May 01, 2025 by Cara Pattison, SME MI-WPC Program Manager Featuring promising practices from our MI-WPC Champions If you've tried to hire a new welding instructor lately, you already know: it's tough out there. Community colleges across the country are facing a growing faculty shortage, especially in career and technical education programs. Industry wages are rising, retirement is thinning the ranks, and fewer professionals are making the leap into teaching. But here’s the good news: colleges that think creatively and partner boldly have options. Below are seven real-world strategies to help you grow your faculty pipeline—and build a stronger bridge between industry and education. Try a Faculty-on-Loan Model What if the people working in local industry today could also help teach tomorrow’s workforce? A Faculty-on-Loan program invites companies to "lend" subject matter experts (SMEs) to teach part-time or short-term courses. Many of these experts won’t meet traditional faculty credentialing requirements—but you can pair them with a faculty of record to stay compliant while still delivering top-tier, up-to-date training. It's a win for students, colleges, and employers. Rethink Credentials—Without Lowering Standards The best person to teach CNC machining might not have a master’s degree—but they might have 25 years of experience and nationally recognized certifications. Colleges need more flexible, meaningful pathways to bring these professionals into the classroom. Think: prior learning assessments, emergency certifications, and partnerships with accreditors to redefine what counts as “qualified.” It’s time to align academic standards with industry reality. Get Industry to Invest in the Pipeline Here’s the elephant in the room: industry pays better than higher ed. One powerful solution? Ask your employer partners or federal agencies to cover the salary gap. If an engineer makes $120K in the field and you can offer $70K to teach, that $50K difference could be subsidized through a workforce grant or private investment. With the right pitch, many employers are open to supporting the system that supplies their future talent. Bring Retirees Back into the Classroom Just because someone’s retired doesn’t mean they’re ready to stop contributing. Tap into this experienced and often eager group by creating an “encore career” pathway into teaching. Make it easy for retirees to step into the classroom—but also offer professional development or refreshers so they’re up-to-date on the latest tech, safety standards, and student engagement strategies. Students benefit from their real-world insight and mentorship. Create a Military-to-Faculty Pathway Veterans bring deep technical skills, leadership, and a commitment to service—all traits that make for outstanding educators. Work with local bases and veteran organizations to build bridges between the military and the classroom. Just like in industry, you’ll need a flexible credentialing plan to help them transition quickly and effectively into teaching roles. Invite Young Professionals to Teach, Too Teaching doesn’t have to be a second or final career—it can be a meaningful part of someone’s early professional journey. Offer dual-pathway options for young engineers and technicians to teach part-time while working in the field. Employers can help with scheduling flexibility and stipend support, and for graduate students, tuition waivers can be a powerful incentive. Bonus: these instructors bring fresh energy and the latest industry know-how. Activate Your Alumni Network Your graduates already get it. They know what it means to start in a community college classroom and build a successful career. So why not invite them back? Reach out through your alumni association, LinkedIn, or professional networks to identify potential faculty talent. Start with guest lectures or mentorship—and then build pathways for alumni to move into part-time or full-time teaching. Loyalty and lived experience make them some of your best ambassadors. The Bottom Line There’s no silver bullet to fix the faculty shortage—but there are practical, powerful strategies that can make a real difference. Start with one, test what works, and grow from there. Your next great instructor might be on a shop floor, at a military base, in a graduate lab—or sitting in your alumni database right now, just waiting for an invitation to come back and teach.
