In an era when teacher shortages continue to challenge school districts nationwide, DeSoto Independent School District (DeSoto ISD) is proactively implementing strategies to support educators, foster professional growth, and attract qualified teaching talent.
The district has highlighted several key initiatives aimed at ensuring teacher success and creating a robust support system for staff across DeSoto ISD.
Recognizing that teaching is a demanding, high-stakes profession, DeSoto ISD is committed to providing resources that help educators thrive as well as recognize the importance of comprehensive employee benefits.
“One of the biggest strengths of our district for employees is our benefits," said Elexia Robinson-White, manager of district staffing and talent. “We provide the highest medical contributions than most of the districts in the Best Southwest.”
While benefits play a significant role in supporting staff, DeSoto ISD also focuses on mentorship programs to ensure teachers receive guidance throughout their careers. A key component of this effort is the district’s mentor-teacher program, which pairs experienced educators with novice teachers.
This initiative fosters professional relationships, offering guidance and support to new teachers as they navigate the complexities of classroom management, curriculum delivery, and student engagement
To address specific challenges, the district has identified teachers struggling with classroom management and provided them with targeted training sessions. These workshops, based on the Teach Like a Champion framework, equip educators with practical strategies for creating positive, well-managed classroom environments.
Through scenario-based exercises, participants learn to handle common classroom situations, helping them build confidence and ensure student success.
DeSoto ISD also recognizes the importance of supporting teachers' mental health and well-being. The district offers a range of wellness resources and access to an Employee Assistance Program.
“One of the things as an employee of DeSoto ISD that we offer are our Employee Assistance Program benefits which provide individuals with up to six free sessions of multiple aspects of mental health counseling,” said Robinson-White. The EAP program also provides other useful resources including extensions of counseling to the employee’s children and spouse and legal and financial counseling.
These initiatives provide educators with tools to manage stress, maintain a healthy work-life balance, and address challenges in both their professional and personal lives.
The teacher shortage remains a significant challenge for school districts across Texas, including DeSoto ISD. Data from the Texas Education Agency’s (TEA) New Teacher Dashboard reveals that fewer certified teachers are entering the profession, prompting districts to increasingly rely on alternative certification pathways and emergency permits. DeSoto ISD’s approach includes leveraging these pathways while maintaining high standards for educator quality.
“One of the programs we have to help retain teachers is our mentorship program for teachers who are not yet certified, Robinson-White explained.
The program allows someone who is serving as a mentor to assist and support individuals who are transitioning into teaching.
“We’ve noticed that new hires need immense support because while they may have majored in Mass Communications, they may have never received training on how to be a teacher such as the art of teaching, the science of teaching, including pedagogy, said Robinson-White.
According to district data, sixty-seven percent of DeSoto ISD’s 346 teachers are fully certified, while others come from innovative programs like the Teacher-in-Residence (TIR) initiative (twenty-two percent) or operate under the District of Innovation (DOI) designation of nearly nine percent. A small percentage hold emergency or non-renewable permits. This diverse staffing model allows the district to address immediate needs while exploring long-term solutions to attract and retain top teaching talent.
To better understand and address hiring challenges, DeSoto ISD is analyzing new teacher hiring data at the state, regional, and district levels. By comparing its experiences with trends identified in Region 10 and across Texas, the district aims to align its recruitment practices with the current educational landscape.
These insights will help guide efforts to attract certified teachers and improve retention rates, ultimately benefiting students and the broader school community.
While addressing immediate challenges, DeSoto ISD is also laying the groundwork to celebrate teacher success stories. Future initiatives will spotlight thriving educators who exemplify excellence in teaching, highlighting their innovative practices, classroom achievements, and personal journeys.
These profiles aim to inspire the community and convey the district’s commitment to supporting its teachers.
By combining mentorship, professional development, wellness programs, and strategic hiring practices, DeSoto ISD is positioning itself as a leader in addressing the multifaceted challenges of the education profession. These efforts reflect the district’s dedication to fostering a positive, supportive environment where educators can thrive, ensuring the success of both teachers and students alike.
As the district continues to refine its strategies and share its experiences, DeSoto ISD remains focused on its mission to provide a high-quality education for all students, supported by a dedicated and well-equipped teaching staff.