The Hawaiʻi State Teachers Association (HSTA) has outlined four potential solutions to improve teacher recruitment and retention in the state. These proposals aim to address the ongoing challenges faced by educators, primarily driven by Hawaiʻi’s high cost of living.
Riki Fujitani, executive director of the Hawaiʻi School Facilities Authority (SFA), noted that only about half of new teachers in Hawaiʻi remain in the profession after five years. The state’s Department of Education survey found that 41% of its salaried employees are considered “retention risks” due to high housing costs.
HSTA Vice President Logan Okita highlighted the financial struggles teachers face, stating, “They can’t afford to stay here. There are so many educators who at the beginning of their career are living with five or more other people in a house just so that they can pay rent on what they make.”
To tackle these issues, HSTA suggests building more teacher housing. Sixty percent of respondents to a recent survey indicated that employee workforce housing could improve retention. The HIDOE has already initiated a $20 million rental housing project in Lahaina, Maui, with additional projects planned but still in development stages.
State Superintendent Keith Hayashi emphasized the importance of such developments for staff retention and recruitment: “This development is pivotal to the retention and recruitment of our West Maui staff. We cannot afford to lose our educators.”
Another proposed solution is providing housing assistance through vouchers. Two bills introduced this year aimed to establish a Teacher Home Assistance Program offering up to $500 monthly vouchers for eligible teachers. However, both bills stalled due to budget constraints.
Raising teacher wages remains a priority for HSTA. Nearly 90% of its members prioritize increased pay as a factor for staying in their positions. HSTA President Osa Tui Jr. disclosed that while the state offered a contract extension with annual 4% raises, it was rejected due to lack of negotiation on other terms.
Tui warned that striking might be an option if significant progress isn’t made during upcoming contract negotiations: “Unlike other bargaining units that don’t have the option to strike, we do… perhaps that’s what it’s going to take after our current contract expires.”
Lastly, HSTA proposes full employer-covered medical coverage through collective bargaining or legislative action. Currently, employers cover 60% of premiums under certain plans; full coverage could significantly ease financial burdens on teachers.
The teacher shortage crisis in Hawaiʻi is complex and linked closely with living costs. HSTA continues working with relevant authorities and legislators to develop creative solutions ensuring qualified educators remain available for every classroom.
