Across Texas, school districts are facing a growing challenge: finding and keeping certified teachers. Enrollment is shifting, costs are rising, and fewer people are entering the profession. As a result, many schools must choose between leaving classrooms unfilled or relying on uncertified teachers. While other states face similar issues, the size and impact of the shortage make it a major priority for Texas education leaders.
Understanding the Roots of the Shortage
The teacher shortage in Texas has many origin points:
- Fewer People Entering Teaching Programs
Over the last decade, fewer college students have chosen teaching as a career. This means therearen’t enough new teachers to replace those retiring or leaving. The shortage is especially serious in special education, bilingual education, and STEM subjects.
- More Teachers Leaving the Profession
Attritionplays an equally large role. Many experienced teachers feel overwhelmed by workload, stress, and slow pay growth. The pandemic only exacerbated these issues. When seasoned teachers leave, schools lose their experience and knowledge-base, raising the stakes for HR teams trying to keep classrooms stable.
- Hard-to-Navigate Certification Requirements
Many people, like paraprofessionals and career-changers, want to become certified teachers; however, they oftenface significant barriers to entry. Factors such as high costs, time commitments, and complicated processes can prevent an interested prospect from becoming fully certified. Alternative certification programs help, but they don’t always fill the gap completely.
What Happens When Classrooms are Empty
When certified teachers cannot be found, the ripple effects extend far beyond one building or grade level.
Students are Affected First
Without certified teachers, students may have substitutes for long stretches, combined classes, or interrupted learning. This hurts consistency and slows progress, especially in core subjects.
Teachers and Staff Feel More Pressure
Teachers may have to cover extra classes or duties, adding to burnout. Administrators spend more time solving daily staffing problems instead of planning for long-term improvement.
HR Departments Struggle to Keep Up
Instead of focusing on strategy, HR teams often must scramble to fill last-minute needs, making long-term solutions harder to carry out.
Communities Lose Trust
Even community trust can be affected. Families notice when vacancies persist or when classrooms cycle through temporary coverage. Frequent turnover or unfilled positions can raise questions about stability, resourcing, and district leadership, adding political and public pressure to an already strained system.
Addressing this certified teacher shortage requires a balanced approach: one that supports immediate needs while building sustainable long-term solutions.
Practical Paths Forward
- Reimagining the Teacher Pipeline
Strengthening the educator pipeline begins with making teaching accessible and attractive to a broader group of potential candidates.
Districts can partner with preparation programs to create paid teacher residencies, giving paraprofessionals and substitutes classroom experience while earning certification. Clear career pathways for instructional aides and other support staff help districts grow their own talent. Supports like tuition assistance, mentoring, and flexible scheduling reduce barriers for aspiring teachers. Partnerships with universities, service centers, and community groups further streamline certification and create a strong network for future educators.
- Embracing Staffing Flexibility
Rigid staffing structures are harder to maintain today, so districts benefit from flexible models. A strong, well-trained substitute pool provides reliable coverage for both short- and long-term needs. Paraprofessionals and support staff can help maintain classroom stability when certified teachers aren’t available, ensuring learning continues. Using data to track turnover, absenteeism, and subject shortages allows HR teams to anticipate needs and prepare instead of responding to last-minute crises.
- Investing in Retention and Support
Retention is one of the most effective ways to reduce shortages. Supporting teacher well-being, through manageable workloads, protected planning time, and mental-health resources, helps limit burnout. Mentorship programs guide early-career teachers, while ongoing professional learning keeps veteran teachers supported. Recognizing substitutes and support staff strengthens campus operations and workplace culture. Targeted financial, scheduling, or professional incentives can also help attract and keep teachers in high-need areas or hard-to-staff campuses.
- Partnering for Continuity
Some districts can’t address the shortage alone. Staffing partners can handle recruiting, vetting, onboarding, and training, giving HR teams more capacity for long-term planning. These partnerships ensure consistent classroom coverage during absences, enrollment growth, or certification transitions. By providing flexible support across campuses, they help maintain stable learning environments even as staffing needs shift.
Keeping Students First
The teacher shortage is ultimately about students. Every child deserves a stable, qualified, and caring teacher. Even though Texas faces ongoing challenges, solutions based on flexibility, creativity, and teamwork can strengthen classroom stability.
By investing in teacher pathways, improving staffing models, supporting retention, and building strong partnerships, Texas districts can create a more reliable and resilient education workforce.
With careful planning and collective effort, Texas schools can move forward stronger, more stable, and better equipped to serve every student.
References
Raise Your Hand Texas. (2025). Teacher Trouble: How Texas’ Teacher Shortage is Hurting Our Kids.
https://www.raiseyourhandtexas.org/teacher-trouble-how-texas-teacher-shortage-is-hurting-our-kids/
Texas Education Agency (TEA). (2025). Teacher Shortage Areas 2025–2026.
https://tea.texas.gov/texas-educators/educator-initiatives-and-performance/teacher-shortage-areas-2025-2026
Learning Policy Institute. (2025). Teacher Shortages Overview.
https://learningpolicyinstitute.org/media/4764/download?file=Teacher_Shortages_Overview_2025_FACTSHEET.pdf
Houston Chronicle. (2025). Here’s Which Houston ISD Schools Lost Teachers in Annual Staff Cuts and Changes.
Midland Reporter-Telegram. (2025). MISD Board President Asks State to Probe Special Education Department.
https://www.mrt.com/news/education/article/midland-isd-special-education-investigation-21095017.php
U.S. Department of Education. (2025). Teacher Shortage Areas Nationwide Listing & Guidance.
https://www.ed.gov/teaching-and-administration/professional-development/teacher-shortage-areas
(Last reviewed by DOE: February 6, 2025)