According to the National Center for Education Statistics (NCES), 86% of public schools reported difficulties hiring teachers, and 83% faced challenges hiring non-teaching staff, such as classroom aides and mental health professionals, for the 2023-24 school year.
The challenge to retain exceptional educators—especially in special education—has never been more pressing. Schools today are tasked with delivering quality education and creating environments where teachers feel supported and valued. We know how difficult it is for schools today, not just in delivering quality education but also in creating environments where teachers feel supported and valued.
Drawing from decades of experience, Laurie VanderPloeg, a recognized leader in special education and current Associate Executive Director for the Council for Exceptional Children, shares actionable strategies that school leaders can implement immediately. These strategies are designed to foster environments that attract, retain, and support your educators, ensuring they are equipped to meet today’s challenges head-on.
Table of Contents
1. Highlight and Celebrate the Value of Special Education Careers
It’s time to shift the narrative around special education. Too often, the focus is on the challenges rather than the successes. Laurie emphasizes, “We need to celebrate the successes of being a special educator.”
School administrators are uniquely positioned to lead this change. They can play a pivotal role in transforming how special education is perceived within the school and the broader community.
Instead of allowing the conversation to be dominated by the difficulties, Laurie urges a proactive approach: “We get bombarded with a lot of negative media coverage in relationship to what isn’t working well in the schools,” she explains.
This negativity can obscure the incredible impact that special educators have on their students and the broader school environment.
To counter this, Laurie believes promoting special educators’ achievements is essential. By celebrating their successes and recognizing their contributions, school administrators can instill pride in their current staff and make the field more attractive to new talent.
“We really have to celebrate the successes of being a special educator and promote special education as a preferred profession,” Laurie advises, “We need to show the value of being a special educator and what an honor and a privilege it actually is.”
By doing so, administrators can help create a more positive and supportive environment where special educators feel valued and motivated to continue their vital work.
2. Provide Targeted Professional Development Aligned with Educator Needs
Professional development should be more than just checking a box—it should be a meaningful opportunity for growth.
“It’s not necessarily certification that equates to student results; it’s how well-prepared the staff are to address the unique needs of individuals with disabilities,” Laurie explains.
We understand the immense challenges school leaders face in supporting their staff’s diverse needs. That’s why many schools turn to trusted partners like eLuma to deliver targeted professional development that addresses the most pressing retention issues, from trauma-informed care to inclusive teaching strategies. By tailoring professional development to directly address the specific challenges your educators encounter, you can empower them to be more effective, fulfilled, and committed to your school’s success.
3. Foster Strong Collaboration Between Special Ed and Building Leaders
This shift in perception also extends to how we think about special education within our schools. It’s essential to move away from the idea of special education as a separate place and instead embrace it as a service provided to students wherever they are.
Laurie emphasizes, “We need to work collaboratively… to build a very positive climate and culture, helping them to understand how to be good, inclusive, and instructional leaders.”
Fostering strong collaboration between special education administrators and building principals is crucial in making this philosophy a reality. School administrators can lead by facilitating regular meetings and joint planning sessions where special education and building leaders unite to align their efforts.
This unified approach ensures that all staff members are working toward the same goal: providing inclusive, high-quality education for every student, regardless of where they receive their services.
School leaders can help create an environment where all educators thrive, and every student receives the support they need by promoting the idea that special education is a flexible, integrated service rather than a separate entity. This collaborative mindset reinforces the value of special educators and fosters a school culture rooted in inclusion and shared responsibility.
4. Ensure Equitable Distribution of Workloads and Caseloads
Burnout is a real threat when workloads and caseloads are not managed equitably. Laurie points out the importance of fair distribution. Caseload has to be driven by the level and the intensity of the student need.
Regular workload reviews and adjustments can prevent burnout and create a more sustainable work environment. Many districts bolster their current staff’s capacity with teletherapy, ensuring that all educators have manageable responsibilities and contributing to a healthier, more productive school culture.
5. Develop Comprehensive Induction and Mentoring Programs for New Educators
Starting a new job can be overwhelming, and new educators may struggle to adjust without the proper support. Laurie emphasizes the importance of strong induction and mentoring programs: “Ensuring that they’re getting good coaching, mentoring, and professional learning opportunities” is critical to helping new educators succeed.
School administrators should create structured onboarding programs and pair new teachers with experienced mentors who can guide them through the early stages of their careers.
6. Clarify Roles and Responsibilities to Eliminate Job Ambiguity
Clear communication about roles and responsibilities is essential to creating a positive work environment.
Laurie advises that school leaders can reduce job ambiguity by clearly defining roles, “Research will show that special education personnel with job ambiguity are going to be more dissatisfied and probably leave.”
Ensuring every staff member understands their roles and expectations can reduce frustration and foster a more cohesive team.
7. Prioritize Adequate Planning Time for Educators
Effective teaching requires time for thoughtful planning, and this time must be both protected and inclusive. However, with increasing demands, planning time can often be compromised.
Laurie underscores the importance of safeguarding this critical time, “What we’re really hearing is because of the workload and the additional responsibilities that they’re taking on, it reduces the amount of time toward creative planning and delivery of instruction that’s going to get us results.”
To truly support all educators, school administrators should ensure that teachers have sufficient time to plan effectively and that special education teachers are included in grade-level and subject-area meetings. This inclusion is vital for fostering collaboration and ensuring that instructional plans are cohesive and comprehensive.
By integrating special education teachers into these planning sessions, schools can create more coordinated and effective teaching strategies that benefit every student. This approach not only enhances the quality of instruction but also reinforces the idea that special education is an integral part of the overall educational framework rather than a separate entity.
8. Encourage Collaboration Among Educators
Teaching can often feel isolating, but it doesn’t have to be. Laurie suggests fostering collaboration as a critical strategy to build a robust and supportive community.
“Provide collaborative opportunities to engage with general personnel,” she advises.
To strengthen the school community, it’s essential to include special education teachers in all collaborative efforts, such as ongoing Professional Learning Community (PLC) meetings and data dives.
Encouraging team teaching, co-planning sessions, and inclusive professional learning communities not only supports individual teachers but also ensures that the expertise of special education professionals is fully integrated into the broader instructional strategies.
By involving special education teachers in these critical discussions and planning sessions, schools can develop more comprehensive teaching approaches that address the needs of all students. This inclusive collaboration fosters a stronger, more unified school community where every educator feels valued and supported.
9. Continuously Assess and Improve Your Retention Strategies
Retention strategies should be dynamic, not static. Laurie recommends a proactive approach. School administrators should regularly review the effectiveness of their retention strategies and make adjustments as needed.
Laurie’s advice is straightforward: “What portions of the system are not working well… and what changes could be put into place to mitigate that negative impact and improve the opportunities?”
Regular assessments help ensure that your strategies keep pace with your educators’ evolving needs.
Moving Forward with a More Supportive School Environment
The challenges of retaining special education staff are real, but so are the solutions. By implementing these nine actionable strategies, school administrators can create an environment where educators feel valued, supported, and motivated to stay.
These steps aren’t just about keeping staff—they’re about empowering them to thrive, ensuring that every student benefits from the expertise and dedication of their educators.
At eLuma, we believe that with the right support, every educator can succeed. Laurie VanderPloeg’s strategies offer a practical blueprint for building a school culture that prioritizes the well-being of its educators, leading to better outcomes for everyone involved.
About Laurie VanderPloeg
Laurie VanderPloeg is a seasoned expert in special education and staffing retention, with a career spanning 38 years. She has held prominent positions, including Director of the Office of Special Education Programs (OSEP) and Executive Director of the Council for Exceptional Children (CEC). Currently, Laurie works with OPTIMISE, focusing on enhancing Michigan’s special education workforce.
