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CTE Teacher Recruitment and Retention Grants
The governor and the legislature worked together on a budget that supports the state's Top 10 Strategic Education Plan goals, specifically, an unprecedented $555 million to support Future Proud Michigan Educator (Future PME) programs in fiscal year 2023.
Learn more about scholarships and grants, including eligibility and timelines.
Future Proud Michigan Educator Career and Technical Education (CTE) Teacher Recruitment and Retention Grants
The Michigan Department of Education (MDE) is continuing the Future Proud Michigan Educator (Future PME) initiative with a grant opportunity for intermediate school districts (ISDs) to develop plans to support CTE teachers across three areas: recruitment, retention, and continuing education. This grant is an extension of Michigan’s efforts to grow and diversify the educator workforce and reduce educator shortages through the Future PME initiative.
Intermediate school districts with a CTE teacher on staff or who pledge to hire a CTE teacher may apply for funding for the recruitment of, retention of, and coverage of continued education costs for CTE teachers.
The first round of the grant is limited to $100,000 per ISD. An ISD does not have to create a plan for recruitment, but there must be a written plan for retention and continuing education. Plans must be research-based, with the source identified in the application. Local data from staff surveys and exit interviews may be used, as well as state and national articles. Additional resources are identified below.
It is suggested that an ISD identify an implementation team including instructional staff, administrative staff and, where appropriate, faculty from partnering two-year and four-year institutions of higher education. The team will need to identify and review the research and determine the purpose of their plan, their intended activities, and outcomes. For more information or support, please contact Ms. Candace Vinson at VinsonC@Michigan.gov.
CTE 61i Grant Timeline
- Round one applications due: November 1, 2022
- Round two window open: January 23, 2023, to February 10, 2023
Recommended Fund Expenditures
Examples of allowable fund expenditures for recruitment include, but are not limited to:
- Reducing barriers for paraprofessionals to transition to teaching, including funding college courses
- Media and marketing to promote teaching CTE
- Funding the college courses necessary for a teacher working under an annual career authorization to move to a teaching certificate
- Implement a comprehensive onboarding program that supports new CTE teachers throughout the first year of teaching
- Funding the college courses necessary for a CTE teacher to earn a bachelor’s degree in teaching
- Provide bonuses to experienced CTE teachers who serve as mentors for new CTE teachers
- Create employee-centered rewards strategies that match CTE teacher needs and requests
- Allowing experienced CTE teachers to serve as instructional coaches for new CTE teachers
Examples of allowable fund expenditures for continuing education include, but are not limited to:
- Funding to allow CTE teachers to join state and/or national mentor teacher associations
- Assisting CTE teachers with moving from a bachelor’s to a master’s degree
- Funding to allow CTE teachers to attend state/and or national mentor teacher association conferences
- Supporting CTE teachers with continuing education to train students for approved Perkins V credentials
- Maintaining CTE teacher industry certification/externships
- Providing instructional coaching to CTE teachers
- Educator Retention Supports (michigan.gov)
- Define, Identify, and Fund Nontraditional Pathways into the Teaching Profession: A Resource for Michigan Districts (ed.gov)
- Teach CTE - ACTE (acteonline.org)
- Teach-CTE-Convening-Document-FINAL.pdf (acteonline.org)
- National Educator Shortage - American Association of School Personnel Administrators (aaspa.org)
- Grow Your Own Educators: A Toolkit for Program Design and Development (newamerica.org)
- Addressing Educator Workforce Shortages: A State Comparison Brief
- Lessons Learned Around Reducing Inequitable Access to High Quality Teachers
- Strategic Use of Data to Support Recruitment and Retention
- Building Strong Institutional Partnerships to Support Recruitment Efforts
In larger ISDs, it may be more beneficial to enter into a memorandum of understanding (MOU) between the ISD and an educator preparation provider to support school staff to earn initial CTE teacher certification or for certified CTE teachers to earn additional endorsements via advanced degrees. When creating the MOU, points to consider include:
- Necessary semester credit hours and tuition rate (including fees) for completion of initial teacher certification.
- Scope of coursework to be provided (e.g., introductory courses, methods coursework, clinical experiences).
- Responsibilities of both parties for identifying and selecting CTE teacher candidates and mentor teachers to support candidates.
- Commitment of the provider to evaluate candidate’s educational background, relevant professional learning, and employment experience to waive coursework and other program requirements to expedite the pathway to certification.
- Responsibilities of both parties for mentorship, coaching, observation, and assessment of teacher candidates.
- Commitment of both parties to support the candidate beyond the conclusion of the program if the candidate has needs that remain unmet by the program (testing support, career counseling, induction support, etc.)