Dr. Mark Scott, Superintendent
Houston County School System Induction Program Professional learning opportunities and support offered to our teachers has taken on an even greater level of importance given the challenge to increase retention and decrease turnover. Four pronged approach for supporting new teachers Benefits of these opportunities and support are many, including: Lower Teacher Attrition Higher Teacher Morale Improved Teaching Performance
Houston County School System Induction Program 1. Early Identification of New Teachers by Human Resources Identifies all new teachers, whether new to the profession, county, or state, and communicates information to Professional Learning. Allows the support provided to these individuals to begin on a much earlier basis. Assists in the planning for the teachers needs for mentoring, New Teacher Orientation, and New Teacher Support Program.
Houston County School System Induction Program 2. New Teacher Orientation Prior to Recession Three-day, instruction based orientation designed to provide teachers with an orientation to the Houston County Way in regard to our system s mission, vision, beliefs, teaching and learning expectations, standards based curriculum, instructional framework, system initiatives, non negotiables, and support services.
Houston County School System Induction Program 2. New Teacher Orientation One-day, instruction based orientation designed to provide teachers with an orientation to the Houston County Way in regard to our system s mission, vision, beliefs, teaching and learning expectations, standards based curriculum, instructional framework, system initiatives, non negotiables, and support services. Hoping to expand the New Teacher Orientation back to a multi day format in the near future.
Houston County School System Induction Program 3. Mentoring Teachers new to Houston County and in the Induction Phase of their profession are assigned a Teacher Support Specialist (TSS) endorsed mentor their first year in the system. Mentors may be reassigned for their subsequent years on an as-needed basis as determined by the school-level administrator. In addition, a mentor may be assigned to any teacher regardless of years of experience should a need for assistance and support be determined. All TSS-endorsed mentors receive a stipend at the end of the year for serving as a mentor. TSS endorsement cohorts run on an annual basis. New Teacher Support and Coaching (TSC) endorsements will begin within the system in the fall of 2015.
Houston County School System Induction Program 4. New Teacher Support Program (NTSP) Extension of the New Teacher Orientation; offered for all new hires to Houston County each school year. New hires with zero (0) years of teaching experience are required to attend all sessions of the program. New hires with one (1) or more years of experience have the option of attending all or any part of the program training on an as-needed basis. School administrators may require any teacher under their supervision, regardless of years of experience, to attend all or any part of the program training on an as-needed basis or as part of their professional development plan. Consists of five (5) sessions based upon participant needs and current system initiatives Best Practices in Literacy, Best Practices in Instructional Strategies, Differentiated Instruction, Integrating Technology into Curriculum and Instruction, Assessment, Student Services, and Advanced Classroom Management.
The Heart of Mentoring: Getting the most out of life isn t about how much you keep for yourself but how much you pour into others. - David Stoddard
NAESP Mentoring Program NAESP (National Association of Elementary School Principals) has trained and certified national mentors throughout the United States and internationally since 2004. Its program has enabled highly skilled mentors to coach and support novice principals ensuring a strong foundation as they begin their administrative careers and continuously develop leadership skills in their schools.
Trained Mentors in Houston County Elementary 6 Middle School 3 High School 1 Central Office - 1
Research The Fuller (2009) study of principal tenure and retention revealed that close to 50% of principals leave after three years, and nearly 70% vacate their positions after completing the fifth year. That same research ties drops in student achievement and loss of teachers to the departure of the principal.
Format Each new principal is assigned a mentor as recommended by the NAESP Mentoring Program A professional learning community meeting 6 times a year Meetings are held at the central office for easy access to district personnel
NAESP Principal Standards Standard 1: Lead student and adult learning Standard 2: Lead diverse communities Standard 3: Lead 21st century learning Standard 4: Lead continuous improvement Standard 5: Lead using knowledge and data Standard 6: Lead parent, family, and community engagement
Developing Leadership Skills through book studies. Monthly System Developed Operational Checklist
What our Mentees have to say I have enjoyed being a part of the mentor program! As a new principal, I enjoy talking and sharing with a small group of administrators who are going through many of the same challenges that I am. It s beneficial to hear other principals perspectives, and I have used many ideas that have been shared to help lead my school. Jo Hall Russell Elementary
As a new principal, I value having veteran principals who are willing to take the time to make me a stronger principal by conducting book studies, which help build my professional knowledge, and discussing monthly operations to address organizational management of the school. Meeting off-campus to have face-to-face time together with veteran principals sends the message to me that I am not in this alone and principals need to be fed too, even if you are a veteran principal. Dr. Amanda Brantley Pearl Stephens Elementary
Being able to discuss my concerns in a safe environment, learning how other principals address situations I encounter as a new principal, and getting valuable insights from experienced principals has helped me make my transition into my new role. The Principal Mentor Program gives me the peace of mind that comes with knowing I have a support group to turn to with my questions and concerns. I believe I am a better principal because of the support provided by the Principal Mentor Program, and I hope one day I will have the opportunity to serve as a mentor to other beginning principals. Dr. Janet Sorrell- Parkwood Elementary
I found the Principal Mentor Program to be extremely beneficial to me when I became a first-year principal. Having a group of individuals that were supportive and ensured that we had the operational tools necessary to do the job was invaluable. I benefitted from the organizational structure of the program as well as from the personal relationships we established as a collective group. The topics of discussion were all tied to national standards. The most influential aspect of the program was having a safe place to ask questions, discuss frustrations, and vent openly, while having others there who could share equally in your experiences. Always ending our sessions on a personal note allowed us to get to know each other. I thoroughly enjoyed our time together over the past four years. As you know, our group had trouble leaving the nest! Dr. Deborah Moore-Sanders C.W. Watson Primary
I have truly enjoyed being in the Principal Mentor Program. I have learned so much from the veteran principals. I enjoy discussing the books that we read together in our book study, and I enjoy the conversations that are had based on the experiences that the veteran principals have had as administrators. By participating in the mentor program, I know that I have colleagues that are willing to help me with whatever I need help with as I continue to grow to be the best principal ever. Elizabeth Johnson Miller Elementary
From our Mentors The Principal Mentor Program is beneficial to new and experienced principals, because it gives us a safe outlet to grow professionally through a book study and to discuss daily issues that we all face as principals. Dr. Ricky Rogers Math Arthur Elementary
As a mentor for the Houston County Principal Mentor Program, I continue to grow in my own professional knowledge and understanding as I guide new principals through their first few years as an elementary principal. The certification training necessary to become a Houston County Principal mentor is exemplary! It gives you an opportunity to evaluate your own strengths and trains you to mentor/draw out the strengths of others. Often the principals in the Houston County Mentor Program don't want to "graduate" from our program but want to continue to be a part of the mentor program as they move into their seasoned years as a principal. The relationships that form within this setting are long lasting and an integral part of our school system's success! Dr. Kim Halstead - Tucker Elementary School
Goals of the Program Build capacity in future leaders! Emphasize the Houston County Way as it applies to leadership in our system and LKES. Exposure to a variety of administrator perspectives and real-life experiences. Help participants to determine, Is becoming an administrator TRULY what I want to do?
Two Cohorts Cohort 1 - Jan. 2014-Dec. 2014 Assistant Principals who aspire to become Principals Cohort 2 Jan. 2015-Dec. 2015 Teacher Leaders who aspire to become Assistant Principals
Selection Process Application completed by individual Reference completed by principal or supervisor Rubric applied based on application and reference information to select candidates Limited class size to 25
Structure of Class Each session tied to a LKES standard Additional sessions on strengths and winning the job interview Current administrators present real-life application of the particular standard and share their personal experiences; Much opportunity for dialogue and discussion. Active engagement Celebration at the end with dinner and principal invited to attend
Participants Valued: Hearing from a variety of current administrators and their real-life application/perspective Building relationships and collaborating with others in the class, across levels, and with senior leadership Engaging activities
Feedback from Cohort I Continue the program with following adjustments: Add a critical friend element Add a shadowing opportunity
Contact Information Dr. Mark Scott, Superintendent, Houston County School System mark.scott@hcbe.net Ms. Sharon Moore, Director of Professional Learning sharon.moore@hcbe.net Dr. Andrea McGee, Principal of Eagle Springs Elementary School andrea.mcgee@hcbe.net Mrs. Cindy Flesher, Deputy Superintendent for Administrative Services cynthia.flesher@hcbe.net