We have all heard about the looming teacher shortage. Well, it’s no longer looming, it's here! If we want to turn this crisis around, it's crucial to address the factors contributing to this predicament. Teachers hold significant influence in people's lives, playing a vital role in shaping young minds. They are considered the backbone of the education system and are credited as "difference makers." However, there has been a significant decline in the number of individuals pursuing careers in teaching.

Since 2010, teacher preparation program enrollment has plummeted by over one-third nationwide. This decline coincides with an increase in enrollment in bachelor's degree programs across the country. The reasons for this decline are multifaceted. The connection between high-stakes testing and teacher pay and evaluations has deterred college students from entering the teaching profession. Moreover, the erosion of tenure protections, budget cuts, public degradation of teachers, competitive pay compared to other professions, and increased workload have exacerbated the situation. Don’t get me started on the safety of teachers. All too often, we turn on the news to hear of another school shooting where teachers and students are gunned down. These factors have created a crisis, leaving us on the brink of a severe shortage of educators.

Attracting college students to the teaching profession is one aspect of addressing the impending shortage. However, it's just one leg of the problem. The shortage is also fueled by teachers leaving within the first five years of their careers and experienced educators opting for early retirement. In a 2018 survey, a majority of parents expressed a disinclination for their children to become teachers due to low salaries, difficult working conditions, and a lack of career advancement opportunities. Parental influence, often backed by financial support, plays a significant role in shaping college students' career choices.

Another concerning factor is the record number of baby boomers and Generation X educators nearing retirement. Many of them have been exhausted by teaching through the pandemic and are now applying for retirement. This exodus leaves behind a void that cannot be easily filled.

It is evident that we are in a crisis in filling classrooms with qualified and passionate teachers. However, there are measures we can take to prevent a catastrophic shortage that we are experiencing right now. Ensuring that every classroom is filled with passionate teachers dedicated to student success is paramount. To achieve this, we cannot waste time and kick the can down the road any longer. 

One strategy to attract more educators is to focus on diversity, equity, and inclusion (DEI) in recruitment efforts. Creating a strategic plan that supports and recruits diverse educators and administrators is essential. Providing an inclusive and welcoming environment can attract candidates who feel valued and wanted. Schools should employ various recruitment strategies to make their districts appealing to diverse candidates.

School culture plays a fundamental role in the success of educational institutions. When staff members feel supported and valued–and safe, they are more likely to stay. The selection of effective leaders is crucial in shaping the school culture. Administrators should prioritize finding the best candidates for leadership positions to create a positive culture that attracts qualified and passionate educators.

Public perception of schools also influences the recruitment of teachers. Schools should actively promote their achievements and positive aspects to counter any negative narratives. This can be done through social media, community events, and other platforms that highlight the school's successes.

To generate interest in the teaching profession, schools can establish Future Educators of America chapters and encourage guidance counselors to emphasize education as a career choice. Elevating the conversation about the teaching profession in a positive light can inspire and encourage individuals to pursue careers in education. Participating in nationwide public relations campaigns that promote education as a top career choice benefits not only individual schools but the entire education system.

Supporting teachers during their first five years is critical for retaining quality educators. Loan forgiveness, additional pay, grants, and incentive programs are essential, but support systems should be in place as well. New teachers often face overwhelming challenges, leading them to consider leaving the profession.

Teachers move through 4 stages during their teaching career: fantasy, survival, mastery, and impact, as outlined in the book Fired Up Teachership, by yours truly and Dr. Frank Rudnesky. New teachers beginning their careers enter their first few years fantasizing about what teaching is and the difference that they will make in their schools and with their students. We can only hope that they remain in this stage for a few years, but often they are catapulted into survival mode. SGO’s PIP’s Core Curriculum Standards, lesson plans, classroom leadership,  and so much more, cause them to be completely overwhelmed and consider leaving the profession. It doesn’t have to be that way! We can–and should–develop strong new teacher academies that support our new staff members during the survival stage. 

We hear it all the time…the countdown to retirement. Certain staff members mention how long they have left until they can retire. And truth be told, some really should. They have lost their spark and forgotten “their way”. Those are not the teachers that we need to stop from leaving the profession, but some teachers are on the cusp of being able to leave and wanting to or possibly staying in the classroom to make an impact. These teachers need support too. There are things that we can do to keep them fired up.  

Creating opportunities for individual professional development for teachers who want to expand their knowledge specifically in their curriculum, use of technology, or building professional learning communities or networks should be supported and encouraged. Keeping veteran teachers up to date with the newest technology and software is critical to keeping them feeling confident in the ever-changing landscape of education. Things have dynamically changed in the teaching profession with the infusion of smart boards, 1:1 devices, software, and apps. These teachers need to feel secure in their use of technology before they incorporate it into the classroom. Creating a technology academy for teachers to grow their technical skills is a great way to bring them aboard the technology train.

Seasoned teachers are an integral part of the school community and they are certainly culture builders. Give them a voice in decisions being made, particularly ones that affect them the most. That doesn’t mean that they have the final say, but they should have input and be heard. This is a win-win for both the school district and the staff members. They often offer viable solutions and innovative ideas that benefit the school as a whole and they feel a valued member of the school community. You will be building a culture of “we”. 

We may be seriously challenged in attracting and keeping teachers Fired Up in our schools today, but we can, and must, do something about it. We can abate the devastating effects of this crisis of a massive teacher shortage, but we need to start now! 

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