10/5/101 New Hope School District Teacher Mentor Program 2010-2011 Tim Blessington Add Corporate Logo Here To insert your company logo on this slide From.

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New Hope School District New Hope School District Teacher Mentor Program Teacher Mentor Program 2010-20112010-2011

Tim BlessingtonAdd Add

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Why Mentoring?Why Mentoring?

• New hires average 15% of a building’s instructional population.

• In A Typical School Year:•16% Teacher Turnover

• 8% transferred to a different building.• 8% left teaching altogether.

(NCES 2005)

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Reasons for leaving : (top 5)Reasons for leaving : (top 5)

• Lack of Planning Time

• Workload

• Class Size/Student Population

• Too Low a Salary

• Problematic Student Behavior

(NCES 2005)

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What Do the Stats Show?What Do the Stats Show?

• That:

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Success is Cumulative!Success is Cumulative!

– Success for New Teachers– Success for Our Profession– Success for Our Children

• Children are the world’s most precious commodity and the raw materials which will make up our future society.

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MentoringMentoring

• “Sink or Swim” mentality• I’m OK…. You’re OK…..• “I don’t need help.”

– Failures– Difficulties

• Yes, you choose how to do your job, but it’s nice to have options available which have been field tested.

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Benefit from our experience…Benefit from our experience…

• Your Mentors are experts on The New Hope School District and your building!

• Combined years of mentor teaching experience in the room…..

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This is not a perfect place….This is not a perfect place….

• Bureaucracy

• Procedures

• Politics

• Things that SHOULD be

• Things that ARE– …..and the answer is………

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The Serenity PrayerThe Serenity Prayer

• God grant me the serenity to accept the things I cannot God grant me the serenity to accept the things I cannot change; courage to change the things I can; and wisdom change; courage to change the things I can; and wisdom to know the difference.to know the difference.Living one day at a time; Enjoying one moment at a time;Living one day at a time; Enjoying one moment at a time;Accepting hardships as the pathway to peace;Accepting hardships as the pathway to peace;Taking, as He did, this sinful worldTaking, as He did, this sinful worldas it is, not as I would have it;as it is, not as I would have it;Trusting that He will make all things rightTrusting that He will make all things rightif I surrender to His Will;if I surrender to His Will;That I may be reasonably happy in this life and supremely That I may be reasonably happy in this life and supremely happy with Him Forever in the next.happy with Him Forever in the next.Amen.Amen.--Reinhold Niebuhr--Reinhold Niebuhr

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Commit/Beyond ReproachCommit/Beyond Reproach

– Work Ethic• Accept responsibilities• Commit to responsibilities• Establish successful habits

– Integrity• Honesty• Self discipline

– Trust• We want you to be successful!!!!!

– Standards• Ideals• Delineated Standards

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7 Habits of Highly Effective 7 Habits of Highly Effective People (S. Covey 1989)People (S. Covey 1989)

• Dependence - Professors/College Training

• Independence : Self (private)– You know what you need to do and you do

it.• Be Proactive• Begin With An End In Mind• Put First Things First

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7 Habits of Highly Effective 7 Habits of Highly Effective People (S. Covey 1989)People (S. Covey 1989)

• Interpersonal (Public)– Think Win/Win– Seek First to Understand Then to Be

Understood– Synergize

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7 Habits of Highly Effective 7 Habits of Highly Effective People (S. Covey 1989)People (S. Covey 1989)

• Interdependence– Students– Teachers– Parents– Administration

• Our School Cultures at NH

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7 Habits of Highly Effective 7 Habits of Highly Effective People (S. Covey 1989)People (S. Covey 1989)

• Sharpen The Saw– Take care of yourself so you will have the capacity

to effectively perform in your chosen profession.• Sleep• Eat Right• Exercise• See your Doctors!! You have GREAT health insurance!• Associate with individuals whom share your ideals and

support you.

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The HandbookThe Handbook

• Meetings :– 4X in Sept.– 2X every month– More if needed

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Initial Needs AssessmentInitial Needs Assessment

• Focus Questions

• Complete ASAP and give to your mentor.– Be honest and forthcoming regarding your

concerns/need to know topics.

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Topical Categories for Topical Categories for DiscussionDiscussion

• Exhaustive but not all inclusive. (Initial & date as discussed.)– Instructional– Behavioral management– Logistical– Professional– Personal/Interpersonal

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TimelineTimeline

• Monthly description/flow chart of general activities.

(Initial & date as completed.)

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ObservationsObservations

• Keep track of your administrative observations.

• Keep track of your administrative appraisal conferences.

• Mentor Observations/Modeling– Not “official”– Dig in and learn/confirm!

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EvaluationsEvaluations

• WE WANT FEEDBACK!!!!!!!!

• Please be brutally frank.

• The suggestions/observations you make will benefit those whom experience this program after you.

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ReferencesReferences

• Dreibelbis, E. (2002). Plan for Induction of New Teachers 2002-2008. Kinzers, PA: Pequea Valley School District.

• Framingham Public Schools, Framingham, MA. Framingham public schools mentor program handbook. Retrieved October 5, 2010 from http://www.framingham.k12.ma.us/hr/documents/mentorhandbook07.pdf.

• Peterson, R. W. (1989). Mentor program handbook. Retrieved June 27, 2005, from http://www.gse.uci.edu.MentorTeacher/Preface.html.

• Liberty School District, Liberty MO (2002). Liberty professional development planning. Retrieved October 5, 2010, from http://www.liberty.k12.mo.us/jobs/pd/teacher-mentor-program.

• Oregon Department Of Education (2001). Oregon mentor program handbook. Retrieved October 5, 2010, from http://www.ode.state.or.us/search/page/?id=2218.

• Rutherford, P. (2005) 21st Century Mentor's Handbook. Alexandria, Va: Just Ask Publications.

• U.S. Dept. of Education, National Center for Education Statistics. (2005). The Condition of Education 2005, NCES 2005-094, Washington, DC: U.S. Government Printing Office.

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Suggested Reading Suggested Reading (In order of significance.)(In order of significance.)

• Covey, S. (1989). Covey, S. (1989). The 7 habits of highly effective people.The 7 habits of highly effective people. New York: Simon and Schuster. New York: Simon and Schuster. (Time & self management 101!)(Time & self management 101!)

• Faber, A. & Mazlish, E. (1995). Faber, A. & Mazlish, E. (1995). How to talk so kids can learn at home and in school.How to talk so kids can learn at home and in school. New York: New York: Simon and Schuster.Simon and Schuster.(Great anecdotal scenarios concerning common pitfalls, common questions answered, one page (Great anecdotal scenarios concerning common pitfalls, common questions answered, one page "quick reminder" summations of each chapter, "right and wrong" cartoons illustrating classroom "quick reminder" summations of each chapter, "right and wrong" cartoons illustrating classroom management and interactions with students and parents. A definite MUST READ!!)management and interactions with students and parents. A definite MUST READ!!)

• Carlson, R. (1997). Carlson, R. (1997). Don't sweat the small stuff... and it's all small stuff.Don't sweat the small stuff... and it's all small stuff. New York: Hyperion. New York: Hyperion.( A vista of personal temperament and a good companion to the Covey book.)( A vista of personal temperament and a good companion to the Covey book.)

• Brown, H. J. (1992). Brown, H. J. (1992). Live learn and pass it on.Live learn and pass it on. Nashville, TN: Rutledge Hill Press. Nashville, TN: Rutledge Hill Press.(Thought provoking perspective.)(Thought provoking perspective.)

• Wong, H. & Wong, R (2001). Wong, H. & Wong, R (2001). How To Be An Effective Teacher: The First Days Of School. How To Be An Effective Teacher: The First Days Of School. Mountain View, CA: Wong Publications (A step by step “how to” guide packed with great ideas to Mountain View, CA: Wong Publications (A step by step “how to” guide packed with great ideas to keep a person from becoming overwhelmed!)keep a person from becoming overwhelmed!)

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Thank You!!Thank You!!