Principle 3: Attract, Hire, Retain, and Reward the Best People
Attract, Hire, Retain, and Reward the Best People
Talented, motivated, and highly effective educators are essential to student success.
Almost every person can recall a teacher, coach, or counselor who made a positive and lasting impact on their life. Maybe that person offered stability and support during a difficult time or helped transform their lives with encouragement and guidance.
Investing in highly effective educators' growth, success, and support is one of the best investments every citizen can make in protecting America’s future.
That’s why it’s critical that educators—who have the most influence on and spend the most time with our nation’s young people outside of their immediate family and friends—feel valued, motivated, and supported in their vital public service role.
It’s up to school system leaders—working with higher education, community leaders, and government—to lead on how American public schools best attract, retain, train, and reward the people who are among the most prominent role models and coaches in any young person’s life.
How do we make sure teachers can meet students where they are, support their ongoing professional development, and recognize their vital role in preparing students to thrive after graduation?
To develop a deep bench of highly skilled and highly motivated educators in the talent pipeline, we must re-examine the current staffing models and teaching environments that no longer work for the community or the school. This requires looking at the core drivers of this shortage and what we can do to attract, retain, and reward the people who are preparing America’s children for their futures.
The heart of every successful school system is its people. In my experience, when educators are empowered with meaningful professional growth, trusted to lead, and recognized for their impact, they rise to meet the highest expectations. Attracting and retaining great talent requires more than incentives—it demands a culture of collaboration, innovation, and shared purpose.
Suzanne Lacey, Superintendent, Talladega County Schools (Ala.)
Questions to Guide Practice on Strengthening the Educator Pipeline:
What barriers currently exist to attracting, retaining, and rewarding the most talented teachers, principals, administrators, and staff?
What alternatives to traditional staffing models—such as multi-classroom leadership, team teaching, personalized technology, flexible staffing, rotating specialists, and remote instruction—might exist in my community?
How might schools leverage communitybased partnerships to supplement instruction with additional enrichment opportunities?
What factors—economic, local, national, cultural—drive teacher shortages?
Are there ways—such as micro-credentialing and alternative certifications—to attract more talented individuals from sectors other than education for these critical roles?
What does a diversified model look like for rewarding and retaining employees and how can we utilize public and private funding to close funding gaps?
What benefit packages and other factors, such as coaching and mentoring, can we provide to build a positive, empowering, and meaningful education environment that educators will want to stay fully engaged with for a long time?
Resources Supporting Principle 3
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February 06, 2026
Self Assessment: Measure What MattersType:Self-Assessment Topics: College- Career- and Life-Readiness, Curriculum & AssessmentA tool to support reflection and conversations in your district around measuring what truly predicts long-term success, not just test performance. -
February 06, 2026
Student-Engaged Assessment Dial-Up ProtocolType:Guidance/Sample/Template Topics: College- Career- and Life-Readiness, Curriculum & AssessmentA tool to help systems move beyond measuring what students know to valuing how students plan, persist, adapt, and apply learning for real life in the real world. -
February 06, 2026
Toolkit: Measure What MattersType:Toolkit Topics: College- Career- and Life-Readiness, Curriculum & AssessmentPreparing students for real life, measuring what truly predicts long-term success, not just test performance.
Programs & Events Supporting Principle 3
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