Simpson County Schools: New Teacher Support Program

1. Simpson County Schools:New Teacher Support Program A Proposal

2. Rationale • National statistics indicate a high percentage of teachers leave the profession within the first five years of their careers. • Data also suggests that the first five years constitute the greatest period of professional growth for teachers. • KTIP provides a comprehensive system of supports for intern teachers, but there is little follow-up support for new teachers following their intern year.

3. Goals of New Teacher Support Program • To provide on-going monitoring and support for teachers in years 2-4. • To enhance the professional effectiveness of the teacher staff in general. • To provide leadership opportunities for experienced teachers. • To make earning tenure a significant and meaningful accomplishment in our district and to assist new teachers in achieving this important goal.

4. The New Teacher Committee • Following the completion of KTIP, a committee will be established for each new teacher consisting of the principal (or designee), an experienced teacher, and an additional member with administrative or leadership experience. • Training will be conducted for all committee members to become familiar with the goals and procedures of the New Teacher Support program.

5. The Mentor Teacher • Teachers with five or more years of teaching experience may apply to serve as a mentor teacher. • Mentors will receiving initial training and then meet at least twice a year to discuss their roles and progress of their new teachers and engage in collaborative problem-solving. • Mentors will be paid a stipend (amount to be determined) and will agree to serve up to three new teachers per year.

6. New Teacher Committee Responsibilities • The committee will meet with the new teacher at the beginning of the school year to develop a growth plan and at the end of the year to assess the new teacher’s progress and revise the growth plan for the coming year. • Each committee member will conduct one formal observation of the new teacher each semester (twice a year) and provide feedback.

7. New Teacher Growth Plan • Initially based on the recommendations of the KTIP committee at the conclusion of the intern year. • An opportunity for continuous reflection, improvement and professional growth for the new teacher. • The new teacher, in conjunction with her/his mentor, should collect and provide evidence of progress toward the goals of the plan.

8. Communication • Seamless communication is key to new teacher support. • The committee will provide continuous feedback to the new teacher regarding her/his progress. • The mentor teacher will work with the new teacher and the Teacher Quality Coordinator to identify resources and opportunities to support the new teacher’s progress.

9. Communication, continued • The principal may consider information regarding the teacher’s growth provided by the New Teacher Committee to inform decisions regarding renewal of contracts. • The Teacher Quality Coordinator will use feedback from the committees to inform on-going professional development and other services for new teachers.

10. The Tenure Presentation • At the conclusion of the new teacher’s fourth year, the new teacher will provide evidence of her/his proficiency in all the standards for teacher performance. • Rubrics will be developed to help the committee assess the new teacher’s progress. • A meeting will be held in which the new teacher will present an overview of her/his performance relative to the standards and answer questions or concerns on the part of the committee.

11. Tenure Presentation, continued • The mentor teacher will assist the new teacher in preparation for the presentation. • The principal may use information from the Tenure presentation to inform his/her decision regarding the granting of tenure to the new teacher. • A celebration ceremony will be held each year to recognize teachers who have earned tenure in the district and the committees that have assisted them.

12. Advantages of new teacher support • Providing more comprehensive support for new teachers. • Providing more meaningful feedback for new teachers to improve their practice. • Providing more data to inform decisions regarding the renewal of new teacher contracts. • Further professionalizing the teaching staff of the district.

13. Next steps • Establish a stipend for mentor teachers and third members, and criteria for mentor teacher and third member selection. • Establish training materials and protocols for mentors and new teacher committees. • Establish rubrics and protocols for the tenure presentation process. • Include information about this program in new teacher orientation and training processes.