At different stages of her career, the author has experienced, supported, and facilitated professional learning efforts. As an assistant principal, she finds that she has learned something of value at each stage. In this article, as the author reflects on her career, she realizes that it is important to learn and grow rather than just try to…

The Ontario Ministry of Education established the New Teacher Induction Program in 2006, ensuring that new teachers in the province receive orientation, mentoring, and continuous professional learning in their first year. Through this program, districts receive funding and opportunities to support mentors and respond to the needs of novice…

Each year, 200 novice teachers arrive at the schools in a large district in Reno, Nevada. The district's challenge is to create a comprehensive system of support for these teachers. For eight years, the district has provided a site-mentor for each of the novice teachers and required attendance in a two-year program of study as part of the New…

New teachers need help. From day one, new teachers, largely on their own, are responsible for running a classroom and ensuring student learning, as well as fulfilling administrative requirements. Little wonder that 14% of new teachers leave by the end of their first year, 33% leave within three years, and almost 50% leave in five years (Ingersoll,…

Describes strategies for effectively supporting beginning teachers, including low-intensity strategies (e.g., orientation and collegial collaboration) and high-intensity strategies (e.g, providing release time and selecting and training effective support providers). The paper also notes important supportive conditions and describes challenges to…

One Pennsylvania school district requires that new teachers spend an additional 15 contractual days each year during their first 5 years of teaching in a comprehensive New Teacher Academy. They are also mentored during their first year. During those 15 days, teachers participate in workshops, personal choice staff development, graduate course…

The unique needs of alternatively certified teachers merit a customized induction program. This paper presents data from a recent study of beginning alternatively certified teachers in Oklahoma, examining characteristics of the teachers studied, frustrations among new teachers, insufficient resources and materials, training needs, relationships…

This report from Harvard University's Project on the Next Generation of Teachers examines why new some teachers remain in the profession despite difficult teaching conditions. Central to teachers' satisfaction is the belief that they are teaching their students effectively. Other factors include being granted novice status via reduced course…

Staff developers recently spotlighted critical issues facing schools or districts trying to develop or improve beginning teacher mentoring programs. This article excerpts their suggestions, explaining how to build and support effective mentoring programs via: selecting mentors and matching mentors and mentees; mentor training; bringing a focus to…

Describes successful beginning teacher induction programs in two U.S. school systems, explaining how good induction programs can mean the difference between positive and toxic school cultures. Common elements include the provision of services to new teachers for 3 years, monthly meetings, ongoing training by mentors or curriculum facilitators, and…

Five veteran teachers reflected on the positive influences of mentoring younger colleagues. Interviews indicated that three areas enhanced the colleagues' professionalism (creating their own schedules, expanding their view of teaching, and continuing their professional growth). This paper presents insights about mentoring, noting programmatic…

Findings from a study of mentors and protege teachers in a Rhode Island mentoring program suggest that mentoring may be as beneficial to mentors as to proteges. After describing the Rhode Island mentoring program, this paper examines the benefits for mentors (e.g., enhanced self-esteem, reduced isolation, reflection on practice, and learning from…

This firsthand account through the eyes of a facilitator describes meaningful moments of someone learning the job. Working primarily with new teachers in a large high school, this facilitator experienced the challenges and the fulfillment in helping colleagues, and discovered that the benefit of helping others grow may be one's own growth.

Presents a history of beginning teacher mentoring, discussing what has been effective and suggesting that the best mentor programs provide funding, time, and expertise. Tips for success include: integrate mentoring with the school community, define "new teacher" and "mentor" broadly, maximize mentor training and ongoing support, and continue…

A description is given of a mentor-protege program which promoted growth, recognition, experience-enhancing roles, and collegiality for mid- to late-career teachers who served as mentors. (Author/IAH)