Developing a Mentoring Program for non-traditional staff

45 square mile area 7 school districts 1 special school 4 high schools 7 middle schools 27 elementary schools 150 special education service providers

Challenges I 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 Priorities  Make 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

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

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

Two mentor trainings – June and August New Teacher Inservice luncheon Outstanding Planning and Assistance!

Jeopardy Mentor Mentee Special Education Challenges Q $100 Q $200 Q $300 Q $400 Q $500 Q $100 Q $200 Q $300 Q $400 Q $500 Final Jeopardy

Jeopardy Mentor Mentee Special Education Challenges Q $100 Q $200 Q $300 Q $400 Q $500 Q $100 Q $200 Q $300 Q $400 Q $500 Final Jeopardy

Scheduling Release time Preparation Establishing Credibility

Rachel – 2 nd Year Itinerant Teacher Kerry – 1 st Year Classroom Teacher CHALLENGES!! SUCCESSES

Getting Assistance for New Staff Members Perceptions of Mentor Role Aligning Support Finding the “fine line”