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Professional development activities that have proven effective will be included in Develop Your Staff. Your contributions are welcome. Send articles to principal@osu.edu. Please indicate if we may use your name in the “contributor” credits.
New Teacher Orientation Program
by Barry Ackerman
As the new school year begins, there are numerous tasks to be contemplated. The one task that has the greatest impact on improving student achievement is your hiring practice. After all, these individuals may spend their whole career working in your school or district. As a building principal, I believe we have all become pretty good at recognizing raw talent, as well as diamonds in the rough. The question I propose is how do we develop these individuals to learn their craft and become future leaders in the building?
With any luck your hiring was accomplished prior to August 1. One of my past practices is to ensure that all entering new hires have been given as much material as possible from the department chair. Seeing that they have copies of course of study, pacing guides, state standards, course books and a teacher’s guide are essential references to successful planning and can provide a solid foundation for the year.
Soon it will be late August and you will be about to hold your first staff meeting of the year. One of the traditional tasks is to introduce your new staff. To this day, I can remember what the principal had to share about me at my first staff meeting 30 years ago. Do not forget the rookie teacher’s excitement, enthusiasm, and yes, the fear on opening day. You have the opportunity to make this a memorable moment in the life of a young colleague.
School culture can be defined as shared experiences both in and out of school, a sense of community, of family and team. A new teacher wants to become part of the team. It is important that you as the administrator recognize the school culture and the unwritten rules this person is going to encounter. Are you trying to change the culture? How many new teachers have there been in the past several years? Is the staff aging? Is this new person joining a department full of energetic individuals or a bunch of independent mature teachers who resist change? These are only some of the questions I hope you contemplate during your hiring process.
Each new teacher has the potential of becoming an instructional leader of your school.
I have been fortunate to work in a district that has developed a district mentorship program. Although this formal program assists new teachers with the whos and hows of the district, I have found that it does not address all building-level needs. As a result I have developed an orientation program for them. Does it matter if you have one new employee or a dozen this year? No, each individual has the potential of becoming an instructional leader of your school.
It is impossible to go over all the building rules in an opening staff meeting. Yet we expect the new teachers to understand their purpose and history. I have found that developing a program where new teachers meet with an “orientation team” to be extremely beneficial. The weekly meetings are scheduled for 20 minutes. School traditions and culture can be taught. By meeting weekly you also create a support system for your new teachers.
Orientation Program topics include the following:
- Attendance Procedures: The attendance secretary explains the complete attendance process. Although many teachers are concerned only with daily attendance, I find it beneficial to expose them to the complete process. All aspects of attendance can be addressed, including school tardy policy and truancy.
- Media Center or Library: The media specialist and or librarian have an opportunity to go over procedures for use of the library and signing out of equipment.
- Nurse: New teachers tend not to comprehend our liability when it comes to potential medical issues. The nurse should explain procedures from dispensing medication to going home ill. The nurse’s schedule should be discussed, because I have found very few buildings fortunate enough to have a full-time nurse.
- Guidance Department: This is an opportunity to discuss the role of the guidance department, school psychologist, speech pathologist, and Intervention Assistant Team. Do not assume the new teachers are already familiar with the responsibilities of the guidance department.
- Office Secretaries: It is imperative that the new teacher understands where to seek assistance. After all, we all know who really runs the daily operations. Including your secretary in the orientation program will save you many hours of interruptions throughout the year.
- School Resource Officer: If you are lucky enough to have a school resource officer, it is an excellent time for them to discuss what they can legally do and what they cannot. Experienced teachers frequently go to the SRO only to be frustrated with their legal limitations.
- Parent Communication: Encourage teacher communication (e-mail or phone) and teach them how to have conversations with parents. Too many teachers do not know how to maintain a focused business conversation with parents.
- Discipline: During this exchange, you can teach the formal process and the documentation that you expect. Historically, discipline sneaks its way throughout our meetings. If you have a Dean of Students, make sure he or she is part of the conversation.
- Grading: I have found this session an excellent way to share procedural information, as well as assisting young professionals with opportunities to have group conversations. With a formative and summative assessment being the current buzzwords, a healthy conversation about building philosophy can be had.
One of the values of having so many people involved in the orientation process is to remind new teachers we truly are all in this together. It is only when the team successfully operates and supports one another that we maximize student learning. The hope is subtly reminding all of the stakeholders to stay involved throughout their career.
Although each meeting has a specific topic, new teachers are encouraged to ask questions or raise concerns. You want to embrace open and honest communication. A bond and trust are developed by meeting with them on a weekly basis. I referred earlier to an orientation team. I have been very successful by having teachers or assistant principals run the meetings. Including these individuals opens opportunities for these new colleagues to ask questions about their building principal or leaders.
If you have building committees, remember to selectively place new young blood on them. Almost all newly educated teachers have a strong knowledge of technology. They can help the mature staff stay current with present trends. Find ways for new teachers to connect with the student body. Encourage them to attend school plays, dances, or sporting events. If you have an active PTSA, invite them to a meeting.
Use your informal ways to stay connected through out the year. Check in with colleagues located near their classroom to see how they are doing. it is my belief that the more support you can give your new teachers; the brighter they will shine.
Barry Ackerman is Principal of Genoa Middle School, Westerville, Ohio.
