by Jaimela King

Created on: November 24, 2009   Last Updated: December 09, 2009

New employee orientation is not uncommon in industries and organizations. If an employer wants the new recruit to assimilate easily into the corporate culture, some form of program to assist in this regard is essential. The new recruit may come well qualified for the position but may lack the necessary understanding of rules, culture, environment and relationship dynamics necessary to cope with the stresses of a new position.

Teachers are no exception and the need for new teacher support programs are critical to ensuring the teacher feels accepted and appreciated and gives her best.

Schools are faced with serious challenges in the 21st century. There is fierce competition for good teachers, the retention rate is dropping at a steady pace, and the class sizes are shrinking in response to new initiatives. Added to these challenges is the steady loss of teachers who opt for higher paying positions outside the classroom.

Teacher support programs or teacher induction programs, as they are also called, becomes even more important under these circumstances.

A well planned new teacher support program can help to retain teachers and give schools the upper hand when looking to recruit teachers in a highly competitive marketplace. The program can also help the teacher cope with the complexity of their roles in a rapidly changing and challenging school environment.

The goals of a new teacher support program should be on creating a better teacher, promoting their well being, passing on the school culture and retaining the teacher. With these goals in mind, creating a program for new teacher support in schools should not be too difficult.

Mentoring will be a useful element in helping a new teacher adjust to the new teaching environment. A new teacher can learn a lot from a veteran teacher by observing, being observed and getting feedback and tips on workable strategies for the specific situation.

The program could include a small focus group made up of the new teacher, veteran teachers and a teacher administrator. Such a group would discuss and brainstorm about best practices for specific situations like how to deal with conflict and discipline or with the poor performing student. Teacher evaluation must be realistic and should create the environment where the new teacher can learn her craft.

An effective program would include opportunities for the teacher's personal and professional development. Seminars and workshops can provide opportunities for case studies, role plays and the development of issues specific action plans. Emotional and personal support in a teacher's first year can contribute to a smoother transition and help to significantly reduce stress.

A supportive and caring teacher network can serve as a great stabilizer in uncertain times. Knowing that she has a veteran teacher who can offer assurances or act as a confidant is critical to not only building relationships but also helped the new teacher to have a sense of belonging.

The ability to retain skilled teachers and to provide them with an environment conducive to their personal and professional development goals starts with an effective program for new teacher support.

The strategies mentioned here can be utilized by school administrators to develop a program that is conducive to good teaching and learning, improved morale and lower teacher attrition.

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