Program

Advancing Teacher Preparation & Retention

Teacher Workforce Cadre

The Teacher Workforce Cadre brings district leaders together to design sustainable, data-driven solutions that strengthen the teacher pipeline and keep great educators in the classroom.

About the Teacher Workforce Cadre

Launched in 2023, the Teacher Workforce Cadre helps districts address teacher shortages by strengthening both recruitment and retention systems. Participants analyze data, identify root causes of attrition, and pilot new ideas—ranging from improved induction supports to districtwide retention strategies—that can scale across Florida.

Cadre at a Glance

5 participating districts, with additional members joining through a statewide Virtual Network
52 district leaders engaged across two cohorts
Focused on mathematics teacher recruitment, preparation, and retention
Grounded in Impact Florida’s continuous improvement process: identify, design, pilot, and systematize

“Recruitment challenges are a symptom of a bigger problem: retention.”
Jessica Solano, Teacher Workforce Consultant

Why it Matters

Florida’s teacher pipeline is under strain. As of 2023–24, more than half of teachers are inexperienced, out of field, or uncertified to teach. At the same time, according to the Learning Policy Institute, the loss of just one experienced teacher costs a district more than $20,000, draining resources from classrooms and undermining student success.

The Teacher Workforce Cadre helps districts move from short-term fixes to long-term solutions. Through data analysis, leadership engagement, and structured learning cycles, participants are building systems that make teaching a sustainable, rewarding profession.

At the beginning of last summer we had 478 teacher vacancies. Sixty-six percent of turnover came from instructional staff with fewer than four years of experience. We needed to do something different.”
District leader, Cohort A

Program Design

The Teacher Workforce Cadre is a structured, multi-year experience that combines professional learning, hands-on design work, and tailored coaching. Districts work alongside peers to analyze workforce data, identify root causes of teacher shortages, and develop solutions that can be piloted and scaled.

Timeline and Cadence

Teacher Workforce Cadre participants can expect to receive support in the following ways:

Virtual and In-Person Convenings for shared learning and cross-district collaboration
Monthly team calls to monitor progress and plan next steps
Site visits to support deeper collaboration, problem solving, and design
Ongoing coaching with team leads to ensure momentum continues behind each project

What Districts Do

Each district team completes a sequence of practical milestones throughout their work in the Teacher Workforce Cadre:

Analyze baseline workforce data to understand patterns in hiring and retention.
Define a clear problem of practice grounded in data and listening sessions.
Design a targeted prototype, such as improved onboarding or new- teacher supports.
Pilot and refine the model, collecting feedback and early impact data.
Plan for scale, aligning people, processes, and policies for long-term sustainability.

The result is an actionable, district-designed solution that strengthens teacher recruitment, retention, and workforce planning systems—not just for one year, but for the long run.

The Virtual Network—Coming soon

The Teacher Workforce Virtual Network extends the impact of the cadre statewide. It connects district leaders, human resources professionals, and recruitment and retention experts to share strategies, challenges, and results.

Through virtual convenings, case studies, and a collaborative resource library, the network amplifies promising practices and supports districts in implementing ideas that have been tested and refined by their peers.

Subscribe to our email list for news and updates on the Virtual Network events and resources.

Impact

Early results show measurable progress in how participating districts are strengthening their teacher workforce pipeline.

One district developed a mid-year onboarding process for teachers hired after the first day of school, improving early engagement and achieving a 93% retention rate among participating teachers, with 89% of new teachers reporting they felt “set up for success” after orientation.
Another district set a goal of raising teacher retention to 95% and built a system of school-based and districtwide supports designed to respond quickly to teachers’ needs.
A third district designed school-based mentorship models to provide differentiated support for early-career teachers.

Leadership buy-in is essential to the success of this work. Being proactive in communicating findings helps align district priorities and keeps momentum moving toward implementation.

Get Involved

Is your district working to strengthen its teacher pipeline? Contact us to learn how your district can join the Teacher Workforce Cadre or connect with the Virtual Network to collaborate on solutions that enhance teacher recruitment, preparation, and retention.

Contact

Jessica Solano
Teacher Workforce Consultant
jessica@impactfl.org