Front Cover
   Table of Contents
   Chapter 5
   Chapter 6
 
 
 
 
 
© 2003 Harry K. Wong Publications, Mountain View, CA
  Chapter 6 PDF
 
New Teacher Induction: Print Page

More Induction Programs

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Our induction program
has proved to be
one of our best investments.
Every district should
absolutely be doing it.

- Kathryn Robbins, Superintendent
  Leyden High School District 212
  Franklin Park, Illinois

Next to testing, the hottest issues in education today are the shortage of teachers and new teacher training. Go to www.educationnews.org each day and you will see this is true. The most effective schools and districts recognize these critical issues and do something about them-they induct, more than mentor, their new teachers. Their results are increased retention of more highly qualified, capable, competent new teachers. Kathryn Robbins is only one of many who willingly and proudly shares her districts' induction successes.

This book has been very simple to write yet extremely difficult to finally produce. Examples of promising new induction programs appear daily. Thus we have not lacked for material in writing this book. The problem is that we constantly encounter new examples of induction programs with exciting improvements and new twists. Here are just a few examples:

  • Clark County Schools of Nevada have a new teacher welcome center that assists teachers in securing car loans and finding housing or other needs.
  • New Haven Unified Schools of California do most of their recruiting over the Internet.
  • Blue Valley Schools of Kansas won the NEA-AFT Saturn/UAW Partnership Award for their program, which is a cooperative effort between the school district, the National Education Association, and the University of Kansas
  • Community Consolidated School District 15 of Illinois has a four-year induction program that prepares its teachers to apply for national board certification.
  • When tiny Glades County, Florida, with less than 100 teachers, started a new teacher induction program, they invited the veteran teachers to attend, and almost all of them came.
  • Jack Raines, a high school principal, started an induction program and saw his referral rate drop from 133 students to 2 after the first grading period.
  • CalStateTEACH sends a mentor and college instructor to your school. House calls?
  • North Carolina offers high school seniors a $26,000 college scholarship to become teachers.
  • New Leaders for New Schools aggressively recruits and provides rigorous hands-on training for extremely talented people to become urban school principals.

On the other side of the coin, far too many school districts either are doing nothing for their new teachers or are just giving them a "buddy" or "mentor." Is this sufficient support? Hardly! For this reason, it was important to produce this book, with the intention of helping even more new teachers succeed with the help of an induction program.

If by chance you are a novice teacher and are reading this book, use this chapter to discover the exemplary school districts who truly want you to realize your potential and succeed. Apply for employment to these districts as they will nurture you, care for you, and train you.

The North Carolina Plan for Creating Effective Teachers

  • Teaching Fellows Program: This program offers $26,000 four-year college scholarships to 400 graduating North Carolina high school seniors.
  • District induction: The state provides three days of pay for all new teachers to attend an induction program before school begins. Stipends for mentors are also provided for one year.
  • Teachers' union: The North Carolina Education Association sponsors programs for new teachers and works in concert with school district induction programs to help new teachers succeed.
  • University support: At the University of North Carolina at Chapel Hill, professors from the university's education department provide problem solving support to graduates during their first years on the job. This program, the Lighthouse Project, fosters on-line discussions that assist young teachers while keeping education professors up to date on the realities of today's classrooms.
  • Public School Forum: This is a public organization that helps shepherd the Teaching Fellows Program, providing summer conferences for the fellows. The Public School Forum has produced a highly recommended publication that offers practical, proven suggestions for induction programs- A Profession in Jeopardy: Why Teachers Leave and What We Can Do About It.1
  • Teacher Academy: Funded by the North Carolina General Assembly, continuous learning for professional development is provided on 10 campuses. The curriculum is organized by teachers, for teachers and administrators. http://www.ga.unc.edu/NCTA/
  • National board certification: The state pays each candidate's $2,000 fee, provides up to three days of release time for candidates to prepare, and gives a 12 percent annual pay increase to those who achieve certification. As a result of this commitment, the state now leads the nation in the number of national board certified teachers. North Carolina has 2,377 national board certified teachers, about one fourth of the nation's total.
  • The Southeast Center for Teaching Quality: Housed at the University of North Carolina, the center engages in research and publications designed to enhance opportunities for all students to have competent, caring, and qualified teachers. They are available at www.teacherquality.org and their publication, Recruiting Teachers for Hard-to-Staff Schools, is highly recommended.

 

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