The NextLevel Postsecondary CTE Leadership Program, sponsored by ECMC Foundation, addresses the challenge of recruiting and retaining faculty in career and technical education (CTE) programs across the nation. Despite federal initiatives like the TEACH grant, which supports students pursuing high-need teaching careers, and targeted campaigns like “Tagged to Teach Ag” and “Say Yes to FCS,” the demand for CTE educators continues to exceed enrollment in teacher preparation programs. Many states have introduced alternative certification pathways as a solution. However, these programs often experience high turnover among industry professionals transitioning into teaching roles, affecting student learning outcomes and creating ongoing recruitment challenges.
Recruitment & retention
Interviews with leaders in CTE highlight strategies to build a sustainable pipeline for educators. Karen Lyn Saysay, program director at Los Angeles City College, stresses the importance of networking and industry partnerships for aspiring CTE professionals. “The ability to forge meaningful connections is necessary from classroom education to employment,” she states. This underlines how connections are crucial for career development in CTE.
Similarly, Kristi Dixon, dean of general education and professional programs at BridgeValley Community and Technical College, successfully recruits faculty directly from industry. She notes that most of their workforce programming faculty have transitioned from industry roles, bringing real-world expertise into the classroom. To support these educators, she emphasizes professional development focused on pedagogy and reporting processes, which builds confidence and competence in teaching.
Professional development
Professional development is a recurring theme among the interviewees, who stress the need for meaningful, hands-on training. Christian L. Zimmerman, technical assistance coordinator at the University of Central Florida, says professional development sessions should connect emotionally to be effective. “Making PD meaningful is like connecting with a character in a book or television show. You become invested,” he explains. Karen Treas from Moore Tech also highlights that CTE educators often come from trades and are passionate about making a difference. She argues that professional development should focus on practical skills like curriculum development and communication, which may be unfamiliar to those without formal teaching experience.
Communities of practice
Fostering a supportive work culture is essential for retaining CTE educators. Kyle Fulton at Central Ohio Technical College emphasizes promoting work-life balance to maintain morale. His approach includes seeking industry professionals who bring expertise and a commitment to mentoring students. By aligning training with emerging technology, Fulton keeps educators relevant and engaged, benefiting both faculty and students.
The NextLevel Postsecondary CTE Leadership Program offers professional development, mentorship, and networking opportunities. The program encourages collaboration between educators and industry experts, creating pathways for career growth and tackling recruitment and retention challenges. The initiative’s focus on building lasting connections and providing tailored support helps participants thrive as leaders in their fields.
Learn more about the NextLevel Postsecondary CTE Leadership Program. Apply today to join a community of professionals dedicated to strengthening the future of CTE. Collaborate with peers, and present your work at national conferences as you grow in postsecondary CTE leadership skills.
