Education Crisis or Promising Practice: Prioritizing Teacher Apprenticeship and Residency Training Programs

Marlene Megos
Feb 28
6 min read

Updated: Mar 1

A Personal Wake-Up Call: Teacher Shortages

Our education system stands at a crossroads: either we let the ongoing teacher shortage continue to endanger our children’s futures, or we rise to the challenge and embrace new pathways to strengthen the profession. Two years ago, my twin daughters went without a qualified mathematics teacher from October through June while in seventh grade. When their teacher went out on maternity leave, there was no one to take her place. Their in-school experience, in such a pivotal time, did not support their eagerness to learn, nor did it prepare them for the rigorous standards of the CT Core. They were confused, needed almost daily explanations of the content at home, and struggled to connect the ideas presented by the myriad of substitutes. And each night, as we worked diligently in the kitchen, I wondered how other students from their class were faring. Who was teaching them?

As a former mathematics teacher and Director of the Connecticut Teacher Residency Program, I am acutely aware of the need for qualified teachers to serve our children. Adequate staffing is essential if we want students to achieve the academic growth necessary for success in school, life, and beyond. Today, in my community, there are 759 open teaching positions listed on Connecticut REAP (the state’s official educator job posting site), and 591 of those are for classroom teachers. Given that our state’s student-to-teacher ratio is approximately 12:1—compared to the national average of 16:1—this equates to around 9,100 students potentially lacking a qualified teacher. As a 30-year educator, community member, and parent, I believe we have to do better.

The Bigger Picture: A Nationwide Crisis

Unfortunately, my story is far from isolated. We face a nationwide crisis marked by thousands of vacancies and declining enrollments in teacher-preparation programs—an issue that puts millions of students at risk. These stark numbers underscore our urgent choice: allow this crisis to persist or explore new solutions. Current estimates suggest between 42,000 and over 100,000 teacher vacancies nationwide, with an additional 270,000 to 365,000 educators lacking full certification for their roles. Meanwhile, teacher attrition has surged to a 23-year high, with 11% of teachers leaving their schools each year. Compounding this crisis, the number of new teachers entering the workforce continues to decline, with projections indicating a 21% decrease in new hires by 2030, totaling approximately 221,000 hires for that year. This shortfall is exacerbated by a 45% decline in teacher preparation program enrollment over the past decade, amounting to roughly 300,000 fewer new teachers annually.

If these trends persist, the gap between the demand for qualified educators and the available supply will continue to widen, posing a significant threat to the stability and quality of K-12 education across the country. Based on projected enrollments and continued trends, a reasonable estimate is that the shortage will reach 500,000 teachers in the next five years, potentially impacting 8 million students nationwide (using a student-to-teacher ratio of 16:1). These numbers can feel daunting, especially when combined with the political headwinds we’re facing. Let’s examine how policy decisions and societal pressures are shaping this crisis even further.

Disruption and Uncertainty: Where Politics Intersects Education

Recent political decisions have further magnified the crisis, with DEI initiatives being curtailed, more than $600 million in grants for teacher training canceled, and universities and schools facing threats of defunding and restrictions on what and how they teach. Teacher training programs and school staff are at a huge risk. Even schools themselves are under scrutiny for pursuing DEI practices. If the profession wasn’t challenging enough, imagine educating today’s youth where Diversity, Equity, and Inclusion are “canceled.” With roughly 15% of students receiving special education services and less than 50% of our students identifying as white, a teacher’s efforts to provide a free and appropriate education for ALL children is compromised.

Under these conditions, can we even keep our current teachers, never mind attracting a more diverse and qualified teaching core that is responsive and representative of our student population? Is the crisis insurmountable, or can these very pressures lead to public action and innovation in how we prepare educators? That’s the choice in front of us.

Promising Practices: Apprenticeships and Residencies

Amid these challenges, emerging programs offer hope. Apprenticeships and residencies—particularly those that offer “earn while you learn” models—are showing promise as financially accessible ways to bring new educators into the profession. At scale, these practices could shift our teacher shortage from crisis to opportunity.

In recent years, the number of teacher candidates has begun to rise, thanks in part to programs that feature more flexible coursework and intensive, on-the-job experiences, making them more accessible to career changers and non-certified staff already working with children. Although specific requirements vary by state, teacher certification typically involves a minimum of a bachelor’s degree with relevant coursework, classroom experience, and passing scores on required certification assessments.

Connecticut is currently piloting two apprenticeship programs—the Connecticut Teacher Residency Program (CT-TRP) and NextGen Educators—that focus on developing educators using this model. The state also supports the development of these and other partnerships between educator preparation institutions and school districts as apprenticeship programs to recruit and retain an expanded and diverse cadre of well-prepared educators.

Additionally, other residency programs, such as those at Sacred Heart, Yale, and CCSU, have emerged as viable options for partner districts to attract and train current employees and local community members. Nationally, there has been an exponential increase in apprenticeship and residency programs over the past few years. Some states, such as Louisiana, now require a residency model, and teaching became an apprenticeable occupation in New York in 2021 and then nationally by Tennessee in 2022.

Initial data indicate these apprenticeship and residency programs are often more attractive than traditional preparation routes. The combination of on-the-job training, financial support, and flexible or expedited coursework creates a clear career pathway for aspiring teachers, increasing the pool of qualified educators in Connecticut and beyond.

We Decide: Transforming Challenge into Opportunity

Ultimately, the fate of our schools is in our hands. Will we allow the teacher shortage to become an ever-deepening crisis, or will we rally behind promising practices that ensure every child has qualified, passionate teachers? We decide. And that decision begins with staying informed, advocating for effective teacher training models, and demanding accountability from those in power.

So, what can be done? While political and funding challenges loom large, educators and parents can take concrete steps to safeguard and strengthen the teaching profession:

Stay Informed and Advocate Locally

Attend Board of Education Meetings: Speak up about teacher shortages, the importance of teacher residency programs, and the need for a robust cadre of well-prepared educators in your district.
Contact Legislators: Reach out to local and state representatives to express support for funding teacher training and apprenticeship programs, emphasizing how these initiatives benefit both students and the economic health of the community.

Support Grow-Your-Own Programs

Promote Pathways: Encourage local schools to partner with teacher residency or apprenticeship programs.
Offer Resources: If you are an educator or community leader, share information about these programs with paraeducators, volunteers, or community members who may be interested in pursuing a teaching career.
Direct philanthropic funding and community resources to expand these programs.

Participate in School and Community Initiatives

Join Parent-Teacher Associations (PTAs): Advocate for hiring policies that address vacancies quickly and support broader outreach to recruit qualified candidates.
Volunteer or Mentor: Experienced educators can mentor new or aspiring teachers. Parents with expertise can volunteer in classrooms or after-school programs.

Elevate and Celebrate the Teaching Profession

Highlight Success Stories: Publicize the successes of residency and apprenticeship graduates in local media, school newsletters, and social media. Positive visibility can inspire new candidates and garner wider community support.
Encourage Ongoing Professional Development: Advocate for district budgets that prioritize ongoing training and professional development to help retain high-quality teachers.

Push for Transparent Data and Accountability

Request Regular Staffing Reports: Ask school boards or superintendents to share up-to-date information about teacher vacancies and how they are being addressed.
Monitor Program Effectiveness: Encourage districts to track the success rates of residency and apprenticeship programs in terms of teacher retention, student outcomes, and overall district staffing stability.

Despite the obstacles, innovative solutions like residencies and apprenticeships offer a promising path forward. By staying informed, advocating for robust training opportunities, and demanding accountability from local and state officials, we can help ensure every classroom is led by a qualified, passionate educator. Our children’s futures—and the future of our communities—depend on it.

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