Can Teacher Residencies and Mentorships Help Solve the Teacher Shortage?

It’s no secret that the teacher shortage in the United States has reached critical levels in recent years, with many school districts struggling to recruit and retain qualified educators. Teacher turnover is not only costly but also impacts student achievement, particularly in underserved areas. In response to this crisis, there has been increasing interest in teacher residency programs and mentorship initiatives as potential solutions to help mitigate the problem. 

Could these approaches be the key to addressing the ongoing shortage of educators?

Understanding the Teacher Shortage

The teacher shortage is a multifaceted issue, influenced by various factors including low pay, inadequate support, stressful work environments, heavy workloads, and a lack of professional growth opportunities. This shortage is felt most acutely in subjects like math, science, and special education, as well as in rural and urban districts where attracting and retaining teachers is particularly challenging. High rates of burnout and early-career attrition have led to a cycle where schools are constantly trying to fill vacancies, often resorting to long-term substitutes or unqualified individuals.

According to the Learning Policy Institute, nearly 8% of teachers leave the profession each year, and less than one-third of these teachers are retiring. Instead, most leave because of dissatisfaction with working conditions, lack of support, and limited career growth opportunities.

What Are Teacher Residencies?

Teacher residencies are a growing trend in educator preparation that seeks to address some of the root causes of teacher turnover. Modeled after medical residencies, these programs pair aspiring teachers with experienced mentors in a classroom setting for an extended period, typically a year. During this time, residents receive hands-on experience, coaching, and feedback, all while working toward earning their teaching certification or degree.

Unlike traditional teacher preparation programs, which often require student teaching for only a few months, residencies immerse candidates in the full scope of the teaching profession from day one – but don’t expect them to sink or swim or figure it out on their own. These programs are intentional and make a long term investment in the training and growth of their participants. 

Within the program, residents gradually take on more responsibility, eventually leading the classroom by the end of their residency year. This gradual release model helps reduce the initial shock of transitioning into the classroom, a major factor contributing to early-career burnout.

Teacher Residencies as “Grow Your Own” Initiatives

Teacher residencies represent a “grow your own” approach by focusing on building a sustainable pipeline of qualified teachers. Modeled after medical residencies, these programs pair aspiring educators with experienced mentors in classroom settings for a full year. Unlike traditional teacher prep programs, which may require only a few months of student teaching, residencies immerse candidates from day one in the complete teaching experience, offering long-term support and gradual responsibility, helping them acclimate to the profession in a supportive environment.

Through these programs, aspiring teachers receive coaching, feedback, and a unique opportunity to gradually lead the classroom. By cultivating these skills, teacher residency programs aim to build a stronger, more resilient teaching force prepared to remain in the profession long-term.

The Role of Mentorship

Mentorship is another key component of the “grow your own” strategy, offering new teachers consistent guidance, professional development, and emotional support from experienced educators. Additionally, it plays a crucial role in teacher retention. New teachers often face a steep learning curve and without support, many become overwhelmed. Mentorship programs, which pair novice teachers with experienced educators, provide ongoing guidance and professional development opportunities. 

Effective mentors offer insights on lesson planning, classroom management, and student engagement strategies. They also serve as a source of emotional support, which can be critical during the often-stressful early years of teaching.

Research shows that teachers who participate in mentorship programs are more likely to stay in the profession longer than those who don’t. The American Institutes for Research found that teachers who received mentorship support had retention rates of over 90% after their first year, compared to just 70% for those who did not. 

Teaching is not a job that can be done without the support of peers, administrators, and community – walking the path alone typically leads to frustration, burnout, and departure.

Addressing Barriers to Entry

One of the reasons for the teacher shortage is the financial barrier to entering the profession. Traditional certification programs can be costly and time-consuming, discouraging potential candidates from pursuing teaching. 

However, many “grow your own” teacher residencies provide stipends, financial aid, or even full salaries while participants complete their certification, which make the path to teaching more accessible, particularly for candidates from diverse or economically disadvantaged backgrounds. This financial support makes the path to becoming a teacher more accessible, particularly for individuals from diverse or economically disadvantaged backgrounds.

In addition to easing financial barriers, residencies and mentorship programs can also help diversify the teaching workforce. Many residency programs actively recruit candidates from underrepresented communities, which in turn helps build a teaching staff that reflects the diversity of the student population. This is particularly important given that students benefit from having teachers who share their cultural and linguistic backgrounds.

Improving Teacher Retention

Both residencies and mentorship programs have been shown to significantly improve teacher retention rates, which is a crucial factor in addressing the teacher shortage. By providing new teachers with the tools, support, and confidence they need to succeed, these programs reduce the likelihood of burnout and turnover. Retaining teachers not only saves districts the cost of recruiting and training new staff but also ensures that students have access to experienced, high-quality educators.

A study by the National Center for Analysis of Longitudinal Data in Education Research found that teachers who completed residency programs were significantly more likely to remain in the profession after five years compared to those who went through traditional certification routes. Similarly, mentorship programs have been shown to reduce turnover by providing ongoing professional development and creating a sense of community among educators.

What are the challenges of a grow-your-own teacher program?

Schools and districts must invest in the training and compensation of mentor teachers, as well as provide the resources necessary for effective professional development. Additionally, some argue that residency programs can be logistically difficult to implement in rural areas where there may be fewer experienced teachers available to serve as mentors.

There is also the question of scalability. While residency programs have proven successful in urban areas and specific school districts, expanding these initiatives to a national level requires coordination among universities, school districts, and policymakers. Implementing these programs requires significant funding and institutional support.

A Step in the Right Direction

While teacher residencies and mentorship programs may not be a complete solution to the teacher shortage, they are undoubtedly a positive step in the right direction. By addressing the root causes of teacher burnout, providing financial support, and ensuring that new teachers receive the guidance they need, these programs have the potential to create a more sustainable and diverse teaching workforce. As policymakers and educational leaders continue to search for solutions to the teacher shortage, investing in these innovative approaches could play a critical role in ensuring that every classroom is led by a certified and well-prepared teacher.

How can virtual learning help with mentorship? 

Virtual learning is uniquely positioned to support mentorship, breaking down geographic barriers to connect novice teachers with experienced mentors. Through virtual classrooms, new teachers can observe best practices in real-time, receive immediate feedback, and engage in collaborative planning sessions—all without needing to be in the same physical space. This access makes mentorship scalable, allowing experienced educators to guide and develop new teachers across districts, fostering a supportive network that strengthens teaching practices nationwide.

Join us in our mission to transform education, one classroom at a time. Whether you need virtual instruction or customized curriculum support, Proximity Learning is here with the solutions to bridge staffing gaps and boost student achievement. Discover how we can work together to shape the future of education—contact us today!