Concerns about staffing shortages and the mental health of students, faculty, and staff have come to the forefront for many PreK-12 administrators.

School districts in all 50 states reported teacher shortages in at least one subject area during the current school term, according to research. Federal data indicates Nebraska and Iowa districts are presently facing shortages for teachers at all grade levels in subjects including science, mathematics, career and technical education, art, music, and language arts.

“The U.S. has experienced recurring teacher shortages for decades—a condition the COVID-19 pandemic has only worsened,” Garcia said. “Shortages have been driven by a shrinking teacher education pipeline, high rates of turnover, and increased demand as districts replaced positions cut during the Great Recession and expanded staffing using federal COVID-19 relief funding to address increased vacancies and to support learning needs. Understanding this is important in addressing current shortages.”

School facilities can also play a significant role in faculty and staff satisfaction, and there are steps that can be taken to address the physical and mental health impacts of the learning environments where educators spend their time. Poor indoor air quality, temperature, and lighting have been shown to impact student achievement and behavior, as well as faculty and staff retention.

A 2019 review of current research on school infrastructure and student achievement concluded that well-maintained facilities with good indoor air quality (among other factors) “positively increase the chances of pupils and teachers attending school, remaining healthy at school, and, in the case of teachers, staying in their profession.”

Significant resources have been allocated to understanding and quantifying the challenge of teacher attrition and developing strategies to attract and retain quality faculty and staff.

When teachers leave the profession, districts face compounding challenges that reach far beyond recruitment. Costs to hire, onboard, and train all affect a district’s bottom line. But potential impacts to student achievement represent a less quantifiable cost: secondary math and science positions have been historically difficult to fill, sometimes to the point of districts resorting to unqualified or inexperienced teachers out of necessity.

One of many questions at the end of the day is this: How do administrators reduce teacher turnover and set their districts up for success?

A 2021 report commissioned by the Washington Association of School Administrators suggests four key strategies that include supporting the wellbeing of teachers, promoting teacher engagement, fostering a climate of support, and actively monitoring teacher retention and attrition. District administrators can consider the state of their facilities among these as they develop strategies to continue elevating education within their own buildings.