Every AD knows how important athletic trainers are to an athletic department; it’s been discussed before on this channel, and it’s a non-negotiable part of running a safe, credible program. Why, then, are they so hard to hold on to?
While tales of athletic trainer shortages have haunted the headlines on and off for years, athletic departments are asking themselves how they can recruit enough skilled ATs and keep them long-term.
What’s really going on with athletic trainer staffing
Between high school and college athletics, departments regularly report trouble filling and holding onto athletic training positions. Although the media announces a shortage, this isn’t actually the case. In fact, the profession has considerably grown over the last decade according to certification data. The issue is that more ATs are choosing non-traditional roles or leaving high-pressure settings for better conditions elsewhere, leading to gaps in schools and universities.
The National Athletic Trainers’ Association (NATA) and partners identify several key workplace themes contributing to recruitment and retention challenges:
- Compensation that lags behind comparable roles in healthcare or education.
- Burnout from heavy workloads, unpredictable schedules, and high expectations with limited support.
- Organizational culture concerns, including lack of professional autonomy and feeling undervalued.
- Competition for ATs from clinical, industrial, and other healthcare settings offering more predictable hours or higher pay.
In high school settings, NATA surveys suggest around 25% of ATs consider leaving their positions, and 28% have considered leaving the profession entirely due to these factors.
Why this matters for your program
Having a full and supported athletic training staff is paramount. Schools with athletic trainers see fewer catastrophic or disabling injuries and faster, safer rehabilitation outcomes for student-athletes.
From a risk management perspective, understaffed or stressed ATs can mean medical errors, delayed care, and strained relationships between coaching staff and healthcare providers. Outcomes like those create institutional risk and put student-athlete health at stake — and no AD wants that.
Recruiting and retaining athletic trainers
Start with compensation, but do not stop there
Money may not buy happiness, but salary matters. A lot. Many athletic trainers leave scholastic settings not because they want out of athletics, but because they can earn more with better hours elsewhere. Even modest improvements show that you and your institution understand market realities and respect the role.
Action steps for ADs:
- Benchmark salaries against clinical, industrial, and physician-practice roles, not just other schools.
- Be upfront in job postings about pay ranges and growth opportunities.
- Advocate internally for stipend structures, longevity raises, or step increases tied to years of service.
Fix the schedule before it breaks your staff
Unpredictable, nonstop schedules are one of the biggest reasons for burnout. ATs often feel like they are expected to be everywhere, all the time, without relief. Of course, they know what they signed up for and don’t expect a 9-to-5 job, but they do expect leadership to acknowledge their workload and plan accordingly.
Action steps for ADs:
- Instead of what the job description says, audit actual weekly hours.
- Build coverage plans that rotate nights, weekends, and travel.
- Protect true off-season time whenever possible and put those boundaries in writing.
Treat athletic trainers as health care professionals, not support staff
A large portion of ATs leave because they feel their medical judgment is overridden or undervalued by other staff members or parents: This is a morale issue and a liability issue. Turnover decreases and trust increases when athletic trainers know leadership has their back.
Action steps for ADs:
- Establish clear policies that support AT clinical autonomy.
- Reinforce that return-to-play decisions are medical decisions.
- Address coach behavior immediately when boundaries are crossed.
Build real support for early-career trainers
Newer ATs often enter roles with heavy responsibility and very little guidance. Without mentorship, many burn out quickly. Investment from your organization pays off in retention later.
Action steps for ADs:
- Pair early-career ATs with experienced mentors internally or through professional networks.
- Budget for continuing education, conference attendance, and certification maintenance.
- Provide structured onboarding instead of assuming they will “figure it out.”
Make culture visible, not just aspirational
Staff members pay close attention to how departments operate, not what mission statements say. Feeling seen and heard goes a long way in a profession where people often feel stretched thin.
Action steps for ADs:
- Include ATs in leadership meetings when athlete health is discussed.
- Publicly recognize their role in injury prevention and athlete well-being.
- Schedule regular check-ins that are about workload and support, not just performance.
Recruit with honesty, not spin
Overselling a position might fill it quickly, but it almost guarantees a short tenure. Athletic trainers are more likely to commit when they trust leadership from the start.
Action steps for ADs:
- Be transparent about coverage expectations, travel, and staffing realities.
- Share how your department is actively working to improve conditions.
- Talk openly about challenges and invite candidates into the solution.
