The Teacher Shortage is Real

Here’s what your K-12 district can do to boost teacher retention.

Education leaders and teachers nationwide know the teacher shortage is very real because they feel its effects every day. A variety of issues contribute to the worsening shortage—such as high stress levels, increased uncertainty, and attractive job offers in other industries for those qualified to teach—but resourceful districts are finding ways to outshine the rest in this challenging environment. 

If your district feels the strain of the teacher shortage, it’s time to look for creative solutions. A nurturing, well-resourced HR approach has never been more vital. Fortunately, technology can help your district stem the tide.

The latest teacher shortage statistics reveal a troubling truth

Some of the more than $190 billion Congress released to U.S. school districts through ESSER funds quickly went toward staffing. For example, the New York City Department of Education used ESSER II and III funds to lift their hiring freeze in 2021. However, even with an unprecedented availability of financial resources, the teacher shortage continues to hit districts hard in every state.  

Brown University’s Annenberg Institute published research that conservatively estimated 36,000 vacant teaching jobs at the start of the 2022/23 school year. The same study indicated at least 163,000 filled teaching positions were held by underqualified teachers.

How do current K-12 staffing shortages make the crisis worse? 

Starting the year short staffed directly impacts student success, and it can also contribute to driving more teachers out of the profession. Our 2022 Education Focus Report: Key Priorities and Shifts in PK-12 Education found compensation and adequate staffing to be the top two factors education leaders identified to improve retention.  

Further, the 2022 NEA Survey of Educators found 74% of teachers reported filling in or taking on additional duties during staffing shortages. 80% report unfilled job openings lead to more work obligations for those still teaching.   

Meeting staffing goals each year is tough—and it’s getting harder for many districts. Education leaders know they must make progress soon to prevent todays challenges snowball into an even deeper crisis in the coming years.  

What can K-12 districts do to keep educators classrooms? 

Walking away from a steady paycheck and taking on student debt sounds drastic, but many teachers feel they have little choice. It’s imperative that districts step into this gap with a focus on career growth, including clear goals, supervisor check-ins, and an honest commitment to educator success. Even if you have no control over teacher salaries, you can still show teachers a path toward achieving career goals and meeting financial needs. 

When budgets get cut, it’s vital that district leaders still invest in their teachers. That means selecting the right new hires, offering mentor programs, and prioritizing professional development across your district. Every teacher must feel that their skills and commitment are valued. 

Hire best-fit educators to support long-term retention 

Finding the right teachers is tough during a shortage, and that’s why reaching more potential candidates and thoroughly vetting them faster is so critical. The PowerSchool Educator Recruitment Cloud is the only all-in-one recruiting solution built to help you attract, hire, and onboard the teachers your students deserve.  

The PowerSchool Educator Recruitment Cloud gives you: 

• Expanded reach on the nation’s most popular K-12 job board 
• Streamlined applicant tracking to hire up to 50% faster 
• Research-backed candidate assessments to identify top candidates 

Invest in educators’ career success with technology 

Helping teachers build their skills makes them more effective in the classroom, and it can help open career pathways for them within your district. This gives them more reasons to stay for years to come. We built the PowerSchool Educator Effectiveness Cloud to give you a single solution for helping teachers grow, thrive, and succeed with long careers in education. 

The PowerSchool Educator Effectiveness Cloud gives you: 

• A flexible, growth-focused evaluations platform 
• Personalized professional learning with convenient, 24/7 access 
• Opportunities to promote social learning through PLCs 
• Simplified PD tracking and automated reporting

Keep top K-12 educators in your district 

Financial needs or aspirations may cause some teachers to look outside the classroom for more lucrative opportunities. These could be your most ambitious and dedicated educators. Rather than losing them to another career, schools and districts can consider promoting them to leadership. Investing in their continued growth as educators can help you develop experienced, community-invested leaders.  

Make sure administrative positions, district leadership, and other opportunities that may require an advanced degree are career options for your educators. Provide mentoring, professional learning, and educational guidelines to help them get there. Show them their career can continue to grow within your district as they support student success, even if it means eventually stepping out of the classroom.