Arizona School Leaders: 3 Strategies to Empower Your Teaching Staff 

An empowered teaching staff leads to better results all around:  

• Teachers who are happier at work and more likely to stay with your district or organization. 
• Teachers who feel free to bring creativity, innovation, and problem-solving to the classroom. 
• Students who feel supported and encouraged, leading to better outcomes and stronger schools.  

But a culture like this doesn’t happen on its own. It requires careful planning and intentional leadership, and that starts at the school-leader level. 

If you’re a school leader in Arizona, below are 3 key strategies to help you empower, develop, and retain your teaching staff. 

1. Ease the Path to Professional Certification 

Arizona is projecting an average of 3,600 open jobs every year for elementary, middle, and secondary school teachers. That means school leaders are relying more and more on career changers, and those career changers need to earn professional teaching certifications. 

The certification process can overwhelm anyone, but especially someone who’s new to education. So, make sure you’re giving your new teachers the clarity and support they need. If you’re part of a larger district or organization, consider establishing a dedicated team to support teacher certification. For smaller organizations, this role could be filled by a single leader. The key is to ensure your teachers know where to turn with questions and feel supported throughout the process. 

If your budget allows, consider offering tuition support for Teacher/Educator Preparation Programs. You could pair this with an agreement for a certain number of years of service, so the upfront investment on your end would be rewarded with increased retention.  

You could also partner with colleges and universities to secure benefits for your teachers such as test-prep services or tuition discounts. For example, at Moreland, if more than 30 teachers in your organization need a professional certification, we will offer a discounted tuition rate.

2. Invest in Professional Development 

A large part of career satisfaction depends on professional development and growth. If teachers can’t see a clear path for advancement with your school or district, they’re much likelier to leave. 

But it has to go beyond checking a box. PD should be relevant, flexible, and tailored to individual career aspirations. Start by asking your teachers what they’re interested in and where they hope to go with their careers. Then, use that information to build your professional-development program. 

You could bring in speakers or purchase training courses for your teachers. Maybe there are conferences they could attend (and then afterward, share what they learned with the rest of your teaching staff). If you have teachers interested in creating/running their own professional development, you could offer them a stipend in exchange for their time and effort. 

For your teachers who want to earn a master’s degree, make sure you’re a supportive, encouraging voice. Offer flexibility as they fit in additional classes and study time. And make sure your teachers have a clear understanding of your salary schedule and the difference a master’s will bring.  

In Arizona, the average top salary for a teacher with a bachelor’s only is $58,130, according to the National Education Association. For a teacher with a master’s, the top salary is $66,654 — an $8,500 difference.  

In general, Arizona teachers make less than the national average, according to the NEA, and low pay is among the top contributors to teacher dissatisfaction. As a school leader, whatever you can do to support your staff as they advance their skills and salaries is a step in the right direction.  

3. Prioritize Teacher Well-Being  

Arizona employs more than 60,000 teachers, but the demand for qualified educators remains high. Teacher vacancies have been rising for nearly a decade in the Grand Canyon State, according to the Arizona School Personnel Administrators Association, highlighting the need for a renewed focus on teacher recruitment and retention.  

For the retention piece, teacher well-being is a huge factor. Only 33% of teachers are extremely satisfied with their job, according to a recent survey from the Pew Research Center. That’s compared to 51% of all U.S. workers who are extremely satisfied. As a school leader, you can make a huge difference by expanding mental health and wellness programs, offering access to counseling services, and promoting stress-management initiatives. 

A few other ideas to help you prioritize teacher well-being:  

• Build a strong mentorship program to ensure your new teachers have someone to go to for encouragement and advice. 
• Provide consistent and constructive feedback. When your teachers need to work on a skill, partner with them on a growth and development plan. When they’re doing a great job, make sure you tell them that, too! 
• Listen to teacher voices. Involve your teachers in the decision-making process through regular surveys, committees, or open forums.  
• Provide greater autonomy in lesson planning, classroom management, and instructional strategies.  
• Remember to say thank you.  

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