• Rising improper certification (teachers teaching outside their licensure area)

• Fewer newly credentialed teachers entering the pipeline

• Elevated attrition, especially in high‑need districts

• Shortages in Special Education, Art, CTE, and Computer Science

• Significant gaps in counselors, nurses, and social workers

CTE stands for Career and Technical Education.

These are hands‑on, career‑focused programs that prepare students for real‑world jobs.

Examples include:

• Health sciences

• Information technology

• Construction trades

• Culinary arts

• Early childhood education

• Automotive technology

• Business and marketing

• Engineering and robotics

Why CTE matters in the shortage conversation?

CTE teachers are some of the hardest positions to fill because:

• They often come from industry (not traditional teacher‑prep programs)

• They need specialized certifications

• Many can earn more money in the private sector

• Improper certification is rising — more teachers are teaching outside their licensure area.

• Attrition is elevated, especially among early‑career teachers.

• Pipeline decline — fewer newly credentialed teachers entering the workforce.

• High‑need subjects: Art, Special Education, CTE, Computer Science.

• Support‑staff shortages: counselors, nurses, social workers.

Montgomery County districts (including Dayton Public Schools and surrounding suburban districts) are directly affected by these statewide trends.

Montgomery County has shortages in counselors, nurses, and social workers.

GPH can offer:

• Family stabilization support

• Attendance & engagement outreach

• Crisis‑response assistance

• Grandparent‑mentor teams for high‑need schools

This directly reduces the load on understaffed student‑services departments.

Shortages in Art, CTE, and Computer Science create openings for:

• After‑school enrichment

• Digital literacy workshops

• Career‑readiness sessions

• Intergenerational skill‑sharing programs

These programs strengthen schools without requiring certified teachers.

Montgomery County’s attrition is rising.

GPH can help by:

• Providing classroom volunteers

• Offering family‑support services that reduce behavioral stressors

• Running teacher‑wellness and community‑connection initiatives

Because the teacher pipeline is shrinking statewide, GPH can:

• Host career‑exploration events for paraprofessionals, parents, and grandparents

• Partner with Sinclair, UD, and local workforce boards

• Promote alternative licensure pathways for high‑need subjects

• Present district‑specific shortage snapshots

• Offer customized partnership proposals

• Convene a Montgomery‑County‑wide “Support Staff & Mentorship Collaborative”

Counties in this region are consistently flagged for:

• High student‑to‑teacher ratios

• High improper certification

• Difficulty filling Special Ed and STEM

• High attrition

• Fewer new teachers entering the pipeline

Counties with serious shortages include:

• Athens County

• Morgan County

• Meigs County

• Vinton County

• Jackson County

• Gallia County

• Hocking County

• Perry County

These districts often rely on teachers teaching outside their licensure area

This region shows:

• High improper certification

• High vacancies in Special Ed, Art, CTE, and Computer Science

• Elevated attrition

• Pipeline weakness in urban and small‑town districts

Counties with serious shortages include:

• Montgomery County

• Clark County

• Greene County

• Butler County

• Hamilton County

Ohio’s five largest districts (several in this region) reported 388 vacancies in one year alone

The state identifies the West Region as another area with localized shortages, especially in:

• Rural districts

• Town districts

• Special Education

• STEM

Counties with notable shortages include:

• Darke County

• Mercer County

• Auglaize County

• Shelby County

• Miami County

These areas also show increased improper certification and rising attrition.