Although we have just completed the 2023-24 school year, we are already planning for the 2024-24 school year. Recruitment is certainly a major focus area. We know that there are significant shortages in the high demand fields of special education certified teachers as well as paraeducators for special education classes. This, combined with the number of students who qualify for special education, continues to present serious challenges to all of us in education.

We know that the reasons for shortages include:

• There is a surge in demand for teachers while the supply of qualified teachers is diminishing.
• Special education teachers are leaving the profession at a rate 2.5 times higher than general education teachers.
• Classroom environments are challenging due to the serious behavioral needs of students

We are in the process of identifying a variety of strategies that will, we hope, help to attract and retain teachers and paraprofessionals. These strategies include:

• Continuing to upgrade our salaries and offer sign-on bonus.
• Promoting tuition reimbursement through the Dr. Gertrude A. Barber Foundation for qualifying staff at all locations of the Barber National Institute.
• Expanding professional development opportunities so that staff feel supported and grow in their roles.
• Increasing mentorship programs for new teachers for providing guidance and support.
• Creating expanded partnerships with local universities that can help develop a pipeline of future teachers.  This would include exploring federally approved apprentice programs.
• Offering a mentor program for paraeducators who might be interested in pursuing teacher certification.

We know that we need both short-term and long-term solutions to create a sustainable work force of special education teachers and paraeducators for now and the future. Ultimately, focusing on retention strategies that work will help ensure the success of special education for years to come.