Hiring Uncertified Teachers

Hiring uncertified teachers may address immediate staffing needs, but without a support plan in place, the practice could have unintended consequences. 

Flexibility in Teacher Hiring

The Every Student Succeeds Act (ESSA) of 2015 eliminated the federal requirement for teachers to be highly qualified, allowing states more freedom in hiring. Texas used this opportunity to provide more local control to districts by allowing certification exemptions in an adopted District of Innovation (DOI) plan.  DOI exemptions allow all districts to bypass state laws, such as teacher certification requirements, to hire uncertified teachers when unable to find appropriately certified individuals. 

The flexibilities of DOI plans combined with recent teacher shortages have resulted in Texas schools hiring more uncertified new teachers. This issue is more prevalent in the small, rural districts where higher percentages of uncertified teachers are hired, according to data from the Texas Education Agency’s Newly Certified and New Teacher Hires Dashboards.

Impacts

Unqualified teachers can negatively impact student learning, and attrition rates for uncertified teachers are higher than those of certified teachers.  High turnover disrupts schools, which can lead to lower student test scores and additional district recruitment and training costs.

Another long-term impact is the effect on the supply of highly qualified teachers. It is important for districts to outline a plan of action to ensure these uncertified teachers can obtain their standard certificate. Many districts outline timelines in their DOI plans. If this is not part of your district’s plan, administrative guidelines could be established to set out expectations and shared with the uncertified teacher. While it is not required, some districts place uncertified teachers on Chapter 21 contracts. A certification addendum should be used for these individuals to further support the expectations to complete teacher certification.

Hiring and Support

Districts face the challenge of addressing teacher shortages while providing high-quality instruction for all students. When hiring uncertified applicants, districts should look for those who possess educational knowledge and a passion for working with students. Furthermore, districts must dedicate themselves to training and supporting these teachers to be effective in the classroom. Key elements for teacher success include a comprehensive orientation program, mentorship from experienced teachers, targeted professional development, and regular check-ins.

Teachers need a foundational understanding to succeed in the classroom and support student learning. Effective teachers possess skills such as:

• Writing lesson plans
• Using engaging instructional strategies
• Creating relevant assessments
• Monitoring progress and adjusting instruction to meet student needs
• Managing student behaviors
• Supporting students' social and emotional health

By implementing a strategic support plan to build on these essential skills, districts can help new uncertified teachers become effective in their classroom performance.

Moving Forward

Teachers entering through non-traditional routes are generally less prepared and, unfortunately, twice as likely to leave the profession after their first year. Staff replacement can be costly for a school district, so providing necessary support and guidance to these teachers can yield significant returns on investment. School districts should work closely with these new educators to increase retention rates by planning and intentionally offering support and guidance.

Additional information on supporting non-traditional route teachers can be found in the HRX article Supporting Non-traditional Route Teachers.