National shortages of special education teachers exist due to increased enrollments, retirements, and teacher attrition. In the Southwest, rapid population growth also contributes to the personnel shortage. Paraprofessionals may be a promising group of potential teachers (Smith, 2003; Tillery et al, 2003; White, 2004). Little research exists concerning the perceptions of paraprofessionals about their training and interest in teaching. This study investigated the perceptions of 48 paraprofessionals concerning training experiences in one Southwestern school district. A 46-item Paraprofessional Training Questionnaire sought opinions about preparation, types of training, the alignment of training with the competencies from the Council for Exceptional Children (CEC), and the extent training and length of service were related to a desire to enter the field of education. Responses were analyzed using the SPSS System (2004). Data analysis for closed-ended questions presented response distribution among categories. Descriptive statements were used to clarify, summarize, and interpret the data. Cross tabulation tables assisted in identifying relationships between specific topics and the demographic characteristics of the respondents. Seventy-two percent of paraprofessionals reported being offered training opportunities to assist their work. Eighty-three percent reported the training they received assisted them. Training opportunities varied in topic, but were aligned with the CEC knowledge and skill competencies for special education paraprofessionals.Over 53.2% of the paraprofessionals reported they were Satisfied or Very Satisfied with the training opportunities provided. However, more training opportunities were desired by both beginning and experienced paraprofessionals. Opportunities to meet with supervising teachers varied, as did attendance at training which fostered collaborate relationships with teachers. The relationship between years of service and the desire to become a special education teacher was not statistically significant. However, paraprofessionals with fewer years of service were more interested in becoming teachers. This study provides local and state educational agencies with a framework for designing a supportive and defined infrastructure for implementing competency-based training programs for paraprofessionals, supporting special education teachers, and increasing the pool of qualified special education staff in the schools. Districts may find well-designed paraprofessional training programs could assist in meeting the need for a qualified special education teacher workforce.

Organizational leaders know that training improves worker performance, but training is often initiated without considering employees' work task requirements. This instrumental case study was conducted to understand the perceptions of employees who completed a skills training program and those of supervisors. The conceptual framework was andragogy, emphasizing self-efficacy and self-direction, motivation, and goal setting for adult learners. The guiding questions addressed the perceptions of employees about their self-directed participation in the skills training program and its relationship to work tasks and supervisors' perceptions of employees' participation in that program. Semi-structured interviews with 8 individual employees and a focus group with 5 supervisors were conducted to discover those perceptions. All study participants found the training program to be generally beneficial, but some findings were unexpected. Employees expressed disappointment that anticipated promotion opportunities did not result from completing the program. Supervisors stressed that the high organizational operations tempo prevented employees from performing what they learned in the program. The findings led to the proposal of an instructor development program for the study site with the intent of improving instructor abilities to create more effective training. Through the program, instructors would increase knowledge and skills in instructional and design skills. Through a performance-based mindset that focuses on whether the training participant has improved in trained work tasks, instructors would be enabled to better prepare employees to succeed in work tasks and career goals and provide leaders with the information and products that they require.