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The term “apprenticeship” may conjure images of electricians, plumbers, or machinists—but increasingly, it’s becoming the most promising path to solving one of America’s most persistent problems: the teacher shortage.
Nationwide, more than 300,000 classrooms lack a fully qualified teacher. The traditional model for preparing teachers—four years of coursework followed by unpaid student teaching—has proven too expensive, too slow, and too disconnected from the needs of school districts. In response, a growing number of states and districts are turning to teacher apprenticeships: paid, year-long, practice-based pathways that embed aspiring educators directly into classrooms while they earn their credentials.
This model doesn’t just fill vacancies—it rebuilds the very pipeline we’ve allowed to fray.
Beyond Student Teaching: How Apprenticeships Work
A teacher apprenticeship is a registered, Department of Labor–approved program in which an aspiring teacher is hired by a school district and paired with a trained mentor teacher. Over the course of an academic year, the apprentice gradually takes on increasing levels of instructional responsibility—while continuing their academic coursework through a higher ed partner. Unlike traditional student teaching (which lasts 6–18 weeks and is typically unpaid), these roles come with a salary, benefits, and often, tuition support.
Michigan’s Talent Together initiative is a standout example. A consortium of all 56 of the state’s Intermediate School Districts, the program has attracted over 140 apprentices in its first two years, with 225 more expected by 2026. Through Talent Together, apprentices work full-time in classrooms, earn credit toward their certification, and receive pay—all while staying rooted in their local communities.
“You Can’t Fake That Kind of Experience”
One of the core advantages of the apprenticeship model is its immersive design. As Gina Zuberbier, Program Manager at Talent Together, puts it:
“You get to see what it’s like to start the year with a brand new group of kids. You live through the full cycle—the challenges, the celebrations, the parent interactions. The only way to get that experience is to live it.”
This full-year exposure contrasts sharply with the limited window of traditional placements. It also offers a more holistic look at classroom life—from curriculum pacing to school culture to behavior management—giving apprentices real insight and resilience before they assume full teaching roles.
Equity and Access in Action
For many would-be educators, the conventional path is financially out of reach. As Bradley Kingston, Director of Data & Analytics for Talent Together, explains:
“No one making $30,000 a year can quit their job, go to zero income, and pay a university to student teach. Through our program, teacher candidates get their tuition covered and continue receiving a salary.”
This shift matters. Apprenticeships remove longstanding barriers for paraprofessionals, career changers, and rural residents. One apprentice on Michigan’s remote Beaver Island was able to complete her coursework online while working in her local district—earning more than she did previously as a paraprofessional.
Real Outcomes, Real Scale
Programs like Talent Together aren’t just promising—they’re delivering. In Michigan:
- 95% of apprentices completed their programs
- 65% entered the classroom as lead teachers in year one, with more pending certification
- The model is expected to add over 1,350 new teachers to the workforce pipeline across its first two cohorts
Those results dramatically outperform the national average apprenticeship-to-placement rate of just 35%, according to the U.S. Department of Labor.
Craft Education: Infrastructure That Enables
While local leadership makes programs like Talent Together possible, Craft Education helps make them manageable. Our Craft Connect platform automates the complex documentation, compliance, and data tracking that teacher apprenticeships require—freeing district teams to focus on mentoring, recruitment, and scaling.
“Craft is the only place we document standards progress,” said Zuberbier. “Their platform gives us the credibility we need with the DOL and the districts. A spreadsheet can’t do that.”
Our tools help programs launch faster, audit more cleanly, and grow more sustainably—especially as states tap into federal and workforce funding, like Michigan’s recent $78M allocation for teacher apprenticeships.
A Model Worth Building Around
As more states embrace registered teacher apprenticeships, one thing is clear: this is not a trend. It’s a structural shift—one that meets the real-world needs of districts, learners, and communities.
Done well, apprenticeships are rigorous, affordable, and deeply embedded in local school ecosystems. They offer aspiring teachers a way in—and a reason to stay. For a country struggling with educator attrition and equity gaps, that’s not just reform. It’s a reset.
