Tuan D. Nguyen, Ph.D.
@edutuan.bsky.social
Assoc prof at K-State. Interests: a) teacher labor market & b) teacher policy & school improvement. Also rural education, STEM, & special educators.
www.teachershortages.com
https://tuan-d-nguyen.github.io/home
Education
60%
Computer science
16%
We hope our continued efforts to update the data will be helpful for policymakers and researchers.
What makes this work difficult is that we are still collecting the data by hand, and we spent much of our time validating and comparing data between states as definitions vary substantially. Moreover, Title II data on teacher production consistently remain years of date.
Moreover, teacher turnover has continued to remain high with some states having more than 20% of teachers leaving the profession/state. At the same time, our latest data on teacher completion suggest stagnant production of teachers.
While vacancies seem to be hovering around 50-55K, # of underqualified teachers have continued to increase. Some places like OK and TX have more than 140 underqualified teachers per 10,000 students, and Louisiana has more than 225 under T per 10K students.
States in the highest quartile of vacancy have more than 23 vacancies per 10,000 students. For instance, Mississippi has more than 60 vacant positions per 10,000 students, while Utah has less than 1 vacant position per 10,000 students.
**Update on teacher staffing challenges 24-25**
It has taken a while, but
@ChanhLam202
and I have updated our website teachershortages.com. We find there are at least 49,800 vacant positions and 400,000 underqual in 24-25 compared to 55,000 and 270,000 last year
It has taken a while, but
@ChanhLam202
and I have updated our website teachershortages.com. We find there are at least 49,800 vacant positions and 400,000 underqual in 24-25 compared to 55,000 and 270,000 last year
We thank the Editors and anonymous Reviewers who gave us really good feedback and constructive and concrete guidance to make the paper better!
(3) positive working conditions consistently predicted lower job dissatisfaction, including in the 2020–21 school year. Across years, administrative support, teacher cooperation, and having adequate materials consistently predict lower job dissatisfaction.
While differences by gender and age started to appear in 2016, these differences were insignificant prior 2021. In 2021, young female teachers were most dissatisfied, followed by young male T, and older female T, leaving older male T as the least dissatisfied.
We find that (1) increases in teacher dissatisfaction beginning in the 2015–16 school year persisted into the 2020–21 school year
(2) levels of dissatisfaction during the pandemic were not equal across subpopulations of teachers
(2) levels of dissatisfaction during the pandemic were not equal across subpopulations of teachers
Hot off the press! @ch_redding and I are happy to share our new paper examining teacher working conditions and dissatisfaction before and during the COVID-19 pandemic at Educational Researcher.
journals.sagepub.com/doi/10.3102/...
journals.sagepub.com/doi/10.3102/...
We have a new post for Brookings on teacher intentions and actual turnover! Most teachers stay after 1 yr regardless of expressed intent--but intent becomes increasingly predictive over a 3-year period.
www.brookings.edu/articles/the...
Based on our working paper at edworkingpapers.com/ai23-815
www.brookings.edu/articles/the...
Based on our working paper at edworkingpapers.com/ai23-815
Thanks, Erica, for taking the lead on this! Glad to have this out.
Reposted by Tuan D. Nguyen
Erica Harbatkin
@harbatkat.bsky.social
· Oct 19
We have a new post for Brookings on teacher intentions and actual turnover! Most teachers stay after 1 yr regardless of expressed intent--but intent becomes increasingly predictive over a 3-year period.
www.brookings.edu/articles/the...
Based on our working paper at edworkingpapers.com/ai23-815
www.brookings.edu/articles/the...
Based on our working paper at edworkingpapers.com/ai23-815