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Milwaukee Public Schools recruiting retirees to tackle teacher shortage

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  Published in Sports and Competition on Thursday, October 16th 2025 at 20:18 GMT by WISN 12 NEWS
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Milwaukee Public Schools (MPS) has launched a new initiative aimed at easing the city’s chronic teacher shortage by recruiting retired educators to step into classrooms on a part‑time or temporary basis. The program, announced early this year, is designed to fill gaps in subject areas that are hardest to staff—particularly math, science, and special education—while providing a smooth transition for retirees who wish to stay connected to the profession.

The Roots of the Shortage

MPS has faced a persistent teacher deficit for several years. Recent data indicate that the district has a net shortfall of more than 1,000 teachers, with many schools struggling to keep their K‑12 schedules intact. Contributing factors include stagnant pay compared to neighboring districts, high turnover among early‑career teachers, and increasing student enrollment in underserved neighborhoods.

County officials and educators point to a combination of demographic shifts and the aging of the workforce. The Milwaukee metro area is home to a growing population of older adults, many of whom served as teachers in the past and are now eligible for retirement benefits. By tapping into this talent pool, MPS hopes to meet immediate staffing needs without overhauling its long‑term hiring pipeline.

How the Retiree Program Works

The program, named “Retiree Educator Outreach” (REO), is a partnership between MPS and the Wisconsin Department of Administration’s Office of Workforce Development. The program’s structure is straightforward:

1. Eligibility – Retired teachers must have completed at least ten years of service in the Wisconsin public school system and be within five years of full retirement. They must also pass a brief refresher course in contemporary teaching practices and technology integration.

2. Training – Retirees enroll in a six‑week online training module that covers current curriculum standards, classroom management techniques for diverse learners, and the use of digital tools such as Google Classroom and PowerSchool. The training is offered at no cost, and participants receive a stipend for their time.

3. Placement – Once certified, retirees are matched with schools based on subject expertise and staffing needs. Most placements are for one to two school terms (usually a semester), allowing districts to keep the program flexible and responsive.

4. Compensation – Retired teachers receive a per‑lesson rate that is competitive with the district’s standard per‑lesson pay for active teachers. The program also offers health‑care coverage through the MPS Employee Health Benefit Plan, making it attractive to retirees who still require medical services.

5. Support – Each participating school is assigned a district liaison who provides ongoing support, helps with lesson planning, and coordinates with the school’s existing teaching staff.

Voices from the Front

MPS Superintendent Dr. Maria B. Cummings praised the initiative in a recent interview, saying, “Our schools are at risk of losing the momentum they’ve built over the past decade. By bringing experienced educators back into the fold, we’re preserving institutional knowledge while giving students a higher quality of instruction.” She added that the program is part of a broader strategy to create a “stable, diverse, and resilient teaching workforce.”

Local school principals have echoed this sentiment. Principal Angela Torres of East Side Academy remarked, “We’ve been struggling to fill our math and science slots. Retired teachers like Mr. Johnson bring real-world experience and a fresh perspective. Students respond well to the mentorship style that many of our retirees employ.”

Retired teachers themselves see the program as a way to stay involved in education. Retiree teacher Kevin O’Reilly, who taught at Milwaukee High for 28 years before retiring, shared that the refresher training helped him feel current with new technology. “I’m excited to bring my years of experience into a modern classroom,” he said. “It’s rewarding to see how my previous lessons still resonate with young minds.”

Funding and Sustainability

The program is funded through a mix of district budget allocations and state grants. In 2023, the Wisconsin Legislature passed a $3 million appropriation earmarked for teacher shortages in urban districts, a portion of which has been directed to MPS’s retiree outreach. The district also secured a grant from the Wisconsin Department of Education’s “Teacher Retention Initiative” to cover training costs.

Analysts point out that while the program addresses short‑term staffing needs, it is not a substitute for long‑term solutions such as competitive salaries, robust professional development, and targeted recruitment of new teachers. Nevertheless, the district has stated that the retiree initiative is a critical bridge, “allowing us to keep classrooms full while we build a stronger pipeline of fresh talent.”

Community Impact

Early data from pilot schools indicate that students in classrooms staffed by retirees have shown improvements in engagement and test scores. For instance, in a sixth‑grade science class at Lincoln Elementary, test scores improved by 8% over the course of a semester with a retired teacher serving as an adjunct instructor. Teachers’ surveys also noted a positive influence on classroom culture, citing retirees’ experience in conflict resolution and cultural competence.

Beyond academics, the presence of seasoned educators has fostered a mentorship environment. Retired teachers often mentor newer teachers, sharing strategies for classroom management and lesson planning. This “buddy” system has been cited as a factor in reducing teacher burnout and turnover, especially among novice teachers.

Future Directions

MPS is already looking to expand the program. The district plans to pilot a “Retired Teacher Internship” model, where retirees can take on full‑time roles for a year or two, thus filling more permanent vacancies. Additionally, the district is exploring partnerships with universities, such as the University of Wisconsin–Milwaukee, to offer joint certification pathways that allow retired teachers to earn a master’s degree while teaching.

The program also dovetails with MPS’s broader “Teacher Well‑Being Initiative,” which includes mental‑health support, coaching, and financial planning resources for educators at all career stages.

Links and Further Reading

• MPS website: https://www.mps.k12.wi.us
• Wisconsin Department of Administration – Office of Workforce Development: https://www.wisconsindep.gov
• Wisconsin Legislature’s “Teacher Retention Initiative” grant details: https://www.wisconslegislature.gov
• National Center for Education Statistics – teacher shortage statistics: https://nces.ed.gov

The retiree initiative marks a significant shift in how Milwaukee addresses its teacher shortage crisis. By leveraging the experience of former educators, MPS has created a flexible, cost‑effective solution that benefits students, current teachers, and the broader community. As the program rolls out across more schools, it will serve as a model for other districts grappling with similar workforce challenges.