California’s Career Technical Education programs stand at a crossroads. The ambitious goals outlined in Gov. Gavin Newsom’s California Master Plan for Career Education highlight the critical role CTE plays in preparing students for the workforce. Yet, these aspirations are tempered by the harsh reality of inconsistent funding, declining enrollment, and barriers to recruiting and retaining skilled educators. School districts across the state are often left scrambling for resources, relying on competitive grants such as the K-12 Strong Workforce Program (SWP), CTE Incentive Grant (CTEIG), and federal Perkins funding to sustain and equip their programs.

For small and rural school districts, these challenges are magnified. With fewer students to begin with, rural districts face unique difficulties in sustaining robust CTE programs, as smaller budgets make it harder to maintain up-to-date facilities, purchase costly equipment, and hire qualified teachers. Geographic isolation also limits access to industry partnerships and regional resources, leaving many rural schools struggling to offer programs that align with workforce demands.

The current “patchwork” funding system creates instability. Without a steady stream of funding, districts struggle to make long-term investments in state-of-the-art equipment, professional development and robust career pathways. Declining enrollment further exacerbates the challenge, shrinking budgets tied to student attendance and intensifying competition for scarce resources. On top of these challenges, the success of CTE programs depends on an often-overlooked but critical factor: teachers with current industry experience.

The challenge of CTE teacher recruitment and salaries Recruiting and retaining teachers with current, real-world industry expertise remains a significant obstacle to maintaining high-quality CTE programs. Many of these individuals come from fields like construction, manufacturing, health care or technology, where hands-on experience is valued over advanced degrees. However, California’s traditional teacher pay scales fail to account for this expertise, making it challenging to attract skilled professionals.

For example, a highly skilled welder or IT professional considering a teaching career might find that their salary would be far lower than their earning potential in the private sector, even at an entry-level position. This disparity in pay discourages many industry professionals from entering education, leaving districts struggling to find qualified CTE instructors.

Small and rural school districts face additional hurdles. Limited housing, lower pay scales, and fewer local industries to serve as pipelines for talent make it even harder to recruit and retain qualified teachers. Moreover, California’s credentialing requirements — often lengthy and misaligned with industry experience — add another layer of difficulty. Without reform, these barriers will continue to prevent highly skilled, potential CTE educators from entering the classroom.

The impact of declining enrollment Teacher recruitment challenges are compounded by the broader issue of declining enrollment. As California school districts face shrinking student populations, their funding, which is tied to attendance, also declines. This leaves districts with fewer resources to invest in teacher salaries, facilities and program development.

The consequences are especially severe for small and rural districts, where already limited student populations make it difficult to sustain multiple career pathways. For example, a small rural high school might struggle to offer a single program, let alone the diverse options needed to prepare students for an evolving workforce, especially in future-facing jobs. Geographic isolation compounds this issue, as students may not have access to nearby districts or regional centers that could supplement their career education.

Yet despite these challenges, solutions exist. Dual enrollment partnerships with community colleges can address both teacher shortages and declining enrollment. By allowing high school students to take college-level CTE courses, districts can offer specialized programs without bearing the full cost of facilities or instructors. These partnerships not only expand program offerings but also give students a head start on postsecondary credentials, making them more competitive in the workforce. For rural districts, leveraging community college resources — such as adjunct instructors, mobile training units, and online course options — can bridge the gap in staffing and resources.

Strategic responses to challenges To ensure the sustainability and growth of CTE programs, California must adopt bold, innovative, strategic solutions that directly address these challenges.

A vision for the future The California Master Plan for Career Education envisions a future where all students have equitable access to high-quality CTE programs that prepare them for the jobs of tomorrow. Achieving this vision requires structural changes in funding, teacher compensation, dual enrollment partnerships and program sustainability.

California must prioritize consistent, ongoing funding for CTE while addressing the barriers that prevent industry professionals from entering the classroom. By providing consistent, adequate funding for CTE, leveraging community college partnerships, reforming pay scales, and strengthening regional collaboration, the state can ensure that its CTE programs remain a pathway to success for students and a vital engine for economic growth — no matter where they live.

The stakes are too high to settle for the status quo. CTE is not just about preparing students for careers — it’s about building a workforce, an economy and a future that works for all Californians, from bustling urban centers to the most remote rural communities.