By Joni Byus, School Improvement Representative
Over the past several years, most schools in our portfolio have experienced the impact of the national teacher shortage firsthand. While there are many contributing factors, it is important that we do not remain focused solely on the causes. Instead, our collective energy should be directed toward understanding how the shortage affects our schools and identifying proactive strategies to ensure our students continue to receive high-quality instruction.
Key Data to Consider
- 55,000 teacher vacancies were reported nationwide in 2023 (K–12, August 2023).
- 44% of public schools across the country reported at least one teaching vacancy.
- 163,000 teachers currently serving are not fully qualified for their positions.
- Each year, approximately 270,000 teachers and staff retire or leave the profession, while only 85,057 new teachers graduate annually—a number that continues to decline (PEW Research Center, August 2023).
Moving Beyond the “Why”
To respond effectively, school leaders must take a deliberate and data-informed approach to supporting, developing, and retaining current staff. Start by determining your current staff’s individual education and certification, level of experience and skill sets. You may find that you can “connect” a more experienced employee to be a mentor or buddy teacher to a non-traditionally trained employee. Both groups (mentor teacher and non-traditionally trained) should provide input about what the needs are. Once these basics have been determined, a set of guidelines will be developed by the group. Some things to consider would be how often they would meet, what support will look like from their mentor and administration, and what resources are available to support implementation (financial, human or external).
The Plan for Strengthening Staff Capacity
Staff development is an ongoing, continuous process. But, with non-traditionally trained teachers, it must become an accelerated process of orientation, on-boarding, mentorship, and communication.
Orientation and Onboarding
- Initial Training: Begin with a comprehensive orientation that introduces school policies, classroom management strategies, and curriculum expectations. For individuals entering the profession without formal teacher preparation, this early training is critical to building foundational skills.
- Mentorship: Pair each new teacher with an experienced mentor who can provide consistent guidance, answer questions, and model effective instructional practices. Whether through a buddy system or a structured partnership, mentors should receive clear expectations and ongoing support for their role.
- Leadership Check-Ins: Schedule regular one-on-one meetings between untrained staff and school leadership to discuss progress, challenges, and next steps. Frequent communications will allow opportunities to emphasize basic principles, ensure the employee has a clear understanding or may clarify, a chance to ask questions, and time to spend learning a teacher with-it-ness about meeting the students’ individual needs. As the new teacher builds understanding, diverse teaching techniques that encourage student engagement and learning.
Ongoing Professional Development
- Workshops and Seminars: In addition to schoolwide professional learning, offer targeted sessions focused on essential instructional skills such as lesson design, assessment practices, and differentiated instruction. Remember, if a teacher is not traditionally trained, you must fill in all of the important gaps that we typically take for granted in teacher training, A person with a background in science who lacks teacher training will not know how to teach vocabulary, for example. Do not assume that critical areas, such as depth in behavior management, are complete.
- Online Learning Opportunities: Provide access to online platforms, webinars, and teaching communities where new teachers can engage in self-paced learning aligned to their individual needs.
Classroom Support
- Co-Teaching and Observation: Encourage new teachers to observe high-quality instruction and invite them to be observed after applying new strategies learned through PD or independent study. Debriefing with a mentor or administrator after each observation helps reinforce growth and reflection.
- Collaborative Planning: Facilitate joint planning sessions with mentors, grade-level peers, instructional coaches, or administrators. These sessions promote reflective dialogue around instructional choices and lesson design.
Addressing Challenges
- Emotional and Professional Support: Recognize that teaching, especially for new or untrained staff, can be emotionally demanding. Offer access to counseling, wellness resources, or peer support groups to help maintain balance and resilience.
- Problem-Solving Structures: Establish clear channels for addressing common challenges related to classroom management, parent communication, and instructional planning in a timely, supportive manner.
Final Thoughts
Developing and sustaining a plan to strengthen your teaching staff is no small task. However, with intentional structure, consistent monitoring, and a willingness to adjust as needed, schools can foster an environment where all educators—new and experienced—thrive. Remember, your school’s approach will be unique, reflecting your specific context, culture, and needs. The key is not to replicate another school’s plan, but to build one that ensures every teacher grows and every student benefits.
References:
Estupin, N. (2024). Hiring Untrained Teachers on Emergency Permits: A Guide to Credentialing and Professional Development. Linked In. https://www.linkedin.com-hiring-untrained-teachers
Peck, D. (2025). The Ultimate List of Teacher Shortages by State. Retrieved from https://scholaroo.com
PEW Research Center. (2023) peW research center findings • 55,000 teacher vacancies were reported nationwide in 2023 – Search https://pewrsr.ch/3ZAHvYg
Region 13 Education Service Center, (2018) Austin, TX, 2018. 5 Strategies to Support Uncertified Teachers. https://blog.esc13.net
Schawartz, S. (2023) Teacher Professional Development, Explained. Education Week.