teachers | ~$1.3 million |
| Medium (10,000–50,000 students) | $16,450 | ~109 teachers | ~$1.8 million |
| Widefield Dist. 3 (9,292 students) | $11,860–$16,450 | ~109/year at 18.8% | $1.3M–$1.8M/year |
Source: Learning Policy Institute, “2024 Update: What’s the Cost of Teacher Turnover?” (Sept. 2024)
Widefield-Specific Turnover Cost Estimate
~580 licensed staff × 18.8% turnover = ~109 departures per year
At $11,860 (LPI small district rate): ~$1.3 million/year
Each 1% reduction in turnover (~5–6 fewer departures): saves $69,000–$95,000 annually
Beyond the Budget: The Student Achievement Cost
Research consistently shows that teacher turnover harms student outcomes across the whole school, not only in the classrooms of departing teachers. A causal study by Ronfeldt, Loeb, and Wyckoff (2013) found that turnover reduced math and ELA achievement in students of teachers who left and in students whose teachers stayed — confirming school-wide disruption from instability itself.
This effect is amplified in higher-need schools. A 2024 report by Education Resource Strategies found that schools serving the highest concentrations of students in poverty lost 29% of their teachers between 2022 and 2023, compared to 19% in the lowest-need schools. Widefield’s 46.4% FRL rate places it precisely in the population most exposed to these compounding harms.
| Research Finding | Source |
|---|---|
| Teacher turnover reduces math and ELA achievement in affected classrooms AND school-wide | Ronfeldt, Loeb & Wyckoff (2013) |
| High-poverty schools lost 29% of teachers in 2022–23; low-poverty schools lost 19% | Education Resource Strategies (2024) |
| Every 1% salary increase is associated with a reduction in teacher turnover | Ingersoll (2001); Clotfelter et al. (2008) |
| U.S. schools spend approximately $2.2 billion annually replacing teachers | Wing Institute synthesis |
Two Priorities for Continued Investment
Reach the Top Tier of Both Comparison Groups
Socioeconomic group target: the top-4 average of $68,418 is $2,449 above Widefield’s current average. Achievable in one to two budget cycles given the demonstrated growth capacity.
El Paso County target: the top-3 neighbor average of $69,098 is $3,129 above current. Closing this gap would move Widefield above Academy Dist. 20 and into direct competition with Fountain Dist. 8.
A target of $69,000–$70,000 average salary by 2026–27 satisfies both benchmarks simultaneously and represents a continuation, not an acceleration, of the investment pace already established.
Use Salary to Drive Turnover Below Both Group Averages
Widefield’s 18.8% turnover sits just below the El Paso Urban-Suburban county average of 19.3%, and slightly above the statewide Urban-Suburban average of 17.1%. The salary–turnover correlations of −0.836 and −0.837 confirm that reaching $68,500–$70,000 in average salary is the threshold where lower turnover districts consistently cluster.
The LPI’s 2024 calculator estimates $11,860–$16,450 per departing teacher for districts of Widefield’s size. Each 1% reduction in turnover prevents ~5–6 departures, saving $69,000–$95,000 annually. A 3–4 point improvement over two years returns $207,000–$285,000 in avoided costs.
Beyond the budget: Ronfeldt et al. (2013) confirms turnover depresses student achievement school-wide. In high-need schools like Widefield (46.4% FRL), this effect is documented to be more severe. Every retained experienced teacher is a direct investment in student outcomes.
Conclusion
Measured against districts that serve the same kinds of students in communities with the same cost of living, Widefield has climbed from 12th of 14 to 5th. Measured against the nine school districts that share El Paso County, Widefield has climbed from dead last to 4th. In both cases, the district achieved the highest growth rate of any peer — not by accident, but through deliberate budget prioritization.
The ask is not to start an investment. It is to finish one. A gap of $2,449 to the top of the socioeconomic group and $3,129 to the top three county neighbors represents less than 10% of Widefield’s current average salary. The salary–turnover correlations of −0.84 in both comparison groups make clear that this investment does not just benefit teachers — it directly reduces the $1.3–$1.8 million in annual turnover costs the district currently absorbs.
Bringing Widefield to the top tier of either comparison group would make it the most competitive employer for teachers in the Pikes Peak region.
Research Base
All salary comparison data is drawn from the 2025–2026 Colorado Education Association Licensed Comparison Salary Book.
Learning Policy Institute: 2024 Update: What’s the Cost of Teacher Turnover? (Interactive Tool)
Per-teacher replacement costs by district size (2024$): small $11,860; medium $16,450; large $24,930. Synthesizes five peer-reviewed cost studies.
learningpolicyinstitute.org/product/2024-whats-cost-teacher-turnover
Learning Policy Institute: 2024 Teacher Turnover Calculator: Technical Supplement
Full methodology and underlying study details for the LPI calculator, including inflation adjustments to 2024 dollars.
learningpolicyinstitute.org/about-teacher-turnover-calculations-2024
Ronfeldt, Loeb & Wyckoff (2013). How Teacher Turnover Harms Student Achievement. American Educational Research Journal 50(1).
Causal evidence that turnover reduces math and ELA performance both in affected classrooms and school-wide; effects stronger in high-poverty schools.
journals.sagepub.com/doi/10.3102/0002831212463813
Education Resource Strategies: Examining School-Level Teacher Turnover Trends (2021–24)
High-poverty schools lost 29% of teachers in 2022–23 vs. 19% in low-poverty schools.
erstrategies.org/tap/teacher-turnover-trends-analysis
Carver-Thomas & Darling-Hammond (2017). Teacher Turnover: Why It Matters and What We Can Do About It. Learning Policy Institute.
National study identifying compensation as a primary retention lever; estimates per-teacher replacement costs up to $20,000 in urban districts.
learningpolicyinstitute.org/product/teacher-turnover-report
Wing Institute: Teacher Turnover Impact (Research Synthesis)
Synthesis of national turnover research including $2.2 billion annual U.S. replacement cost and correlation between turnover and student achievement.
winginstitute.org/teacher-retention-turnover
RAND Corporation: Educator Turnover Continues Decline Toward Prepandemic Levels (2025)
Tracks national teacher turnover 2021–2024 via American School District Panel data; confirms post-pandemic recovery trajectory.
rand.org/pubs/research_reports/RRA956-29.html
Colorado Education Association: 2025–2026 Licensed Comparison Salary Book
Primary data source for all district salary, turnover, FRL, Cost of Living, enrollment, and classification data used in this analysis. Published annually by the Colorado Education Association. Available through CEA member resources.