This blog was created for coursework for my Master of Education in Educational Leadership in 2011. Some content is no longer available.
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Professional Development as a Tool for New Teacher Retention CARE
Model: Planning Tool
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.)
teachers leave the district and school within 2 years
is not relevant
is a lack of support from administrators and veteran teachers
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.
will make training available online so that anyone can access it any time.
Recommendations that must be implemented:
(Specific, Measurable, Attainable, Relevant,
(Assign points to recommendations from 1 to 3
in the order of the most important recommendations to implement.)
a mentor to a new teacher within the first few days of being hired.
trainings, professional development, and support videos available online for
of wiki or other social media as a resource for new teachers to seek help from
– Specifically and Often
(Identify the best ways to evaluate the
will be created and reviewed.
will commit to visiting with new teachers at least once a week or more, if time
permits. Mentors will address concerns
of new teachers.
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.
In : Action Research
Internship Portfolio created using Google sites
Teaching with Technology Project
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