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It analyzes teacher retention and exits by demographic subgroups, enrollment and degree completion in educator preparation programs, credential types, hiring, and workforce projections. Findings show stable total teacher numbers, shifts in subject staffing, changing reasons for exits, evolving student-teacher ratios, and evidence of potential staffing shortfalls despite some pipeline indicators.",{"@graph":69,"@context":123},[70,84,106],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":40,"@type":76,"position":81},"https://docshare.wps.com/document/research-report/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/new-jerseys-teacher-workforce-landscape-2024-annual-report/585074/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/new-jerseys-teacher-workforce-landscape-2024-annual-report/585074.png","ImageObject",300,407,{"name":92,"@type":93},"Maya Linwood","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-11-07","2026-10-15",true,{"@type":102,"interactionType":103,"userInteractionCount":105},"InteractionCounter",{"@type":104},"ViewAction",12,{"@type":107,"mainEntity":108},"FAQPage",[109,115,119],{"name":110,"@type":111,"acceptedAnswer":112},"What does the report analyze about New Jersey’s teacher workforce?","Question",{"text":113,"@type":114},"It evaluates retention and exits in the public K–12 workforce by demographic subgroups and examines the pipeline from educator preparation through certification and teaching employment.","Answer",{"name":116,"@type":111,"acceptedAnswer":117},"What does the report say about teacher staffing levels over time?",{"text":118,"@type":114},"The overall number of teachers in New Jersey has remained relatively stable over about 11 years, with year-over-year changes staying around ±1%.",{"name":120,"@type":111,"acceptedAnswer":121},"What evidence suggests potential staffing shortfalls?",{"text":122,"@type":114},"The report finds provisional teacher certifications have declined relative to permanent exits; for example, the ratio of provisional certifications per permanent exit moves from about three to one over the study period.","https://schema.org",{"og:url":83,"og:type":125,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":127,"canonical":83},"index,follow",{"doc_id":129,"site_id":62},585074,1792062158,{"code":4,"msg":5,"data":132},{"doc_id":129,"user_id":133,"nickname":92,"user_avatar":134,"doc_module":4,"category_id":39,"category_name":40,"doc_title":65,"doc_description":67,"doc_content":135,"file_id":136,"file_url":137,"file_type":138,"file_size":139,"view_count":105,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":140,"language":141,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":142,"faqs":143,"seo_title":144,"seo_description":67,"update_tm":145,"read_time":146,"preview_page_count":4},962084928432,"https://ap-avatar.wpscdn.com/davatar_155a257f0dc6eb9ab79c44ca47cae57d","New Jersey’s Teacher Workforce Landscape: 2024 Annual Report  \nby Daniel Douglas, Ph.D., Ann Obadan, Ph.D., Marjory F. Palius, Ed.D., and Stephanie Walsh, Ph.D.  \nFebruary 2024  \nContents  \nExecutive Summary 1  \nIntroduction 3  \nBackground 5  \nShortages of Teachers is Not a New Problem 5  \nDetermining the Nature of Teacher Shortages atthe State Level 5  \nIssues Affecting Supply and Demand in Teacher Labor Markets 6  \nExamining Connections Between Teacher Preparation and Entering/ Staying in the Public K–12 Workforce 7  \nPreparing for the Annual Teacher Workforce Report 7  \nMethodology 8  \nResearch Questions 8  \nData Analysis 8  \nAnalytical Limitations 10  \nResults 11  \nThe Teacher Workforce in New Jersey 11  \nTeacher Exits 14  \nWorkforce Projectionsand High Turnover Areas 17  \nTeacher Pipeline 21  \nCase Study: Cohort of Prospective Teachers from 2013–15 22  \nConclusion and Next Steps 24  \nData Limitations and Recommendations for NJDOE Collection 24  \nNext Steps 25  \nReferences 27  \nAppendix: Technical Methodology 29  \nAcknowledgments 34  \nAbout the Heldrich Center 34  \nHeldrich Center for Workforce Development  \nNew Jersey’s Teacher Workforce Landscape: 2024 Annual Report  \nExecutive Summary  \nNew Jersey is one of many states confronting concerns about having enough qualified teachers to adequately staff its public schools and meet the learning needs of all enrolled students. One way to begin to address these concerns is to uncover the nuances of the existing teacher workforce and pathways to the career by analyzing available data. By shining light on patterns of enrollment in educator preparation programs and degree completion, the number and type of teaching credentials earned, hiring into various teaching positions, and retention of teaching staff, it is possible to better understand the present and future needs in the state’s K–12 workforce.  \nNew Jersey’s state government has accelerated efforts to identify labor market needs more clearly in the K–12 education sector. Legislators, through Chapter 394 of Public Law 2021 (P. L. 2021, c.394), established annual data collection and reporting on the teacher workforce in the state. This first Teacher Workforce Report provides analyses of the teacher workforce to understand teacher retention (who stays and who exits) by demographic subgroups and examine the pipeline of available teachers who could potentially fill vacant positions in schools. This report builds upon a preliminary landscape study that provided an overview of the educator workforce in the state, presenting the foundational annual series and introducing a case study analysis to tracing the outcomes of cohorts from educator preparation programs onwards with the data currently available. Overall, the series of data analyses are moving New Jersey toward a more comprehensive understanding of its K–12 public education workforce so that appropriate policy solutions can be developed by the state legislature, as is the intent of Chapter 394 of P.L. 2021. Investigating the extent and nature of labor market shortages in the K–12 education sector in New Jersey entails investigating both the current and near-term demands for personnel, as well as the pipeline of future educators.  \nUsing data from the New Jersey Statewide Data System, this report finds that:  \nThe overall number of teachers in the state has remained relatively stable over the past 11 years. Year-over-year changes in the number of teachers remained between ±1% . In the 2022–23 academic year, there were around 118,000 full-time equivalent teachers.  \nWhile some subject specialties saw their staff numbers increase, other fields experienced substantial declines.  \nThere was a 17% increase in the number of English Language Learner (ELL) instructors, but a 9% decrease in the number of world language instructors and 8% declines for both mathematics and science teachers.  \nOvertime, the reasons public school staff give for exiting their roles has changed, with fewer r","cbCaikTqX4NvaIDV","https://ap.wps.com/l/cbCaikTqX4NvaIDV","pdf",4595569,36,"English","# Executive Summary\n# Introduction\n# Background\n## Shortages of Teachers is Not a New Problem\n## Determining the Nature of Teacher Shortages at the State Level\n## Issues Affecting Supply and Demand in Teacher Labor Markets\n## Examining Connections Between Teacher Preparation and Entering/ Staying in the Public K–12 Workforce\n## Preparing for the Annual Teacher Workforce Report\n# Methodology\n## Research Questions\n## Data Analysis\n## Analytical Limitations\n# Results\n## The Teacher Workforce in New Jersey\n## Teacher Exits\n## Workforce Projections and High Turnover Areas\n## Teacher Pipeline\n## Case Study: Cohort of Prospective Teachers from 2013–15\n# Conclusion and Next Steps","[{\"question\":\"What does the report analyze about New Jersey’s teacher workforce?\",\"answer\":\"It evaluates retention and exits in the public K–12 workforce by demographic subgroups and examines the pipeline from educator preparation through certification and teaching employment.\"},{\"question\":\"What does the report say about teacher staffing levels over time?\",\"answer\":\"The overall number of teachers in New Jersey has remained relatively stable over about 11 years, with year-over-year changes staying around ±1%.\"},{\"question\":\"What evidence suggests potential staffing shortfalls?\",\"answer\":\"The report finds provisional teacher certifications have declined relative to permanent exits; for example, the ratio of provisional certifications per permanent exit moves from about three to one over the study period.\"}]","New Jersey’s Teacher Workforce Landscape: 2024 Annual Report | PDF",1792053581,91]