Navigating the Personas

In collaboration with Experience Management Institute, AASPA created ten personas, each representing an entry point into teaching or school counseling. Every persona is accompanied by a sample journey map illustrating the potential experience of the aspiring educator. Following the 2026 Summit personas were added for navigating the retention jouney.

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SELECTING PERSONAS TO DISCUSS

It is not necessary to discuss all the personas if they are not a priority for your organization. Intentionally choosing personas will help ensure discussions are relevant and useful. Consider choosing personas that represent candidates you already have (e.g., in your district or state) or would like to attract more of.

 

USING THE SAMPLE JOURNEY MAPS

The journey maps provided in this document are samples derived from table conversations at the 2024 National Educator Shortage Summit. As such, they illustrate what a candidate experience could look like, but they may not exactly reflect the educator candidates in your organization or state. The recommended approach is to first create journey maps for your selected personas by answering the following questions, then cross-reference your journey map with the sample to decide if you would like to add or change anything on yours.

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QUESTIONS FOR THE PIPELINE JOURNEY:

• What information does the candidate need to earn their degree and certification (e.g., educational requirements, certification requirements, job prospects)? What role does your organization play in supplying that information?

• What supports doe the candidate need (e.g., financial, academic)? How can your organization ensure they receive those supports? 

• What barriers prevent your selected organization(s) from doing more? 

• How could your selected organization(s) partner with other organizations to help the candidate get into the educator pipeline - fro degree attainment to certification to hire? 
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QUESTIONS FOR THE RETENTION JOURNEY:

• What supports and experiences does this educator need to remain engaged, effective, and

• committed to the profession over time?

• What systemic or organizational barriers could threaten this educator’s long-term retention, and

• how might your organization address or prevent them?

• What policies, practices, or resources could your organization implement or strengthen to

• support this educator’s career sustainability and long-term success?

• How could organizations across the educator workforce system (PK-12 districts, EPPs, and state

• agencies) collaborate to ensure this educator is supported throughout their career?