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Wage indicators for public school teachers—such as average annual starting salary, average annual starting salary adjusted for cost-of-living, and average weekly wage competitiveness—can help contextualize how compensation aids efforts to attract and retain a strong and diverse teacher workforce across a state. In this brief, maps and tables show these three teacher wage indicators for each state and how they compare to national averages.
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Policies that affect teachers play a vital role in creating equitable student access to deep and comprehensive learning experiences. In Wisconsin, several key policy strategies have been identified to improve and advance the preparation of a stable, diverse, well-qualified, and equitably distributed teacher workforce across the state to support all students’ learning and development.
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One significant contributor to longstanding teacher shortages, made worse by the COVID-19 pandemic, has been an underinvestment in the teacher pipeline. Fortunately, federal spending packages currently under consideration contain funding that has the potential to help effectively address the school staffing crisis. Proposed funding would support high-quality and affordable educator preparation, an important tool for improving retention.
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The pandemic has exacerbated teacher workforce issues that have persisted for at least a decade. Because of these long-standing conditions, even small changes in teacher supply and demand during the pandemic have resulted in serious disruption for schools already struggling to fill teacher vacancies. Research points to ways districts and states can address the immediate crisis and build for the future.
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Around the country, severe teacher shortages worsened by the pandemic have put greater pressure on teachers and administrators to scramble to cover positions. LPI researchers surveyed and spoke with districts across California to reveal the problems they face, explore the drastic measures they are taking to mitigate shortages, and offer state and federal policies address this issue.
Linda Darling-HammondKevin C. BastianBarnett BerryDesiree Carver-ThomasTara KiniStephanie LevinG. Williamson McDiarmid
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In Leandro v. the State of North Carolina, the Supreme Court of North Carolina found that children have a right to high-quality educators. However, access to a supply of qualified teachers and administrators is increasingly limited and inequitably distributed across the state. Expanding high-quality teacher pipelines and training, updating preparation and professional development, and other strategies could help strengthen North Carolina’s teacher and principal workforce.
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The current staffing crisis in public schools is taking center stage in communities throughout the country. Long-standing teacher shortages, combined with COVID-19-related absences, are stretching schools to the breaking point. Policymakers need to act quickly and strategically to address the mounting crisis and build for the long-term. Research provides a clear roadmap to guide their efforts.
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Teachers play a vital role in providing all students with deeper learning experiences that prepare them for life and work in the 21st century. In West Virginia, several key policy strategies have been identified to improve and advance the preparation of a well-qualified and equitably distributed teacher workforce across the state.
Conra D. GistTravis J. BristolDesiree Carver-ThomasMaria E. HylerLinda Darling-Hammond
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Teachers of color and Indigenous teachers made up 16% of the teaching force in 2000 and 19% in 2019. This modest increase would have been more significant if not for high (and growing) attrition rates among these teachers. This article from a Kappan Special Report examines why teachers of color and Indigenous teachers leave the profession and what can be done to retain them.
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Federal COVID relief packages have allocated more than $176 billion for pandemic-related education needs—the federal government’s largest single investment in schools. In a series of fact sheets, policy experts discuss how states and districts can develop, implement, and refine plans for these funds. Investing in workforce development, recruitment and retention is a high-impact way to support quality student learning.
