Despite sustained efforts to recruit and retain quality educators, a growing number of teaching and support roles remain vacant, particularly in certain subjects and locations.
These gaps place added pressure on existing staff and can compromise the quality of education for students.
Thankfully, bodies like the Department of Education, Teach For Australia, and various course providers within the education sector are taking steps to make education sector entryways more accessible for young graduates.
There are also more upskilling and career progression opportunities being introduced.
For instance, for those looking to build a career in the education sector, completing a Masters in Education provides opportunities for students to engage with advanced leadership frameworks, curriculum design and specialist teaching skills needed in high-demand roles.
As Victoria seeks to address workforce shortages, understanding which positions are hardest to staff is naturally also crucial.
Students looking for improved job security can also set their sights on these ‘hard-to-staff’ positions to find suitable disciplines for them to specialise in.
Below, we’ve outlined some of Victoria’s top identified hard-to-staff education sector positions, as outlined by the Victorian State Government in partnership with the Department of Education. Younger generations of educators are encouraged to consider the positions outlined below when charting their own career planning and goal-setting.
Secondary Teachers in STEM, Languages, and Health & Physical Education
One of the most critical shortages is in secondary school teaching, particularly in STEM subjects (science, technology, engineering and mathematics), languages, and health and physical education.
Schools consistently report difficulties in attracting qualified applicants for these roles, with many vacancies going unfilled for extended periods.
These subjects require both deep content knowledge and strong teaching skills with the flexibility to teach across levels.
Given that those with STEM degrees have plenty of opportunities to enter a range of sectors, the shortage is also compounded by competition with other industries, especially for these graduates with STEM qualifications who may pursue higher-paying careers outside education.
Early Childhood Educators and Kindergarten Teachers
Another area facing severe shortages in Victoria’s education sector is early childhood education.
The state’s expansion of its Three-Year-Old Kindergarten programme has created a surge in demand for qualified early childhood teachers and educators.
While this initiative is positive for young learners, it has stretched an already thin workforce.
Many services, particularly in regional and outer metropolitan areas, are struggling to recruit and retain staff.
Contributing factors include lower pay compared with primary and secondary teaching roles, demanding working conditions, and fewer opportunities for career progression.
This has led to high turnover rates and an ongoing cycle of recruitment challenges.
Special Education Professionals and Learning Support Staff
Special education is another area consistently identified as hard to staff.
Roles such as special needs teachers, learning specialists and education support staff are in high demand across Victoria.
The number of students requiring additional learning support has risen, yet there are not enough trained professionals to meet this need.
These positions often demand specialist training in areas such as inclusive education, behavioural management and therapeutic support, which many teachers do not possess.
Schools report difficulty finding candidates with the right mix of experience, empathy, and expertise, making these vacancies some of the most persistent in the sector.
Principals, Assistant Principals, and School Leadership Positions
Leadership roles, including principals and assistant principals, also feature among the hardest to fill.
These positions demand more than teaching experience. They also need high-level leadership and strategic skills, resilience and the ability to manage complex school environments.
Candidates must be prepared to lead large teams, navigate community expectations and drive whole-school improvement while also supporting the well-being of staff and students.
The demands of these roles can be daunting, contributing to fewer applicants and higher turnover.
As a result, some schools struggle to maintain consistent leadership, which can impact school culture and student outcomes.
Rural, Regional, and Disadvantaged Area Roles
Location plays a significant role in staffing challenges. Schools in rural, regional and socio-economically disadvantaged communities often experience the most difficulty attracting and retaining staff.
These positions can involve additional challenges, like professional isolation and fewer amenities in surrounding communities.
Many teachers are reluctant to relocate, particularly early in their careers, which leaves these schools facing chronic vacancies.
While financial incentives and relocation support can help, highlighting the unique community impact and opportunities for innovation in these schools can attract educators who are motivated by meaningful, hands-on experience and the chance to make a tangible difference.
Why are these Roles Hard to Fill?
Several underlying factors contribute to these teacher shortages.
Firstly, there is a limited pool of applicants for certain subject areas like STEM and languages, where graduates often pursue more lucrative careers outside teaching.
Secondly, retention is an issue across the sector. High workloads, administrative demands and burnout are prompting many experienced teachers to leave the profession.
Sadly, it’s an issue that is hard to fix without more resources, making it a bit of a vicious cycle.
Thirdly, some roles require advanced or specialist qualifications, which can deter potential applicants who may see additional training as time-consuming or costly.
Finally, geographical barriers make it harder to attract teachers to remote or disadvantaged areas, where housing and support may be limited, and without extra resources to attract new staff, it’s challenging to incentivise candidates.
Pathways to Addressing Skills Shortages in the Education Sector
Addressing these shortages requires a combination of short and long-term strategies.
In the short term, improving working conditions and providing targeted incentives can help bring in more candidates to hard-to-staff roles.
Alongside this, creating awareness campaigns about the rewards and impact that teachers have in these challenging roles can inspire more educators to consider them.
Finally, offering mentoring and well-being support can also improve retention by helping new teachers adjust to the demands of the profession.
In the long term, building stronger pipelines of qualified educators will be essential.
This includes creating flexible pathways into teaching, supporting career progression through advanced study and raising the profile and status of the profession.
By investing in training and professional development, we can build a more sustainable education workforce.
Building a Sustainable Workforce for Victoria’s Education Sector
The hard-to-staff positions across Victoria’s education sector reflect broader workforce challenges facing the teaching profession.
Roles in STEM, languages, early childhood education, special education, leadership and teachers for regional schools are particularly affected, and these positions are critical to ensuring that all students, regardless of their background or location, have access to high-quality education.
By encouraging more teachers to upskill, providing support for career progression, finding new ways to incentivise candidates into these roles and improving conditions across the board, our state can begin to close these gaps.
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