The Teacher Shortage Isn’t What You Think It Is

The New Education Paradox: More Teachers—or Just More Problems?

Across America, the narrative of a teacher shortage is shifting. What once was a story about too few educators is now a more complicated tale—one of mismatched staffing, declining enrollment, and educational policy that hasn’t caught up with reality.

During the pandemic, emergency ESSER funds provided districts with breathing room to hire additional staff. However, as those funds dried up and enrollment declined—due to demographic shifts and school choice—many schools are now struggling with an excess of teachers, particularly in certain subjects and communities.

Meanwhile, in many high-needs areas, the shortage persists. Across the U.S., about 1 in 8 teaching positions is either unfilled or filled by someone without full certification—impacting over six million students.

So the story isn’t simply “not enough teachers.” It’s about where, how, and why the supply and demand are mismatched.

The Root Causes We Can Fix—And Should

1. Burnout, Bureaucracy, and Attrition: It's not just about numbers—it’s about why teachers leave. Burnout, poor working conditions, and policy overload drive talented educators out of the profession. Teaching isn’t “just a job.” It’s a calling—and we’re dialing back the support for those who answer it faithfully.

2. Pipeline Problems: Fewer students are choosing teaching as a career. Enrollment in teacher prep programs remains low, and pathways into the profession are frequently underfunded and unsupported.

3. Misplaced Incentives: Some districts are well-staffed but still chronically understaffed in critical areas: special education, STEM, bilingual, and more. That disconnect shows it’s not just about how many teachers we have—but what kind and where.

What Real Reform Must Include

1. Let Teachers Teach: Eliminate unnecessary mandates, reduce micromanagement, and let professionals teach—not comply.

2. Support Local Solutions: Instead of one-size-fits-all fixes, empower districts to make staffing decisions based on real needs and context.

3. Invest in the Profession: Create sustainable pipelines—through fair pay, mentorship, and preparation programs grounded in reality.

4. Focus on Retention, Not Recruitment Alone: Keeping teachers matters more than hiring new ones. Let’s make schools a place worth staying.

   
   

No one wants just more teachers—they want great teachers. And truthfully, we need better systems, not better individuals. This isn’t a staffing crisis. It’s a professional crisis.

Let’s fix that. Together.