BBA Admission in India

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More Swimming,
Less Sinking:
Effective Support For New Teachers

Sue Anderson, TAP Coordinator, OSPI
Mindy Meyer, New Teacher Induction Project Coordinator,
CSTP
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Why focus on induction?
About 25% of new teachers are no longer
teaching in WA five years later.
Each teacher who leaves costs WA taxpayers
about $45,000.
The churn of teachers is highest in high-
poverty schools, where the needs for stability in
the teaching force are greatest.
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New Teacher Induction Project
Partnership between the Center for Strengthening the
Teaching Profession (CSTP) and OSPI
Funded by the Paul G. Allen Family Foundation
(recently joined by the Gates Foundation)
5 year project:
2 ESDs (105 and 113)
2 large districts (Spokane and Highline)
5 small districts (Mary M. Knight, Raymond, Rochester,
Toppenish, Cle Elum/Roslyn)
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Induction Standards
Hiring
Orientation
Mentoring
Professional Development
Assessment for Learning
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Survey Information:
Web-based survey sent to all new teachers (as
designated by districts) in May, 2006
University of WA administered survey, collated
and scrubbed data
N = 686 (44 ESAs reported separately)
Results by district available for districts with at
least ten respondents
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Hiring
Look at the data for the following questions:
#3 (p. 1)
#15 (p. 5)
#17 (p. 6)
#18 (p. 6)

What are some conclusions you might draw?
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Mentoring
Look at the responses for questions 5 12
(pp. 1 3)

What surprises you? What might impact how
you think of your own districts mentoring
model?

What cross-tabs might be interesting to run?

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Question #10 Not at all Slightly Mod amt Great amt
Planning Lessons 14.5% 32.5 30.7 22.3
Planning assessments 17.1 33.1 32.9 16.6
Looking at student work 28.3 33.4 27.6 10.7
Disc needs of specific students 8.5 20.4 34.8 36.2
Disc approaches to discipline 9.4 20.1 34.1 36.5
Being observed + rcvng fdbk 16.8 23.1 29.5 30.6
Observing mentor 24.2 31.8 23.4 20.5
Observing other teachers 13.7 29.1 31.5 25.7
Devel specif Pro Growth goals 18.2 30.0 32.2 19.7
Disc sched or time mgmt 11.8 29.3 34.9 23.9
Alignmt of instruc w/ EALRs 23.7 33.0 27.2 16.1
Devel cultural competency 31.6 35.1 24.9 8.4
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Professional Development
Look at the responses for the following
questions:
#13 (p. 4)
#14 (p. 5)
#16 (p. 6)
In what ways might this data influence what
kinds of PD your district offers to new
teachers?
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Of general interest
Look at the results table for question #20
(p. 8A).

What might be some conclusions you could
draw from this table?
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Retention
Look at the responses to questions:
#21 (p. 8A)
#22 (p. 9A)
#23 (p. 9A)
#26 (p. 10)

What do you find interesting? Scary?
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Q #23: Rate the foll. factors on how much they
would influence your decision to leave tchng
Not at all Slightly Moderate
amount
Great
amount
Lack of collegial interaction
30.2 % 29.2 24.5 14.9
Ltd oppor for LT career devel
18.5 23.9 35.1 21.1
Salary
12.8 25.7 35.1 25.1
Lack of time for planning, etc.
11.1 26.5 31.6 29.3
Lack of administrative support
12.7 19.8 31.9 34.5
Negative school climate
11.2 16.3 27.4 44.0
Student discipline problems
14.9 32.8 34.0 17.1
High expectations of St perform
42.7 31.3 19.1 5.2
Family reasons
19.7 25.2 26.7 27.3
Other career interests
39.4 31.0 18.1 9.9
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Conclusions and next steps: 3-2-1
3 important ideas that you want to
remember

2 things youd like to know more about

1 action youll take on this when you
return to your district
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