Section four of the survey, specifically asked respondents to rate the factors that influenced their decision to accept a job offer. These factors related to financial issues, personal issues, working conditions, and support. The results are broken down by level of experience and whether the respondent was from Oregon or out of state. The results are broken down further by urban-suburban positions, small city positions and rural/isolated positions.
Previous Strategy Briefings have focused on findings related to administrative support, financial considerations, interactions with potential colleagues, perception of staff rapport, and agreement with program philosophy. The December issue will report on other factors that while not necessarily deemed very or critically important by a large percentage of respondents from an overall perspective, there were significant differences that emerged both by level of experience and agency size/geographical location. Being aware of these differences may prove useful to agencies in recruiting and hiring special education staff.
Over 60% of respondents indicated that support and encouragement of continued professional development was very or critically important. Respondents previously from outside Oregon rated this much more important than did respondents from Oregon. Support for CPD was much more important to respondents employed in rural/isolated settings than other settings.
Not surprisingly, having a mentor program was significantly more important to beginning special educators (especially from out-of-state) and experienced career changers than experienced special educators. Even so, only about 40% of beginning special educators rated a mentor program as very or critically important in their decision to accept a job offer.
Developing programs and resources to address the items listed above will likely enhance success in recruiting and hiring quality special educators. If your agency already has such programs and resources in place - promote them.