A significant teacher shortage exists across the United States due to factors ranging from accountability policies for the performance growth of students, the overwhelming workload due to teacher shortages, and the lack of competitive salaries that other professions offer. Consequently, state officials have introduced and implemented changes to…

This study delves into the relationships between strategic recruitment and retention practices implemented by rural Minnesota school districts and the recruitment and retention rates of teachers of color within these districts. The research assesses whether districts implementing strategic recruitment practices demonstrate a higher proportion of…

The Region 8 Comprehensive Center collaborated with the Indiana Department of Education to evaluate the obstacles many districts face in the teacher hiring process. The brief further discusses the importance of hiring timelines, benefits and barriers of early hiring, and recommendations and strategies for revising hiring timelines.

The purpose of this study was to understand recruitment and retainment challenges districts faced pre-COVID-19 and changes or additional challenges faced post-COVID-19. Through this study, human resources administrators and teaching and learning administrators were interviewed in pairs and discussed challenges their district has faced related to…

Effective recruitment and retention strategies of teachers remain elusive for school districts. This study examines the pilot implementation of a year-long teacher residency program throughout four high-needs districts. This program embeds eight residents in these schools and provides various teacher preparation supports to support these beginning…

The Grow Your Own Teacher (GYOT) program addresses the shortage of qualified teachers by recruiting and training community residents to become qualified teachers. These programs look and feel like community-building strategies instead of teacher pipeline strategies. The GYOT initiative is not new, but the mainstream absorption of the GYOT…

Long-standing shortages of well-prepared special educators, especially within rural areas, have jeopardized positive outcomes for students with disabilities. In this multiple case study of administrators and special educators, the authors examined how individuals make sense of the special education teacher shortages in relation to the challenges…

Measuring the appropriate level of teacher compensation for different working conditions requires overcoming a number of empirical challenges, including defining and measuring differences in qualifications, effects of non-wage compensation, financial constraints, and lack of market clearing. We address those challenges in a study of teacher…

This case study explains factors that prevented a predominately White suburban district from diversifying its teaching staff despite the stated desire of administrators to provide more diverse teachers for the district's students. The researcher interviewed three central office administrators, five district curriculum directors, and four…

Although Virginia teachers earn thousands more annually than their counterparts in states such as Mississippi and Arkansas, data show that the Virginia teacher retention percentage is among the lowest in the U.S. (North, 2021). Comparing teacher salaries to those of other occupations, the Commonwealth ranks 50th in the nation, just ahead of the…

Teacher recruitment is a continual challenge facing many rural high-needs schools. The researcher designed this quantitative survey study to explore superintendent and teacher perceptions of the effectiveness of teacher recruitment practices used in High Need/Resource Capacity Rural school districts in New York State and the use of Bolman and…

States have increasingly relied on financial policies to address teacher staffing challenges, particularly in high need areas. Case in point, South Carolina developed the Rural Recruitment Initiative (RRI) to provide funding for recruitment and retention efforts in rural and other underserved districts facing severe teacher staffing challenges.…

The Marian Promise combined residency and induction program supports the effectiveness and retention of new teachers in Indiana's Perry Township Schools, MSD of Decatur Township, and Beech Grove City Schools. It does so by integrating the use of research-based teaching standards in coursework and clinical practice, selecting high-quality mentor…

School districts and educator preparation programs are important partners in the professional learning ecosystem. Their strong relationships have long been lauded as the gold standard of preparing and retaining high-quality teachers, yet they have been slow to develop robust reciprocal relationships that can address intensifying challenges of…

Given the concerning lack of teachers of color in Minnesota, the positive outcomes of having a diverse educator workforce, and growing legislative action in this area with the Increase Teachers of Color Act, the Minnesota Department of Education with the assistance of the Wisconsin-Minnesota Comprehensive Center Region 10 (R10CC) sought to better…