1. Understanding Teacher Shortages

2. What Do We Know…?
Research
So what do we know?

3. The Perfect Storm
Is Your District Ready?

4. Increasing Demand for Teachers
Increasing attrition + growing student enrollment + lower pupil- teacher ratios require even more teachers
We need more teachers due to increased attrition, growing student enrollment, and lowering class-size ratios to pre-recession levels.
Source: Sutcher, L., Darling-Hammond, L., and Carver-Thomas, D. (2016). p. 3

5. Mismatch between Supply & Demand…
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.
Compounding the problem…
Schools of education are producing far too many elementary teachers – at least twice as many as needed or more. While there are enough teachers OVERALL to meet demand, they are not in the subject areas of locations where we need teachers.
So while we often speak of shortages generally, shortages are actually very specific to geographies primarily based on the needs of students, how many teachers are prepared annually in a particular subject, and local retention rates of non-retirement age teachers.
This graphic shows that special ed, math, and science are persistent shortages in most states but foreign language and ELL shortages are much more localized.
Source: Degree Tree and Sawchuck, Education Week

6. 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.
And just as a reminder… we need to be thinking about diversity since NCES data show that the percentage of teachers of color nationally has not kept pace with increasing enrollment of students of color
Source: National Center for Education Statistics (2013) schools and staffing survey.

7. Fewer HS Students Interested in Teaching
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.
2010
2011
2012
2013
2014
2015
Nation
Percent 7% 6% 5%
N Count
106,478
103,932
94,458
91,186
89,192
87,653
While a 2% decrease in HS students expressing an interest in education seems small, that’s 18,825 fewer potential teachers
Source:

8. Declines in Teacher Prep Programs
Between SY and 2014, enrollments in TPP programs fell by 35% and completers fell by 22%.
Newly released data show that the numbers both of enrollments in - and completers of - teacher prep programs continued to decline through 2014 , but not as sharply as years before.
And we know from additional research, that even of completers, ¼ - ½ don’t teach the year after graduating (DeMonte, 2016).
Source: Sawchuck, Education Week

9. Declines in TFA Applicants
Similarly, applications to TFA have fallen 35% since 2013.
TFA and other alternative pathway programs are experiencing similar declines.
Source: Sawchuck, Education Week

10. Recap: The Perfect Storm
Multiple reasons to examine your district’s shortage challenges
Increasing Demand
Increase in attrition of veteran teachers
Increasing student enrollments and diversity & policies to reduce class size
Potential increased competition for teachers – school choice policies
Decreasing Supply
Fewer HS students interested in teaching
Declining enrollment in all prep pathways
Declining program completers
Mismatch:
Supply
Demand in Hard-to-Staff Subjects & Schools
Source: Barth, P., Dillon, N., Hull, J., Holland Higgins, B. (2016).

11. 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

12. Research… and Its Implications
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…
Look less at the pathway and more at the individual program; Recruit from multiple sources
Diversity matters when building a pipeline Egalite, Kisida, Winters, 2015
Focus on building diversity beyond traditional pipelines
More than 60% of teachers teach within 20 miles of where they went to HS Reininger, 2012
Consider how to tap into your local talent first
Teaching experience is the only single characteristic consistently found to be related to teacher effectiveness Rockoff, et al., 2008
Don’t limit potential pipeline options based on arbitrary criteria

13. Best Practice Strategies
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

14. 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?
Context – Budget; State regs; Do you already have great pipelines? Rural v. Urban; Turnover; New Programs?

15. Appendix Information

16. 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

17. Defining Pipelines & Pathways
Pathways: How you were prepared to teach
High School Programs
Traditional Pathways
College/ University Programs
Career Changers & Community Members
Key Points in defining pipelines and pathways –
A pipeline is how potential future teachers come to teaching, their channels or sources, if you will – while their pathway is the preparation route those in the pipeline take to get certified.
Some pipelines provide a pathway to certification (TFA, Universities, Teaching Fellows), but not all pipelines are pathways. 
Some pipelines and pathways take longer than others to yield applicants – so you need to take that into account when planning. 80% of teachers still follow a more traditional pathway.
Finally, it bears mentioning – highlighted by the leaky drops on this diagram – that not all of the individuals in your pipelines and pathway programs will end up making it to teaching. The activities you use to help recruit the remaining teachers into your applicant pool and then select the best among them – like hiring early, making your district the employer of choice, etc. - remain incredibly important, even if they are not the main focus today.
Examples of Pipeline Programs:
High School Programs – Educators Rising
College/ Universities – Schools of Education with Student Teachers, TFA
Career Changers & Community Members – Grow Your Own: Teaching Fellows, NYC Teaching Academies
Existing Employees – Grow Your Own: Paras to Teachers, Current teachers getting a new certification
Alternative Pathways
Existing
Employees
Pipelines: Sources of future talent