Get Smart Fast - Recruiting, Retaining, and Diversifying the Teacher Workforce - June 2024 - Summary

Oct 15, 2026

Teacher shortages are widespread, and the hiring challenge is tied to a lack of qualified candidates; at the same time, student demographics are diverse while teacher diversity lags sharply. Evidence presented centers on three priorities: recruiting, retaining, and diversifying the teacher workforce through programs that leverage cross-district and cross-sector partnerships plus direct participant support. The document outlines models including residency programs, Grow Your Own pathways, and registered teacher apprenticeships, and explains how funding can be blended based on program type.

LanguageEnglish

CategoryResearch & Report

FormatPDF

Pages2

Reading Time5 min

AccessFree to download

Why this topic matters

Teacher shortage and diversity gap

What the evidence says

Three priorities: recruiting, retaining, diversifying

Key program models

Teacher residency programs

Grow Your Own (GYO)

Registered Teacher Apprenticeships (R-TAPs)

Innovative models and funding

Blending and braiding funding strategies

Get Smart Fast: Recruiting, Retaining, and Diversifying the Teacher Workforce Why does this topic matter? Teachers contribute more to reading and math outcomes than any other factor of schooling. However, teacher shortages are pervasive. 45% of public schools reported feeling understaffed 2/ 3 of public schools reported that their biggest challenge in hiring teachers is a lack of qualified candidates more than 50% of public school students are students of color, but only 20% of teachers are teachers of color What does the evidence say? There are three top priorities to address teacher shortages and lack of diversity in the teacher workforce. Retaining Recruiting Diversifying Teachers Teachers Teacher Workforce Programs designed to support teacher retention, recruitment, and diversifying the workforce utilize different pathways but all have common characteristics, including leveraging partnerships across school districts and other sectors and providing direct support for participants. Residency Registered Apprenticeship Programs Programs Programs Programs Partnerships Participant Support Teacher Rooted in clinical training with expert teacher during a full academic year. During their residencies, candidates complete coursework from a partnering university, leading to credential and master’s degree at the end of the residency year. Living stipends and tuition support with commitment to teach in district beyond the residency year. Grow Your Own (GYO) Effective in recruiting, preparing, and supporting individuals from within communities to become certified teachers. Systems of support are leveraged to incentivize individuals to enter the teacher workforce. The program includes partnerships among school districts, community organizations, and teacher prep programs. Academic, financial, and social support to create a wider pool of under-represented candidates. Teacher (R-TAPs) Industry-driven pathway to teacher certification that has been validated by the U.S. Department of Labor. Partnerships across sectors result in identified sponsors that support pathways, such as high schooler to paraeducator; paraeducator to licensed teacher; and teacher with bachelor’s degree to master’s degree. Participants complete coursework with mentor support and obtain paid experience with progressive wage increases. What innovative models exist? How are efforts funded? A variety of funding opportunities exist with strategies for blending and braiding of funds, depending on the type of program. • Teacher Residency Programs: Teacher Residency Programs-NEA and The Teacher Residency Return on Investment • GYO Programs: Using Federal Funds for Grow Your Own Educator Programs • R-TAPs: A Funding Guide for Supporting Registered Teacher Apprenticeship Programs For more information and helpful resources, visit [https://compcenternetwork.org/](https://compcenternetwork.org/) Get Smart Fast: Recruiting, Retaining, and Diversifying the Teacher Workforce June 2024•| 2

FAQs

Why are teacher recruitment, retention, and diversity efforts urgent?

Teachers strongly influence reading and math outcomes, yet shortages are pervasive. Many public schools report being understaffed, and hiring is hindered by a lack of qualified candidates.

What evidence-based priorities does the document highlight?

The document identifies three top priorities: recruiting more teachers, retaining teachers, and diversifying the teacher workforce. Programs across these priorities share common features like leveraging partnerships and providing direct support.

What innovative pathway models are described for building the teacher workforce?

It describes teacher residency programs rooted in clinical training, Grow Your Own (GYO) pathways that prepare candidates from within communities, and Registered Teacher Apprenticeships (R-TAPs) that validate industry-driven certification pathways and use paid experiences with mentor support.

Oct 15, 2026

Uploaded by Jordan Avery