Welcome to TeachReadyTN
TeachReadyTN will take a multi-faceted, comprehensive approach to human capital strategy, highlighting and spreading promising practices across Tennessee. The goal of the initiative is to provide high-quality resources and supports that empower districts to design and implement locally driven solutions that are responsive to their unique needs.
The seven pillars of TeachReadyTN’s Human Capital Technical Assistance Hub—Strategic Staffing, EPP Partnerships and Support, Mentorship, Educator Recruitment, Educator Pipeline, Educator Retention, and Differentiated Compensation—were developed based on comprehensive needs assessments, workforce data, and stakeholder input from districts, Educator Preparation Providers (EPPs), and state partners. Together, these pillars represent a holistic approach to the educator workforce, addressing every stage of the human capital continuum. By connecting recruitment, preparation, placement, support, and retention strategies, the pillars ensure that Tennessee’s educator system is responsive, equitable, and sustainable.
TeachReadyTN Pages
TeachReady TN Pillars:
Strategic Staffing helps districts align their educator workforce with student and school needs. Through webinars, learning modules and guidance documents, districts will be able to evaluate current staffing practices, identify gaps, and implement solutions that ensure the right educators are in the right roles at the right time.
EPP Partnership & Support strengthens collaboration between districts and Educator Preparation Providers (EPPs). Through webinars, learning modules, and guidance documents, districts will be provided with resources to help districts and EPPs build clear agreements, align expectations, and work together to prepare and support effective educators.
Mentorship provides structured guidance and support for educators at every stage of their career. Through resources like mentor training modules and guidance documents that highlight a tiered, platform-supported approach, districts will be able to establish effective mentoring programs that foster professional growth, strengthen classroom practice, and ensure educators feel supported and empowered.
Educator Recruitment supports districts in attracting a wide variety of high-quality candidates, high-quality candidates to the profession. Through resources that highlight talent mapping starting points and capitalize on opportunities within the full educator pipeline, districts will receive practical tools to strengthen outreach, streamline hiring, and connect top talent with schools and students who need them most.
Educator Pipeline focuses on developing and sustaining a strong, local teacher workforce. Through resources focused on navigating the role of workforce development partnerships and expanding upon registered apprenticeship pathways, districts will be able to identify, cultivate, and support aspiring educators, ensuring a continuous flow of qualified talent into Tennessee classrooms.
Educator Retention helps districts keep talented educators in the profession by fostering engagement, growth, and satisfaction. Resources focused on providing comprehensive supports and fostering educator engagement will provide districts with practical strategies to support, recognize, and retain educators.
Differentiated Compensation helps districts design pay structures that reward skills, experience, and impact. Through webinars, learning modules, and guidance documents, districts will have practical opportunities to navigate change management and explore compensation levers to support existing and future needs. This will include practical examples and strategies to create effective, competitive, and sustainable compensation models that support educator recruitment and retention.