It's a Rap

“Grow Your Own” has become a widely used term in educator workforce conversations, appearing in state policy agendas, district strategic plans, and funding proposals. As its use has expanded, however, the definition has become less precise. As registered apprenticeship pathways for educators expand across the country, district and state leaders are increasingly focused not on whether Grow Your Own strategies matter, but on what it takes to make them actionable and implement them effectively.

At its core, Grow Your Own (GYO) is a workforce development strategy designed to prepare local talent for educator roles. National research from Brookings highlights both the promise and the wide variation in how these strategies are implemented. In its analysis of Grow Your Own programs nationwide, Brookings identified only two consistent features: programs seek to expand the teacher supply, and they recruit individuals who live, work, or attend school within a defined community. Beyond these shared characteristics, programs differ substantially in their target populations, design, and level of support. As a result, Grow Your Own has come to function as an umbrella term encompassing a range of educator pipeline models including scholarships, early exposure programs, residencies, apprenticeships, and alternative certification pathways, so long as they intentionally recruit locally. This variability underscores the need for greater clarity and intentionality in how Grow Your Own strategies are designed and operationalized at the district and state levels.

Research and practice both point to a common conclusion about what drives effectiveness. Local recruitment is an important foundation, but it is only part of the equation. Sustainable impact depends on whether Grow Your Own programs are structured to provide academic, financial, and professional supports that enable candidates to enter, persist, and succeed in the profession. Brookings’ analysis illustrates how these supports differ by target population. Programs serving middle and high school students tend to focus on sparking interest in teaching through exposure and hands-on experiences, while programs designed for adults are more likely to address barriers related to coursework, certification, and cost. Across both groups, financial constraints remain a persistent challenge, highlighting the importance of structured pathways that align preparation, clinical experience, and certification requirements with advising, financial resources, and strong partnerships between school districts and higher education institutions.

Grow Your Own programs are most effective when community-based recruitment is paired with intensive models such as teacher residencies and Registered Apprenticeships. These earn-while-you-learn pathways show strong retention, with 87 percent for residency graduates and 90 to 93 percent for apprenticeship completers, demonstrating that high-quality preparation, not recruitment alone, drives long-term effectiveness and retention.

In New York State, the New York State United Teachers (NYSUT) has long championed a comprehensive Grow Your Own strategy through its Take a Look at Teaching initiative. Supported by both the American Federation of Teachers (AFT) and the National Education Association (NEA), this initiative is designed to build a sustainable educator pipeline by cultivating interest in the profession at multiple entry points. It engages middle and high school students through clubs offered by local teacher union affiliates, classroom-based activities, and early exposure to teaching, while also reaching career changers through targeted pathways that encourage entry into the education workforce. Registered Apprenticeship has emerged as a central mechanism for translating GYO strategies into actionable, statewide workforce solutions. Across New York, the majority of education-focused apprenticeship programs are intentionally aligned with GYO principles, reducing financial and structural barriers for candidates while enabling districts to recruit, prepare, and retain educators who are trained within their own schools and communities.

The value of Grow Your Own extends beyond immediate hiring needs. For employers, well-designed GYO programs are a strategic workforce solution that directly address persistent staffing shortages by building a dependable pipeline of qualified educators for hard-to-fill roles. For candidates, programs such as registered apprenticeships reduce financial barriers to entry by offering paid, supported pathways into the profession. At the community level, GYO initiatives promote economic mobility by creating access to stable, professional careers for local residents, broadening the educator workforce and strengthening alignment between schools and the communities they serve.

As Grow Your Own continues to gain attention at the policy level, the focus must shift from broad endorsement to meaningful implementation. When grounded in clear goals, supported by strong partnerships, and operationalized through registered apprenticeship programs or other intensive preparation models, Grow Your Own becomes a durable workforce strategy that advances equity, stability, and long-term capacity in public education.