Teacher recruitment and retention are arguably the biggest challenges facing the education system today. While many factors contribute to these complex issues, it’s important to address them head-on. Without passionate and qualified teachers, we compromise the future of our students and our society.
In this blog post, you’ll learn about the challenges in teacher recruitment and retention, their effects, and potential solutions. By examining these factors, we hope to foster understanding and inspire positive change in our schools.
For all the more “experienced” teachers out there like me (notice I didn’t say old), improving teacher retention is the only way we’ll be able to retire, and still support teacher unions and retirement benefits. So let’s build up that teacher workforce, and take a look at educator recruitment and retention practices!
The Roots of the Teacher Shortage
We have seen a shrinking pool of qualified teachers in recent years, coupled with increasingly demanding workloads. Growing pressure for educators to deliver more with less contributes to a higher teacher turnover rate. Educators burn out or seek different opportunities. This downward spiral necessitates effective recruitment efforts for schools and districts already grappling with staffing issues.
Factors Leading to Teacher Shortage
Several issues plague today’s educational system, hindering the recruitment of talented individuals into the teaching profession. Let’s analyze some key contributing factors.
1. Salary and Benefits
Despite being an essential profession, teachers often earn substantially less than other professions requiring similar education and expertise. In 2021, educators were paid, on average, 23.5 percent less than other professionals with the same education. Coupled with often limited benefits packages, this disparity makes it hard to make ends meet.
This difference in teaching salary leads potential candidates to pursue different career paths. Those already in the system may consider other fields for better financial security. This is a major deterrent in attracting and retaining top-tier teaching talent.
Another factor in teacher recruitment and retention is the cutback in some of the long-term perks in the profession. As a young public education teacher in Illinois, I knew that teachers work until they are around 55, then create open positions for future educators to step into a needed role.
Now there are a growing number of young teachers leaving after a few years in my state, because they can’t see themselves in their professional lives still teaching in a classroom when they’re 68.
2. Working Conditions and Support
Increasing administrative requirements, classroom sizes, and a lack of adequate resources make the day-to-day life of teaching difficult. Insufficient administrative support, limited access to essential teaching supplies, or inadequate professional development opportunities are not uncommon.
Such conditions take a heavy toll on teacher morale. These working conditions can even negatively affect both teacher performance and student learning outcomes.
One of the top reasons teachers stay (besides teacher salary) in their teaching careers at a location is that they connect deeply with at least one other staff member. Want to improve your turnover rates even if you can’t keep your benefits competitive? People leave when they don’t like where they work.
I know, I’ve taught for 25 years now in a school district that didn’t pay as well as other school districts in the area (all public schools). It isn’t bad, but they do pay better. Early in my career there, the district leaders and other staff would support teachers, making it feel like a family and giving us the support we need for have teachers thrive.
The only time I’ve felt like leaving had nothing to do with student achievement. It was a lack of trust and respect felt with school principals and department leaders. Focus retention efforts on the “feel” of the school, and you’ll see immediate results.
3. Lack of Respect and Recognition
Many educators feel society doesn’t hold their profession in high regard. They feel underappreciated for the challenging work they do. Establishing (and maintaining) a positive and supportive environment is crucial.
This environment should foster teacher well-being and value their contributions. It should also provide opportunities for growth. This is crucial to teacher satisfaction and retention.
Teachers should have equitable access to instructional coaching and other leadership positions. Teachers leave when someone else is placed in the job because it fits their schedule better, and the staff questions the usefulness of these positions when they aren’t filled properly.
Effects of Teacher Shortage on Students
This growing teacher shortage isn’t just a logistical challenge. It represents a profound crisis impacting the core of our education system – our students. Let’s examine how.
1. Inconsistent Learning Experience
The revolving door of teachers can interrupt a student’s academic progress. For the 2021-2022 school year, over 36,000 teacher vacancies existed across 37 states and Washington D.C. alone.
This figure has sadly risen 35% to a staggering 49,000, according to recent research. This can lead to academic instability, making it challenging for students to adapt to new teaching styles and curriculum approaches. As a result, students might miss out on important academic foundations or feel like their learning lacks continuity.
2. Overcrowded Classrooms
A scarcity of educators directly contributes to the growth in class sizes, making personalized attention nearly impossible. This is especially true for students requiring more dedicated support. This ultimately impacts student engagement and academic achievement.
According to a report released by RAND Education and Labor, teacher turnover increased. It rose 4 percentage points above pre-pandemic levels, ultimately reaching 10% nationally at the close of the 2021-2022 school year.
3. Strained School Resources
Schools struggling to retain their staff often find themselves reallocating more of their already limited resources toward recruitment efforts. Ironically, this process directly impedes their ability to give teachers the support they desperately need.
A study completed by researchers at Vanderbilt University and the University of Florida linked the loss of a teacher mid-year with a loss of 32 to 72 instructional days for students. Clearly, the costs go well beyond the financial.
Addressing the Crisis: What Works in Teacher Recruitment and Retention
Though the difficulties with teacher recruitment and retention are substantial, they’re far from insurmountable. Creative approaches are crucial to attract skilled educators. They also help nurture a work setting where they can flourish.
Creating a Pipeline for Teacher Recruitment
| Strategy | Description |
| Grow Your Own Programs | These initiatives cultivate homegrown talent by identifying and supporting high school students within the community who are considering a career in education, providing mentoring and financial assistance to those pursuing a teaching degree, so that they return to serve the schools in their community. |
| Residency Programs | Just like medical residencies, teaching residency programs allow future teachers to gain practical experience. They work alongside veteran educators in a supportive environment. This is before becoming the primary classroom instructors. This hands-on approach bridges the gap between theoretical knowledge and real-world application. |
| Lateral Entry Programs | These programs offer a pathway for career changers who already possess a bachelor’s degree in a different field. They allow those with experience in fields outside education who discover a passion for teaching to enter the classroom after gaining the essential pedagogical skills through an alternative route. This pathway allows school systems to capitalize on the expertise and unique perspectives of those from diverse backgrounds. |
Effective Strategies for Teacher Retention
| Strategy | Description |
| Competitive Compensation & Benefits | Offer regionally competitive salaries and benefit packages. These should not only meet basic needs but also give a sense of value to educators for their contributions. By easing financial burdens, schools can better attract and retain qualified teachers for their commitment. |
| Smaller Class Sizes | Advocate for policies that limit the number of students per classroom. Providing educators with manageable classroom sizes enables them to tailor their teaching strategies to individual needs. This has a direct impact on overall student success and achievement. |
| Improved Working Conditions | Ensure teachers have the supplies and resources they need. Investing in better facilities, essential classroom supplies, and cutting-edge technology creates an environment more conducive to effective instruction. This shows the education system’s dedication to providing a setting that prioritizes quality learning. |
| Strong Leadership and Mentoring | Mentoring and coaching programs, whether from veteran teachers or administrators, offer a lifeline for navigating the complexities of teaching. Strong mentorship has been linked with reduced turnover, according to Edutopia. They can provide a safe space for reflecting on instructional methods to sharing invaluable tips. |
Cultivating a Positive and Supportive School Environment
1. Teacher Recognition and Appreciation Programs
When was the last time teachers were genuinely celebrated for the incredible impact they have? According to a 2019 US News survey, merely 36 percent of teachers believe society values their work. Recognizing their efforts through simple yet impactful gestures can boost morale and contribute to job satisfaction.
These can be things such as Teacher Appreciation Week celebrations, dedicated “Thank You” notes from students, or special awards highlighting exemplary contributions.
2. Opportunities for Professional Growth
By fostering an environment of continuous learning and development through relevant workshops, conferences, and training programs, schools can ensure that teachers feel valued for their evolving expertise. This can involve sponsoring their attendance at conferences. They can also provide in-house professional development workshops.
Schools can also facilitate peer-to-peer learning opportunities within the school or district. All of these can help retain teachers. Rural districts often have unique challenges when it comes to retaining teachers. Urban districts face challenges in retaining special education teachers.
3. Addressing Teacher Burnout
Recognizing teacher burnout is essential. Offering mental health support and manageable workloads all contribute to long-term educator well-being. School leaders need to find ways to create opportunities to provide this. By showing empathy towards teacher stress and providing resources for self-care, school leaders can proactively address this pervasive issue.
Conclusion
Improving teacher recruitment and retention calls for a collective shift, both within our schools and the broader society. If we aspire to create a bright future, prioritizing the teaching profession, appreciating teachers’ dedication, and establishing a framework for them to thrive is critical.
Teacher shortages won’t be fixed overnight, but if we can expand professional learning (this is where I mention that we help with training teachers every day), improve teacher recruitment, and lower the teacher turnover rates, we can fill these teaching positions with qualified teachers that will stick around.
If you’re interested in expanding your salary and professional experience, MTI can help you several ways.
Looking for a masters degree? Click here.
Adding another endorsement so you’re more marketable? Click here.
Or, like many teachers, you just want to move over on the pay scale? Click here.
Whatever you’re looking for, we can help.
