Attract, Prepare, Retain Resource Database

This infographic provides a current overview of educator retention, turnover, caseloads and workforce gaps in the State of Idaho.

This program assists service members and veterans to transition into teaching positions in areas designated as having the greatest need by the Hawaii State Department of Education, such as PK-12 special education, while financial and placement support as well as ongoing mentorship.

This 2020 bill supports efforts to increase teacher recruitment and retention in Hawaii by allocating 25 million dollars in funds to create competitive salaries and equitable compensation for Hawaii teachers. This bill also establishes additional pay for special education teachers as well as teachers in hard-to-staff geographic locations.

This incentive program offered by the Hawai’i State Department of Education aims to retain teachers in state-identified critical shortage areas by providing annual pay differentials in addition to their current salaries. Through this program, special education teachers would receive a pay differential of up to $10,000 a year.

This mentoring program provides first and second year Special Education Directors in the State of Georgia as they enter the workforce with ongoing mentoring and support through a professional learning community.

GaTAPP is an alternative preparation program, available in various districts throughout the State of Georgia, that aims to transition individuals into the teaching field from other career paths while providing ongoing mentoring and support as well as job-embedded clinical practice opportunities. Additionally, special education candidates participating in GaTAPP receive additional instruction throughout their time in the program.

The Georgia Teacher Pipeline summit is an annual event in which various Georgia stakeholders, including State education agency personnel, educator preparation programs, alternative preparation programs, local education agency personnel, school-level staff, and OSEP leaders, work collaboratively to develop a comprehensive approach for improving and strengthening the teacher pipeline in Georgia. Teams focus on short- and long-term talent management strategies to attract, prepare, and retain effective teachers and leaders for all students, including those with disabilities.

This program aims to aid highly qualified paraprofessionals who are currently working in Florida public schools to earn a Bachelor's degree and teaching licensure in special education.

This report investigates the effects of Florida's Statewide program designed to increase the supply of teachers in designated "hard-to-staff" areas, such as special education.

The Leadership Initiative for Teachers (LIFT) is a five-stage career ladder aimed at retaining teachers in areas of high-need, including special education, by providing high-performing teachers in District of Columbia Public Schools with opportunities for career advancement inside the classroom. Each stage of the career ladder involves additional responsibility and increased recognition and compensation.

Delaware’s Comprehensive Induction Program (CIP) provides comprehensive support to novice educators and related service providers, including school nurses, school counselors, and school psychologists, during their first four years in the field.

This page, compiled by the Delaware Department of Licensure and Certification, highlights an alternative certification program for individuals aiming to earn an initial teaching certificate or add-on certificate in special education.

This guidebook supports Connecticut districts to create, implement and sustain initiatives for the selection and hiring of high-quality and diverse educator candidates. It includes a self-assessment tool that integrates evidence-based research to recommend strategies for districts to implement.

In partnership with the Connecticut State Department of Education, the Connecticut Housing Finance Authority offers teachers in state-identified shortage areas, such as comprehensive special education, below-market interest rate mortgage loans to help teachers become homeowners in the communities where they work.

This program aims to address the shortage of school nurses by matching new school nurses with expert mentors who provide onsite or virtual mentoring during their first year working in a school. Additionally, mentors receive ongoing professional development throughout the course of the program.