Performance audit identifies key strategies to recruit and retain special education staff

Like most states, Washington reports shortages of qualified special education staff. Without properly trained staff, school districts struggle to provide eligible students with important services like lessons to develop study skills, speech or physical therapy, behavior management and vocational education.

Recognizing these challenges, the Office of the Washington State Auditor conducted a performance audit to identify strategies to help school districts improve recruitment and retention of special education staff. Auditors also considered the challenges districts face in those efforts, and how they might collaborate with other educational service districts and the Office of Superintendent of Public Instruction to implement recommended approaches.

Five areas of practice can enhance school district efforts to recruit qualified special education teachers and support staff, and improve retention:

• Creating alternative pathways into the profession
• Taking advantage of newly reduced credentialing barriers
• Providing financial incentives for special education roles
• Promoting manageable workloads
• Establishing a supportive workplace

Each practice area is explored in detail in the full report, which, along with summary materials, can be found here: Recruitment and Retention of Special Education Staff

In conducting their review, auditors interviewed staff from 10 school districts of varying sizes and makeup across the state. They also surveyed the recruitment and retention strategies of other states. The resulting report is the first of three performance audits planned to address legislative interest in improving special education.

“Special education is as complex a topic as it is a vital service,” said State Auditor Pat McCarthy. “These reports will form a solid factual basis for ongoing improvements to special education in our state.”