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Some teachers struggle with teaching because they struggle with classroom management. Classroom management is just about managing student behavior, but developing routines and procedures that are in the interest of student learning. Organizational or classroom management systems should have student learning as its primary goal.

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A mentor's responsibility is to ensure that the new teacher's lessons are aligned with district standards, are effective in meeting students' needs and that data is used to make informed decisions.

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Professional issues extend beyond the classroom and have to do with human resource functions like certification, payroll, benefits, and sick leave. Professional issues also include professional growth and collegial collaboration.

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Mentors can play an important role in minimizing a new teacher's concerns about "fitting in" and/or "belonging".

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1.  New teachers to the district with 0-2 years experience = $500 stipend

2.  New teachers to the district with 2+ years experience = $250.

3.  Current teacher that has been identified as needing additional support in one or more of the four domain areas = $250

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Meet Google Drive - One place for all your files

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Google Drive is a free way to keep your files backed up and easy to reach from any phone, tablet, or computer. Start with 15GB of Google storage - free.

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CHARACTERISTICS of an EFFECTIVE COACH/MENTOR

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CHARACTERISTICS of an EFFECTIVE COACH/MENTOR

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–Excellent communication skills

–Motivated

–Enthusiastic

–Goal oriented

–Creative

–Patient

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COACHING VS. MENTORING - Differentiator #1

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COACHING VS. MENTORING - Differentiator #1

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Coaching is task oriented. The focus is on concrete issues, This requires a content expert (coach) who is capable of teaching the coachee how to develop these skills.

Mentoring is relationship oriented. It seeks to provide a safe environment where the mentoree shares whatever issues affect his or her professional and personal success. Although specific learning goals or competencies may be used as a basis for creating the relationship, its focus goes beyond these areas to include things, such as work/life balance, self-confidence, self-perception, and how the personal influences the professional.

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1.  Retain Quality Teachers
2.  Improve beginning teachers' skills and performance
3.  Support teacher morale through communication and collegiality
4.  Build a sense of professionalism and positive attitude
5.  Prevent teacher isolation
6. Help teachers build self - reflection

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1.  Introduce and orient to the school
2.  Classroom visits
3. Provide info related to school resources
4. Share site specific

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–A practical and pragmatic approach to coaching and mentoring team members in a performance environment .

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Los Alamos Public Schools mentoring/coaching program is committed to building strong, trusting relationships, positive attitudes and improved mastery through a well designed and collaborative program.

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COACHING VS. MENTORING - Differentiator #2

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COACHING VS. MENTORING - Differentiator #2

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Coaching is short term. The coaching lasts for as long as is needed, depending on the purpose of the coaching relationship.

Mentoring is always long term. Mentoring, to be successful, requires time in which both partners can learn about one another and build a climate of trust that creates an environment in which the mentoree can feel secure in sharing the real issues that impact his or her success. Successful mentoring relationships last nine months to a year.

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1.  The Mentor should meet the new teacher to set goals and objectives for the year.
2.  The new teacher should be allowed to observe model classrooms as well as receive feedback on his/her practices.
3. Regular meetings with a support group (other new teachers) to openly discuss strengths and deltas.

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COACHING VS. MENTORING - Differentiator #3

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COACHING VS. MENTORING - Differentiator #3

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Coaching is performance driven. The purpose of coaching is to improve the individual's performance on the job.

Mentoring is development driven. Its purpose is to develop the individual to succeed in the overall organizational goals.

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COACHING VS. MENTORING - Differentiator #4

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COACHING VS. MENTORING - Differentiator #4

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Coaching does not require design. Coaching can be conducted almost immediately on any given topic.

Mentoring requires a design phase in order to determine the strategic purpose for mentoring, the focus areas of the relationship, the specific mentoring models, and the specific components that will guide the relationship, especially the matching process.