Sped job alike mentors attending mentee trainings.

team meetings

emotional

institutional

curriculum

checklist

consistency

road show

affirming progress

observations

Glow: Supports received we did well supporting the institutional piece at 92%,

however emotion and building supports came out with strong results

Grow: It appears mentors could get into mentee spaces more often, or maybe the mentee (not being a new teacher) didn't need as many observations... so it might be a grow but that is unclear since we don't know how the question was asked

SUPPORTS RECEIVED:

Glow there is a higher percentage of a mentor asking for input showing that the mentors VALUE the mentee's experience... this is also part of the relationship (between mentor/mentee) as well

Grow: culturally responsive and equitable practice was the lowest percentage for support.

Can we define that need "better" so mentors know how to approach that topic

Ways to streamline observation opportunities.

Reserving a sub process could be explained more in depth.

Once coordinated, those subs should not be bumped to another class in building.

Glow:

1. Plenty of data, intervention, & institutional support

2. Mentors helping mentees stay on task and help reflect

3. We rock!! Overall mentees felt comfortable and helpful

Grow:

1. Mentor Observation

2. Listen to mentees suggestions

Growth:

1. Became a better listener

2. Got a better perspective of how being new to the position

3. Framing questions that are inclusive.

4. Learned to be persistent to ask specific questions

Goals:

1. Be more explicit with explaining practices.

2. Be better listeners

3. Allow for shared input.

Comments are uplifting and positive and speak to the topics that mentors are covering with their mentees.

"I liked having a guaranteed check in person at times so I didn't feel like I was going it alone, even if I thought I could go it alone"

"Having a go-to person I knew I could reach out to"

GROWS from mentees "If your mentor could have done anything differently"

• making use of the release time as a priority, of the 12 comments 3 mentees mentioned wanting to use the release time

• organizing meet-ups in advance

• make it a point to provide feedback after an observation

• more feedback

• IDEA: a structured template for feedback with a quick way to provide information that is streamline for new to district teachers that is ROLE SPECIFIC or mentee category specific or specific to mentee's need for observation focus

Be sure mentors feel welcomed at the very beginning.

Grows: I need to get better at facilitating consistent logistics meetings. The program should require agendas, even though they are annoying, to ensure more of us are being consistent.

Goals: Next time I have a mentee, I will plan biweekly meetings with them to discuss weekly planning and building/district nuts and bolts.