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Southern Maryland districts push apprenticeships, dual-enrollment and local pipelines to address teacher shortage
Summary
Tri-county educators told the board that Maryland has seen a 27% decline in teacher-education graduates over 10 years, a rise in conditional licenses and local pilots—including a registered teacher apprenticeship from Maryland LEADS—aimed at recruiting and retaining teachers in Southern Maryland.
Representatives from St. Mary’s, Calvert and Charles counties told the Professional Standards and Teacher Education Board on Nov. 14 that Southern Maryland is developing region-specific pathways to address a deepening teacher shortage, relying on local ‘grow-your-own’ programs, Registered Apprenticeship models and tighter higher-education partnerships.
Presenters said University of Maryland data show a 27% decline in teacher-education graduates statewide over the last decade, and that districts have responded with more conditional licensure. Charles County reported that more than 70% of hires for the 2024–25 school year were conditionally certified, and presenters said many new hires are community members who increase teacher diversity but need different supports than traditional program graduates.
The Tri-County partnership described work under Maryland LEADS that piloted teacher-apprentice placements and helped establish a registered apprenticeship through the Maryland Department of Labor. Under the apprenticeship, paraeducators and other school employees can be embedded in classrooms part time while earning credentials; presenters said colleges have adjusted field placements and in some cases recognized competency-based evidence from on-the-job practice.
“Apprentices are immediately recognizing that this is for them,” a presenter said, noting some apprentices decide the role is not a fit and leave early—an outcome the presenters framed as a benefit that protects longer-term cohorts. Presenters said the apprenticeship model helps candidates gain practical skills while maintaining employment and that several participants have completed credentialing and entered teaching positions.
Board members and presenters discussed retention as a companion challenge. St. Mary’s reported a roughly 92% retention rate tied to an induction program and regular outreach to new teachers; Charles County described higher turnover linked to the demands on conditionally licensed staff, and is piloting “innovative” community schools and job-embedded professional learning to improve retention.
Presenters also raised funding and sustainability concerns: Maryland LEADS grant money helped start pilots, but long-term scaling will require investments from districts and higher-education partners. Board members suggested exploring statewide induction or coaching models—citing examples from North Carolina and Delaware—to reduce variability in support across districts.
Presenters said they will continue the work and invited board collaboration; the Tri-County team also noted a follow-up summit scheduled for March 28 and requested the board’s continued engagement on induction, accreditation flexibility and linking local pathways to degree programs.
