Written by David Bielik
Just this past weekend, I was talking with a fellow educator who mentioned he'd worked at several different schools in New Hampshire over the past few years but struggled to find one that supported him and aligned with his values. He also mentioned he was considering jobs in Massachusetts because the salaries there would finally allow him to make a livable wage. This got me thinking about the current school workforce shortage in New Hampshire, and I wondered, “Is there really a shortage of educators, or is there a shortage of supportive educational environments and reasonable compensation?”
In November 2023, the legislative Committee to Study New Hampshire Teacher Shortages and Recruitment Incentives released a comprehensive report. This report covers two years of interviews and research, highlighting critical issues behind the “teacher shortage” in the state. Among its 17 key findings, educators identified heightened stress levels, unsupportive school climates, and inadequate compensation as primary factors leading them to leave school settings or not pursue teaching as a career in the first place. Interestingly, the report found that the number of educators renewing their licenses was actually at a 13-year high in the state. Seemingly, there isn’t a shortage of educators but rather a large number of current and potential educators who are facing significant barriers that are causing them to leave the profession or avoid pursuing it altogether.
The committee proposed concrete solutions, such as funding teacher mentoring programs, providing professional learning opportunities, and increasing compensation, which are crucial to teacher retention and recruitment. It's equally important to address the need to foster supportive, healthy, and thriving environments for educators. As building principals and department heads plan for the next school year, it is imperative to prioritize the support, inclusion, communication, and recognition that you provide to educators in your specific school environment. Here are some key elements to incorporate into next year’s schedule:
Promote open communication and collaboration
Actively encourage an atmosphere of open communication where educators feel comfortable expressing their ideas, concerns, and needs. Intentionally facilitate regular meetings, both one-on-one and in groups, to discuss challenges, share successes, and brainstorm solutions collaboratively.
Provide professional development opportunities
Invest in ongoing professional development tailored to educators' needs and interests. Offer workshops, seminars, and training sessions that not only enhance teaching skills but also address topics like mental health awareness, stress management, and work-life balance.
Recognize and appreciate achievements
Acknowledge and celebrate the achievements of educators regularly, especially the “small” achievements. Sometimes it’s the small things that matter most! From verbal appreciation and thank-you notes to more formal recognition ceremonies or awards, everyone wants to be recognized for the work they’ve done.
Support wellness
When creating schedules for teachers, place an importance on educators' well-being by planning in times to rest and reflect. Regularly check-in about the wellness of your educators and continually promote physical and mental health.
Empower educators through decision-making
Involve educators in decision-making processes that directly impact their work and the school environment. Seek their input on policies, curriculum development, and school initiatives. Empowering educators fosters a sense of ownership and investment in the school's success.
By collectively embracing the recommendations of the committee and investing in supportive and healthy educational environments, New Hampshire can foster the retention and recruitment of passionate, skilled, and valued educators to provide every student with the highest-quality education in a thriving learning environment.
The DMC Learning Success Team has over 30 years of combined experience in education, teaching in K-12 settings, and supporting learning success in college/university settings. Drawing from these experiences, DMC is committed to providing resources and tools related to our current work, which involves helping educational partners improve their culture through intentional and scalable solutions.