By Sarah Ostergaard
The deadline for teachers across South Carolina to sign or reject annual contracts to teach in the same district next year was May 10. Did you know? Teachers make this decision without entirely knowing very important details: (1) salary changes (salary increases vs. insurance cost increases), (2) specific school, (3) grade-level / assigned courses, or (4) other responsibilities like bus duty, lunch duty, etc.
General terms are understood and relied upon, but key terms remain uncertain at the time of signing. The contract is between the teacher and the school district, subject to the needs of the district. As we watch our communities grow and adapt to new families moving to South Carolina, school choice options also expand, and there is flux over the summer months. Our teachers stand prepared to welcome all students on Day One, regardless.
Who are South Carolina’s teachers? They are our neighbors, friends, and community members. At a bird’s eye view, the South Carolina Teacher Workforce Profile for 2024–25 report offers a comprehensive look at this impactful workforce across our state, analyzing demographics, certification pathways, trends, and recruitment patterns among the more than 55,000 public school teachers across the state. The report was published in April, 2026 and is available online: https://sc-teacher.org/.
The report finds that South Carolina’s teacher workforce has remained relatively stable in size and demographic composition. Women make up 79.3 percent of teachers, and 65.4 percent of teachers hold advanced degrees. Most educators hold professional certificates, reflecting an experienced workforce.
The pathways teachers use to enter the profession are becoming more diverse. Traditional undergraduate preparation programs account for the largest share of teachers, but alternative certification and reciprocity pathways comprise a growing percentage of the workforce. The number of newly certified, in-state trained teachers declined 28 percent from 1,846 in 2019-20 to 1,333 in 2024-25, while hires through alternative certification, reciprocity, and CTE pathways remained fairly steady.
A major focus of the 2024-25 report is teacher age distribution. South Carolina’s workforce is slightly younger than the national average, with roughly 20 percent of teachers under age 30. The report emphasizes that these early-career educators are particularly vulnerable to leaving the profession, underscoring the importance of strong mentoring programs. Title I schools were found to employ higher proportions of younger teachers than non-Title I schools, raising concerns about staffing stability and equity in high-poverty settings.
Separately, SC CERRA (SC Center for Educator Recruitment, Retention, and Advancement) publishes an annual Educator Supply and Demand Report reflecting on educator workforce recruitment and retention efforts. The report was published in November 2025 and is available online: https://www.cerra.org/page/research.
The 2025–26 CERRA report shows things are getting a bit better, though as always, challenges remain. Teacher vacancies dropped at the start of this school year; data shows vacancies have been trending down over the past few years. While some secondary news articles report that this is because of shrinkage in the workforce (the same teachers are asked to do more), the reason for fewer vacancies is not thoroughly researched yet. More good news: teacher departures decreased by 5 percent. Of those leaving, about 19 percent retired and 25 percent transferred to other districts. All this adds reason for the school board to stay competitive with salaries and benefits to hold onto our teachers, and for district staff to hire well-respected educators with proven leadership abilities as our school administrators. The school board sets the policies and salaries, while district and school leaders set day-to-day procedures like course load, additional duties, student discipline, mentoring, professional development, etc. etc. etc.
And what can we do as a community? Your time, talent, treasure, and voice. A simple “thank you” can go a long way. A note, email, or kind word in the car line or online reminds teachers that their efforts are seen and valued. Attend school events and show up for the programs teachers organize. Your presence sends a message that you care. If you have time or resources, consider volunteering or donating to a classroom. Whether it’s donating tissues or something more expensive from an Amazon wishlist, all contributions make a big difference.
Let us remember that teaching is often a labor of love, but it’s still labor. Teachers deserve respect, reasonable expectations, and the freedom to focus on what they do best: teaching.
To all the teachers in our community: thank you.
