4 Proven Ways to Implement STEDI in Your District
Don't reinvent the wheel.
See how 1,400+ districts structure their training requirements—from zero-cost mandates to tiered pay incentives.
There is no one right way to upgrade your substitute pool. Whether you are facing a budget freeze, a substitute shortage, or a retention crisis, we have an implementation model that fits. Below are the four most common ways partner districts integrate the STEDI SubSkills Training Course into their hiring process.
Model 1: The Zero-Cost Option
Best for: Districts with tight budgets prioritizing quality and safety
In this model, the district treats the SubDiploma™ like a driver’s license or a TB test: a pre-requisite for the job. The applicant pays for the course directly, signaling their serious intent to work.
Why it works:
Cost to District: $0.
Filters Applicants: Eliminates “warm bodies” who aren’t willing to invest in their own readiness.
Reduces Liability: Ensures 100% of your pool is trained before Day 1.
See It In Action:
Fulton County Schools, GA Policy Language: “Completion of the online STEDI Substitute Training Course with a passing score of 85%. STEDI Sub Diploma MUST be uploaded with application.”
Gloucester County Public Schools, VA Policy Language: “There is a cost associated with this training… which is the responsibility of the applicant. This ensures our substitutes meet the professional standards of our district.”
Model 2: The Retention Reimbursement Strategy
Best for: Districts worried about fairness or barriers to entry
This is the middle ground. The applicant pays upfront (proving commitment), but the district reimburses the cost after the substitute successfully works a set number of days (proving reliability).
Why it works:
Risk-Free Hiring: You don’t pay for training until the sub has actually worked for you.
Boosts Retention: Substitutes are motivated to stick around for those first 5-10 days to get their money back.
See It In Action:
Kuna School District, ID Policy Language: “We compensate the cost of this course after an individual completes one full day of substitute teaching for the district!”
Ripon Area School District, WI Policy Language: “The cost of the required substitute training will be reimbursed to you after you have completed 10 days of subbing.”
Model 3: The Tiered Pay Incentive
Best for: Districts wanting to reward excellence and motivate current substitutes
You don’t have to mandate training for everyone immediately. In this model, you offer a higher daily rate to substitutes who voluntarily complete the training.
Why it works:
Self-Selection: The most ambitious substitutes self-identify.
Justifies Pay Raises: CFOs are more willing to approve pay bumps when tied to a credential.
Motivation: Gives substitutes a clear “career ladder.”
See It In Action:
Caldwell School District, ID Policy Language:
Standard Substitute Rate: $120/day
Certified Guest Teacher (with STEDI SubDiploma): $130/day
Caldwell School District Website
Adams 12 Five Star Schools, CO Policy Language:
Standard Substitute Rate: $145/day
Certified Guest Teacher (with STEDI SubDiploma): $175/day
Model 4: The District-Funded Investment
Best for: Districts needing to remove all financial barriers for the applicant
In this model, the district purchases training licenses in bulk with a quantity discount and provides them to approved applicants at no cost. This signals that the district views substitute teachers as valued employees worthy of professional development investment.
Why it works:
Maximum Volume: Removes the #1 barrier to entry (cost) for low-income applicants.
Total Control: The district controls the speed of onboarding and can assign training immediately upon conditional offer.
Competitive Advantage: “Free training provided” is a strong recruiting hook in a competitive labor market.
See It In Action:
Los Angeles Unified School District (LAUSD), CA Policy Language: LAUSD purchases STEDI licenses centrally to ensure every incoming substitute meets the “District Proficiency” standard without placing a financial burden on the applicant.
Loudoun County Public Schools, VA Policy Language: Loudoun County provides STEDI training as a district-funded benefit to ensure all substitutes are prepared for classroom management and safety protocols before entering the classroom.
Not Sure Which Model Fits Your District?
Let’s Build a Strategy Together.
Every district has unique budget constraints, board policies, and hiring goals. You don’t have to figure this out alone. Schedule a brief consultation with our Implementation Specialist to compare these models against your district’s specific needs. We’ll help you crunch the numbers and select the path that guarantees the highest fill rates with the lowest friction.
