A growing number of students struggle to deal with mental health issues – and the demand for school psychologists vastly exceeds supply. This has led to a perfect storm in efforts to recruit, train and retain these vital education and child development experts.

The story is in the numbers.

The National Association of School Psychologists (NASP) recommends one school psychologist for every 500 students.  But statistics across the nation tell a very different story, with only a select few states and territories meeting or coming close to this figure. The current national ratio stands at 1,119 students to one psychologist and in some cases, things are even more dire. For instance, in New Mexico, the ratio is an alarming 19,811 to one.

At the same time, disturbing trends are noted in students from kindergarten through high school. These include:

• Depression: Recent Centers for Disease Control and Prevention (CDC) research shows that 42 percent of high school students and 57 percent of teenage girls said they felt persistently sad and hopeless.
• Suicide: In the same report, the CDC notes that in 2021, 10 percent of high school students attempted suicide and 22 percent seriously considered it. Percentages were even higher among certain groups including LGBTQ+ teens.
• Additional issues: Educators are reporting students running out of the classroom and away from school, as well as increased bullying, disruption, and chronic absenteeism.

It’s no wonder, then, that school psychologists are also vulnerable to mounting stress. In one study, up to 90 percent said they sometimes felt burnt out. In another, in areas of the country where psychologist shortages are the most extreme, approximately 22 percent reported they thought about leaving their current position.

Recruiting School Psychologists

In the face of this sobering reality, how do you fill vacancies for school psychologist positions? A few ideas include:

• Set clear roles and responsibilities. Keep communication lines open and stay in touch with your psychologist to discuss what’s going on and address any gaps. Be an active listener and follow through on all feedback.
• Make work-live balance a priority. Starting with your hiring process, communicate this priority to desired candidates. Set boundaries early on. This may include mandatory mental wellness days, setting defined working hours including when to be in and out of contact, and more.

Retaining Your Psychologists

You can always offer financial incentives to help your school district hold onto your psychologists. Additional retention techniques include:

• Promoting professional development: Provide the support and resources your psychologists need to perform effectively in the face of ever-changing situations and challenges, as well as grow their careers within your organization.
• Showing your appreciation: A simple, heartfelt thank you goes a long way. You can also acknowledge your staff psychologist during school announcements or enable students to present certificates of appreciation.
• Increase financial support for students’ mental health: Look into the Safer Communities Act, which allocates funds to student wellness programs – including increased hiring of diverse, highly-qualified mental health professionals.

For additional insight and resources to attract, train and retain your best school psychologists contact Covelo Group today.