Hope Myles Scott

Professional Development as a Tool for New Teacher Retention CARE Model: Planning Tool

Identify Concerns that must change (look to the future)

(Assign points to concerns from 1 to 3 in the order of the most important issues to consider.)

1.         New teachers leave the district and school within 2 years

2.         Training is not relevant

3.         There is a lack of support from administrators and veteran teachers

Identify Affirmations that must be sustained (look to the present)

(Assign points to affirmations from 1 to 3 in the order of the most important issues to consider.)

1.         We will give new teachers mentors to help them transition during first 2 years.

2.         We will make sure professional development is timely and relevant.

3.         We will make training available online so that anyone can access it any time.

SMART Recommendations that must be implemented:

(Specific, Measurable, Attainable, Relevant, Timely)

(Assign points to recommendations from 1 to 3 in the order of the most important recommendations to implement.)

1.         Assign a mentor to a new teacher within the first few days of being hired.

2.         Make trainings, professional development, and support videos available online for all.

3.         Use of wiki or other social media as a resource for new teachers to seek help from others.

EVALUATE – Specifically and Often

(Identify the best ways to evaluate the implemented recommendations.)

1.         Questionnaires will be created and reviewed.

2.         Mentors will commit to visiting with new teachers at least once a week or more, if time permits.  Mentors will address concerns of new teachers.

3.         New teachers will commit to visiting their mentor at least once a week or more, if time permits.  New teachers can submit concerns to mentor or post to wiki.