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Though it’s expected that teacher turnover will decrease over the next few years, it’s estimated that there were at least 49,000 vacant teaching positions and 400,000 underqualified educators instructing in classrooms nationwide during the 2024-25 school year, according to a project led by researchers from the University of Missouri and the University of Pittsburgh.
Texas has one of the highest teacher underqualification rates in the country, according to the University of Missouri-University of Pittsburgh research project.
Between the 2019-20 and 2024-25 school years, the total number of uncertified teachers in Texas jumped from 12,900 to 42,100, the Texas Education Agency found. That means 12% of the state’s total teachers were uncertified by 2024-25 compared to 3.8% before the pandemic.
On top of that, 34% of the nearly 49,200 newly hired teachers in the 2023-24 school year had no Texas teaching certifications, according to TEA data.
Texas makes a change
Texas’ growing reliance on uncertified teachers stems from the District of Innovation policy enacted by the state legislature in 2015.
Some 986 Texas school districts participate in the program, which essentially automatically allows them to waive teacher certifications even though it was initially intended just for career and technical education teachers, said Jacob Kirksey, an assistant professor of education policy at Texas Tech University. Kirksey is also the associate director of the university’s Center for Innovative Research in Change, Leadership and Education.
Since the pandemic, however, there has been a “dramatic spike” in districts using the District of Innovation program to help with hiring uncertified teachers for foundational subject areas, Kirksey said.
According to Kirksey’s research, Texas’ use of uncertified teachers with no classroom experience led to major learning losses for students. Those taught by new uncertified educators lost 4 months in reading and 3 months in math compared to their peers taught by certified instructors.
But a major shift is underway: HB2, a new state law enacted in June, will phase out all uncertified teachers in foundational content areas by the 2029-30 school year.
Now in Texas, Kirksey said, “we’ve seen the extent of the damage. I think our legislature realized, ‘OK, we created this hole, and now we need to put in the work to fix it.’”
HB2 also incentivizes districts to hire high-quality teachers, he said. Under the new law, districts can receive $1,000 bonuses for every teacher they certify who previously lacked necessary credentials. Other larger bonuses can be earned from the state for mentoring and training teachers.
South Carolina embraces uncertified teachers
On the flip side, some states are implementing laws that would allow more uncertified teachers to enter classrooms.
In South Carolina, for instance, a law enacted in May launched a five-year pilot program that will allow public school districts to hire uncertified teachers — capped at 10% of a district’s instructional staff.
These teachers must have a bachelor’s or master’s degree with at least five years of relevant work experience in the subject area they are hired to instruct. Uncertified teachers must also enroll in an educator preparation program within their first three years of instruction.
The new law comes as South Carolina’s school districts reported over 1,000 teacher vacancies at the beginning of the 2024-25 school year — 600 fewer vacancies, or a 35% decrease, from the previous year, according to a November 2024 analysis by the Center for Educator Recruitment, Retention, and Advancement.
Dena Crews, president of the South Carolina Education Association, said she’s concerned that the law doesn’t require uncertified teachers to take any foundational training before they can instruct students. “The business world and the education world are not the same,” she said.
Uncertified teachers also don’t have any incentive to stay in schools and won’t face any consequences if they quit in the middle of their contract, Crews said. For instance, if one of these teachers doesn’t know anything about classroom management and they can’t get students’ attention for days on end, they may not want to come back and teach.
“So those kids are left at a deficit,” Crews said. “That didn’t help with the shortage. It helped with the shortage for a couple of days and really didn’t do anything, because those kids didn’t learn anything.”
Overall, Crews said she hopes South Carolina’s uncertified teacher pilot program “will not become the norm” for states and school districts nationwide.
Texas has watched its uncertified teacher policies play out longer than other states, Kirksey said. Some lessons learned from watching this trend, he said, are that states facing educator shortages should avoid the easiest option, which is to “deregulate everything” for teaching regulations like in South Carolina. Instead, states should look for ways to prioritize training people to become high-quality educators.
“I do think it’s just a matter of time before folks realize that if we choose to de-incentivize quality, then it’s going to impact kids,” Kirksey said.
Kirksey said he doesn’t believe there’s a lack of qualified adults who can teach. Rather, there’s “a lack of educators who are willing to be in the classroom, who are well-prepared.”
That’s why states and districts ultimately need to address issues with teacher pay, burnout and job satisfaction, Kirksey said. In Texas, he said, “I feel like, as a state, we finally recognize that.”
In the race to help students recover from pandemic-related learning loss, education leaders have overlooked one of the most powerful tools already at their disposal: experienced teachers.
For decades, a myth has persisted in education policy circles that after their first few years on the job, teachers stop improving. This belief has undercut efforts to retain seasoned educators, with many policymakers and administrators treating veteran teachers as replaceable cogs rather than irreplaceable assets.
But that myth doesn’t hold up. The evidence tells a different story: Teachers don’t hit a plateau after year five. While their growth may slow, it doesn’t stop. In the right environments — with collaborative colleagues, supportive administrators and stable classroom assignments — teachers can keep getting better well into their second decade in the classroom.
This insight couldn’t come at a more critical time. As schools work to accelerate post-pandemic learning recovery, especially for the most vulnerable students, they need all the instructional expertise they can muster.
That means not just recruiting new teachers but keeping their best educators in the classroom and giving them the support they need to thrive.
In a new review of 23 longitudinal studies conducted by the Learning Policy Institute and published by the Thomas B. Fordham Institute, all but one of the studies showed that teachers generally improve significantly during their first five years. The research review also found continued, albeit slower, improvement well into years 6 through 15; several of the studies found improvement into later years of teaching, though at a diminished pace.
These gains translate into measurable benefits for students: higher test scores, fewer disciplinary issues, reduced absenteeism and increased postsecondary attainment. In North Carolina, for example, students with highly experienced English teachers learned more and were substantially less likely to skip school and more likely to enjoy reading. These effects were strongest for students who were most at risk of falling behind.
While experience helps all teachers improve, we’re currently failing to build that experience where it’s needed most. Schools serving large populations of low-income Black and Hispanic students are far more likely to be staffed primarily by early career teachers.
And unfortunately, they’re also more likely to see those teachers leave after just a few years. This churn makes it nearly impossible to build a stable, experienced workforce in high-need schools.
It also robs novice teachers of the veteran mentors who could help them get better faster and robs students of the opportunity to learn from seasoned educators who have refined their craft over time.
To fix this, we need to address both sides of the equation: helping teachers improve and keeping them in the classrooms that need them most.
Research points to several conditions that support continued teacher growth. Beginning teachers are more likely to stay and improve if they have had high-quality preparation and mentoring. Teaching is not a solo sport. Educators who work alongside more experienced peers improve faster, especially in the early years.
Teachers also improve more when they’re able to teach the same grade level or subject year after year. Unfortunately, those in under-resourced schools are more likely to be shuffled around, undermining their ability to build expertise.
Perhaps most importantly, schools that have strong leadership and which foster time for collaboration and a culture of professional trust see greater gains in teacher retention over time.
Teachers who feel supported by their administrators, who collaborate with a team that shares their mission and who aren’t constantly switching subjects or grade levels are far more likely to stay in the profession.
Pay matters too, especially in high-need schools where working conditions are toughest. But incentives alone aren’t enough. Short-term bonuses can attract teachers, but they won’t keep them if the work environment drives them away.
If we’re serious about improving student outcomes, especially in the wake of the pandemic, we have to stop treating teacher retention as an afterthought. That means retooling our policies to reflect what the research now clearly shows: experience matters, and it can be cultivated.
Policymakers should invest in high-quality teacher preparation and mentoring programs, particularly in high-need schools. They should create conditions that promote teacher stability and collaboration, such as protected planning time and consistent teaching assignments.
Principals must be trained not just as managers, but as instructional leaders capable of building strong school cultures. And state and district leaders must consider meaningful financial incentives and other supports to retain experienced teachers in the classrooms that need them most.
With the right support, teachers can keep getting better. In this moment of learning recovery, a key to success is keeping teachers in schools and consciously supporting their growing effectiveness.
Linda Darling-Hammond is founding president and chief knowledge officer at the Learning Policy Institute. Michael J. Petrilli is president of the Thomas B. Fordham Institute, a visiting fellow at the Hoover Institution and an executive editor of Education Next.
The Hechinger Report provides in-depth, fact-based, unbiased reporting on education that is free to all readers. But that doesn’t mean it’s free to produce. Our work keeps educators and the public informed about pressing issues at schools and on campuses throughout the country. We tell the whole story, even when the details are inconvenient. Help us keep doing that.
Senator Bernie SandersSenator Bernie Sanders introduced legislation last Thursday requiring all public school teachers to earn at least $60,000 annually, calling America’s teacher pay crisis a “national emergency” during a Capitol Hill town hall with more than 200 educators.
The Pay Teachers Act, co-sponsored by eight Democratic senators including Elizabeth Warren and Ed Markey, would establish the first federal mandate for teacher salaries and represents the most ambitious federal intervention in educator compensation in decades.
“Just four hedge fund managers on Wall Street make more money in a single year than every kindergarten teacher in America combined—over 120,000 teachers,” Sanders said. “No public school teacher in America should make less than $60,000 a year.”
The legislation comes as schools nationwide face unprecedented staffing shortages, with nearly 200,000 teaching positions either vacant or filled by underqualified educators. According to the bill’s findings, 38% of teachers nationwide earn less than $60,000 annually, with starting teachers averaging $44,530.
Maria Gonzalez, a third-grade teacher from Arizona who testified at the town hall, said she drives for Uber on weekends and tutors after school to pay rent.
“My students ask why I look tired. How do I tell them their teacher can’t afford to live in the community where she teaches?”
The crisis extends beyond low pay. Twenty-one percent of elementary and middle school teachers’ families rely on public assistance programs including Medicaid, food stamps, and the Earned Income Tax Credit, according to a University of California, Berkeley study cited in the legislation. Additionally, 44% of public school teachers quit within five years, and 17% worked multiple jobs during the 2020-2021 school year.
The comprehensive bill would cost approximately $400 billion over five years, funded through mandatory appropriations. Beyond the $60,000 minimum salary requirement, the legislation would triple Title I funding, provide teachers with at least $1,000 annually for classroom supplies, and mandate that paraprofessionals and education support staff earn at least $45,000 annually or $30 per hour.
States would have four years to implement the salary requirements, with extended timelines available for states demonstrating substantial financial need. The bill also includes $50 billion annually for career ladder programs allowing teachers to advance without leaving the classroom.
The teacher shortage disproportionately affects schools serving students of color and low-income communities, which are four times more likely to employ uncertified teachers than schools with low minority enrollment, according to federal civil rights data cited in the legislation.
James Williams, a high school mathematics teacher from North Carolina, told the town hall that his salary purchased “a decent life” 15 years ago but now forces him to choose between car repairs and classroom supplies.
The legislation faces significant political obstacles with Republicans controlling the House. GOP lawmakers have criticized the massive federal spending, while some education policy experts question federal involvement in traditionally state and local compensation decisions.
Major education unions endorsed the proposal. American Federation of Teachers President Randi Weingarten called it “a crucial federal investment to help sustain the teaching profession,” while National Education Association Vice President Princess Moss praised it as legislation that “invests in our students, educators, and public schools.”
Sanders criticized recent Republican legislation that he said provides “$900 billion in tax cuts to large, profitable corporations and a $1 trillion tax cut to the top 1%” while cutting over $300 billion in education funding. The Trump administration is also withholding nearly $5.5 billion in congressionally appropriated education funding, according to Sanders and his colleagues.
“If we can provide over a trillion dollars in tax breaks to the top 1% and large corporations, please don’t tell me that we cannot afford to make sure that every teacher in America is paid at least $60,000 a year,” Sanders said.
Two years ago, I bought each of the teachers at Hamilton Elementary in San Diego’s City Heights neighborhood a blue chair. I told them to put it in the back of their classrooms, and that if a parent or caregiver wanted to visit to see how their children are learning — no matter what the reason — that this would be a dedicated space for them.
I may have earned some exaggerated eye-rolls from educators that day. After all, I can appreciate the disruption to learning that classroom visitors can sometimes cause, especially among excitable elementary schoolers.
But school is our home, and it is our responsibility to invite families into our home and welcome them. And this was a necessary olive branch, my way of saying to families: “From here on out, things are going to be different.”
And they were. They also can be different at other schools, because the benefits of family engagement go well beyond student achievement.
Research has long shown that when parents and caregivers are involved and engaged with their children’s education — whether that’s by attending parent-teacher conferences or participating in school events — student achievement, motivation and social-emotional well-being increase.
Parent involvement with reading activities has a positive impact on reading achievement, language comprehension, expressive language skills and level of attention in the classroom, according to the National Literacy Trust.
Research also shows that educators enjoy increased job satisfaction and are more likely to keep teaching at the school, families enjoy stronger relationships with their children and feel less isolated, and even school districts themselves become better places to live and raise children.
None of this was the case when we returned to normalcy following Covid. Just 13 percent of students were reading on grade level, and 37 percent were chronically absent. I knew right away that before we even attempted to tackle academics, we needed to engage families and make them feel deeply connected and committed to the community I envisioned building here.
Today, 45 percent of students are reading at grade-level, and chronic absenteeism, at 12 percent on the most recent official numbers, is down to 10 percent in our own tracking, with a goal of pushing it down to 8 percent in 2025-26.
But it wasn’t easy given the distrust that had boiled over during the pandemic, with families skeptical of our ability to effectively support their children and school staff feeling defensive and exhausted.
It was clear to me that families weren’t excited to send their kids to school, didn’t feel informed about what was happening on our campus and, moreover, didn’t feel comfortable — let alone capable — of communicating their needs to us.
Complicating matters further was the need to share information across many languages other than English, which can make relationship-building and communicating expectations difficult.
Roughly half of our students are English learners, and while the majority of their families are Spanish-speakers, there are growing populations of students whose first languages are Haitian-Creole, Pashto and Vietnamese.
The first thing I did was establish open communication with parents using ClassDojo, a mobile app that gives families an easy, intuitive central access point to our teachers and staff, automatically translates all messages into parents’ native languages and allows us to share stories about what is happening in school.
It became an easy way to build trust and collaboration between families and staff.
Creating that type of visibility was key to breaking down walls between us. And in those early days, we didn’t post about literacy, math or anything related to academics. Instead, we focused solely on attendance and getting families to come inside the school as much as possible.
We focused on relationship-building activities and joyful learning. We hosted after-school art classes and monthly family Fridays, when families could come to school to engage in a fun activity.
We organized a Halloween costume drive with candy and fun games for kids; we hosted a Read Across America event where we passed out Play-Doh; and we organized other low-stakes events at school, rooted in building a partnership between home and school.
Again, our goal wasn’t learning during these meet-ups. It was all in service of building trust and creating meaningful relationships with students and their families.
Once we had the foundation in place, we added a focus on academics — though we rooted that learning in family engagement, too. For example, our schoolwide focus last year was phonics, so we sent activities home for families to complete with their children that were tied specifically to concepts the students needed reinforced, based on their individual assessments, like long vowel patterns and sight words.
These activities were taught by the students and their teachers to family members during conferences.
Beyond helping students, the exercise challenged a false narrative so many families had assumed — that they either didn’t know enough about what was happening in school to help, weren’t confident enough to help or didn’t have enough time.
Today, the atmosphere at Hamilton feels radically different than when I first walked through the doors. When we first started hosting Family Fridays, about 10 family members and their children showed up.
Now, we have roughly 200 caregivers at every meet-up. Families run most of the community-based initiatives at the school — from a boutique where families can shop among donated clothes twice a month, to a food distribution center, to a book club, English classes and a monthly meet-up where families can socialize.
When district leaders visit, they’re always impressed by the participation. I tell them, if you care about family engagement, it has to be so deeply embedded into the system that people don’t have a choice but to do it.
That’s why I’m constantly thinking about how to center family engagement in staff meetings, in attendance meetings, in literacy and math plans, in behavioral and counseling plans and in meetings about school procedures and budgets.
It’s a strategy that not only involves families but also supports academic achievement and student well-being. For me, family engagement is the ultimate strategy for academics.
Sometimes in the K-12 world we keep outreach and academics separate, but in reality, engagement is the key that unlocks our ability to hit academic goals and create a joyful school community.
The Hechinger Report provides in-depth, fact-based, unbiased reporting on education that is free to all readers. But that doesn’t mean it’s free to produce. Our work keeps educators and the public informed about pressing issues at schools and on campuses throughout the country. We tell the whole story, even when the details are inconvenient. Help us keep doing that.
New elementary teachers who promote equity in science are proving highly effective at engaging students, no matter their background, a new University of Michigan study shows.
U-M researchers found that new educators are pioneering paths in science education by offering opportunities for scientific conversations, innovative learning strategies and encouraging children to become active participants in scientific exploration.
“When teachers are equipped to foster a more equitable and just learning environment in science, it not only enhances children’s understanding of scientific concepts but also empowers them to see themselves as scientists and to use science to address real-world issues that matter in their communities,” said Elizabeth Davis, a professor at U-M’s Marsal Family School of Education.
“Beginning teachers use a range of effective strategies to work toward more equitable science teaching. They vary in their emphasis on opportunity and access, representation and identification, expanding what counts as science and engaging children as change-makers using science to support a better world. This variation highlights the multiplicity of entry points into this challenging work and shows these teachers’ many strengths.”
The study, published in the General Proceedings of the 5th Annual Meeting of the International Society for the Learning Sciences 2025, also identified areas for growth: These teachers were less consistently likely to work to broaden what counts as science and to link science to social justice.
Davis and co-authors Jessica Bautista and Victoria Pérez Nifoussi said the study helps understand how different approaches to equity in science education can work together, potentially influencing future teacher training for improved K-12 science learning.
They emphasized the clear need for teacher educators and curriculum developers to provide more concrete examples and resources to help future teachers navigate complex, justice-oriented approaches to science.
“All children deserve to experience the joy and wonder of the natural world, yet science is taught far less often than language arts or math in elementary schools,” Davis said. “Furthermore, many students are marginalized in science, including girls, students of color, children with learning differences and queer or gender nonconforming children.”
Funding challenges impact long-term research
The study is part of the U-M ASSETS research, a four-year longitudinal project that began in September 2023. Although it was intended to run for four years, the project, funded by the National Science Foundation, was terminated in its 20th month, just shy of two years from its start.
“The termination of these NSF projects–focused on STEM education, and in particular equity in STEM education–is going to adversely affect science education and science for generations to come,” Davis said.
“We are seeking additional funds for this work. Regardless, we will continue to support the teachers who participate in this project and we’ll continue to collect and analyze data to the extent we’re able to do so.”
The team is now working on characterizing the participants’ first year of teaching to assess how their approaches to equitable and just elementary science teaching align with and differ from their approaches during teacher education.
Fernanda Pires, a Brazilian native, is a Lead Public Relations Representative at Michigan News, who covers the School of Education, student learning, coordinates media training and works with international communication. She holds a Master degree in Journalism/Broadcasting from Michigan State University and has more than 20 years of experience in communications. In Brazil, she worked for about 10 years as a broadcast reporter at Brazil’s national TV Globo and as a writer for the daily newspaper Correio Popular, in one of the largest cities in São Paulo State. She also worked as a public relations/corporate communications specialist for Brahma Brewing and Tilibra, the country’s leading manufacturer of school, office and time management stationery products.ᐧ
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For the last 15 years, science teacher Jeff Grant has used information on climate change from the federal website Climate.gov to create lesson plans, prepare students for Advanced Placement tests and educate fellow teachers. Now, Grant says, he is “grabbing what [he] can” from the site run by the National Oceanic and Atmospheric Administration’s Climate Program Office, amid concerns that the Trump administration is mothballing it as part of a broader effort to undermine climate science and education.
“It’s just one more thing stifling science education,” said Grant, who teaches at Downers Grove North High School in the Chicago suburbs.
Since early May, all 10 editorial contributors to Climate.gov have lost their jobs, and the organization that produces its education resources will soon run out of money. On June 24, the site’s homepage was redirected to NOAA.gov, a change NOAA said was made to comply with an earlier executive order on “restoring gold standard science.” Those steps follow many others the president has made to dismantle federal efforts to fight climate change, which his administration refers to as the “new green scam.”
Former employees of Climate.gov and other educators say they fear that the site, which will no longer produce new content, could be transformed into a platform for disinformation.
“It will make it harder for teachers to do a good job in educating their students about climate change,” said Glenn Branch, deputy director of the nonprofit National Center for Science Education. “Previously, they could rely on the federal government to provide free, up-to-date, accurate resources on climate change that were aimed at helping educators in particular, and they won’t be able to do so if some of these more dire predictions come to pass.”
Such concerns have some foundation. For example, Covid.gov, which during the Biden administration offered health information and access to Covid-19 tests, has been revamped to promote the controversial theory that the coronavirus was created in a lab. The administration has also moved aggressively to delete from government sites other terms that are currently out of favor, such as references to transgender people that were once on the National Park Service website of the Stonewall National Memorial, honoring a major milestone in the fight for LGBTQ+ rights.
Kim Doster, director of NOAA’s office of communications, declined to answer specific questions but shared a version of the statement posted on the NOAA website when Climate.gov was transferred. “In compliance with Executive Order 14303, Restoring Gold Standard Science, NOAA is relocating all research products from Climate.gov to NOAA.gov in an effort to centralize and consolidate resources,” it says.
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Climate.gov, founded in 2010 to support earth science instruction in schools, had become a go-to site for educators and the general public for news and information about temperature, sea level rise and other indicators of global warming.
For many educators, it has served a particularly key role. Because its resources are free, they are vital in schools that lack resources and funding, teachers and experts say.
Rebecca Lindsey, Climate.gov’s lead editor and writer, was one of several hundred NOAA probationary employees fired in February, then rehired and put on administrative leave, before being terminated again in March. The rest of the content production team — which included a meteorologist, a graphic artist and data visualizers — lost their jobs in mid-May. Only the site’s two web developers still have their jobs.
A screenshot of the Sea Level Rise Viewer, an interactive NOAA that’s listed as a resource on Climate.gov, a government climate website. Credit: NOAA Office for Coastal Management
Lindsey said she worries that the government “intended to keep the site up and use it to spread climate misinformation, because they were keeping the web developers and getting rid of the content team.”
In addition, the Climate Literacy and Energy Awareness Network, the official content provider for the education section of the site, has not received the latest installment of its three-year grant and expects its funds to run out in August.
“We won’t have funding to provide updates, fix hyperlinks and make sure that new resources are being added, or help teachers manage or address or use the resources,” said Anne Gold, CLEAN’s principal investigator. “It’s going to start deteriorating in quality.”
CLEAN, whose website is hosted by Carleton College, is now searching for other sources of money to continue its work, Gold said.
With the June 24 change redirecting visitors from Climate.gov to NOAA.gov/climate, the website for the first time falls under the purview of a political appointee: Doster. Its previous leader, David Herring, is a science writer and educator.
Melissa Lau, an AP environmental science teacher in Piedmont, Oklahoma, said the relocated site was “really difficult to navigate.”
As someone who lives in Tornado Alley, Lau said, she frequented CLEAN and NOAA sites to show her students localized, real-time data on storm seasons. She said she is concerned that teachers won’t have time to track down information that was shifted in the website’s move and, as a result, may opt not to teach climate change.
The executive order on “restoring gold standard science” that appears to have triggered the shift gives political appointees the authority to decide what science information needs to be modified to align with its tenets.
While the disclaimer posted to NOAA.gov seems to imply that Climate.gov did not meet this requirement, educators and researchers said that the site and its CLEAN education resources were the epitome of a gold standard.
“I want to stress that the reason why CLEAN is considered the gold standard is because we have such high standards for scientific accuracy, classroom readiness and maintenance,” Gold said. “We all know that knowledge is power, and power gives hope. … [Losing funding] is going to be a huge loss to classrooms and to students and the next generation.”
This is only the latest attack by the Trump administration on education around climate change. This month, the U.S. Global Change Research Program’s website, GlobalChange.gov, was shut down by the administration, after the program was defunded in April. The website once hosted an extensive climate literacy guide, along with all five iterations of the National Climate Assessment — a congressionally required report that informed the public about the effects and risks of climate change, along with local, actionable responses.
The Department of Commerce, which oversees NOAA, has cut other federal funding for climate research, including at Princeton University, arguing that these climate grant awards promoted “exaggerated and implausible climate threats, contributing to a phenomenon known as ‘climate anxiety,’ which has increased significantly among America’s youth.”
“The more you know [about climate change], the more it’s not a scary monster in the closet,” said Lauren Madden, professor of elementary science education at the College of New Jersey. “It’s a thing you can react to.” She added, “We’re going to have more storms, we’re going to have more fires, we’re going to have more droughts. There are things we can do to help slow this. … I think that quells anxiety, that doesn’t spark it.”
And climate education has broad public support — about 3 in 4 registered voters say schools should teach children about global warming, according to a 2024 report from the Yale Program on Climate Change Communication. Similarly, 77 percent of Americans regard it as very or somewhat important for elementary and secondary school students to learn about climate change, according to a 2019 study. And all but five states have adopted science standards that incorporate at least some instruction on climate change.
As a result, many science teachers rely on federal tools and embed them in their curriculum. They are worried that the information will no longer be relevant, or disappear entirely, according to Lori Henrickson, former climate integration specialist for Washington state’s education department. Henrickson, who lost her job this June as the result of state budget cuts, was in charge of integrating climate education across content areas in the state, from language arts to physical education.
The .gov top-level domain connotes credibility and accessibility, according to Branch: “It is also easier for teachers facing or fearing climate change denial backlash to cite a reliable, free source from the federal government.”
With Climate.gov’s future uncertain, educators are looking to other resources, like university websites and tools from other countries.
“I’m sure there will continue to be tools, and there will be enough people who will be willing to pay to access them,” Madden said. But, she added, “they probably won’t be as comprehensive, and it won’t feel like it’s a democratic process. It’ll feel like: If you or your employer are willing to chip in for it, then you’ll have access.”
“I feel like with all the federal websites, I’m constantly checking to see what’s still up and what’s not,” Madden said.
Bertha Vazquez, education director for the Center of Inquiry, an organization that works to preserve science and critical thinking, said she worried that the disappearance of climate information could leave U.S. students behind.
“The future of the American economy is not in oil, the future of the American economy is in solar and wind and geothermal. And if we’re going to keep up with the international economy, we need to go in that direction,” she said. But while the U.S. should be leading the way in scientific discovery, Vazquez said, such work will now be left to other countries.
Lau said she felt helpless and frustrated about Climate.gov’s shutdown and about the “attack on American science in general.”
“I don’t know what to do. I can contact my legislators, but my legislators from my state are not going to be really open to my concerns,” she said. “If students next year are asking me questions about [science research and funding], I have to tell them, ‘I do not know,’ and just have to leave it at that.”
Contact editor Caroline Preston at 212-870-8965, via Signal at CarolineP.83 or on email at [email protected].
The Hechinger Report provides in-depth, fact-based, unbiased reporting on education that is free to all readers. But that doesn’t mean it’s free to produce. Our work keeps educators and the public informed about pressing issues at schools and on campuses throughout the country. We tell the whole story, even when the details are inconvenient. Help us keep doing that.
In the nearly two years since the U.S. Supreme Court struck down race-conscious admissions, there have been repeatedcalls for universities to address the resulting decline in diversity by recruiting from community colleges.
On the surface, encouraging students to transfer from two-year colleges sounds like a terrific idea. Community colleges enroll large numbers of students who are low-income or whose parents did not attend college. Black and Latino students disproportionately start college at these institutions, whose mission for more than 50 years has been to expand access to higher education.
But while community colleges should be an avenue into high-value STEM degrees for students from low-income backgrounds and minoritized students, the reality is sobering: Just 2 percent of students who begin at a community college earn a STEM bachelor’s degree within six years, our recent study of transfer experiences in California found.
There are too many roadblocks in their way, leaving the path to STEM degrees for community college students incredibly narrow. A key barrier is the complexity of the process of transferring from a community college to a four-year institution.
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Many community college students who want to transfer and major in a STEM field must contend with three major obstacles in the transfer process:
1. A maze of inconsistent and often opaque math requirements. We found that a student considering three or four prospective university campuses might have to take three or four different math classes just to meet a single math requirement in a given major. One campus might expect a transfer student majoring in business to take calculus, while another might ask for business calculus. Still another might strongly recommend a “calculus for life sciences” course. And sometimes an institution’s website might list different requirements than a statewide transfer site. Such inconsistencies can lengthen students’ times to degrees — especially in STEM majors, which may require five- or six-course math sequences before transfer.
2. Underlying math anxiety. Many students interviewed for the study told us that they had internalized negative comments from teachers, advisers and peers about their academic ability, particularly in math. This uncertainty contributed to feelings of anxiety about completing their math courses. Their predicament is especially troubling given concerns that required courses may not contribute to success in specific fields.
3. Course scheduling conflicts that slow students’ progress. Two required courses may meet on the same day and time, for example, or a required course could be scheduled at a time that conflicts with a student’s work schedule. In interviews, we also heard that course enrollment caps and sequential pathways in which certain courses are offered only once a year too often lengthen the time to degree for students.
To help, rather than hinder, STEM students’ progress toward their college and professional goals, the transfer process needs to change significantly. First and foremost, universities need to send clear and consistent signals about what hoops community college students should be jumping through in order to transfer.
A student applying to three prospective campuses, for example, should not have to meet separate sets of requirements for each.
Community colleges and universities should also prioritize active learning strategies and proven supports to combat math anxiety. These may include providing professional learning for instructors to help them make math courses more engaging and to foster a sense of belonging. Training for counselors to advise students on requirements for STEM pathways is also important.
Community colleges must make their course schedules more student-centered, by offering evening and weekend courses and ensuring that courses required for specific degrees are not scheduled at overlapping times. They should also help students with unavoidable scheduling conflicts take comparable required courses at other colleges.
At the state level, it’s critical to adopt goals for transfer participation and completion (including STEM-specific goals) as well as comprehensive and transparent statewide agreements for math requirements by major.
States should also provide transfer planning tools that provide accurate and up-to-date information. For example, the AI Transfer and Articulation Infrastructure Network, led by University of California, Berkeley researchers, is using artificial intelligence technology to help institutions more efficiently identify which community college courses meet university requirements. More effective tools will increase transparency without requiring students and counselors to navigate complex and varied transfer requirements on their own. As it stands, complex, confusing and opaque math requirements limit transfer opportunities for community college students seeking STEM degrees, instead of expanding them.
We must untangle the transfer process, smooth pathways to high-value degrees and ensure that every student has a clear, unobstructed opportunity to pursue an education that will set them up for success.
Pamela Burdman is executive director of Just Equations, a California-based policy institute focused on reconceptualizing the role of math in education equity. Alexis Robin Hale is a research fellow at Just Equations and a graduate student at UCLA in Social Sciences and Comparative Education.
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OKLAHOMA CITY — Those who knew Melissa Evon the best “laughed really hard” at the thought of her teaching family and consumer sciences, formerly known as home economics.
By her own admission, the Elgin High School teacher is not the best cook. Her first attempt to sew ended with a broken sewing machine and her mother declaring, “You can buy your clothes from now on.”
Still, Evon’s work in family and consumer sciences won her the 2025 Oklahoma Teacher of the Year award on Friday. Yes, her students practice cooking and sewing, but they also learn how to open a bank account, file taxes, apply for scholarships, register to vote and change a tire — lessons she said “get kids ready to be adults.”
“Even though most of my career was (teaching) history, government and geography, the opportunity to teach those real life skills has just been a phenomenal experience,” Evon told Oklahoma Voice.
After graduating from Mustang High School and Southwestern Oklahoma State University, Evon started her teaching career in 1992 at Elgin Public Schools just north of Lawton. She’s now entering her 27th year in education, a career that included stints in other states while her husband served in the Air Force and a break after her son was born.
No matter the state, the grade level or the subject, “I’m convinced I teach the world’s greatest kids,” she said.
Her family later returned to Oklahoma where Evon said she received a great education in public schools and was confident her son would, too.
Over the course of her career, before and after leaving the state, she won Elgin Teacher of the Year three times, district Superintendent Nathaniel Meraz said.
So, Meraz said he was “ecstatic” but not shocked that Evon won the award at the state level.
“There would be nobody better than her,” Meraz said. “They may be as good as her. They may be up there with her. But she is in that company of the top teachers.”
Oklahoma Teacher of the Year Melissa Evon has won her district’s top teacher award three times. (Photo provided by the Oklahoma State Department of Education)
Like all winners of Oklahoma Teacher of the Year, Evon will spend a year out of the classroom to travel the state as an ambassador of the teaching profession. She said her focus will be encouraging teachers to stay in education at a time when Oklahoma struggles to keep experienced educators in the classroom.
Evon herself at times questioned whether to continue teaching, she said. In those moments, she drew upon mantras that are now the core of her Teacher of the Year platform: “See the light” by looking for the good in every day and “be the light for your kids.”
She also told herself to “get out of the boat,” another way of saying “take a leap of faith.”
Two years ago, she realized she needed a change if she were to stay in education. She wanted to return to the high-school level after years of teaching seventh-grade social studies.
The only opening at the high school, though, was family and consumer sciences. Accepting the job was a “get out of the boat and take a leap of faith moment,” she said.
“I think teachers have to be willing to do that when we get stuck,” Evon said. “Get out of the boat. Sometimes that’s changing your curriculum. Sometimes it might be more like what I did, changing what you teach. Maybe it’s changing grade levels, changing subjects, changing something you’ve always done, tweaking that idea.”
Since then, she’s taught classes focused on interpersonal communication, parenting, financial literacy and career opportunities. She said her students are preparing to become adults, lead families and grow into productive citizens.
And, sure, they learn cooking and sewing along the way.
“I’m getting to teach those things, and I know that what I do matters,” Evon said. “They come back and tell me that.”
Oklahoma Voice is part of States Newsroom, a nonprofit news network supported by grants and a coalition of donors as a 501c(3) public charity. Oklahoma Voice maintains editorial independence. Contact Editor Janelle Stecklein for questions: [email protected].
Nearly two-thirds of teachers utilized artificial intelligence this past school year, and weekly users saved almost six hours of work per week, according to a recently released Gallup survey. But 28% of teachers still oppose AI tools in the classroom.
The poll, published by the research firm and the Walton Family Foundation, includes perspectives from 2,232 U.S. public school teachers.
“[The results] reflect a keen understanding on the part of teachers that this is a technology that is here, and it’s here to stay,” said Zach Hrynowski, a Gallup research director. “It’s never going to mean that students are always going to be taught by artificial intelligence and teachers are going to take a backseat. But I do like that they’re testing the waters and seeing how they can start integrating it and augmenting their teaching activities rather than replacing them.”
At least once a month, 37% of educators take advantage of tools to prepare to teach, including creating worksheets, modifying materials to meet student needs, doing administrative work and making assessments, the survey found. Less common uses include grading, providing one-on-one instruction and analyzing student data.
A 2023 study from the RAND Corp. found the most common AI tools used by teachers include virtual learning platforms, like Google Classroom, and adaptive learning systems, like i-Ready or the Khan Academy. Educators also used chatbots, automated grading tools and lesson plan generators.
Most teachers who use AI tools say they help improve the quality of their work, according to the Gallup survey. About 61% said they receive better insights about student learning or achievement data, while 57% said the tools help improve their grading and student feedback.
Nearly 60% of teachers agreed that AI improves the accessibility of learning materials for students with disabilities. For example, some kids use text-to-speech devices or translators.
More teachers in the Gallup survey agreed on AI’s risks for students versus its opportunities. Roughly a third said students using AI tools weekly would increase their grades, motivation, preparation for jobs in the future and engagement in class. But 57% said it would decrease students’ independent thinking, and 52% said it would decrease critical thinking. Nearly half said it would decrease student persistence in solving problems, ability to build meaningful relationships and resilience for overcoming challenges.
In 2023, the U.S. Department of Education published a report recommending the creation of standards to govern the use of AI.
“Educators recognize that AI can automatically produce output that is inappropriate or wrong. They are well-aware of ‘teachable moments’ that a human teacher can address but are undetected or misunderstood by AI models,” the report said. “Everyone in education has a responsibility to harness the good to serve educational priorities while also protecting against the dangers that may arise as a result of AI being integrated in ed tech.”
Hrynowski said teachers are seeking guidance from their schools about how they can use AI. While many are getting used to setting boundaries for their students, they don’t know in what capacity they can use AI tools to improve their jobs.
The survey found that 19% of teachers are employed at schools with an AI policy. During the 2024-25 school year, 68% of those surveyed said they didn’t receive training on how to use AI tools. Roughly half of them taught themselves how to use it.
“There aren’t very many buildings or districts that are giving really clear instructions, and we kind of see that hindering the adoption and use among both students and teachers,” Hrynowski said. “We probably need to start looking at having a more systematic approach to laying down the ground rules and establishing where you can, can’t, should or should not, use AI In the classroom.”
Disclosure: Walton Family Foundation provides financial support to The 74.
During an ISTELive 25 session, Dr. Wanda Terral, chief of technology for Tennessee’s Lakeland School System, took attendees through a growing list of Google tools, along with some non-Google resources, to boost classroom creativity, productivity, and collaboration.
Here are just 10 of the resources Terral covered–explore the full list for more ideas and resources to increase your Google knowledge.
