Written By: Elizabeth “Betsy” Arons, CEO USHCA
So many school districts are experiencing high numbers of new teachers after the pandemic took its toll leading to increased retirements and resignations. So supporting new teachers at the start of the school year is even more crucial now for their success than it was in past years. Resignations during the school year remain high for new teachers who are not experiencing success, are overwhelmed, or simply feel they are not well-matched to the profession.
Here are ten ways HR teams in school systems can help new teachers at the start of the school year:
- **Orientation and Onboarding:** Develop a comprehensive orientation and onboarding program that covers school policies, classroom management techniques, curriculum guidelines, and other essential information. This will help new teachers get acquainted with the school’s culture and expectations.
- **Mentorship Programs:** Pair each new teacher with an experienced mentor – either in-school or at a school nearby – who can provide guidance, answer questions, and offer support throughout the school year. Regular meetings between mentors and mentees can be scheduled to address concerns and offer advice. Remember that significant numbers of new teachers are alternatively certified and may need help navigating the state certification process. Mentors can be very helpful with that support.
- **Professional Development:** Offer targeted either after-school or online professional development sessions that focus on areas where new teachers might need extra support, such as lesson planning, instructional strategies, classroom management, and student engagement techniques.
- **Resource Sharing:** Create a repository of teaching resources, lesson plans, and educational materials that new teachers can access. This can help alleviate some of the time and stress associated with planning and preparation.
- **Feedback on Instruction:** Have Principals, Assistant Principals, or Mentor teachers provide constructive feedback through classroom observations. This should be done in a supportive and developmental manner, focusing on areas for improvement rather than just pointing out shortcomings. Drop-in visits with verbal, not written, feedback can make the observation process much easier for the observer so that more can be done.
- **Peer Support Groups:** Establish peer support groups where new teachers can come together to discuss challenges, share experiences, and brainstorm solutions. This can help them feel less isolated and more connected to their colleagues.
- **Time Management Assistance:** Offer workshops or resources on effective time management and organization skills. Underprepared teachers may struggle with balancing teaching responsibilities, planning, and grading.
- **Ongoing Training:** Don’t limit support to the beginning of the school year. Offer ongoing training and assistance throughout the year to ensure continuous growth and improvement.
- **Celebrating Successes:** Acknowledge and celebrate the successes of underprepared teachers. Positive reinforcement can boost their confidence and motivation.
- **Offer Flexible Certification Processes** – For many new teachers, requirements for state certification often mean new teachers must enroll in evening courses. Ensure that the district is not adding more to their plate and allow new teachers at least two to three years to complete all their certification requirements.
These ten strategies are designed to pave the way for a successful school year, ensuring uninterrupted and high-quality education for K-12 students. If you’re interested in delving deeper into these strategies and customizing them to suit your school district’s unique requirements, click here to explore how we can support your HR teams and help foster teachers long-term success. Together, we can empower the educators of tomorrow and lay a solid foundation for our students’ growth and learning.