Understanding the U.S. Teacher Shortage: A Regional Analysis

In K-12, one of the most critical challenges we face today is the escalating teacher shortage across the United States. This issue, while national in scope, manifests differently from region to region, presenting unique challenges for school districts based on their specific geographical locations. While understanding these regional nuances is essential, analyzing your own district’s data is just as crucial to effectively address and manage this shortage.

In this resource, we explore the regional nuances of the teacher shortage, drawing on the latest research from the Frontline Research & Learning Institute. We also provide downloadable reports for each region, designed to help you effectively address and manage this crisis in your district.

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Number of Teacher Shortage Vacancies by State

Jump to download your region’s teacher shortage report

What’s behind the teacher shortage?

The Frontline Research & Learning Institute’s research points to a complex interplay of increased demand for teachers, particularly in certain regions, combined with a nationwide decline in the supply or interest of potential candidates. These trends underline the pressing need for targeted strategies to attract and retain teachers, especially in the most affected regions.

There is an increased demand for teachers but a nationwide decline in the supply of teacher candidates.

A closer look by region:

• Increased Job Postings

  The average district in some regions has seen an increase in job postings compared to previous years. This trend suggests that more positions are being opened either to replace teachers leaving the profession or due to the creation of new positions. The notable increase in job postings in the South, Southeast, and West indicates a higher demand for teachers in these regions.

• Regional Variations in Demand

  The data shows significant regional variations in the increase of job postings. For example, districts in the South, Southeast, and West experienced a substantial increase of about 28 postings per district annually, indicating a higher demand in these regions compared to the Central, Mid-Atlantic, and Northeast regions, which saw an increase of about two postings per district annually.



Remember!

Analyze Your District’s Data

Despite broader regional trends, U.S. K-12 districts will find the most effective strategies in their own unique data. Tailor your solutions to directly address local challenges and opportunities. Think locally, lead nationally.

• Decline in Applications

  Across all regions, 2022 recorded the lowest number of applications per job posting, suggesting a decrease in the supply of available teachers or a reduced interest in the positions. The largest declines in applications were observed in the Central, Mid-Atlantic, Northeast, and South regions, with decreases ranging from four to seven applications per posting. Although there were declines in the Southeast and West regions as well, they were less severe, ranging between one and two applications per posting compared to their respective four-year annual highs.

• Implications of Declining Applications

  The decrease in applications per job posting across all regions indicates a growing disparity between the supply of qualified teachers and the demand for them. This disparity is a critical component of the teacher shortage, as it reflects both the decline in potential candidates to apply and possibly a shortage of qualified candidates.



The Hardest Positions to Fill:

Special Education

Substitutes

Paraprofessionals

The Teacher Shortage: Regional Insights

By understanding regional nuances, K-12 administrators can better prepare and implement effective strategies to attract and retain talented educators. However, it’s essential to recognize that not every district aligns with national, regional, or even state trends. By focusing on localized insights, administrators can ensure that every student has access to quality teaching, tailored to meet the unique needs and challenges of their specific community.

The reality is your district’s data likely doesn’t align perfectly with national or state trends. You have to dig into what your district’s data says.”

Keegan Bassett

HR Director, Queen Creek Unified School District

Read the Case Study

To gain a deeper understanding of these issues and to access targeted strategies tailored to you, we invite you to download your region’s comprehensive PDF guide.

Please note: This comprehensive dataset from the Frontline Research & Learning Institute encompasses more than 1,100 school districts across every state in the U.S., except Hawaii. The districts included vary widely in size and location, as classified by the National Center for Education Statistics.

What Districts Can Do to Combat the Teacher Shortage

Leverage Technology for Enhanced Data Analysis

• Access and Analyze Organizational Data

  Utilize advanced analytics tools to transform raw data into actionable insights, monitor key performance metrics, identify trends, and make informed decisions.

• Optimize Recruitment Cycles

  Analyze historical job posting and applicant data to determine optimal times for recruitment, reducing time-to-hire and enhancing the effectiveness of your hiring campaigns.

Streamline Recruiting and Onboarding

• Automate for Efficiency

  Implement technology to streamline recruitment and hiring, reducing administrative burdens and appealing to modern candidates.

• Enhance Evaluation Processes

  Increase transparency and effectiveness of evaluations, linking them directly to professional growth opportunities and organizational goals.

Foster Professional Growth and Retention

• Support Teacher Development

  Use an online platform to help teachers and administrators set and track personal and organizational goals, offering targeted professional development that aligns with individual needs.

• Enhance Evaluation Processes

  Increase transparency and effectiveness of evaluations, linking them directly to professional growth opportunities and organizational goals.

Implement Strategic Recruitment and Retention Approaches

• University Partnerships

  Collaborate with local universities to offer internships that encourage students to enter the teaching profession.

• Offer Attractive Incentives

  Go beyond salary—consider housing stipends, relocation expenses, and signing bonuses to attract talent in high-need areas.

• Invest in Continuous Professional Development

  Continuously invest in your staff’s professional growth to boost job satisfaction and retention rates.

• Community Engagement

  Work with local communities to elevate the status of teaching and underscore its value, enhancing recruitment and retention.

The teacher shortage requires a concerted effort from all stakeholders involved in education. K-12 administrators play a pivotal role in both mitigating the immediate impacts and working towards long-term solutions.

By integrating these strategies, you can better address the unique challenges of their regions and districts, ensuring a robust educational system tailored to local needs.

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The Local Teacher Shortage: An Investigation Into Varying Degrees of Labor Shortages by Region

Read the full report for a deeper dive into the data and for more detailed strategies.

Read now