STEM fields are in high demand, and that creates a tangle of problems for schools. Students want courses in STEM subjects and companies and government agencies want graduates coming out of high school and college with strong foundations in STEM areas. To meet that demand, schools are trying to hire more STEM teachers. But their skill sets also make them attractive employees in the private sector, where jobs often offer better pay and benefits than schools. What is a principal to do? Get creative, say Monica Asher and Allison Persad, two high school principals hailing from Ohio and New York, respectively. Both principals have been grappling with STEM teacher shortages for years. Asher is the principal of Olentangy Orange High School outside of Columbus, and Persad is the principal of The Young Women’s Leadership School of Astoria in New York City. They shared tips on how to recruit and retain STEM teachers.
Persad shared that finding individuals with industry experience to teach in schools is difficult. Schools often train current teachers with interest in STEM subjects by sending them to training and certification programs. However, once these teachers receive training, they often leave for private-sector jobs due to higher salaries and benefits. Asher emphasized the impact of school size, location, and access to resources on recruiting and retaining STEM teachers. In larger districts, resources can be shared among schools to overcome shortages in specific subject areas.
Recruiting for STEM teachers can begin years in advance, as Asher mentioned planning for a computer science teacher’s retirement three years ahead to ensure a smooth transition. Persad also highlighted the importance of building relationships with former students who may eventually return as teachers, as in the case of recruiting a media teacher over five years.
Creating a workplace that attracts and retains STEM talent involves showcasing the school’s success through social media and word of mouth, allowing teachers flexibility in designing meaningful projects, and securing funding for programs like robotics that appeal to teachers. Partnerships with businesses and other school districts can also play a crucial role in planning internship models, alternative licensure pathways, and resource sharing to overcome challenges in providing STEM education.
In conclusion, addressing the challenges of recruiting and retaining STEM teachers requires proactive planning, creative recruitment strategies, and strong partnerships with the private sector and other educational institutions. By prioritizing these efforts, schools can continue to meet the growing demand for STEM education and prepare students for successful careers in STEM fields. Partnering with industry to provide alternative pathways for licensure is a strategic move for districts that are unable to collaborate with other districts. By forming partnerships with local businesses, organizations, and industry leaders, schools can create opportunities for students to gain hands-on experience and develop the skills needed for licensure in various professions.
One way to approach this partnership is to work closely with industry partners to design specialized programs or apprenticeships that align with the requirements for licensure. This could involve creating curriculum that combines classroom instruction with real-world projects, internships, or mentorship opportunities. By immersing students in practical, industry-relevant experiences, schools can help them build a strong foundation of knowledge and skills that will prepare them for licensure exams.
Additionally, partnering with industry can also provide students with access to resources and expertise that may not be available within the school district. Industry partners can offer guest lectures, workshops, and training sessions to supplement classroom instruction and expose students to the latest trends and technologies in their field. They can also provide guidance on licensure requirements, exam preparations, and career pathways, giving students a clear roadmap to success.
Furthermore, collaborating with industry can help schools establish valuable connections and networks that can benefit students beyond licensure. Industry partners can serve as mentors, references, or even potential employers for students who successfully complete their licensure requirements. By forging strong relationships with local businesses and organizations, schools can create a pipeline of opportunities for students to pursue rewarding careers in their chosen field.
In conclusion, partnering with industry to provide alternative pathways for licensure is a proactive approach for districts that are unable to form partnerships with other districts. By leveraging the expertise, resources, and connections of industry partners, schools can create tailored programs that prepare students for licensure exams and equip them with the skills and knowledge needed for success in their chosen profession. This collaborative effort not only benefits students but also strengthens the bond between schools and the local community, ultimately leading to a more vibrant and prosperous workforce.
