The current study has gathered responses from teachers employed by a South TexasCharter school network regarding teacher retention factors. The United States Department of Education published an extensive list of teacher shortage areas every year. Schools struggle with the retention and attrition of qualified teachers as student enrollment increases, and studies have indicated that teachers leave their profession at a much higher rate than the private sector. Considerable resources are spent on recruiting teachers every year, and the United States' Secretary of Education projected two million teaching positions would be available once the Baby Boomers retired. The classroom teacher is the greatest influence on student achievement; therefore, one of the school's leadership priorities focuses on teacher retention. Efforts to transform the American educational system and ensure the retention of highly qualified and highly motivated teachers should identify the factors that encourage teacher retention. Multiple linear regression showed that a teacher's salary and benefits impact teacher retention. Teachers from the South Texas charter school system ranked the five predictors of teacher retention as follows: (1) administrative support, (2) salary and benefits, (3) working conditions, (4) intrinsic rewards, and (5) job location. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://bibliotheek.ehb.be:2222/en-US/products/dissertations/individuals.shtml.]