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Understanding Teacher Shortages
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2
What Do We Know…?
Research
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+ The Perfect Storm
3
Is Your District Ready?
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+ Increasing Demand for Teachers
4
Increasing
attrition +
growing
student
enrollment +
lower pupilteacher
ratios require
even more
teachers
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Source: Sutcher, L., Darling-Hammond, L., and Carver-Thomas, D. (2016). p. 3
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+ Mismatch between Supply & Demand…
5
Enough teachers overall but not in subjects & locales needed
In general,
pipelines and
pathways
produce twice
as many
elementary
teachers as
we hire every
year, yet we
have local and
national
shortages in
many other
areas.
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Source: Degree Tree and Sawchuck, 2013. Education Week
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Teacher Diversity Continues to Lag
National Data Show Gaps between Teacher and Student Demographics
Teachers of
color have
not kept pace
with
increasing
enrollment of
students of
color.
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Source: National Center for Education Statistics (2013) 2011-2012 schools and staffing survey.
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+ Fewer HS Students Interested in Teaching
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Between 2010 and 2015, the percentage of
all ACT-tested HS graduates expressing an
interest in education majors fell by 2%, or
18,825 fewer potential teachers.
Nation
Percent
2010
2011
2012
2013
2014
2015
7%
6%
6%
5%
5%
5%
91,186
89,192
87,653
N Count 106,478 103,932 94,458
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Source: http://www.act.org/content/dam/act/unsecured/documents/Future-Educators-2015.pdf
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+ Declines in Teacher Prep Programs
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Between SY 2009
and 2014,
enrollments in
TPP programs
fell by 35% and
completers fell
by 22%.
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Source: Sawchuck, 2016. Education Week
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Declines in TFA Applicants
Similarly,
applications
to TFA have
fallen 35%
since 2013.
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Source: Sawchuck, 2016. Education Week
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+ Recap: The Perfect Storm
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Multiple reasons to examine your district’s shortage challenges
Increasing Demand
 Increase in attrition of
veteran teachers
Decreasing Supply
Mismatch:
 Fewer HS students
Supply
 Increasing student
enrollments and
diversity & policies to
reduce class size
interested in teaching
 Declining enrollment
in all prep pathways
Demand
in Hardto-Staff
 Potential increased
Subjects  Declining program
competition for teachers & Schools
completers
– school choice policies
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Source: Barth, P., Dillon, N., Hull, J., Holland Higgins, B. (2016).
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Your Role as District HR Leaders
Growing the pipeline

Partner and build multiple pipelines


Increase alternative certification pathways
Consider cost, culture, capacity, time to yield, etc.

Gather feedback from principals on which pipelines
best meet their needs

Collect and share data with every local pathway
provider to press for needed changes

Use supply and demand + effectiveness data

Commit to filling every vacancy

Use research to guide your efforts
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+ Research… and Its Implications
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Things to remember when creating pipeline strategies
Research
Practical Implications
Certification pathway – traditional or
alternative – is not a predictor of teacher
effectiveness Boyd, et al., 2006
• Individual programs show meaningful
differences Goldhaber and Liddle, 2011
So…
Diversity matters when building a pipeline
So…
Egalite, Kisida, Winters, 2015
More than 60% of teachers teach within 20
miles of where they went to HS Reininger,
So…
2012
Teaching experience is the only single
So…
characteristic consistently found to be
related to teacher effectiveness Rockoff, et al.,
2008
Look less at the pathway
and more at the individual
program; Recruit from
multiple sources
Focus on building diversity
beyond traditional pipelines
Consider how to tap into
your local talent first
Don’t limit potential
pipeline options based on
arbitrary criteria
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+ Best Practice Strategies
13
Some ideas…

Prepare pipeline & pathways analysis
reports to share with stakeholders


Example: NYC TPP Reports
Grow your own teachers


Alternative certification programs
Para to teacher models

Ask high-performing employees for
referrals

Tap into State partnerships


Project Pipeline Repair
Focus on retention too
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Summary Considerations
Growing Your Pipelines to Address Shortages

Context – How do the conditions impact the strategies
you select for growing your pipeline?

Culture – How does a particular strategy fit into your
existing organizational culture?

Capacity – How does your HR team’s capacity impact
the strategy you select?

Cost – What are the budget implications of a strategy?

Timeframe – When will candidates be available with a
particular strategy?
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Appendix Information
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Tools for Extending the Learning
Additional Resources – HRinEd.org

Getting the “Best Fit” Teacher Activity

Analyzing Your Current Pipelines & Pathways

Considerations for Growing Your Teacher Pipelines

Teacher Referral Campaign Tips & Ideas

Developing Meaningful Partnerships

Analyzing Your Recruitment & Selection Processes for
Missed Opportunities

Research & Resources on Teacher Pipelines & Pathways
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+ Defining Pipelines & Pathways
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Pathways: How you were
prepared to teach
High School Programs
Traditional
Pathways
College/ University Programs
Career Changers &
Community Members
Alternative
Pathways
Existing
Employees
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Pipelines: Sources of future talent
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