Core Viewpoint - The global education system is facing a structural crisis due to a significant shortage of qualified teachers, which is not just a matter of quantity but also of quality and distribution [5][10]. Group 1: Global Teacher Shortage - The average turnover rate of fully qualified teachers across 19 countries is 6.5%, with some countries exceeding 10% [5][7]. - In countries like Denmark, Estonia, and Lithuania, teacher turnover rates exceed 10%, with 51% of resignations being voluntary, indicating a decline in the profession's attractiveness [7][11]. - The proportion of unqualified teachers is rising, with Sweden reporting 16.3% in primary and 21.6% in secondary education [7][8]. Group 2: Structural Issues - The teacher shortage is characterized by a mismatch in qualifications, with many newly hired teachers leaving within five years due to inadequate support [7][10]. - Countries like Austria, Israel, and Poland have over 30% of resignations coming from teachers with less than five years of experience, highlighting a lack of effective retention mechanisms [7][11]. - The issue is exacerbated in remote areas and special education, leading to unequal educational opportunities and varying teaching quality [8][12]. Group 3: China's Teacher Landscape - While China has a sufficient number of teachers, it faces structural challenges, particularly in rural areas and vocational education [13][14]. - The average age of teachers in some western regions exceeds 45, leading to difficulties in offering specialized courses [14]. - New teachers often lack job security and support, resulting in a trend where young teachers leave the profession shortly after entering [14][15]. Group 4: Recommendations for Improvement - To enhance teacher retention, it is essential to build a system that increases the profession's attractiveness, similar to France's approach of providing job security and clear career paths [17]. - Strengthening initial support for new teachers through mentorship and professional development can significantly improve retention rates [18]. - Optimizing the distribution of teaching resources and addressing regional mismatches can help alleviate structural imbalances in the education system [19]. Conclusion - The structural issues in the teaching profession are critical to the future of education, emphasizing the need for systemic reforms to ensure a stable and qualified teaching workforce [22][23].

Group 1 - The global teacher shortage is a structural issue, not just a matter of quantity, with high turnover rates and an increasing proportion of unqualified teachers across various countries [2][3] - In Denmark, Estonia, and Lithuania, teacher turnover rates exceed 10%, with voluntary resignations accounting for 51%, indicating a decline in the profession's attractiveness [2][3] - In Sweden, the number of unqualified teachers in primary education is 16.3%, and in secondary education, it reaches 21.6%, highlighting a significant mismatch in teacher qualifications [2][3] Group 2 - The decline in teacher attractiveness is driven by uncompetitive salaries, rigid career paths, and marginalization of the profession, leading many young teachers to consider leaving [5][6] - The teacher qualification system fails to meet real-world demands, resulting in a mismatch between teacher training and educational needs, particularly in specialized and technical education [5][6] - Insufficient support mechanisms for early-career teachers contribute to high turnover rates, with countries like France successfully implementing mentorship and support systems to stabilize their teaching workforce [5][6] Group 3 - In China, while the total number of teachers is adequate, structural challenges such as high turnover in rural areas and a shortage of qualified vocational education teachers persist [7][9] - The average age of teachers in some western regions of China exceeds 45, complicating the provision of specialized courses and leading to significant gaps in subject teaching [7][9] - New teachers in China face instability due to inadequate institutional support, resulting in a phenomenon where young teachers often leave the profession shortly after starting [9][10] Group 4 - Strategies from OECD countries suggest that enhancing the attractiveness of the teaching profession, providing early-career support, and optimizing resource allocation can address structural issues in teacher shortages [11][12][13] - France's low turnover rate is attributed to a robust system of job security and clear career advancement paths, which could serve as a model for improving teacher retention in China [11][12] - Implementing mentorship programs and improving initial training for new teachers are critical for increasing retention rates, as evidenced by practices in Israel and Estonia [12][13]