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GETTING THEM AND KEEPING THEM: SPECIAL EDUCATION STAFF RECRUITMENT AND RETENTION
Presentation for LEAD ConferenceDonna Parker, SPDG Project ManagerSeptember 21, 2010
STATE PERSONNEL DEVELOPMENT GRANTThe Division of Special Education’s SPDG
has 5 initiatives:1. RTI2. School and Instructional Climate 3. RTI Math4. Early Childhood5. Teacher Equity* We’re going to talk about teacher equity
today.
TEACHER EQUITY INCLUDES RECRUITMENT AND RETENTION ISSUES
This initiative of the State Personnel Development Grant is planned to study and make recommendations regarding the major issues.
As a part of the First to the Top initiative TNDOE is planning a state wide survey of licensed educators later in the school year. Watch for the TELL Tennessee Survey. This survey will give us additional information regarding special education issues.
TWO SOURCES OF INFORMATION FOR TODAY
The IRIS Center for Training Enhancements, Addressing the revolving door: How to retain your special education teachers.
Factors Affecting the Equitable Distribution of Special Education Teachers, an on-line LEA survey conducted August 2010.
THE IRIS CENTER RESOURCE LOCATOR
MODULE
USES OF THIS MODULE
For district administrators and principals trying to improve the retention of high quality special education staff.
Useful in understanding the unique factors affecting special education teachers.
DID YOU KNOW????
Research results show that special education teachers are significantly more likely than general education teachers to transfer to other teaching positions---
----about 10 times as likely
source: The IRIS Center
RECRUITMENT AND RETENTION ISSUESIt’s both recruitment and retention
difficulties that cause: Students’ programs to be negatively
impacted. Added expense (it costs money and time
when a position turns over). And in the field of Special Education,
even LEGAL ACTION! (and that time and expense)
WHAT ARE THE TOP FACTORS INFLUENCING RECRUITMENT AND RETENTION?
MONEY, MONEY, MONEY- we already know that, but did you know that
SCHOOL CLIMATE
is right up there in the top factors?
source: The IRIS Center
SCHOOL CLIMATE
Research shows that beginning special education teachers are less likely to leave the teaching profession when they :
View their schools as good places to work
Experience positive relationships in the school
Feel included in the school
source: The IRIS Center
SUPPORTIVE RELATIONSHIPS
The research firmly links the retention of special education teachers to administrative support .
source: The IRIS Center
WHAT’S UNIQUE ABOUT SPECIAL ED TEACHERS?
Role DesignFrom The IRIS Center:
“Role overload can occur when special education teachers are unable to balance the demands of lesson planning and instruction with the other requirements of their jobs, such as attending IEP meetings, testing, scoring, writing reports, scheduling, and keeping up with paperwork. This aspect of role design contributes significantly to special education teacher attrition….”
Special Education teachers feel torn between teaching tasks and bureaucratic requirements.
AUGUST 2010 SURVEY
Factors Affecting the Equitable Distribution of Special Education Teachers and Service Providers
An on-line survey was conducted with Supervisors of Special Education regarding a variety of issues related to recruitment, retention, and equitable distribution of special education staff.
SURVEY RESULTS
Of responses indicating difficulty attracting (67%) or difficulty retaining (47%) high quality staff:
57% reported that the difficulty was attracting related service providers
School districts have to complete with the medical field for many related services positions such as Speech Language Pathologists, Physical Therapists, Occupational Therapists, etc. It is generally accepted that this is a salary/wages issue.
47% reported the difficulty was that they could attract special education teachers, but were not satisfied with the quality of the applicants.
Source: Factors Affecting the Equitable Distribution of Special Education Teachers and Service Providers, August 2010
Survey
FACTORS SPECIAL EDUCATION SUPERVISORS THINK CONTRIBUTE TO STAFF LEAVING
Most frequently cited: Unhappy with current wages/salary Lack of resources Paperwork burden Pressure of special education’s legal
requirements
Source: Factors Affecting the Equitable Distribution of Special Education Teachers and Service Providers, August 2010 Survey
FACTORS SPECIAL EDUCATION SUPERVISORS THINK CONTRIBUTE TO STAFF LEAVING
Also cited as reasons: Unhappy with school culture (e.g., collegiality,
administrative attitudes, tangible support, school tradition, values and expectations)
Lack of leadership or advancement possibilities
Parent or community demands Lack of preparation time
Source: Factors Affecting the Equitable Distribution of Special Education Teachers and Service Providers, August 2010 Survey
SPECIAL EDUCATION TEACHERS HAVE A DIFFICULT JOB
Many mature, experienced special education teachers have trouble, but a new special education teacher can easily be thrown into
CRISIS….This is especially true if the new special
education teacher is not fully certified. They are even more likely to leave.
WHERE ARE THE SPECIAL EDUCATION TEACHERS GOING?????
The survey says: A general education position at the same
school (most frequent response) A special education position in state, but
at another school or district (next most frequent response)
Left the teaching profession (third most frequent response) Source: Factors Affecting the Equitable Distribution of Special Education Teachers and Service Providers,
August 2010 Survey
BEGINNING SPECIAL EDUCATION TEACHERS
Offering support:A well-designed mentoring program.
The best special education mentors will be special educators. A good special education mentor will be able to assess the new teacher’s needs, listen to their concerns, and individualize support, particularly in:Discipline, difficulties with parents, IEPs,
role design. source: The IRIS Center
AUGUST 2010 SURVEY RESULTS
When asked for the MOST successful strategy to assist novice special education teachers and/or related service providers:
Mentoring of special education staff by experienced special educators was cited most frequently by far.
FRAMEWORK FOR SUPPORT RECOMMENDED BY THE IRIS CENTER
“Beginning teachers who receive support from their school colleagues generally enjoy greater success than those who do not. A positive school climate in which there is a reciprocity of support among special and general educators, school leaders, parents, paraprofessional, and other service-providers is one in which new teachers are more likely to thrive.”
source: The IRIS Center
FRAMEWORK FOR SUPPORT RECOMMENDATIONS FROM THE IRIS CENTEREmotional and Psychological Support Create caring, collegial work environments that help
create a sense of belonging Communicate caring, respect, interest, and
confidence… Include the special educator as a part of the school Learn about the special education program and show a
genuine interest in students with disabilities Maintain open communication Show appreciation Listen (use active listening)
source: The IRIS Center
FRAMEWORK FOR SUPPORTROLE DESIGN AND FEEDBACK
Work with special educators to structure their roles so that they can focus on teaching and supporting students with disabilities.
Consider the number of students and the composition of the caseload
Help assure time for planning, collaboration, and non-teaching responsibilities
Minimize paperwork and non-teaching requirements to the extent possible
Discuss role-related issues with the teacher source: The IRIS Center
FRAMEWORK FOR SUPPORTPROFESSIONAL DEVELOPMENT
Establish a school climate that values learning, inquiry, and reflection
Provide learning opportunities centered on the needs of the teacher
Offer constructive feedback about teaching Create opportunities for special educators to
observe others source: The IRIS Center
ADDITIONAL RECOMMENDATIONS
In light of the research and the recent survey results, it is recommended that you take time to revisit the “What is a Good School?”* domains, standards, and measurement statements in light of your special education staff.
In particular, look at E. Leadership, F. Organization of the School,H. Climate and Culture, I. Safe and Orderly Environment, K. Communication You can then use the rubric to diagnose your special
education staff strengths and weaknesses
*What is a Good School, copyright 2008, 2009 Tennessee Department of Education
RESOURCES
The IRIS Center for Training Enhancements. (n.d.). Addressing the revolving door: How to retain your special education teachers. To access, google The IRIS Center and enter the Resource Locator.
A report on the “Factors Affecting the Equitable Distribution of Special Education Teachers and Related Service Providers” will be made available soon.
OTHER RESOURCES
The National Clearinghouse for Professions in Special Education, The Council for Exceptional Children
The Personnel Improvement Center, National Center to Improve Recruitment and Retention of Qualified Personnel for Children with Disabilities
QUESTIONS, COMMENTS, FEEDBACK
Feel free to contact:Donna Parker, Project Manager for
Tennessee State Personnel Development Grant (SPDG)
Can also contact:Veronica McDonald, SPDG Director
