Tackling the Spanish Teacher Shortage in Massachusetts: Lessons from Mellissia Walles’ Study

Massachusetts is expanding its world language programs, but schools continue to face a shortage of qualified Spanish teachers. In the September 2025 issue of NECTFL Review, Idioma’s President & Founder and Capitol Technology University doctoral student Mellissia Walles shares findings from her recent study, Educator Perceptions of Spanish Teacher Recruitment in Massachusetts, shedding light on what’s working - and what isn’t - in recruiting Spanish teachers.

What the Study Found

Walles surveyed 64 educators, including teachers and administrators, about recruitment practices in Massachusetts. A few key takeaways she notes in her article include:

• Online job boards dominate recruitment: Most districts rely on platforms like SchoolSpring, with networking and district websites also used.

• Hiring takes time: Even with these efforts, many districts report lengthy hiring processes, sometimes lasting over twelve weeks.

• Demand is growing: Openings for Spanish teachers have steadily increased over the past five years, reflecting both program growth and teacher turnover.

• Few targeted incentives: While general benefits like health insurance are standard, few districts offer signing bonuses, tuition reimbursement, or professional development support specifically for Spanish teachers.

These findings point to a need for more creative, targeted recruitment strategies to attract and keep qualified teachers.

Why It Matters

Learning a second language benefits students in many ways: cognitively, socially, academically, and professionally. Yet the shortage of Spanish teachers puts these opportunities at risk. Walles’ research finds that without enough qualified educators, students may face larger classes, inconsistent instruction, or reduced course offerings.

Ways Forward

The study highlights several strategies that could help districts attract and retain Spanish teachers:

• Build stronger partnerships: Schools, teacher prep programs, and policymakers can work together to create pipelines for future teachers.

• Offer targeted incentives: Tuition reimbursement, signing bonuses, and professional support can make positions more appealing.

• Invest in mentorship: Experienced teachers supporting new educators can improve retention and job satisfaction.

• Encourage future teachers: Programs that spark interest in world language teaching among high school and college students can grow the next generation of educators.

Looking Ahead

Walles’ research makes it clear that recruiting Spanish teachers takes more than posting jobs online. Schools need intentional, well-supported strategies to ensure students have access to high-quality language instruction. With the right investments and partnerships, Massachusetts can meet the growing demand for Spanish teachers and give students the opportunities they deserve.

Read the study in the NECTFL Review, Issue 95, September 2025 here.

Learn about all the ways Idioma is supporting world language teachers in Massachusetts here.