New Teacher Orientation And Mentoring

The mentoring program for new grads at this facility has been very successful. The facility has found that the mentoring program builds confidence in the new grads and respect for the mentor. It makes the new grads believe they are wanted and helps them adapt to the

The mentor program would involve a three tier mentorship, this mentorship would involve three employees from different points of careers(early career employees, Mid- career employees , senior - career employees. This mentorship would allow Amanda develop a broader set of skills, an awareness of what is expected in advance positions. This mentorship will also an assistant in the task of indirect and direct learning.

Criminologist James Fox of Northeastern University predicts that murders committed by teens will skyrocket as the population of kids 10 and under is higher than population of 21st century teens by 20%. (Stephens) Mentoring is the act of helping out someone that isn't as knowledgeable or experienced in different areas. The goal is to make them leaders. (Patterson)

One thing I believe is a necessity in growing up is having a mentor. Having a mentor is, not only, beneficial for the mentee but also the mentor. Being a mentor is a learning experience for everyone participating, it helps people grow as a person and friendships are created when a bond if formed. Some people might think it's a waste of time for a child or that it'll never work out for a troubled delinquent but based on the research I've done, I have proven them wrong. Through-out this paper I will provide the pros and cons of mentoring and how they affect both mentor and mentee. To back up my proposal that mentoring is supporting, I will supply examples to answer the question: Is mentoring really important?

Month 1; Regular one to ones with manager to establish if settling in. Coaching and further mentoring identified. Give feedback at Probationary interview. Ideal time for the corporate induction.

A mentoring program will be implemented to provide the new hires with the necessary skills in order to perform the task that was assigned. The

In October the advisor sets up a day to meet with all the mentors to review the expectations and procedures. The program advisor, along with the director of curriculum, conducts the meeting to review the checklist that was provided to them. During the meeting, the mentors collaborate with one another and share their progress and obstacles they are experiencing with their current mentees. The purpose of the gathering is to ensure the mentors have the support needed to guide their mentees throughout the school year. The goal is for the mentor and the mentee to have guidelines to create conversations that will benefit the mentee during this process. As beneficial as this meeting is for the veteran teachers, unfortunately, it is the only one provided by the Sparrow School District. Once the meeting has commenced, the mentor teachers are responsible for supporting their mentees throughout the school year with any hurdles they face. It is this area that I would recommend for improvement in the Sparrow School District’s Mentoring Program. According to Sorenson & Goldsmith, “An effective mentor can

The purpose of the Teacher Induction Program at Round Lake Area School District 116 is to provide a new teacher in the district the assistance necessary to begin a successful teaching career through a mentoring relationship during their first year of employment in our district. This program will assist new teachers and teachers new to our district in a further understanding of teaching techniques, procedures, requirements, and expectations of their specific grade level or subject area assignment.

ABSTRACT Mentoring and coaching are all part of educational training to develop people in the professions. There are several similarities and differences in the main issues involved in mentoring and coaching. They are related to the selfdevelopment, professional growth and career development of the mentee/coachee. In establishing the approaches to be used, care must be taken to ensure that each person understands the limits or boundaries of the relationship. Indeed, it may be as important to indicate that there is a way out of the relationship as it is to encourage its development in the first place. Supervisory approaches

Over the past decades, there have been many novice teachers who have entered into the field of education. When entering they are ready to change the world with their new ideas and insights to education. As time passes and they enter into a classroom full of students with different needs and with lesson plans to complete, they (teachers) quickly become overwhelmed with the task of teaching. Often, the transition from that of students of teaching to teachers of students is overlooked and goes unnoticed leaving novice teachers feeling unsupported and isolated (Ingersoll & Strong, 2011). Therefore many states have mandated that districts have a teacher induction program in place. Harry Wong (2004) states that:

In today’s volatile business world, it is vital for organizations to engage employees both intellectually and emotionally. Through mentoring, employees identify themselves as a vital part of the organization while creating a heightened level of ownership. Mentoring programs are of great value to any organization. In most cases, these programs are considered essential. By developing and implementing a mentoring program, the learning process for employees is accelerated. It is said that mentoring can “can accomplish things that training cannot” (Johnson). Though, developing a mentoring program is not an easy task, the benefits outweigh the challenges. A mentoring program will help alleviate high employee turnover and assist in building a pipeline of diverse employees.

Mentorship is very important in the workplace especially in the area of training and development. The mentor-protégé relationship is a much needed relationship that begins in the early career stage and this relationship involves the current or new employees and the supervisor or other colleagues that provide work-related guidance. The relationship itself is comprehensive and involves “educational, occupational, physical, social, and spiritual development” (Greenhaus,, Callanan, & Godshalk, 2010, p 211). One of the initial task of the early career the establishment of the career field which involves the gaining of the workplace competence, learn what is needed to excel in the organization, and to gain acceptance in the workplace to be recognized as the valued employee. There are many ways of achieving the above mentioned advantages in the workplace which one main method is through the use of the mentorship program.

Attached is the proposal to implement a mentoring program at Anderson, Lower, Whitlow P.C. In early summer, ALW hired fifteen recently graduated individuals and 12 have already taken positions at other firms. There needs to be a system in place to develop and foster relationships for these individuals within the firm. This firm has a high turnover rate of new hires; currently, the turnover rate is 85%. Firms that are considered the Big Four are offering mentoring programs that make their employees invested in the company’s future. Unfortunately, if ALW does not start to compete with this issue, more employees will be lost to the Big Four Firms.

With the development of the more organic and less formal organisational structures the role of mentors has shifted with these changes. Unlike previously where mentors where seen as formal trainers who taught newcomers the processes and got them acquainted with the cultures and the systems within the organisation. Which required good interpersonal skills and a good knowledge of the activity or tasks the mentee would have to undertake, and be able to effectively relay or demonstrate the tasks or activities to the mentee. As opposed to more recently where a mentor would have to be more of an emotional counselor and demonstrate more skills than were traditionally required from

As part of my introduction, I would like to mention that my research project is about mentoring where I have chosen ‘questioning’ as my strategy. In this report, I will discuss in detail about my ‘Mentoring through Questioning’, which is a key for my research project report. Here, I will cover the project’s context in which it was set, my aims and focus of the project, my justification on why I have chosen mentoring through questioning and the types of questions being used during this project, in support of the relevant literature. And then eventually, I will mention about the interactive sessions between a mentor and mentee, the reflection or the perspectives, specifying the self-analysis as well as the required feedback from mentee as part of the research strategy. Later, I will conclude this report by mentioning about the effectiveness of mentoring sessions and the future actions planned for my skills development.