Job satisfaction is at an all-time low, with only 12 percent of educators surveyed feeling “very satisfied” at work, as most feel overworked, underpaid, and underappreciated. While human resources professionals can’t fix all of the education sector’s problems (for example, K-12 teacher salaries come from a combination of federal, state, and local funding and are typically set by school boards), they can improve the employee experience by advocating for change, with teachers being the most valuable.
Failure to do so is likely to worsen the teacher shortage, leading to consequences such as larger classes, increased disengaged staff, and lower student achievement.
Can teachers become professionals in human resources?
In short, yes! Our findings in the HR Leadership Report show that fewer than one in 10 HR leaders have a specific HR degree. HR professionals come from diverse educational backgrounds, including English, history, physics, philosophy, and counseling. There is no one right way to become an HR manager, and teachers’ first-hand experience in the classroom can better equip them to address HR challenges in schools.
6 Big Human Resources Challenges in Education in 2024 and Solutions
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Inefficient talent acquisition
The shortage in the education sector continues to be a national issue. In 2023, the teacher shortage in 37 states and Washington, D.C., grew by 35 percent to more than 49,000 vacancies, leaving many states scrambling to fill them with unqualified or underqualified candidates.
In higher education, McKinsey & Company reports that HR departments and the rest of the university are often out of alignment due to loose communication. CHROs do not report directly to the university president and rarely have influence over strategic activities typically associated with HR in the private sector, such as workforce planning and hiring processes.
Solution
As an HR professional, you may not always be in the hiring decision-making room, but you can support decision-makers and school administrators with the right strategies and processes to find the most qualified candidates. Here are some talent acquisition approaches to consider:
Establish specific hiring standards . There is no one-size-fits-all approach to hiring instructors and administrators, as each educational level has different needs and demands. For example, a community college might prioritize hiring academic advisors who are familiar with transfer student college programs and can recommend four-year majors and institutions to students.
Align with key stakeholders . In higher education, HR teams and university leaders need to have open conversations about hiring needs to create an effective talent acquisition strategy. HR should be regularly included in key leadership meetings, not just reporting to senior executives or officers.
Attract Diverse Candidates Inclusive hiring goes beyond the right thing to do—it leads to better student outcomes. One study found that teachers of color are more likely to practice culturally responsive teaching, which is linked to higher social-emotional well-being and academic performance for all students.
Bonus: Hiring diversity can also help alleviate the teacher shortage in the long run. Education Week reports that about 80 percent of the teaching force is white, while more than half of K-12 public school students are students of color. High school students say this is one reason they don’t go into teaching because they worry they won’t be valued. Human resources teams have the power to change this by creating a school environment where teachers of color feel respected and protected.
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Low staff retention
People who leave the field of education are more likely to leave due to issues like burnout, lack of support, and low pay. As mentioned above, some schools have resorted to hiring unqualified or underqualified teachers, who tend to move on more quickly. According to Chalkbeat, the turnover rate for the 2021-2022 school year was the highest in eight states in the past five years.
Solution
In addition to investing in professional development and competitive benefits (which we’ll cover below), conducting regular employee satisfaction surveys is a critical component of retention. Surveys should be anonymous to encourage employees to provide honest feedback, which then enables HR to take a targeted approach to driving improvement.
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Finding substitute teachers
Emergencies are inevitable. People get sick and accidents happen. Is your team prepared to handle these absences and prevent disruption to student learning? According to the National Center for Education Statistics, 35 percent of public schools are “extremely concerned” about finding substitute teachers. Many districts will contact people in their substitute pool the morning of the absence, but short notice increases the likelihood of being turned away.
Solution
Human resources teams should have a database of qualified substitute teachers who can fill these vacancies in a timely manner.
Consider using an automated replacement management system that streamlines the process of finding coverage. In addition to freeing your field staff from contacting replacements, a software solution provides record-keeping and data analysis.
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Inadequate professional development programs
As the education sector evolves, educators must be continuous learners to best serve their students. Yet, a majority of K-12 teachers in a survey say their professional development programs do not provide sufficient access to expert advice.
In the case of higher education, the Every Learner Everywhere report, focusing on professional development at community colleges and minority-serving institutions, notes that only 39.3 percent of respondents feel that their Centers for Teaching and Learning (CTL) are adequately funded.
Solution
Professional learning is often canceled for K–12 teachers, and general education teachers and specialist teachers receive different programs. While customized competency-based programs exist, teachers also want more opportunities for cross-disciplinary learning and planning. However, if there is a knowledge gap among their internal faculty members, leadership must bring in external experts for workshops and coaching.
In the case of colleges, leadership can draw on institutional and grant funding to ensure that both full-time and part-time faculty have access to high-quality, sustained programs rather than one-off workshops. Along with promotion and reward structures, these programs can strengthen faculty engagement and foster a culture of continuous learning.
Program topics that respondents found most useful include strategies for making online and blended learning more engaging for students and culturally responsive teaching methods, though not limited to these areas.
Other solutions to consider include offering mentoring programs to newer employees, leadership training to managers and supervisors, and frequent performance evaluations.
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Shaping school culture
There are several reasons why teachers are leaving the profession en masse, with low pay and poor working conditions being the most prominent. While some states have responded with laws to raise teacher salaries, similar attention has not been paid to working conditions. Working conditions include a variety of factors, such as administrative support, shared decision-making, opportunities for professional collaboration, and resources for teaching and learning.
Solution
Strong school leadership is critical to improving retention and, in turn, teacher effectiveness and student achievement. Human resources in education can help principals, heads, and other leaders create a supportive culture by prioritizing clear communication, employee feedback, recognition and rewards for high performance, and inclusive efforts to help educators and students of all backgrounds reach their potential.
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Disorganized benefits management
According to a Rand Corporation survey, principals and teachers are twice as likely to experience stress as other occupations. About 20 percent of principals and 35 percent of teachers say they don’t have access to mental health resources provided by their employer or don’t know if they have access.
Solution
To attract and retain qualified coaches, offer a comprehensive package to support their physical and mental health. Coaches should have sick days and medical, dental, and vision coverage. Additionally, mental health benefits such as therapy, mental health apps, and employee assistance programs can help better manage stress and improve performance.
To ensure employees are aware of the benefits and perks available, HR teams should send out benefits communications throughout the year. Through email, newsletters, Slack, or a combination of channels, consistently share videos, FAQ pages, and other resources they can always refer to. Finally, leverage management software that provides an intuitive employee experience and automates administrative tasks.
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