Finding and Keeping Great Teachers: Lessons from the AASPA National Summit

Teacher speaking to high school students.

If finding and keeping great teachers feels like an uphill battle, you’re not alone. With rising vacancies and increasing turnover, school leaders across the country are searching for proven solutions to strengthen their teacher pipelines. Last week, at the AASPA (American Association of School Personnel Administrators) 2025 National Educator Shortage Summit, leaders from across the nation gathered at the Disneyland Hotel in Anaheim, California, to discuss one of the most pressing challenges in education today—ensuring a sustainable and well-supported teaching workforce. The irony wasn’t lost that we were tackling such a serious issue in what’s known as “the happiest place on Earth.”The good news? From brainstorming to sharing proven strategies, participants highlighted innovative ways to train, support, and retain teachers, including structured apprenticeship models, financial incentives, mentorship, and leadership development. Below are key takeaways from my perspective on what’s working—and how you can apply these lessons in your own district or program.

Training the Next Generation of Teachers: Apprenticeship and Alternative Pathways

Several states have developed registered teacher apprenticeship programs and alternative pathways that provide paid, hands-on training while reducing financial and credentialing barriers for aspiring teachers. While I have written about apprenticeship models before—combining on-the-job training, mentorship, and coursework—these programs were unique in their value proposition and design.

Utah: Multiple Pathways to Teaching

The Utah Registered Apprenticeship Program for Teachers (U-RAPT) is a paid, competency-based initiative designed to address teacher shortages. It includes two phases: a pre-apprenticeship, where candidates earn an associate's degree while gaining classroom experience, and an apprenticeship, where those with an associate's degree work with mentor teachers to earn a bachelor's degree and teaching license. Participants receive up to $10,000 to cover college expenses and gain hands-on experience with mentor teachers.The Alternate Pathway to Professional Educator License (APPEL) is another alternative certification program established by the Utah State Board of Education (USBE). It provides individuals who already hold a bachelor's degree with an opportunity to earn a professional teaching license while working in a classroom setting. Interestingly, APPEL programs are administered by local school districts, charter schools, or consortiums, allowing for more tailored preparation for licensure in elementary, secondary, career and technical, special, and preschool special education.Early data from a Utah State Board of Education meeting (August 2024) indicates that teachers prepared through alternative pathways like U-RAPT have higher retention rates—Utah’s APPEL program boasts a three-year retention rate of 86%, compared to just 44% for other certification programs.

Arkansas: Supporting Special Education and Hard-to-Staff Areas

The Arkansas Teacher Registered Apprenticeship Program (ATRA) takes a similar approach, providing paid, on-the-job training while focusing on hard-to-staff areas. Recently, the Arkansas Department of Education introduced a non-credit-bearing alternate route apprenticeship program for Special Education teachers. What makes this model unique is that the Department of Education itself serves as the related technical instruction provider. Presenters from Arkansas including Lisa Tyler, Executive Director of Special Education, emphasized that this module-based alternative route is a viable option for those seeking certification in Special Education, helping to meet the increasing demand.

Georgia: A Rural "Grow Your Own" Approach

The Georgia Registered Teaching Apprenticeship Program (GaRTAP) specifically targets rural teacher shortages by offering a “learn while you earn” model. In partnership with universities such as Georgia State University, Kennesaw State University, and the University of Georgia, the program blends coursework with hands-on classroom experience, ensuring candidates are well-prepared to transition into full-time roles. This model helps districts train teachers already embedded in small, rural communities, increasing the likelihood of long-term retention.Beyond their strong apprenticeship model, Georgia also has an engaging campaign—“Teach in the Peach”— and high school pre-apprenticeship programs, offering students an early start and increasing the paths to teaching.

Nebraska: Expanding Apprenticeships and Rural Education Support

In Nebraska, the Teacher Apprenticeship Program, launched in 2023, provides 2,000+ hours of on-the-job training, equipping candidates with classroom experience while earning their teaching certificate. They initially started with three paraeducator-to-teacher training programs and have now expanded to eight colleges and 19 school districts. Some of these partnerships are supported by Nebraska ESUs (Educational Service Units), particularly in rural areas. Candidates benefit from scholarships and access to bachelor's or master's programs in high-need areas.Why This Matters: Training local candidates increases retention. When teachers come from the communities they serve, they’re more likely to stay, reducing turnover and fostering long-term stability in schools.

Beyond Hiring: Two Strategies for Retaining Educators

While recruiting new teachers is essential, keeping them in the classroom requires intentional leadership, recognition, and professional growth opportunities. Conference attendees brainstormed and shared strategies to improve retention, including:

1. Leadership that Listens and Responds

Effective leadership goes beyond administration—it builds relationships and shared decision-making structures to create a school culture where educators feel valued. Leaders can foster a collaborative environment by:

• Establishing teacher advisory committees and focus groups to collect input and act on educators’ needs.

• Creating one-on-one coaching and structured feedback systems to ensure teachers feel supported.

• Recognizing the contributions of all school personnel, including paraprofessionals, aides, and support staff, to build a culture of appreciation.

2. Transparent and Accessible Career Pathways

Educators need to see clear opportunities for advancement and professional growth within their districts. Schools can increase retention by:

• Offering mentorship programs that pair new teachers with experienced educators.

• Providing structured professional development opportunities, including tuition reimbursement and career ladders.

• Implementing systematic recognition programs where teachers are publicly acknowledged and rewarded for their contributions.

Why This Matters: When educators feel heard, valued, and see a clear career trajectory, they’re far more likely to stay in the profession.

Key Takeaways for School and District Leaders

To Build Strong Teacher Pipelines:

✅ Train local candidates—those from the community are more likely to stay.✅ Combine coursework with hands-on training to ensure candidates are classroom-ready.✅ Provide financial incentives like paid apprenticeships and tuition support.✅ Leverage university partnerships for high-quality training and credentialing.✅ Ensure state-level leadership for consistency and scalability.

To Retain Educators Long-Term:

✅ Establish leadership structures that listen to and act on educators’ needs.✅ Implement predictable recognition programs to ensure all educators feel valued.✅ Create clear, accessible career pathways for professional advancement.✅ Strengthen mentorship and peer support systems to prevent early-career burnout.✅ Advocate for certification reciprocity to remove unnecessary barriers.

The Path Forward

The challenges in teacher recruitment and retention are significant, but proven solutions exist. States like Utah, Arkansas, Georgia, and Nebraska are demonstrating that by investing in teacher apprenticeships, mentorship, leadership development, and financial support, schools can build a sustainable, committed workforce.