Section four of the survey, specifically asked respondents to rate the factors that influenced their decision to accept a job offer. These factors related to financial issues, personal issues, working conditions, and support. The results are broken down by level of experience and whether the respondent was from Oregon or out of state. The results are broken down further by urban-suburban positions, small city positions and rural/isolated positions.

The November Strategy Briefing focuses on the survey findings related to the importance of the respondent's agreement with the program philosophy. We will discuss additional factors in the coming months.

Agreement with Program Philosophy

Roughly two-thirds of respondents indicated that the philosophy of service provision by the Special Education program played a very or critically important role in accepting a job offer. While being clear with applicants about program philosophy may, in the short run, cost the loss of a job applicant, in the long run it will reduce internal strife and staff turnover.

• Interestingly, program philosophy is somewhat more important to special educators coming from another state than it is for special educators coming from Oregon. This is the case for both experienced and beginning special educators. Comparatively, experienced career changers care much less about program philosophy.
• Respondents employed in rural or isolated settings felt more strongly about program philosophy than respondents from any other agency size or location.

Potential Implications for Policy and/or Practice:

Like all of the factors discussed, this represents a "double-edged sword." Your agency's philosophy or model of service delivery is what it is. Some job applicants may be in philosophical agreement with it, and others not. This level of agreement or comfort does play a role in the decision to accept a job offer. Being open and honest about your agency's philosophy or model of service delivery will, in the long run allow you to hire special education staff that will be more comfortable in their position and likely to remain. Hiring individuals who have strong philosophical differences with current service delivery models will only result in internal problems and staff turnover.