Pay it Forward...A Blog Dedicated to Effective Mentoring
Critical questions at the heart of this conversation:
1. How do effective mentors operate in an effort to shape the next generation of effective teachers?
2. What are some of the most important areas of teaching and learning that a mentor can impart on a new teacher?
3. What can districts do to support an effective mentoring program?
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Purpose of the workshop:
1. inform participants about the possible impacts of effective mentors.
2. consider what steps or protocols might be included in district policies that work to the end of retaining effective mentors and new teachers.
Assessments (this is a P / F) workshop. To earn the P
1. Participate in the conversation (whole group & blog)
2. Complete final project
3. Attend all classes (4-Friday we have off!)
Final Project: Due one week after workshop is completed (July 30).
1. Write a letter to your superintendent or principal highlighting strengths and weaknesses of the existing mentor program. It will be up to you decide whether you wish to send it.
Letter will include:
A working knowledge of how the existing protocols operate.
Areas that highlight what works (this is not a bash your district exercise).
Areas that might be improved-informed by the literature and our experiences.
Ideas for how the areas might be improved-again, informed by the literature, context and our experiences.
Length-this is up to you. You need to write a compelling analysis using effective language under girded by convincing sources and experiences. Upon completion, you may either give me a hard copy or simply e-mail it.
Ziegler3025@gmail.com
What are the effects of Induction and Mentoring on Beginning Teacher Turnover?
ReplyDeleteThe first part of the study realizes there is a problem with new teacher turnover. Studies show that as many as 50% of new teachers leave within the first 5 years of teaching! The best and brightest seem to be the most likely to leave. Large numbers of teachers leave their teaching jobs long before retirement. There is a problem and teacher turnover costs a lot of money.
Teacher induction programs seem to be the solution. Induction programs enable the student of teaching to become the teacher of students. Induction programs vary but can include workshops, collaborations, support systems, orientation seminars, and mentoring. Induction programs tend to increase job satisfaction, efficacy, and retention of new teachers. Keeping teachers is important because it builds community and cohesion among families, teachers, and students. Over 8 in 10 teachers now participate in some kind of teacher induction. 70% of beginning teachers in public schools said they work closely with a mentor. 68% said they had common planning time with other teachers of the same subject area. Also regular supportive communication with their principal was important. Fulltime teachers were less likely to leave teaching but special ed teachers had a high turnover rate. School level poverty increase teacher turnover. An external network of teachers reduced teachers leaving.
In the end, having a mentor, common planning time, and a external network of teachers are the biggest factors in retaining new teachers.