Building Momentum: What We Learned From 16,000+ Substitutes To Make the Job Even Better

Just when we at Red Rover thought we had seen the largest substitute feedback survey ever administered, we were (delightfully) proven wrong.

For this year’s Substitute Survey, developed in partnership with Substantial, we received over 16,000 responses from guest staff across the country.

That’s 16,000 perspectives offered, 16,000 reflections shared, and 16,000 voices heard.

We could not be more excited or thankful. 

In this article, we share highlights and opportunities for districts to continue uplifting these vital members of the education community, gleaned from this year’s survey data and trends over the last five years of substitute feedback. (See our 2021, 2022, 2023, and 2024 results.)  

The Highlights: What Keeps Subs Happy and Coming Back

Let’s begin by celebrating the bright spots — and there are many.

First, 76% of participating substitute teachers plan to return to the role for the 2025-2026 school year. It is heartening to see that this rate matches those reported in 2024. 

Additionally, about 94% of respondents reported that they enjoy substitute teaching. 84% also agreed that they feel valued and appreciated as guest teachers. These numbers reflect the same consistently high rate from survey data as far back as 2022.

This is great news all around. But let’s take a closer look at which conditions in a substitute’s experience may drive guest teachers back to a classroom or school. Are those attractors changing? What matters most to our nation’s substitutes when it comes to finding and choosing their next gig?

Since 2022, substitutes continue to consider these top three factors as most important to them when choosing a job (in rank order):

1. The school reliably provides lesson plans
2. Making a difference
3. Friendly office staff

Further, we learned that in 2025, more and more substitute teachers (62%) prefer mobile app notifications when searching for new job opportunities. Other strategies like desktop computers (15%) and automated phone calls (3%) continue to lose favor.

In short, these findings indicate that substitute teachers enjoy their work, feel appreciated for their contributions, and have the right resources and tools available to them to help them succeed — all cause for celebration!

The Opportunities: Expanding Guest Teacher Impact

Still, our survey data also point to emerging opportunities to keep up the momentum. Whether you are looking for ways to increase your fill rates, recruit stellar guest staff, or retain your current pool of substitutes, here are two strategies every district can use to improve substitutes’ experience and deepen their impact on student learning.

#1: Offer training and professional learning for guest staff

In our 2025 survey responses, we learned that 35% of respondents are in their first three years as substitute teachers. As any veteran educator knows, the earliest years in the classroom can come with steep learning curves, especially for substitutes new to the job.

Though only 30% of respondents shared they did not need professional development, many more expressed a desire for training in three top areas: classroom management, utilizing technology in the classroom, and supporting students with disabilities.

However, 29% of substitutes reported that they are not offered any training by employers/districts or were unable to find helpful resources for the role. 

Read that statement again!

This is the biggest opportunity yet for districts and schools to improve the substitute experience. Investing in guest staff’s professional growth pays off not only in closing this training gap but also in better preparing substitutes to serve students.

Here are a few ways you can get started on or build upon existing resources for your substitutes:

• Survey your guest staff about growth opportunities. Even brief conversations can clarify what guest teachers wish to learn or improve in their role, ensuring you invest in the right supports and topics. Posting QR codes for surveys in school front offices is an easy way to collect this feedback across an organization. Be sure to close the feedback loop with guest staff, too.

• Expand your substitute binder. This “binder” is the first place a substitute goes for details about the job and a school or district’s specific protocols. It is also a great opportunity to offer substitutes low-cost resources about the role, such as tip sheets with classroom management strategies or links to videos about trauma-informed teaching practices. 
• Open professional learning events to your substitutes. Online trainings or resource portals can be goldmines for substitute teachers eager to learn independently. In fact, 34% of respondents in our 2025 survey indicated that when their districts or employers provided such resources, it helped them become better substitute teachers. 
• Develop your own unique guest teacher training programs. From mentorship to formal Substitute Bootcamps, a robust guest staff onboarding and training program can deliver the biggest bang for your buck by building a strong pool of guest teachers. 

#2: Demystify the credentialing process

Another emerging opportunity benefits both absence management and a district’s talent pipeline. 35% of this year’s survey respondents want to pursue a credential and become a permanent teacher, yet 20% reported that they don’t know the steps required to earn a credential.

This insight is timely, as teacher shortages continue to plague many districts across the country despite small enrollment increases in teacher prep programs seen last year. A district’s next teacher hire may well lie in its substitute pool!

Here are a few ways you can help interested guest staff take the right steps towards earning their credentials and becoming a permanent teacher:

• Get to know your guest staff’s professional goals. Make this step part of any new substitute’s onboarding and every summer’s back-to-school preparation process. Use surveys or amend existing forms to capture this input, then save it for later reference. Even if guest staff are not interested in obtaining credentials, you will learn valuable information about what motivates them. 

• Include substitute staff in your recruiting efforts. Some substitutes enter the role aspiring for their own classroom space, while others may not realize that the pathway is closer than they think. Host recruiting events specifically for subs all about the many pathways into permanent teaching, such as an Ask-Me-Anything webinar or an office hour at a local coffee shop. You never know who you will inspire!

• Guide guest teachers along the way. If you already have substitutes in the process of earning their credentials, check in with them regularly to ensure if they are on the right track. As Jamie West, a recruiter at Lake County Schools (FL) explains, “I know what the long, big-picture path is into a particular position… But I also need to understand: What has this candidate already done that might shorten their path?” Learn more about West’s strategies to recruit talent in creative ways. 

Ready to make a difference in the lives of your substitutes (and substitute coordinators, teachers, principals, and HR managers)? At Red Rover, it is our mission to deliver purpose-built software and unparalleled service to education professionals like you. Make the switch today.