In this case study, special educators left an urban district primarily because of personal reasons, dissatisfaction, and more attractive opportunities elsewhere. Findings suggest that the district might retain more teachers by designing responsive induction programs, improving work conditions, and providing teachers with opportunities to transfer to other schools. District administrators concerned about attrition should assess local conditions and focus on areas that are likely to have the greatest effect on retention. Suggestions for strategic planning at the district level are provided. (Contains 4 tables.)