School systems should partner with educator preparation providers (EPPs) and community leaders to develop a comprehensive strategy to recruit new teachers. Although teacher residencies and apprenticeships require a large upfront investment from school systems, the economic model could make more sense when accounting for how much districts spend on replacing teachers and the cost of inducting, coaching, and mentoring teachers who leave the profession. A national report estimates district induction and professional development costs range from $10,000 to $20,000 per educator.
Wider adoption of district-driven and EPP-facilitated clinical experiences could provide a solid foundation for the eventual development of formal teacher leadership programs and innovative professional learning strategies that reinforce the early-career teacher workforce strategies outlined above.
Development of educator pipeline models that increase candidate diversity, address barriers to entry, and are attentive to shortages in hard-to-staff subjects.
Supporting high-quality, school-based experiences for prospective teachers, such as teacher cadet initiatives, educator apprenticeships, and clinical residencies.
Creation of a statewide early learning workforce strategy focused on improving working conditions, strengthening professional preparation, and achieving compensation parity relative to similar professions.