Академический Документы
Профессиональный Документы
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MISSION STATEMENT
The Teacher Mentoring Program for the Framingham Public Schools will build relationships that encourage and support:
development of sound practices that lead to high quality instruction for all students.
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Teachers New-to-the-District:
1. To be an active participant in the mentoring program. 2. To be open and inquiring with the mentor. 3. To be willing to devise and implement new strategies with the mentor. 4. To be willing to listen. 5. To be a reflective learner.
The Mentor:
1. To be supportive. 2. To listen. 3. To be a resource for: - Curriculum - Effective instructional strategies - Procedures (in building, in system, with all forms, etc.) - Staff relationships - Professional development opportunities
Other Staff:
1. To accept professional responsibility of assisting new teachers. 2. To be supportive of new teachers and mentors. 3. To provide positive direction when new teachers ask for help. 4. To make an effort to communicate with new teacher informally (lunch, prep time, social). 5. To share ideas, resources, strategies, etc.
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Central Office:
1. To endorse, encourage, and support the mentor program in each school. 2. To support and recommend sufficient funding for the program. 3. To do follow-up studies and insure the program is working properly. 4. To publicize the program throughout the community. 5. To offer training and ongoing support to mentors.
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RESPONSIBILITIES OF MENTORS
1. To provide instructional support (i.e., observing, offering suggestions, modeling good teacher practices, assisting in lesson preparation, and classroom organization, and addressing such issues as discipline, scheduling, planning, and organizing the school day). 2. To provide professional support (i.e., review school policies and procedures, advise on how to handle relationships with the school, district, parents, and members of the community). 3. To provide personal support (empathetic listening, reflective practioner, act as a sounding board, problem solver, etc.). 4. To maintain a confidential relationship to discuss issues in an open, timely, and informed manner. 5. To serve as a liaison to other staff member and educational resources; facilitate introductions and assist the new staff member as they become incorporated into the environment of the school district. NOTE: The mentor is not an evaluator.
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b) is matched and accessible to the mentee within each building, ideally within the grade level and
e)
demonstrates mastery of a broad range of teaching skills and an understanding of the Districts mission and how the District curriculum is incorporated into the beginning teachers practices. possesses personal qualities such as enthusiasm, commitment to teaching, and a demonstrated ability to work with peers.
f)
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II.
Mentor/Mentee pairing team may consist of: A building administrator and/or department head in conjunction with an appropriate supervisor and/or director
III.
Available mentor pool: For reassignment of mentors when established relationship needs to be changed For teachers who enter the system after September
IV.
Schedule an informal building-based meeting for all mentors and mentees within the first month. This meeting should include discussions relating to: -
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COMPENSATION Option A - Stipend (available for each mentoring assignment) $258.00 per semester to a maximum of $516.00 per year Please note: A mentoring stipend billhead and mentoring log (see attached) should be submitted for payment of $258.00 after the 90th day for the first semester, and an additional mentoring stipend billhead and mentoring log submitted for $258.00 on the 180th day for the second semester. Option B - May be used only one time In lieu of a stipend, 3 salary increment credits may be earned for one semester of mentoring at no cost to the mentor.
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