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<p>In Australia, teacher shortages are affecting schools nationwide, making retention a critical policy priority. This longitudinal study provides a distinctive contribution by conducting a multi-method comparative analysis of attrition across all career stages using a dataset of 14,212 public school teachers employed by the Department of Education in Western Australia from 2004 to 2018. Findings show that attrition affects not only early-career teachers (ECTs) and retirement-aged veterans, but also career changers and mid-career teachers (MCTs), highlighting overlooked risks across age career stages. Predictors of attrition are career-stage specific, rather than uniform across the profession. Exit reasons also vary by career-stage, ECTs face a diverse mix of push and pull factors, MCTs are the most stable group with fewer unexpected exits, and veterans primarily leave through voluntary retirement. This study demonstrates that attrition cannot be addressed with a one-size-fits-all approach, underscoring the need for career stage sensitive workforce policies. Study findings provide nuanced insights into each career-stage, equipping policy makers to tailor specific, contextually responsive workforce retention strategies to reduce unnecessary attrition and strengthen the overall stability and effectiveness of the teaching workforce.</p>

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Teaching shortages and keeping the teachers we have in Western Australia public schools

  • 期刊论文

  • 发表日期：

    2026年4月28日

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  • Janine E. Wyatt

摘要

In Australia, teacher shortages are affecting schools nationwide, making retention a critical policy priority. This longitudinal study provides a distinctive contribution by conducting a multi-method comparative analysis of attrition across all career stages using a dataset of 14,212 public school teachers employed by the Department of Education in Western Australia from 2004 to 2018. Findings show that attrition affects not only early-career teachers (ECTs) and retirement-aged veterans, but also career changers and mid-career teachers (MCTs), highlighting overlooked risks across age career stages. Predictors of attrition are career-stage specific, rather than uniform across the profession. Exit reasons also vary by career-stage, ECTs face a diverse mix of push and pull factors, MCTs are the most stable group with fewer unexpected exits, and veterans primarily leave through voluntary retirement. This study demonstrates that attrition cannot be addressed with a one-size-fits-all approach, underscoring the need for career stage sensitive workforce policies. Study findings provide nuanced insights into each career-stage, equipping policy makers to tailor specific, contextually responsive workforce retention strategies to reduce unnecessary attrition and strengthen the overall stability and effectiveness of the teaching workforce.