The teacher shortage and its ramifications for the profession have been in the news constantly for several years. But how deep is the shortage, how far-reaching is its impact, and perhaps most importantly, what could potentially reduce it?
EdWeek Research Center aims to answer these and related questions through two annual surveys conducted in December 2023. One is based on the opinions of over 400 K-12 recruiters, and the other is based on responses from her nationally representative group of over 1,800 K-12 educators. Masu. . This year’s findings were presented at the annual EdRecruiter Webinar: Key Trends in Recruitment and Retention held on January 23rd.
The results drive home the reality of K-12 staffing shortages, and most respondents (both educators and recruiters) agreed that the situation persists. For example, 87% of all respondents said their school district is currently facing a teacher shortage. 91% reported a shortage of paraprofessionals. Additionally, most educators surveyed reported that the shortage has at least some negative impact on job satisfaction, and that the shortage will never end. While these findings seem to point to intractable problems in the profession, at least his one data point left room for optimism.
Educators asked the following questions: “If you left your job in K-12 education within the past year, what benefits, if any, would give you a reason to stay in your job?” Factors Most Likely to Convince Employees to Keep Their Jobs , having more supportive principals/managers topped all other responses (including retention bonuses).
This response speaks to the importance of a positive workplace culture that comes from the top, an idea that was reiterated and expanded on by the webinar’s two expert panelists. John Arthur, the 2021 Utah Teacher of the Year and a National Teacher of the Year finalist, teaches elementary school in the Salt Lake City, Utah School District. The two panelists discussed challenges and potential solutions to support a sustainable and desirable working environment across the school system.
Moseman shared some big-picture and detailed questions that he and other HR professionals face in their work. For example, “What can the district do to help staff feel seen, heard, and valued?” “How can we get targeted assistance to where it’s needed most?”
Next, Mr. Arthur gave teachers a glimpse of what makes them feel satisfied. “I came here looking for a situation where I could plant deep roots in the school community,” he said. “our [school] The community does a lot to help teachers feel valued. ”
Arthur also revealed uncomfortable truths about talent shortages and hinted at an ultimatum. “We’re in the people business. If we don’t have enough people, we can’t do business,” he says. “Leaders need to think creatively about how to move the pieces on the chessboard to avoid big holes and disaster.”
Watch the above clip from the webinar to hear what our panelists had to say.