R&R Project - Suggestions to Improve Retention

Factors Related to Retention

Teachers' career decisions to stay, transfer to another position, or leave teaching are influenced by a wide variety of factors which can be interrelated to one another (e.g.. qualified teachers working in a desired environment will have greater opportunities to experience work rewards that can lead to increased commitment and a decision to stay in the school). The influences of these variables on teachers' career decisions evolve and change over time, dependent on life circumstances, priorities and needs.

Factors that are most amenable to intervention involve the teacher's work environments where schools and districts can have the greatest impact. Two specific factors consistently linked to special education retention are lack of administrative support and role ambiguity/conflict.

Factors related to retention among related service professionals in school settings included salary, inadequate work and/or office space, inadequate equipment or materials, excessive caseloads, limited staff development, and isolation from colleagues.

Suggestions to improve retention among special educators include:

develop clear role descriptions

provide adequate teaching resources and office space

reduce/limit administrative requirements

enlighten administrative staff in their role of supporting their special education staff

develop support strategies to assist with paperwork (i.e. train paraprofessionals, streamline process, eliminate repetitive paperwork)

build in adequate planning time

match beginning teachers assignments with their prior experiences and training

use mentor programs to assist and provide support for beginning teachers, create time to meet during the school day

provide specific feedback, encouragement, and continued opportunities for growth

restructure the workplace by giving teachers more responsibility and autonomy

provide opportunities for special educators to regularly network with one another

provide a structure between regular and special education to support better communication

Factors Related to Retention Teachers' career decisions to stay, transfer to another position, or leave teaching are influenced by a wide variety of factors which can be interrelated to one another (e.g.. qualified teachers working in a desired environment will have greater opportunities to experience work rewards that can lead to increased commitment and a decision to stay in the school). The influences of these variables on teachers' career decisions evolve and change over time, dependent on life circumstances, priorities and needs. Factors that are most amenable to intervention involve the teacher's work environments where schools and districts can have the greatest impact. Two specific factors consistently linked to special education retention are lack of administrative support and role ambiguity/conflict. Factors related to retention among related service professionals in school settings included salary, inadequate work and/or office space, inadequate equipment or materials, excessive caseloads, limited staff development, and isolation from colleagues.		Suggestions to improve retention among special educators include: develop clear role descriptions provide adequate teaching resources and office space reduce/limit administrative requirements enlighten administrative staff in their role of supporting their special education staff develop support strategies to assist with paperwork (i.e. train paraprofessionals, streamline process, eliminate repetitive paperwork) build in adequate planning time match beginning teachers assignments with their prior experiences and training use mentor programs to assist and provide support for beginning teachers, create time to meet during the school day provide specific feedback, encouragement, and continued opportunities for growth restructure the workplace by giving teachers more responsibility and autonomy provide opportunities for special educators to regularly network with one another provide a structure between regular and special education to support better communication
References Billingsley. B. Teacher Retention and Attrition in Special Education and General Education: A Critical Review of Research. Journal of Special Education, Vol. 27, No. 2, 1993.p. 137-173. Liason Bulletin. Recruiting and Retanining Special Educatiors:It's Everybodys Job May 1993. What's working in Special Education May 1999 Gonzales, P. Factors that influence teacher attrition. NSTEP 1-95 . Aug. 1995 Miller, Brownell, Smith. Factors that Predict Teachers Staying in, Leaving, Transfering from the Special Education Classroom. Exceptional Children, Vol. 65, No.2 pp201-218. Winter 1999.