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I believe that ideas regarding intentional course assignments and scheduling are powerful in setting someone--a new teacher--up for success. Making sure new teachers also have a community beyond just a PLC is a great way to improve overall morale and retention as well.

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I believe getting in new teachers classrooms early and often helps know they are supported. We need to have follow up meetings or conversations with them to discuss what worked or could use improvement. As the year goes on it is important to meet with them and let them ask questions.

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The main thing I heard yesterday that we are not doing and would be a good idea is:  Not give new teachers a duty the first year or first semester so they have time to:  Absorb all of the new rules, get to know their students to make connections (helps in classroom management), and get to know their subject thoroughly. 

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The main thing I heard yesterday that we are not doing and would be a good idea is:  Not give new teachers a duty the first year or first semester so they have time to:  Absorb all of the new rules, get to know their students to make connections (helps in classroom management), and get to know their subject thoroughly. 

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I think something we can do to support struggling teachers is to do what we do for all teachers on a daily basis, but do it with more purpose and meaning for those struggling. When we observe the teachers are we doing it to simply to check off a box, or are we doing it and providing feedback? Are we discussing the good things, the bad, and offering suggestions on where to improve it? When we engage them on a normal basis, are we doing it out of obligation or are we doing it to get to know them better? Like we encourage our teachers to have meaningful relationships with their students, do we have those same relationships with our teachers?

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Make sure all teachers are connected with a collaborative group when input is valued and participation is equal.

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Pair a new or struggling veteran as a co-teacher.

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Provide time at the beginning of semester/quarter etc. to plan and collaborate.

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Pairing a new or struggling teacher as a co-teacher one class period.

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Pairing a new or struggling teacher as a co-teacher one class period.

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Meet with new staff prior to school year.
Give clear and concise expectations so your new staff is fully aware of those expectations.
Provide a platform for new teachers to express concerns and questions - Build relationships with them.
Take 10-15 minutes to ask questions:
1. Family related questions
2. Why did you choose education
3. What do you need from me to support you?

These provide a safe environment for new teachers to grow

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Provide time to plan/observe with mentor/buddies to eliminate feeling overwhelmed.

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Provide time to plan/observe with mentor/buddies to eliminate feeling overwhelmed.

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Practice/role play how to make calls home to parents.  Don't assume they know how to make a cold call or deal with a difficult parent.

Strategically partner the staff member with common planning period and/or common prep to facilitate communication.

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Be more intentional and careful when assigning mentors. Instead of blindly assigning mentors before school starts and before getting to know the new teachers, wait to find out where their strengths lie, their personality, etc. and pair with someone who can help them where they need it.

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Offer professional development reimbursement - tired teachers and emerging teachers need rejuvenation... this can be seen when teachers receive fresh ideas and ideas that are outside of the box/norm that they are currently exposed to... by increasing dialect between educators in other districts, teacher are inspired because the have the opportunity to share and take away new material
Increase teacher salary - a huge discouragement to new teachers and old teacher is the pay... individual in different fields with less degrees and certifications receive higher salaries, signing bonuses and merit bonuses based on performance and attendance
Isolation is an issue.  Teachers need to feel supported by their peers... a mere gesture of Thank You to the teachers that excel above and beyond to help their neighbor is well received
Consistently hold teachers accountable for shared expectations - regardless of the department, all subject areas should be held equally accountable to all expectations which helps to validate the importance of vision, mission and direction
Merit pay for gains/improvement - just like other industries, employees are rewarded and given additional incentives for good attendance, academic gains, etc. This can be achieved by creating an endowment for local business to contribute to, collect all seat-time recovery money district wide, revisit the budget --- those additional funds can be divided and distributed to highlight good performance... employees usually respond well when additional incentives are involved

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Build relationships, do things to raise the comfort level, intentional scheduling (combinations of students), effective professional development, appreciation/recognition

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- Look at schedules of students and make sure there's a good match or blend of students- i.e.  # of boys versus girls
- Support teachers with discipline all year
- more in-district training for new teachers
- peer observations- go visit classrooms

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Keep current knowledge to be able to be a true resource for teachers with instructional practices, strategies, pedagogy, etc.
Celebrate and recognize great teaching!  Share, Share, Share!

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Consider not assigning duties to new teachers so that they can focus on teaching responsibilities.

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Don't worry as much about getting observations of every single teacher by every single admin, but focus attention on teachers who need it, and make sure they are seen by every administrator to collaborate on suggestions for help and give more meaningful feedback.

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Start working with local colleges and universities to make sure that field experiences and knowledge are in line with what the reality of teaching will be - supporting them before they even enter the building full-time - start creating true partnerships with K-12 schools and higher ed

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Prioritize. We have overloaded teachers throughout the years with an ever increasing number of items we expect them to perform. 

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Prioritize. We have overloaded teachers throughout the years with an ever increasing number of items we expect them to perform. 

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Truth = Bold Truth
Provide shadowing opportunities.
Guest teachers to model good teaching.
Periodic Team Teaching
Work on Scheduling to help with the teachers strengths.
Match courses to teacher strengths.

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An administrator will be over the new teachers instead of a subject area. The administrator will work with the instructional coach to improve the new teachers skills.

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Provide opportunity for teachers to work with a strong teacher that has mastered there area of weakness. We must identify where the teacher is struggling.

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It can also be helpful to allow sessions where teachers  can just vent and share what is going on from their perspective.

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It can also be helpful to allow sessions where teachers  can just vent and share what is going on from their perspective.

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Look at the student rosters once schedules are created. Sometimes challenging students tend to be grouped together and can frustrate even the best teachers. Dispersing those students in different classes can help teachers with classroom management.

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Look at the student rosters once schedules are created. Sometimes challenging students tend to be grouped together and can frustrate even the best teachers. Dispersing those students in different classes can help teachers with classroom management.

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reduce beginning of year meetings and get them in their rooms as early as possible to prepare for students

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reduce beginning of year meetings and get them in their rooms as early as possible to prepare for students

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We can better support teachers  through allowing them to visit veteran teachers on campus as well as at other schools.  Coaching and  documenting  is crucial.

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We can better support teachers  through allowing them to visit veteran teachers on campus as well as at other schools.  Coaching and  documenting  is crucial.

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Help them with classroom management / shadowing veteran teachers 

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Help them with classroom management / shadowing veteran teachers 

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provide financial assistance (possibly through teachers who don't want/use their $275) to get the resources and supplies they need

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provide financial assistance (possibly through teachers who don't want/use their $275) to get the resources and supplies they need

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encourage/make time in their day to observe  other teachers

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encourage/make time in their day to observe  other teachers

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fewer non instructional responsibilities so they can focus on their students in the classroom

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fewer non instructional responsibilities so they can focus on their students in the classroom

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Be careful with placement of new teachers and overloaded CP levels and younger students - don't always give new teachers CP level freshman

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Be careful with placement of new teachers and overloaded CP levels and younger students - don't always give new teachers CP level freshman

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There needs to be more genuine appreciation for teachers and what they are going through - our teachers struggle with depression, anxiety, mental health and trying to balance family, work, and other commitments. Creating an atmosphere of trust, care, and appreciation is the most important aspect. Creating and cultivating culture within your building - if teaching is not enjoyable for the teachers, the students won't enjoy the learning. Do small things - thank you notes, literally asking teachers, "how are you?", ensure teachers know that their family health is important to you as the principal, etc...

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-Giving teachers responsibility over their own development with assistance from ICs and administration
-Sending teachers to innovative professional development opportunities
-Scheduling classes appropriately to be preemptive about potential burnout; ie. not all foundation and CP classes
-Incentive/reward programs

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It is imperative to see the teacher versus the teacher's upcoming class-load.
Modeling lessons from veteran or high-flying teachers; this process sets the expectations for the new/struggling teacher.

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- truly getting to know your teachers and helping them be successful can and usually will get messy.  They bring 'baggage' to school the same as students do and helping them through ALL aspects of teaching will be beneficial.
Having real conversations with them on how they thought the class, quarter, semester, and/or year went.
Providing them with the opportunity to observe/meet with successful teachers . Other than common planning.

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Use The Red + To Upload Strategy Your Group Reports Back

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Use The Red + To Upload Strategy Your Group Reports Back

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Since many new teachers are overwhelmed by the amount of new things that are required, pair them with teachers who teach the same course, allowing them access to and accepting submission of common lesson plans.