In school districts across the United States, it has become increasingly difficult to recruit and retain STEM teachers. This is due, in part, to the limited number of candidates in teacher preparation school compared to other disciplines, as well as greater opportunities for STEM teachers in other employment sectors when compared to teachers in many other certification areas. The researcher designed this correlational quantitative study to examine the relationship of collectively bargained factors, including salary and non-salary items (health insurance, health insurance in retirement, health insurance buyouts, retirement incentives, contractual hours per day, contractual work days per year, sick days, and personal days) to the recruitment and retention of high school STEM teachers in Capital Region school districts of New York State. The researcher designed a survey instrument to collect high school teachers' perception of the influence of collectively bargained items, as well as superintendent leadership on their recruitment and retention to their current school district. The researcher also designed a survey instrument to collect superintendents' perception of the influence of collectively bargained items, as well as superintendent leadership on the recruitment and retention of high school teachers to their current school district. In total, 32 superintendents and 1,129 high school teachers were included in the sample; a 45.71% and 25.46% response rate respectively. The results of this study indicate that collectively bargained salary and benefits matter to high school teacher recruitment and retention and there is no statistically significant difference between how high school non-STEM and high school STEM teachers perceive the influence of specific collectively bargained benefits on their recruitment and retention. In addition, there are statistically significant differences between superintendents and high school teachers in this study regarding the importance of salary toward the recruitment of high school teachers and the influence that improving medical benefits has on high school teacher retention. Further, there were statistically significant differences between superintendents and high school teachers on the influence of superintendent leadership on high school teacher recruitment and retention. The results of this study suggest that superintendents and Boards of Education should consider the influence of specific collectively bargained benefits, particularly medical benefits, on the recruitment and retention of high school teachers and seek to maintain or improve high quality medical benefits in the most cost effective manner possible. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://bibliotheek.ehb.be:2222/en-US/products/dissertations/individuals.shtml.]