Attract, Prepare, Retain Resource Database

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.

This toolkit provides a framework for States and districts to establish opportunities for teacher leadership roles in order to support educator development and retention. This toolkit synthesizes research on teacher leadership, highlights real-world exemplars, and offers ten supporting resources that can be used at the Federal, State, or local level.

The North Carolina Department of Public Instruction offers several resources and archived presentations related to recruitment and retention of teachers to serve exceptional children.

This collection of resources features literature, tools, templates, as well as program and district exemplars aimed at improving educator recruitment and retention within the state of New Hampshire. Several of these resources focus on the recruitment and retention of personnel serving students with disabilities.

This residency program was established through a partnership between the University of St. Thomas and Minneapolis Public Schools (MPS), to create a pathway for unlicensed MPS employees to work towards a licensure in special education while working full time.

The Minnesota Department of Education has partnered with Region 10 Low Incidence projects, local districts, and regional institutions of higher education to implement several initiatives related to the recruitment and retention of special educators. Initiatives include tuition support, mentoring systems, and other collaborative recruitment activities.

This report summarizes a series of listening sessions involving over 120 educators, including special education teachers, general education teachers, school leaders, related service providers, district leaders, and preparation providers. These listening sessions resulted in a list of solutions for policymakers to consider to address teacher shortages in Michigan.

To ensure that students with disabilities are served by high quality special education Directors and Early Childhood Coordinators, the Massachusetts Department of Elementary and Secondary Education provides four Leadership Institutes. These four Leadership Institutes gives participants collaboration opportunities and ongoing technical assistance and coaching.

This resource, created by the Teach KY initiative, provides guidance for local education agencies looking to establish Grow-Your-Own programs throughout the State of Kentucky.

Iowa’s Mental Health Service Professionals Demonstration Grant supports innovative partnerships to train school-based mental health service providers that serve both general and special education students for employment in schools and LEAs in rural Iowa.

This program aims to attract promising new teachers with competitive starting salaries, and retain effective teachers with leadership opportunities, increased compensation, and incentives for collaboration between teachers.

The Indiana Department of Education’s Office of Innovation offers this free module to provide guidance to districts looking to better develop strong mentoring and induction processes for new teachers to increase the retention novice teachers.