It’s no secret teachers are jumping ship in record numbers, and the dwindling numbers of incoming grads don’t even come close to patching the gap as the demand for teachers rises. The Learning Policy Institute reported in 2016 that enrollment in teaching programs is down 35 percent nationwide (and has been for years), and the annual shortfall could grow to 112,000 teachers by 2018 if current trends persist.
Many states and districts are facing unprecedented teacher shortages. As a result, many have implemented or are expanding existing programs that offer alternative routes to licensure or certification for those seeking to become teachers from another career.
As the job of leading a district becomes ever more complex, and with many school systems facing large numbers of retirements, succession planning is becoming ever more important. Proactive succession planning for key leadership positions minimizes the costs, upheaval, instability and disruption of long-term district goals and initiatives due to leadership turnover.
In today’s environment, districts need to have the ability to access and address detailed talent management information in real time to drive decision-making on everything from hiring practices to professional development plans