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District reports progress on recruiting and retaining a more diverse teacher workforce
Summary
Anne Arundel County Public Schools officials said the district reduced classroom vacancies this year, increased new-teacher retention and expanded recruitment efforts including targeted outreach to HBCUs and bilingual candidate strategies; staff highlighted continued challenges, including relocation costs and the national teacher shortage.
District Human Resources officials reported progress on recruiting and retaining educators at the Board of Education meeting. Jessica Kachess, Chief Human Resources Officer, and colleagues highlighted a year of intensified recruitment and retention strategies that the district says reduced classroom vacancies from 175 in earlier years to 34 this school year.
Key points from the presentation: - Recruitment: The district attended 55 recruitment events during the 2025-26 season, including targeted outreach to historically Black colleges and universities and Hispanic-serving institutions. Social-media and advertising campaigns reportedly produced more than 240,000 video views. - Hiring and retention: The district hired 117 teachers through its primary recruitment campaign and reported overall instructional retention improved to 95.7%, while new-teacher retention rose to 87.3% (2025 data vs. 82% in 2024). - Pathways: AACPS expanded alternative licensure and in-district pathways (including a resident-teacher licensure program approved by the Maryland State Department of Education) and offered a career-ladder pay option that 48% of new hires selected.
Speakers acknowledged remaining challenges: relocation costs for out-of-area candidates (state relocation incentives of about $2,000 were described as insufficient for many prospective hires) and national declines in interest in teaching. District staff said they are focusing recruitment closer to home and developing school-based supports (mentorships, right-start advisers and leadership workshops) to improve retention.
Why it matters: Teacher recruitment and retention directly affect classroom staffing, program continuity and student outcomes. Board members praised gains but noted the need to sustain investments and supports to keep early-career teachers beyond the critical first five years.
Next steps: HR will continue recruitment activities, expand career-ladder enrollment, and deliver additional principal- and mentor-focused supports to improve early-career retention.
