Attract, Prepare, Retain Resource Database

This resource offers evidenced-based approaches to addressing educator preparation and retention by reconceptualizing approaches to personnel preparation as well as school staffing models, in order to provide teachers with high-quality, continuous professional learning opportunities.

In 2020, The Ohio Related Services Workgroup identified role ambiguity as a primary barrier to attracting personnel to pursue careers in related service professions. To address this, the Ohio Department of Education created these resources to attract prospective candidates to related service professions by providing clarity on the roles and responsibilities of various school-based related services such as audiologists, occupational therapists, school nurses, school psychologists, physical therapists, and speech-language pathologists.

The Ohio Association of Pupil Services Administrators (OAPSA) offers a resource hub, featuring both Federal and Ohio-focused resources, to support stakeholders in addressing shortages of personnel serving students with disabilities in the State

Inspired by competency models in nursing preparation, the University of North Carolina-Chapel Hill and North Carolina State University created Pathway to Practice NC, designed to help emergency licensed teachers earn their teaching certifications in numerous subject areas, including special education. This program consists of seven modules that can be completed on a flexible schedule.

LEAP is a year-long alternative preparation program that prepares educators through both virtual and face-to-face coursework, coupled with opportunities for practice, while also matching candidates with a district-based mentor. At the end of the program, candidates can test and apply for both a general and special education license.

The Multicultural Teacher Recruitment Program (MTRP) aims to address shortages of personnel of color in all Kentucky-identified shortage areas, including special education, by recruiting candidates of color at the high school, community college, and career changer level. Fiscal, coaching, assessment, and job placement supports are offered to all candidates participating in the program.

This report from the Georgia Department of Education analyzes the results of a survey of over 50,000 Georgia educators on the main factors leading to personnel attrition in the State, including the impact of in-service educators on prospective candidates’ perceptions of the field, gaps in preparation, and the role of school leaders on retention.

Pathways2Teaching is a concurrent enrollment grow-your-own program in which 11th and 12th grade students explore teaching as a potential career choice through weekly field experiences while earning college credits.

To address the professional development and retention of personnel, the State of Colorado has incentivized National Board Certification by providing a stipend for school-based personnel, including teachers, administrators, school counselors, and school psychologists, who have achieved national certification.

This webinar, hosted by Regional Educational Laboratory Midwest (REL Midwest), highlights evidence-based strategies to support increased retention rates for Black educators and help improve educational outcomes for Black students.

This webinar, hosted by Regional Educational Laboratory Mid-Atlantic (REL Mid-Atlantic), offers an overview of four innovative initiatives that States have implemented to create partnerships between local education agencies (LEAs) and preparation programs in the region. In this webinar, several stakeholders involved in these partnerships share their lessons learned and provide suggestions to parties interested in adapting this model in their own local contexts.

This tool allows stakeholders to leverage existing student enrollment and educator workforce data to better understand and predict educator shortage trends in specific content areas and localities. This tool can then assist stakeholders to proactively identify and later implement strategies to address shortages.

The IRIS Center offers a module for school administrators and other stakeholders who seek to increase educator retention and effectiveness through comprehensive induction supports for novice special educators. This module offers various real-life exemplars, resources, and tools, concluding with an end-of-module assessment.

The Comprehensive System of Personnel Development (CSPD) is a system for implementing strategies and activities for the recruitment and retention of early childhood service providers and early intervention personnel. CSPD also includes maintenance of data on personnel and professional development, professional standards and certification, alternative training models, adequate supply of personnel, and preparation and continuing education.

This presentation, conducted by ECPC and Council for Exceptional Children (CEC), provides an overview of the research and data related to early childhood special education and early intervention shortages, and provides examples of initiatives and suggestions targeted to a variety of stakeholders to address these shortages.