Developing a Mentoring Program for non-traditional staff

Who We Are

45 square mile area7 school districts1 special school4 high schools7 middle schools27 elementary schools150 special education service providers

ChallengesI am a

contracted employee

I ‘m new here but experienced in my profession

I already have a mentor from the district I’m placed in

I don’t get a sub

My position is unique…mentor programs are for teachers

What needed to be improved?

• Some individuals feeling a disconnect with CASE

• Most employees unaware of organization size and scope

• Lack of training for mentors• Lack of support for mentors and new teachers

Setting PrioritiesMake it meaningful…Program

needs to meet the needs of the new staff

It’s about C.A.S.E…Program needs to build staff communication and support

Training Matters Get staff on same page and feeling prepared

PARTICIPANTS• Year One Staff = 24

• Year Two Staff = 14

• Mentors = 22

Job Types

Speech and Language

Pathologists

Classroom Special

Education Teachers

Vision/Orientation and Mobility and Hearing Itinerant

Teachers

Social Workers

Psychologists

Adapted Physical Education Teachers

Intervention Specialists

Physical Therapists

Contracted PT and OT

SUBSTITUTE TEACHERS

Getting Started• New Teacher Meeting• Forming leadership team• Addressing “delicate” issues immediately• Refocus on priorities each time

INTCTwo mentor trainings – June and AugustNew Teacher Inservice luncheonOutstanding Planning and Assistance!

JeopardyMentor Mentee

Special Education

Challenges

Q $100

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Final Jeopardy

JeopardyMentor Mentee

SpecialEducation

Challenges

Q $100

Q $200

Q $300

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Q $500

Q $100 Q $100Q $100

Q $200 Q $200 Q $200

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Q $500 Q $500 Q $500

Final Jeopardy

LINKAGESGoal = 4 per yearLegal LiteCASETestingAssistive Technology

Shared Purpose Regouping the mentors and the new staff

The Act of Mentoring

Scheduling

Release time

Preparation

Establishing Credibility

My experience…Rachel – 2nd Year Itinerant Teacher

Kerry – 1st Year Classroom Teacher

CHALLENGES!! SUCCESSES

AdministratorsGetting Assistance for New Staff Members

Perceptions of Mentor Role

Aligning Support

Finding the “fine line”

Next Steps – Our Priorities

1. Establish Linkage schedule earlier in the year2. High-Quality 2nd year experience3. Assessment of program quality – specifically related to student success