Educator Supply and Demand

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AAEE 2021-2022 Supply and Demand Report Available Now

To provide the most current information concerning the dynamic market of educator employment, AAEE conducts this annual survey of universities and school systems to determine perceived Educator Supply and Demand across the nation. 

Members, don't forget to access your free electronic copy today!

Non-members may place orders here, or anyone can order physical copies here (member prices are discounted).

Thank you to all individuals and institutions that took the time to fill out the Educator Supply and Demand survey!

 

AAEE 2022-2023 Supply and Demand Survey Collection Now Underway

The American Association for Employment in Education (AAEE) respectfully requests your participation in the 2022-2023 Educator Supply and Demand Survey, conducted in conjunction with the Center for Marketing & Opinion Research, LLC.

With data and perceptions gathered from colleges, universities, and school systems over several decades, the report generated will provide valuable regional and national insights and trends in PK-12 educator supply and demand. An electronic version of this report will be provided to all respondents in Spring 2023 at no cost.

Please complete the survey on a computer, tablet or smartphone by clicking the appropriate link below.  All respondents will receive a summary of the research findings.

School District? Please click here.

College or University? Please click here.

Completion of the survey should take about 15 minutes and all responses will remain confidential. To preview survey questions in PDF format, please visit cmoresearch.com/aaee/surveys.php.

Your participation in this survey is greatly appreciated! If you have any questions, comments, or concerns, please contact Anthony Matonis at amatonis@cmoresearch.com.

Tim Neubert, Executive Director
American Association for Employment in Education (AAEE)

Anthony Matonis, Senior Director of Research and Analytics
Center for Marketing & Opinion Research (CMOR)

 

Want to hear AAEE Executive Director Tim Neubert speak briefly about this 40-year survey? Check out NASDTEC's just-released "What's Going On" podcast featuring Tim being interviewed by Jimmy Adams!


Educator Supply and Demand Analysis 

The Educator Supply and Demand Report is a nationally recognized resource or identifying trends in PK-12 educator supply and demand. In partnership with the Center for Marketing & Opinion Research, LLC (CMOR), AAEE produces this annual study for our valued members. 

With data and perceptions gathered from colleges, universities, and school systems over several decades, the report generated will provide you and your institution with valuable regional and national insights and trends in PK-12 educator supply and demand.


Observations from the Field

  • Teachers of Special Education, Physics, Chemistry, and Math continue to be in considerable shortage
  • Over three-quarters of responding institutions offer degree programs in English/Language Arts Education, Social Studies Education, Math, Biology, Chemistry, and Kindergarten/Primary Education 
  • No fields were reported as having a surplus by either colleges/universities or school districts
  • The least common subjects for this year's graduates among institutions surveyed include Business Education, Computer Science Education, Journalism Education, most languages, and Earth Physical Science
  • The top reason for teaching candidates having difficulty finding positions? Unwilling to relocate
  • In our study, teacher candidates going out of state to teach are most often going to North Carolina, Texas, Florida, or Illinois
  • Urban and rural districts are more likely than suburban districts to hire teachers without traditional preparation
  • The primary reason for districts to hire teachers without traditional preparation is the lack of traditional candidates who apply
  • Approximately 11% of teachers hired in the past year would be considered teachers of color, with most employed by urban districts
  • Many districts highlighted low salary/benefits, undesired location/demographics, and shortage of teachers as reasons for difficulty in hiring teachers
  • When asked the best way to attract teachers of color, the most common answers by districts were benefit and financial incentives, promote diversity and inclusion, provide a supportive atmosphere, and market the teaching career
  • Over 60% of districts responding indicated recruiting teachers of color was a "big challenge"
  • When asked the best way to attract high school students to study education in college, the most common answers by districts were compensation incentive, high school to college teacher programs, compensation incentive, and involvement from elementary to high school