How Schools Can Hire EB-3 Workers for Critical Support Roles

Schools can hire EB-3 workers for permanent, full-time support roles such as custodial, food service, and maintenance positions when qualified local workers are unavailable. The EB-3 visa program allows educational institutions to sponsor international workers for long-term employment, helping stabilize operations, reduce turnover, and support consistent campus services.

A National Center for Education Statistics report found that public schools filled just 74% of custodial positions before the 2024–25 school year, while a study by the School Nutrition Association said that 90.5% of school nutrition directors reported moderate to significant staffing challenges.

Schools across the country face a growing challenge that directly affects daily operations and student experience. Critical support roles are increasingly difficult to fill, even as demand for reliable campus services continues to rise.

Custodial teams are stretched thin. Food service departments struggle to maintain consistent staffing. Maintenance backlogs grow. Administrative support roles sit vacant longer than ever. These positions keep schools functioning, yet traditional hiring methods fail to deliver stable results.

When local recruitment efforts fall short, schools need solutions that go beyond short-term fixes. The EB-3 Unskilled visa program offers a strategic, long-term pathway to secure committed support staff and stabilize operations.

In this article, we outline how educational institutions can use EB-3 as part of a thoughtful workforce strategy, which roles qualify, and what schools need to know to get started.

The Support Role Staffing Crisis in Schools

Non-teaching roles are some of the hardest positions for schools to staff nationwide. An aging workforce, lower wages, and ongoing budget constraints fuel shortages, while districts also compete directly with employers like Amazon, Target, and grocery chains for the same labor pool.

These shortages have real consequences.

• Delayed repairs affect safety and learning environments.
• Limited food service staffing disrupts meal programs.
• Administrative gaps slow essential school operations.
• Teachers cover gaps, pulling them away from their core responsibilities.
• Bus driver shortages delay start times and put instructional time at risk.

At the same time, schools face rising costs tied to continual recruitment, onboarding, and training. Turnover in support roles remains high, forcing districts into a cycle of emergency hiring and temporary solutions. Competition from the private sector further tightens the labor market, often offering higher wages and more flexible schedules than school systems can match.

Even when positions are filled, retention remains a challenge. Support staff roles often experience some of the highest turnover rates in education, creating ongoing operational instability.

These realities call for a different approach. One that prioritizes long-term planning rather than short-term replacement.

Florida schools often start the school year without enough bus drivers, custodial staff, and cafeteria workers, according to the Florida Education Association.

The EB-3 Visa Solution for Educational Institutions 

What Is the EB-3 Program?

The EB-3 visa is an employment-based, immigrant visa category. It allows U.S. employers to sponsor foreign workers for permanent residency when qualified U.S. workers are not available.

For schools, the most relevant category is EB-3 Unskilled workers. These are roles that require less than two years of training or experience. The program provides an employment pipeline, not a temporary fix.

Why EB-3 Works for Schools

EB-3 aligns well with the operational realities of educational institutions. It enables access to a committed workforce looking for long-term employment and community roots.

Because international workers are pursuing permanent residency, they are more likely to remain with the employer for years. This stability significantly reduces turnover and recurring recruitment costs.

For schools struggling to fill the same positions year after year, EB-3 offers a way to address persistent vacancies with a sustainable staffing model.

Key EB-3 Advantages

• Stability: Workers often have multi-year employment relationships
• Reliability: Lower turnover in mission-critical roles
• Cost-effectiveness: Reduced long-term recruitment and training costs
• Community investment: Workers often establish permanent ties locally

Eligible Support Roles for EB-3 Unskilled Hiring

Many school support positions qualify under the EB-3 unskilled category, provided they are permanent and full-time.

Common Eligible Roles

• Custodial staff
• Food service workers
• Cafeteria assistants
• Groundskeepers
• Classroom aides
• Bus drivers
• General maintenance workers

Position Requirements

To qualify, positions must meet several criteria:

• Full-time and permanent employment
• Documented labor market testing showing no qualified local workers
• Wages that meet prevailing wage requirements

Real-World Impact: Benefits Beyond Filling Positions

Operational Stability

With predictable staffing levels, schools reduce emergency hiring and maintain consistent service quality. Facilities remain cleaner, safer, and better maintained.

Financial Benefits

Lower turnover means fewer training cycles and reduced reliance on staffing agencies. Budgeting becomes more predictable, and labor costs stabilize over time.

Community Strengthening

International workers often settle permanently, bringing their families and contributing to the local community. Schools benefit from a diverse workforce that reflects global perspectives and models inclusion for students.

Strategic Workforce Planning With EB-3

Building a Long-Term Staffing Strategy

EB-3 is most effective when integrated into a broader workforce plan. Schools should start by identifying roles that remain chronically vacant and assessing the true cost of turnover.

When comparing ongoing recruitment expenses, temporary staffing fees, and productivity losses, EB-3 sponsorship often proves cost-effective over time.

Planning ahead is essential. The EB-3 process typically takes three to five years, making it ideal for pipeline-based workforce planning rather than last-minute hiring.

Integration and Retention

Successful programs go beyond hiring. Schools that invest in onboarding, cultural integration, and community support see stronger retention outcomes.

Support with housing, local orientation, and clear communication helps international workers integrate more smoothly. The permanent residency pathway itself is a powerful retention tool.

Compliance and Documentation

Schools must maintain accurate employment records and ensure compliance at every stage. Partnering with visa specialists simplifies this process and reduces administrative risk.

The EB-3 Process: What Schools Need to Know

To participate in the visa program, employers must sponsor the worker and complete a defined labor certification and immigration process. An experienced visa specialist can provide support as you navigate the process.

Step 1: Labor Market Testing and PERM Labor Certification

Schools must document genuine efforts to recruit locally. This includes job postings through standard channels and detailed records showing insufficient qualified applicants. The Department of Labor reviews the application to confirm no available U.S. workers and establishes the prevailing wage for the role.

Step 2: I-140 Immigrant Petition

The school files a petition with U.S. Citizenship and Immigration Services demonstrating its ability to pay the offered wage and confirming the position and worker qualifications.

Step 4: Visa Processing or Adjustment of Status

The worker completes visa processing or adjusts status within the U.S. Timelines vary, with an overall process averaging three to five years.

Important Considerations

Schools must commit to wage and compliance requirements and budget for filing and legal costs. Working with immigration attorneys or experienced visa partners is strongly recommended.

Download our free guide, A Step-By-Step Guide to Sponsoring Candidates Through the EB-3 Program and learn about one of the most effective pathways for building a stable, committed workforce.

Common EB-3 Questions and Misconceptions

Is this taking jobs from local workers?
No. EB-3 requires proof that qualified local workers are unavailable. The program exists specifically to address labor shortages.

Is the timeline too long?
EB-3 supports future workforce needs. Schools that plan ahead gain long-term stability rather than reacting to ongoing shortages.

What about the costs?
When compared to perpetual turnover and hiring, sponsorship often delivers a strong return through retention and operational consistency.

Is this too complex for HR teams?
With the right support, schools can manage the process effectively. Many institutions successfully scale EB-3 programs over time.

Getting Started with EB-3: Action Steps for Schools

Immediate Actions

• Select a visa specialist partner
• Assess persistent staffing gaps
• Analyze turnover and recruitment costs
• Identify eligible support roles
• Review budget capacity

Building Your Program

• Develop a long-term workforce plan
• Establish documentation processes
• Create sponsorship timelines
• Train HR staff on compliance
• Build support systems for international workers

Build a Stable School Workforce

School support role shortages demand more than short-term fixes. They require strategic, long-term solutions.

The EB-3 visa program allows schools to invest in a stable, committed workforce that supports daily operations and advances their educational mission. While the process requires planning, the payoff is sustained operational excellence and reduced staffing disruption.

Schools that act early position themselves for long-term success.

To explore whether EB-3 fits your school workforce strategy, contact Vanteo for a free consultation and begin building the support teams your schools depend on.

About Vanteo
Vanteo serves as the parent company for a comprehensive family of brands specializing in workforce solutions, cultural exchange programs, and process management, each benefiting from our integrated approach.

Permanent Workers
BDV Solutions (BDV) operates as our EB-3 permanent residence visa specialist, focusing on long-term workforce solutions for organizations seeking to build lasting international talent partnerships. BDV handles the complex process of securing permanent residence visas for essential workers across various industries.

Vanteo is not a law firm, and this information should not be considered legal advice. Participation in U.S. visa programs is subject to eligibility, regulatory requirements, and government approval. Past performance does not guarantee future outcomes. Participation in the J-1 Exchange Visitor Program is subject to sponsor approval and U.S. government regulations.