Compendium of K-12 Educator Pipeline Programs

This compendium is part of the K-12 Educator Pipeline Resource Hub. Explore the hub for our full suite of research and tools for building a sustainable pipeline of district educators.

Enrollment and completion rates in traditional teacher preparation programs have steadily declined over the past decade, pushing districts to rethink how they build and sustain educator pipelines. As a result, district leaders must build more interest in the profession by tapping into local talent and creating clear, accessible routes into education as a career.

District leaders pursue these goals through a range of approaches—commonly using alternative credentialing programs that create new entry points for career changers or district staff looking to upskill, and (less frequently) introducing students to teaching careers earlier through high school pathway initiatives. These efforts represent opportunities to encourage earlier interest in teaching and build a longer-term pipeline of future educators.

However, district leaders have shared that with so many program models—and so much variation in structure—it can be challenging to determine how to design the most effective programs.

EAB has developed a comprehensive compendium that serves as both a reference and a practical guide for districts seeking to build and strengthen their local educator pipeline development programming. It showcases a wide range of both K-12 student pathway and alternative credentialing programs from across the country. This compendium will help your district identify effective models, adapt proven strategies, and accelerate the development of a stronger educator pipeline. The compendium features three key components:

The current state of student and alternative credentialing pathways

Districts have daily access to the future workforce, something most industries would envy. For more than a decade, most students and their families are immersed in schools, and many community members invest their time and energy in local schools’ success. Yet, despite this unique position, districts often fail to fully leverage the potential of this access.

Student Education Pathways

Today’s students are exploring careers earlier than ever, with districts investing more in career and technical education (CTE) and career readiness.

Yet, in most districts, education is absent (or an afterthought) from these career path investments, resulting in fewer students viewing it as a viable career—only 15% of districts interviewed provide an education-specific CTE program.

Even when districts launch such programs, student enrollment often lags. While district leaders frequently attribute this to negative perceptions of the profession, in reality, most programs are not designed to spark or sustain student interest in education.

EAB’s review of 30+ programs across the country revealed that many student education pathways push students to commit to the program before they’ve had meaningful exposure to the profession. Also, students sometimes view teaching as a slower, less certain career path because training and licensure delay workforce entry, while peers in other CTE pathways earn credentials and careers sooner. Lastly, students often struggle to connect with program content that does not reflect their own experiences, backgrounds, or aspirations.

From 60+ district leader interviews, three best-practice criteria emerged that directly address the common pitfalls undermining student interest in these programs. When applied, these strategies help districts design effective pathways that can inspire more of their students to see education as a smart, rewarding career choice:

Low barriers to entry: Make accessible, low-commitment engagement options available to all students and backgrounds to initiate interest before long-term commitment

Compelling ROI to maintain interest: Offer compelling incentives and career prestige to keep participants in the pipeline

Hands-on learning experiences: Provide real-world exposure, hands-on teaching experiences, and mentor support that align and connect with students’ diverse interests

Alternative Credentialing Pathways

Alternative credentialing programs give districts new ways to leverage local talent (e.g., career changers, paraprofessionals seeking teaching license) and fill vacancies while strengthening the teacher pipeline. Mid-career job changers have become more common. In fact, about 70% of workers across generations were considering or actively seeking a job change in 2024, making these programs appealing to a robust pool of candidates. In fact, 55% of district leaders interviewed believe alternative pathways are essential to solving pipeline challenges.

Although alternative credentialing programs have grown their share of teacher preparation enrollments over the past decade, the gains are too modest—and persistence too low—to offset steep declines in traditional pathways. Alternative pathway programs saw a 20% increase in enrollment from 2018-19 to 2020-21, and more than 7,000 additional candidates completed alternative routes during that period. Yet traditional programs lost nearly 57,000 completions over the same timeframe, leaving districts still struggling to recruit enough candidates, support them through to certification, and/or rely on these programs to quickly fill high-need vacancies.

EAB’s research found that most programs face three recurring design challenges. First, high financial barriers—tuition, materials, lost income, and inflexible schedules—deter working adults and career-changers. Second, many programs lack clear career pathways and the coaching or mentorship participants need to succeed, especially those from nontraditional backgrounds. Third, certifications are often misaligned with district needs, making preparation disconnected from local practices and failing to address shortage areas.

Through EAB’s analysis of 50+ programs and 60+ district leader interviews, three best-practice criteria emerged that distinguish high-impact alternative credentialing programs. These criteria address common pitfalls that limit enrollment, persistence, and alignment in many existing pathways, enabling districts to expand and diversify their pipelines:

Low barriers to entry: Reduce financial and scheduling obstacles so career changers and district staff can access certification programs more easily

Compelling ROI to maintain interest: Provide clear outcomes and structured support that keep candidates engaged and on track to certification completion

Program alignment with district priorities: Embed district instructional practices, involve current staff in program delivery, and target specific certification areas that address district vacancies

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