Strategies for Hiring Special Education Therapists | Ask the Expert Insights
Discover expert strategies for securing the best special education teachers.
School districts continue to face tough challenges in hiring, especially in special education. To support leaders in this work, we’re bringing you expert insights from Dr. Sonya Hemmen, an educational consultant and school leader with more than 30 years in public education.
Dr. Hemmen’s background includes leadership in charter and Montessori education, student support services, and special education administration. In her current role, she prepares future educators and instructional leaders, modeling the same collaborative and student-centered approaches that shaped her district leadership.
In this exclusive Q&A, she shares practical strategies and lessons learned from her years as a district leader—offering guidance school administrators can apply to today’s hiring challenges. Her perspective is rooted in real-world leadership and a deep commitment to student success.
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Read the Q&A
Q: How can principals best motivate and retain teachers, especially in challenging environments?
A: Recognizing and appreciating teachers’ efforts, both privately and publicly, is vital for boosting morale. Provide ample opportunities for professional development and foster a collaborative environment where teachers can learn from and support each other. Ensure a positive school culture where teachers feel respected, have access to adequate resources, and maintain a healthy work-life balance.
Q: How can a new principal effectively build relationships with staff and parents.
A: New principals should prioritize being visible and approachable in all aspects of school life, from classrooms to the bus dock. Actively listening to concerns and suggestions, and demonstrating genuine interest in people’s lives beyond their roles, helps build trust and connection.
Q: How can schools address the growing mental health challenges faced by students?
A: Create a safe, structured, and inclusive environment, and encourage open communication about feelings. Implement brain-based mindfulness learning programs, train staff to recognize signs of distress, and provide access to mental health resources, such as counselors and support systems.
Q: How can districts retain teachers and Special Education staff when budgets limit salary increases?
A: Retention is not only about pay. When raises are limited, districts can focus on flexibility, support, and recognition. Offering options like flexible schedules, hybrid service models, or reduced caseloads can make a meaningful difference. Clear communication, access to strong instructional resources, and visible leadership support also help staff feel valued. Professional growth opportunities, mentoring, and realistic workload expectations often carry as much weight as compensation when educators decide whether to stay.
Q: What organizational tools do you recommend to help leaders monitor student progress and IEP service delivery without overwhelming staff?
The most effective tools are simple, centralized, and easy to maintain. Dashboards or shared trackers that focus on a few key data points, such as service minutes delivered, goal progress, and compliance checkpoints, can reduce duplication and confusion. Consistency matters more than complexity. When tools align with existing workflows and require minimal extra data entry, staff are more likely to use them consistently and accurately.
Q: How should schools plan staffing when enrollment and caseloads fluctuate midyear?
Planning for flexibility is essential. Schools should build contingency plans that include short-term contracts, virtual services, or part-time support to address sudden changes. Regularly reviewing caseload data throughout the year helps leaders anticipate shifts before they become urgent. Having trusted staffing partners and cross-trained staff in place allows districts to respond quickly while maintaining service continuity for students. TheraPeds providers at Ross Montessori School were there for us when we needed them most. We worked with top-notch online providers and stayed flexible with their schedules to meet the legally required needs of our students under their IEPs.
Q: What’s the most effective way to prevent staff burnout midyear?
Burnout prevention starts with acknowledging that midyear fatigue is real. Old school principals have referred to February as “the Loneliest Month.” Leaders can help by checking in regularly, adjusting expectations when possible, and encouraging staff to use available supports. Protecting planning time, reducing nonessential tasks, and promoting collaboration can ease pressure. Even small changes, like clearer priorities or temporary support during peak periods, can help staff feel supported and sustainable through the remainder of the school year.
Also, Pro Tip: take a half-day off yourself if you can, once per month or at least quarterly. Self-care is something leaders should role-model. You will notice a difference immediately.