education jobs remote texas

Elevate K12

Live Streaming Instruction | Elevate K-12

Online Teacher Jobs in Texas

Join the elevate k-12 team as an online teacher in texas.

At Elevate K-12, we are changing how classrooms work through live, online, real-time instruction. As an Elevate K-12 teacher, you can follow your passion for teaching and teach from home or anywhere life takes you. We provide you with the flexibility, training, curriculum, and support you need to give your students excellent learning experiences. Use your creativity and engagement skills to help students learn. 

Being a teacher is a rewarding and fulfilling career, and online teacher jobs in Texas allow enthusiastic professionals to do what they love and take advantage of many benefits, including: 

• Competitive Pay – As an Elevate K-12 online teacher, you can earn $22-40/hour + bonuses.
• Ultimate Work-Life Balance – Say goodbye to working long hours before, during, and after school. With an Elevate K-12 teaching schedule, you can set your hours and work part-time. 
• Ability to Focus Completely on Teaching – We develop the curriculum and write the lesson plans, so all you need to do is focus entirely on helping students learn. The paraprofessional helps with classroom management and parent communications, and you never have to work lunch duty.
• Professional Development and Training – As an Elevate K-12 teacher, you receive professional development and training opportunities so that you have the tools you need to succeed and opportunities to enhance your skills. 
• Technical Support – If a technology issue arises, you do not have to worry. We provide 24/7 access to live technical support so your classroom can run smoothly. 
• Social Hours – We recognize the importance of relationships and the value of connecting with colleagues. As an Elevate K-12 teacher, you will be invited to social hours where you can talk with other online educators. 
• Fully Remote – When you teach online, you can skip the commute and swap your dress shoes for slippers. The fully remote work environment helps you maximize efficiency. 

Open Teacher Positions in Texas

American sign language teacher, esl teacher, english language arts teacher.

Certification: New York

Science Teacher

Math teacher, elementary teacher.

Certification: Virginia

Certification: Louisiana

Certification: New Jersey

Certification: North Carolina

Certification: Ohio

Certification: Texas

Special Education Teacher

No jobs found!

Teacher Certification in Texas

To earn a teacher certification in Texas, five criteria must be met. 

• You need a bachelor’s degree from an accredited college or university recognized by the Texas Higher Education Coordinating Board (THECB) , 
• You need to complete an Approved Educator Preparation Program . 
• You need to pass approved teacher certification exams. 
• You must submit a state application once you are eligible to apply. 
• You must complete fingerprinting as part of a national criminal background check 

Requirements for Online Teaching Jobs in Texas

To apply for online teaching jobs in Texas, you need to meet the following requirements:

• Education – You need a Bachelor’s degree from an accredited university or college in the United States. 
• Certification – You need an active, verifiable teaching certificate. 
• Availability – You can choose your hours and work a part-time schedule of 5-25 hours per week. Within the flexible schedule, you must be available for 3-hour blocks of time during the school day. 
• Equipment – You only need a laptop or computer, a desk, a chair, and a reliable internet connection. 
• Experience – You need experience working with elementary, middle, or high school students. 
• Qualities – You need a passion for helping students learn and the skills to engage students effectively. 

Out-of-State Teacher Certification

We are looking for enthusiastic educators who love to inspire students and help them learn, regardless of zip code. For teachers who want to educate across state lines from the comfort of their desks at home, we offer a unique opportunity to teach now and get certified later.

Set your own hours during the school day, between 5-25 hours per week.

Teach kids for a full year and and make meaningful connections.

Gain access to professional development and a community of teachers.

Focus on your craft of teaching, we write the lesson plans for you.

Moved, or want to? Work from anywhere.

Ditch the commute and swap your dress shoes for slippers!

Teach live , and live life on your own terms.

Teach from home during the day and choose your own hours from 8 to 5. Skip the commute and the endless hours of writing lesson plans.

Join certified teachers from across the country who are providing live-streamed, high-quality instruction to schools.

• Faculty Issues

UT Austin Changes Course to Require In-Person Work

Many staff staunchly oppose the new policy, arguing that commuting is expensive and that administrators made the decision without consulting employees.

By  Jessica Blake

You have / 5 articles left. Sign up for a free account or log in.

The University of Texas at Austin announced almost all staff must return in person before the start of the next academic year.

Getty Images

This summer will mark the end of remote work for most staff at the University of Texas at Austin, president Jay Hartzell announced Wednesday . The mandate has left staff members reeling, faculty doubting the value of shared governance and human resource experts questioning the wisdom of the move.

“I’m concerned for people who have disabilities, who have erratic doctor’s appointments, who have infants at home, who have set up their lives with remote and hybrid work so that they’re in some way manageable,” said Anne Lewis, a UT Austin union representative. “And those are some of the best workers at the university—the people who are doing everything they can to be productive and to keep their jobs and to be respected.”

Ever since the COVID-19 pandemic shut down college campuses across the country in March 2020 , UT Austin—like many institutions—has allowed employees in many departments to work remotely at least some of the time. National research shows that the gesture has helped maintain employee satisfaction and retention during a difficult time in higher ed, and many staff have come to count on the flexibility. But at UT Austin at least, the perk is drawing to a close.

In his email announcement , Hartzell explained that the decision “reinforces the teaching and research mission of our University,” since ​​“staff members can most effectively serve our students, faculty, fellow staff members, and other stakeholders when working together in an environment that fosters collaboration, innovation, availability, and reliability.”

But Lewis and other critics of the change argue that it could actually drive staff to seek more flexible positions elsewhere. Human resource experts agree colleges and universities have tough choices to make about where staff members should report for work in the post-pandemic era, and warn that forcing them back to the office could impact the future of recruitment and retention in an industry that’s already struggling.

“We certainly have heard many institutions talk about the fact that their applicant pools have gotten smaller,” said Christopher Nickson, vice president of The Segal Group, a human resources and benefits consulting group. “Or in some instances they report to us that when someone applies for a position; they will often follow up and say, ‘I’m interested to know whether any component of this role can be done in a remote or hybrid fashion.’”

Not all UT Austin staff will be required to work in person; a “small number” of individuals who have demonstrated productivity and serve in roles characterized as transactional, internal or requiring high levels of independence will be eligible to remain hybrid or remote on a case-by-case basis, Hartzell’s letter said. But the guidelines for supervisors to make such decisions are vague, staff members say. Deans and department leaders must finalize plans for transitioning back to in-person work by “early July” and fully implement them by Aug. 19—the week before fall term begins, according to the letter.

A spokesperson for the university declined to provide Inside Higher Ed with further comment on the reasoning behind the policy change, writing, “what [President Hartzell] stated in the email is the reason why.”

‘Workers Deserve Dignity’

Texas governor Greg Abbott was quick to voice approval for the decision on X. “This is the way,” he wrote. “University of Texas to end remote work for almost all staff in August. It’s past time to get back to work.”

But Lewis, who serves as the central Texas executive board member for the Texas State Employees Union (TSEU), called the governor’s response “horrible,” and suggested he shouldn’t treat staff as cogs in the higher ed machine.

“It’s like we’re the seven dwarves or something,” she said.

As a professor of practice in UT’s Moody College of Communications, Lewis qualifies as faculty and is not directly impacted by the policy change, but as a union representative she works daily with people who are. She said there had been rumors of some kind of change to work modality and that the Staff Council had been notified in advance. Still, notification is not the same as consultation, she said.

Editors’ Picks

• The FAFSA Broke Me
• FAFSA Fiasco Pushes States to Mandate Universal Completion
• A New Digital Divide: Student AI Use Surges, Leaving Faculty Behind

“I mean, people were thinking that it was a shift from three days a week virtual to two days a week virtual. They really didn’t know, and that includes people up the line on managerial staff,” she said. “Workers deserve dignity, and they deserve as much determination over the circumstances of their jobs as possible. This is taking something away.”

The timing of the announcement—over the summer, when many staff are on vacation and students are away from campus—was likely strategic, Lewis said. Breaking the news when the campus is vacant makes it harder for opponents to resist the change, she said.

Pauline Strong, president of the UT Austin chapter of the American Association of University Professors, said the faculty plans to stand in solidarity with TSEU members and will advocate for the reinforcement of shared governance.

“We believe as faculty that staff are absolutely essential to our ability to serve students,” she said. “We want to express concern about policies that occur without consultation with the most relevant representative body, whether that be the Staff Council in this case, or the Faculty Council in cases that involve faculty, or student government in the cases that involve students.”

Strong also said one of the biggest concerns among faculty is the loss of staff support. As the city of Austin grows, the cost of living continues to rise, and staff members—many of whom earn as little as $15 per hour—are struggling to make ends meet. Add the cost of commuting and parking fees, and many employees may choose to look for a new job rather than return in person, she said.

“Hybrid and remote work is one of the options that make it possible to retain staff,” she said. “When I think about IT staff, for instance, we have a very robust [private] IT economy in Austin. Much of that work is done remotely, and so if we are not able to offer remote work to our staff, I think our ability to compete for them is going to be compromised.”

Finding a ‘Sweet Spot’

Research has shown that turnover among higher education professionals continues to climb, and a lack of remote work opportunities is one of the biggest reasons why.

According to a survey last September from the College and University Professional Association for Human Resources (CUPA-HR), the percentage of full-time staff members who left their jobs nearly doubled from 7.9 percent in 2020 to 14.3 percent in 2022. The findings also show that while two-thirds of staff believe most of their duties can be completed remotely and say they’d prefer to work that way, only one-third have been granted permission to do so. The report describes implementing more flexible work arrangements as a “low-hanging fruit that many higher ed leaders are ignoring.”

“Small changes can move the needle,” the CUPA-HR report read. “Allowing one day of working from home per week, implementing half-day Fridays, reducing summer hours, and allowing employees some say in their schedules are all examples of flexible work arrangements that will improve employee satisfaction.”

Nickson, from Segal, said in an effort to keep employees happy, an overwhelming majority of higher education institutions still allow some form of remote or hybrid work. Only a handful, including UT Austin, have transitioned to almost entirely in-person work, he said—and even fewer have done so in such a stark, high- profile way.

According to Inside Higher Ed ’s 2024 Presidents Survey , about six in 10 presidents (61 percent) said up to a quarter of their nonfaculty staff worked in a hybrid or fully remote format this spring. About 12 percent said that was the case for a quarter to half of their staff, and another 11 percent said half to three-quarters of their staff worked that way.

“Most institutions are frankly still struggling with finding what that sweet spot is for them along the spectrum, if you will, from fully remote to fully in-person,” Nickson said. “They have to think long and hard about how they balance their guiding principles with the business case around remote hybrid and flexible work.”

A few institutions have taken approaches similar to UT Austin’s. For example, faculty and staff at Hagerstown Community College in Maryland, which went all remote in the early days of the pandemic, were ordered to report back to campus in fall 2020, despite ongoing pandemic safety concerns.

The college turned off access to its virtual private network (VPN), forcing employees to work in person in order to access institutional resources . President Jim Klauber said the decision was intended to protect the college’s technological security, but the move inflamed tensions between administrators and employees, who resented the push to return in person.

“We are a community college that serves the community,” Klauber wrote in his letter announcing the shift. “I can only assume that when I come upon a locked office or department, the occupants are on leave. At that point, I will ensure that Human Resources charges them with that leave appropriately."

Cornell University drew a hard line in fall 2021, a year after Hager, saying it would not consider any faculty requests to teach remotely—even from those seeking accommodations for chronic illness or disability. Administrators from the Ivy League institution in New York state cited the vitality of face-to-face interactions with students as the driver of their decision.

“What I’ve seen from some institutions in commentary about the reasons why they’re going in person, is that they’re trying to build this sense of community, and to meet the expectations of the student population that they serve,” Nickson said. “I will say though, one of the other things that we have witnessed is that in some instances, students actually seem to prefer to have some of their services provided to them in a virtual space.”

Other colleges and universities have taken the ongoing demand for remote options in stride. In some cases, particularly in large urban areas with premium real estate like Austin, universities have saved millions of dollars by shedding leases for newly vacant spaces.

When asked how UT Austin’s administrators should respond to the pushback from staff and faculty, Nickson said he’d encourage them—and other institutions facing similar dilemmas—to “consider the needs and expectations of their workforce.”

“That kind of a concerted effort usually requires a significant investment of time and energy among the senior leadership of the institution, hopefully, in a transparent way,” he said. “But rare is the case where a cookie-cutter approach to these kinds of decisions will work for all institutions. It should be a tailored approach that recognizes the unique nuances based on its geography, size, staff, faculty and student components.”

Federal Judges Put Biden’s New Loan Repayment Plan on Hold

Two federal judges on Monday dealt different blows to the administration’s generous income-driven loan repayment plan

Share This Article

More from faculty issues.

Full-time Faculty Raises Finally Beat Inflation … Just Barely

With the dollar’s declining value taken into account, new data shows that real wages grew by half a percent.

Did an N.C. State Building Sicken Scores of Occupants?

Some current and former employees say they fear probable carcinogens in a campus building may have harmed them and st

My Colleagues Stayed Silent When Oct. 7 Was Called a ‘Beautiful Day’

Deborah Gerhardt reflects on a UNC faculty body’s decision not to weigh in on a guest speaker’s comments.

• Become a Member
• Sign up for Newsletters
• Learning & Assessment
• Diversity & Equity
• Career Development
• Labor & Unionization
• Shared Governance
• Academic Freedom
• Books & Publishing
• Financial Aid
• Residential Life
• Free Speech
• Physical & Mental Health
• Race & Ethnicity
• Sex & Gender
• Socioeconomics
• Traditional-Age
• Adult & Post-Traditional
• Teaching & Learning
• Artificial Intelligence
• Digital Publishing
• Data Analytics
• Administrative Tech
• Alternative Credentials
• Financial Health
• Cost-Cutting
• Revenue Strategies
• Academic Programs
• Physical Campuses
• Mergers & Collaboration
• Fundraising
• Research Universities
• Regional Public Universities
• Community Colleges
• Private Nonprofit Colleges
• Minority-Serving Institutions
• Religious Colleges
• Women's Colleges
• Specialized Colleges
• For-Profit Colleges
• Executive Leadership
• Trustees & Regents
• State Oversight
• Accreditation
• Politics & Elections
• Supreme Court
• Student Aid Policy
• Science & Research Policy
• State Policy
• Colleges & Localities
• Employee Satisfaction
• Remote & Flexible Work
• Staff Issues
• Study Abroad
• International Students in U.S.
• U.S. Colleges in the World
• Intellectual Affairs
• Seeking a Faculty Job
• Advancing in the Faculty
• Seeking an Administrative Job
• Advancing as an Administrator
• Beyond Transfer
• Call to Action
• Confessions of a Community College Dean
• Higher Ed Gamma
• Higher Ed Policy
• Just Explain It to Me!
• Just Visiting
• Law, Policy—and IT?
• Leadership & StratEDgy
• Leadership in Higher Education
• Learning Innovation
• Online: Trending Now
• Resident Scholar
• University of Venus
• Student Voice
• Academic Life
• Health & Wellness
• The College Experience
• Life After College
• Academic Minute
• Weekly Wisdom
• Reports & Data
• Quick Takes
• Advertising & Marketing
• Consulting Services
• Data & Insights
• Hiring & Jobs
• Event Partnerships

4 /5 Articles remaining this month.

Sign up for a free account or log in.

• Create Free Account

• Metro/Region
• Job Listings

Dallas-Ft. Worth-Arlington, TX (35 mile radius) Location Bound only   |   Include Online/Remote positions

Search criteria.

Clear Filters

Refine Results

Create your free job search account.

• Receive new jobs by email
• Post your resume/CV
• Track your applications

Have an account? Sign in

What Are The Fastest-Growing Jobs Of 2024?

Updated: Feb 23, 2024, 8:28am

The current job market might be turbulent at best, but there are still several career paths with strong projected growth trends through 2024 and beyond. In response to fluctuating job markets, job seekers are prioritizing high-growth careers and recession-proof jobs , upskilling to maintain a competitive edge.

Fortunately, some of the fastest-growing jobs in 2024 also offer stability and long-term potential. Whether you’re looking to switch jobs or you’re just launching your career, it’s worth considering these in-demand fields.

Why You Can Trust Forbes Advisor Education

Forbes Advisor’s education editors are committed to producing unbiased rankings and informative articles covering online colleges, tech bootcamps and career paths. Our ranking methodologies use data from the National Center for Education Statistics , education providers, and reputable educational and professional organizations. An advisory board of educators and other subject matter experts reviews and verifies our content to bring you trustworthy, up-to-date information. Advertisers do not influence our rankings or editorial content.

• 6,290 accredited, nonprofit colleges and universities analyzed nationwide
• 52 reputable tech bootcamp providers evaluated for our rankings
• All content is fact-checked and updated on an annual basis
• Rankings undergo five rounds of fact-checking
• Only 7.12% of all colleges, universities and bootcamp providers we consider are awarded

Fastest-Growing Careers of 2024

We’ve listed eight of the fastest-growing careers of 2024 below, but this list is far from exhaustive. According to the Bureau of Labor Statistics (BLS), other jobs slated for high growth rates include taxi drivers, home health and personal care aides, actuaries, epidemiologists, veterinary support occupations and physical therapist assistants.

Jobs with the highest projected growth rates from 2022 to 2032 include nurse practitioners, data scientists, wind turbine service technicians and physician assistants.

Below are some of the fastest-growing careers in the health, tech and trade sectors.

Fastest-Growing Health Careers

Nurse practitioners.

Growth Rate (2022–32): +38% Median Pay: $125,900 per year Education Requirements: Master’s degree in nursing Career Overview: Nurse practitioners’ responsibilities vary widely depending on their state of licensure, but in general, nurse practitioners provide primary and urgent care services to a diverse array of patients. They work in various medical settings including hospitals, physicians’ offices and clinics.

Nurse practitioners may work independently, but frequent collaboration with physicians is often necessary to ensure patients’ health and wellness. Most states allow nurse practitioners to prescribe medications, diagnose conditions and order medical tests. Some nurse practitioners specialize in areas such as geriatric health, pediatrics or mental health.

Check out our guide on how to become a nurse practitioner .

Medical and Health Services Managers

Growth Rate (2022–32): +28% Median Pay: $104,830 per year Education Requirements: Bachelor’s degree in healthcare administration or a related field Career Overview: Medical and health services managers are responsible for planning, directing and coordinating healthcare providers’ business activities. They usually manage an entire facility, a clinical area or department or a physician group medical practice.

Medical and health service managers wear many hats. Overall, they play a crucial role in ensuring their facilities run smoothly and efficiently. It’s up to these professionals to set departmental goals and objectives and ensure that their staff meets those goals. They also make sure their facilities are up to date with codes and regulations.

These managers recruit and supervise staff, manage facility finances, create work schedules, prepare and monitor budgets and stay in close contact with medical staff and department heads.

Physician Assistants

Growth Rate (2022–32): +78% Median Pay: $126,010 per year Education Requirements: Master’s degree Career Overview: Physician assistants support physicians in examining, diagnosing and treating patients in a variety of healthcare settings, including primary care and family medicine, emergency medicine and psychiatry. Some physician assistants make house calls or visit patients in nursing homes.

Under the supervision of a physician, physician assistants are responsible for educating and counseling patients and their families, prescribing medication, assessing and recording a patient’s healing progress and researching various treatments.

Fastest-Growing Tech Careers

Data scientists.

Growth Rate (2022–32): +35% Median Pay: $103,500 per year Education Requirements: Bachelor’s degree Career Overview: Data scientists extract insights and knowledge from large, complex data sets. They leverage that data to make intelligent, informed decisions to help organizations improve their performance and achieve their goals.

Conducting surveys or scraping the web to collect data is a key component of a data scientist’s job. From there, data scientists clean and classify raw data, using machine learning and data visualization software to demonstrate their findings. It’s paramount that data scientists know how to communicate their findings effectively and in a way that’s accessible to a general audience.

While only a bachelor’s is required to enter the field, these professionals may hold master’s degrees in data science . Some gain discipline-specific training by building on prior academic experience with a data science bootcamp .

Information Security Analysts

Growth Rate (2021-31): +35% Median Pay: $102,600 per year Education Requirements: Bachelor’s degree in cybersecurity or a related field Career Overview: Information security analysts are responsible for ensuring the safety and security of an organization’s sensitive information and computer systems. They rigorously monitor networks for security breaches and investigate any attacks that may occur.

Information security analysts use software like firewalls and data encryption programs to safeguard sensitive assets. They are also responsible for documenting metrics and reporting attempted attacks. Information security analysts recommend security enhancements to management or senior IT staff, and they help other employees gain their footing with new security products and procedures.

Cybersecurity analysts are a type of information security analyst. For more information, check out our guides on information security vs. cybersecurity and how to become a cybersecurity analyst .

Software Developers

Growth Rate (2022-32): +25% Median Pay: $124,200 per year Education Requirements: Bachelor’s degree in computer science or a related field Career Overview: Software developers design and develop software applications to meet a variety of user needs. These professionals may participate in all stages of the development process, from research and ideation to creating models, overseeing development teams, documenting progress, testing and quality assurance. After a product launches, software developers help maintain its functionality through upgrades and bug fixes.

Often working in the computer systems design and software publishing industries, software developers frequently collaborate with clients, programmers, engineers and other professionals such as user experience designers. They also work in sectors such as finance and manufacturing and may create applications for consumer use or proprietary programs tailored to an organization’s internal needs.

Fastest-Growing Trade Careers

Wind turbine service technicians.

Growth Rate (2022–32): +45% Median Pay: $57,320 per year Education Requirements: Professional certificate Career Overview: Also known as wind techs, wind turbine service technicians install, maintain and repair wind turbines. The bulk of their work centers around maintaining wind turbines that have already been built, though these professionals may occasionally install new turbines when needed.

Wind techs inspect the exterior and physical integrity of wind turbines. They test and troubleshoot electrical, mechanical and hydraulic components and systems. They’re also responsible for replacing worn or malfunctioning equipment or components, collecting turbine data and servicing underground transmission systems.

Wind techs must be comfortable working outdoors, in confined spaces and at significant heights.

Solar Photovoltaic Installers

Growth Rate (2022–32): +22% Median Pay: $45,230 per year Education Requirements: High school diploma or equivalent Career Overview: Career Overview: Solar photovoltaic installers assemble, install and maintain photovoltaic (PV) systems that convert sunlight into energy. These systems might be needed in commercial, industrial or residential settings. Some are installed on rooftops; others sprawl on the ground.

Solar photovoltaic installers plan out PV system configurations based on site conditions and their customers’ needs. Once a PV system is installed, the technicians hook it up to the electrical system and apply weather sealant to the equipment exposed to the elements. PV installers then test the system to ensure everything works properly.

Sometimes, installers connect the PV system to the grid, but in other cases, electricians are called in. Solar photovoltaic installers must be comfortable using a variety of power tools on the job, such as drills, wrenches, saws and screwdrivers.

Frequently Asked Questions (FAQs) About the Fastest-Growing Careers

What is the fastest-growing occupation.

Wind turbine service technicians claim the title as the fastest-growing occupation over the decade. The BLS estimates an average growth rate of 45% between 2022 and 2032, which is significantly faster than the national average across other occupations.

What are the five careers that are the fastest-growing?

The five fastest-growing careers are wind turbine service technicians, nurse practitioners, data scientists, statisticians and information security analysts.

What is the number one job that pays the most?

According to the BLS, several types of physicians and surgeons—such as cardiologists, oral and maxillofacial surgeons, radiologists and emergency medicine physicians—were tied for the highest-paid jobs in the U.S. as of 2022. All of these high-earning medical professionals make median annual salaries exceeding $239,000 per year.

• How To Become A Lawyer
• How To Become An Accountant
• Careers In Economics
• What Can You Do With A Journalism Degree? 10 Jobs In Journalism
• 9 Nutrition Careers To Consider
• Careers In Psychology
• Careers In Social Work
• Ask A Tech Recruiter: What Can You Expect From A First-Round Tech Interview?

10 STEM Careers That Pay Off

Teacher grants: where to find free money for teachers.

• Online Learning Platforms
• Online Resources Every Professor Needs
• Should You Go Back To School? How To Decide
• Move Here After Earning Your Accounting Degree

Career Guide: How To Become A Chef In 4 Steps

Move Here After Earning Your Accounting Degree: Top 99 Metro Areas For Accountants

What Is An Internship? Everything You Should Know

You Finished Your Summer Internship—Now What? What To Do After An Internship

Cecilia is a freelance writer, content marketing strategist and author covering education, technology and energy. She is a current contributor to the Forbes Advisor education vertical and holds a summa cum laude journalism degree from California Polytechnic State University, San Luis Obispo.

By continuing to browse the site you are agreeing to our use of cookies and similar tracking technologies described in our privacy policy .

Voice of the Discipline

News and publications.

Access AHA news and publications supporting the work of historians.

Stay up-to-date with the AHA

June 25, 2024

AHA Members Co-author Article on SCOTUS and Gun Control

AHA members Holly Brewer (Univ. of Maryland) and Laura F. Edwards (Princeton Univ.) have co-authored an article for Washington Monthly…

June 24, 2024

Action Alert Opposing Ohio SB 83

June 21, 2024

AHA Signs On to CIE Letter Urging HEA-Title VI Funding for FY 2025

June 18, 2024

Welcome to the AHA’s New Website

The American Historical Review is the flagship journal of the AHA and the journal of record for the historical discipline in the United States, bringing together scholarship from every major field of historical study.

Perspectives on History is the newsmagazine of the AHA and is the principal source for news and information about the discipline of history. Since 1962, Perspectives has promoted our work by publishing articles and commentary on all aspects of the historical discipline.

History in Focus Podcast

Environmental Crisis and Recovery

Collaborative history + revisiting marion thompson wright, teaching historiography + chilling affects, aha booklets.

The AHA publishes booklets that address a diversity of topics to serve the needs of history students and historians in all professions. Our publications include career advice for history graduates, overviews and syntheses of current historical topics and fields, and guides to teaching and learning in history.

For the Press

The AHA is pleased to provide resources for journalists and press. If you are a member of the media and would like to submit a request for a referral or interview, please email [email protected] . Please provide any pertinent deadlines and we will do our best to accommodate your request. The AHA can find you a historian for any topic, and assists with dozens of inquiries each year.

The AHA encourages the reading of history with periodic reading challenges.

Permission to Use AHA Copyrighted Material

All material published by the American Historical Association in any medium is protected by copyright.

Join the AHA

The AHA brings together historians from all specializations and all work contexts, embracing the breadth and variety of activity in history today.