It is a well-known fact that entering the teaching profession can be a challenge for nearly anyone (Kronowitz, 2004). Recently, the discussion has shifted to looking at strategies to assist the new teachers in making the transition (Portner, 2005; Sweeny, 2008), with an attempt in the province of Ontario through the implementation of a provincially mandated New Teacher Induction Program (NTIP) legislated 2006. Yet, since programs like Ontario’s NTIP are still fairly new, concerns exist as to the effectiveness and ideal structure of induction programs (Glassford & Salinitri, 2007; Tait, 2005; Cherubini, 2009; Robinson, 1998; Johnson & Kardos, 2010), with little recognition of the role of school culture only peripherally addressed within induction literature. Therefore, the intent of this study was to examine the experiences of new teachers who have previously completed the Ontario NTIP program in order to understand the impact of induction programs on the process of new teacher socialization. In order to carry out this study, a combination of document analysis and individual interviews was used. The findings reveal an emphasis upon evaluation within the program documents, unclear roles, the absence of school culture, and little information to ensure proper implementation of the program. Three themes emerged from the interviews. First, the participating new teachers identified the need for support beyond the first year of teaching. Secondly, there seemed to be a general confusion about NTIP with regards to elements, outcomes, and roles among the participants. Finally, responses indicated that mentoring was important for a teacher to feel comfortable in his or her role. Implications of this research extend to the design and long-term support specifically needed for new teachers, establishing the need for direct consideration of school culture and teaching context upon a new teachers’ transition. This research suggests that NTIP documentation be revised to consider all elements more appropriately and for school boards and schools to recognize the role of a new teacher within the environment, and attempt to establish a mentoring culture. / Thesis (Master, Education) -- Queen's University, 2013-08-07 20:46:39.579

abstract: This action research study focused on training for teacher mentors and teacher mentor self-efficacy. Specifically, this project explored the impact participation in a teacher mentor training program and teacher mentor peer shadowing had on teacher mentor self-efficacy. While there is a plethora of literature on teacher self-efficacy, minimal literature exists on the self-efficacy of teacher mentors. Bandura’s self-efficacy theory and cognitive and collaborative apprenticeship provided the foundational body of knowledge in order to understand teacher mentors’ experiences. This study followed thirty-seven teacher mentors through the first half of the Arizona K12 Center’s Professional Learning Series – Mentor Academy Year 1. Teacher mentors were given a pre-survey upon their first day in the training series, a mid-point survey halfway through the semester and a post-survey at the beginning of the following semester. Teacher mentor self-efficacy data was collected from the surveys and analyzed to determine the impact their participation in the training program had on their self-efficacy. Five random teacher mentors were also selected for interviews. This qualitative data were collected to compliment the quantitative survey data. The second part of the study consisted of interviewing six teacher mentors in a local secondary education school district to gauge the impact the peer mentor shadowing program had on their self-efficacy. Quantitative and qualitative data collected provided insights on the impact these supports had on teacher mentor self-efficacy. The results of this study indicate the challenge and complexities of being a teacher mentor. The data showed that teacher mentors who lacked training prior to or upon initial entry into their new position of teacher mentor struggled to be effective which negatively affected their self-efficacy. The data also indicated that teacher mentors who participated in the Arizona K12 Center’s mentor training program had greater self-efficacy for their roles. Finally, teacher mentors participating in peer mentor shadowing opportunities found it to be of the greatest impact leading to stronger self-efficacy. / Dissertation/Thesis / Doctoral Dissertation Leadership and Innovation 2018

More than 50% of novice educators leave the profession in the first 5 years of service. Novice educators were defined as educators with 5 or fewer years of teaching experience. The State of Tennessee has estimated the cost for that decision to around $28,000.00 per teacher for each local educational authority. Many researchers believe mentoring increases novice satisfaction in the classroom. Even though many enter the field of education, Freedman and Appleman (2009) found that teachers leave the profession in rates higher than other professions. Ingersoll and Merrill (2010) showed the annual turnover rate for teachers was higher than for professions like lawyers, engineers and professors. The purpose of this study was to discuss the role of mentoring in the preservice preparation of novice educators. This study included 10 novice participants with differing preservice mentoring. They were novices with traditional student teaching preservice preparation, year-long internship preparation, urban specialist year-long internships, and alternative licensures featuring a 3-week preservice preparation. Qualitative interviews were conducted in face-to-face individual sessions. After county approval participants were identified and later consented to the study. An interview guide was used and all participants signed the Informed Consent Document. During the interview process participants noted the importance of preservice mentoring. Commonalities perceived were the similarity of Millennials to "make a difference",¥ the desire to teach, and those who had "good" preservice mentoring believed it was more important to their level of job satisfaction than those who did not have "good" preservice mentors. Preservice mentoring was embraced by those with access, and those participants without a "good" preservice mentoring experience expressed a desire to have had "good" preservice mentoring. Preservice mentoring was not found as essential to the retention of novice teachers interviewed in this study. All participants indicated they intend to retire in the educational profession regardless of their preservice mentoring. Recommendations derived from this study included extending preservice requirements for alternative programs and a change in the scope of collegiate work during a novice's preservice training.

This study aimed at investigating the effectiveness of induction program applied to candidate teachers. The effectiveness of the program was evaluated by focusing on the perceptions of the stakeholders of the induction program / the managers, the implementers of the program / candidate teachers to whom the program implemented / and the mentor teachers, implementers of the practical training. To this end, the CIPP evaluation model was utilized. Through in-depth interviews, the data were collected from 14 candidate teachers, 4 program managers and 4 mentor teachers from 6 public schools. The challenges and/or problems in implementation of the Teacher Induction Program perceived by the stakeholders of the Teacher Induction Program were revealed as the discrepancy between the needs of the program participants and aims of the program / lack of effective methods, materials and equipment / unnecessary courses in the program / unreliable and invalid exams and inefficient program instructors.

The attrition of beginning teachers is an ongoing problem for public schools as it impacts campus moral, results in economic losses, and maintains the number of newly-hired teachers. Although induction programs for beginning teachers have been found effective in reducing novice teacher attrition, funding for many induction programs have been eliminated due to budget constraints, leaving local school systems with limited support of the mentors and no consistency as to expectations or outcomes. Compounding this problem is that little research has examined what is most successful and supportive for mentors to be able to function most effectively. Guided by Knowles' theory of andragogy, this qualitative study examined the perceptions of experienced mentors about training and ongoing support. Semi-structured interviews were conducted with a purposeful sample of 10 experienced mentor teachers from 4 elementary schools who were of various ages, subject areas, and years of experience. The interview data were coded for key words, repetitive phrases, and analyzed for common themes. Findings revealed that the mentors at the study site valued professional development, respect among participants, and ongoing collaboration. The resulting project was a mentor teacher training program for the study district that incorporated the study findings by focusing on how to best support novice teachers through respectful collaboration. Positive social change implications include providing the study district with a research-based training for teacher mentors which might create a stronger new teacher mentor program and ultimately reduce the attrition of beginning teachers.

Abstract In accordance with several scholars in the field of human resource management, developing employee commitment towards the employing organization is valuable due to the assumption that it increases their satisfaction, productivity and adaptability. By taking a pedagogical perspective focusing on impact processes, the aim of this master thesis is primarily to identify the constructions and functions of interpretive repertoires, of a few employees, in their descriptions of how the experience of Nynas’ Corporate Group Induction has influenced their commitment to Nynas, but also to categorize the constructions and functions of interpretive repertoires in a booklet underlined during the Corporate Group Induction, which I refer to as “This is Nynas”. In addition, the aim is to identify if other employees at Nynas share similar experiences, regarding the influence of the Corporate Group Induction. Moreover, the primary methodological approach used and theoretical perspective taken in this study is discursive psychology, based upon the premises of social constructionism. The empirical material is mainly consisting of interviews with six employees at Nynas, as well as of an analysis of the booklet “This is Nynas”. Additionally, the empirical material consists of a web-survey, based upon a five-point Likert scale, containing a sample of 25 employees. The study has identified two main interpretive repertoires in the booklet “This is Nynas”, explicitly the identity and the internalize repertoires, as well as subversions of these repertoires. In relation to this, the study has found that the interviewees in their language use to a large extent emphasize the interpretive repertoires constructed in “This is Nynas”. Furthermore, this master thesis have identified that the interviewees constructed certain interpretive repertoires when describing the experience of the Corporate Group Induction, and its influence on their commitment to Nynas, namely: the enhancement, the involvement, the development, the reciprocity and the constancy repertoires. Moreover, the study illustrates that the interviewees generally highlighted the Corporate Group Induction as having a strengthening influence on their commitment to Nynas, especially in relation to feelings of being a part of the company, due to the fact that they experienced themselves as active participants during the program. Furthermore, the result shows that the interviewees perceived the Corporate Group Induction as a sign of reciprocal dedication between themselves and Nynas, particularly on the subject of their integration into the company. Finally, the study has found that the experience of those who participated in the survey corresponded to a high extent with the interviewee’s experience of the Corporate Group Induction, and its influence on their commitment.      Keywords: induction program, Corporate Group Induction, social constructionism, discourse analysis, discursive psychology, discursively constructed, reflexivity, commitment, affective, continuance, normative, Likert scale, late modernity, strategic sampling.

This longitudinal trend study (Gall, Borg & Gall, 1996) examined the effectiveness of a one-semester university-based teacher induction program as compared to a two-semester university-based teacher induction program based on the observation scores of classroom teaching behaviors urban novice teachers exhibited during the first year of teaching. These scores were further analyzed in relation to the socio-economic level of the school and the grade level taught. Additionally, the study explored the past participants’ perceptions of the teacher induction program components of a one-semester program and a two-semester program during their fifth year of teaching. Their perceptions were also examined in relation to the socio-economic level of the school and the grade level taught. The study examined the observation scores of classroom teaching behaviors of 145 urban novice teachers participating in either a one-semester or two-semester universitybased teacher induction program. The urban novice teachers demonstrated growth over time as measured by the first and final observation scores of classroom teaching behaviors. However, the length of the university-based teacher induction program did not affect the observation scores of classroom teaching behaviors. Further, neither the socio-economic level of the school nor the grade level taught affected the observation scores of classroom teaching behaviors. Although the three components of the university-based teacher induction program received high means, 82 past participants of a one-semester or a two-semester teacher induction program responding to the Teacher Induction Program Participant Survey (TIPPS) recognized formative observation as the most effective component. Peer support and professional development were perceived second and third respectively. No statistical significant differences of the one-semester or two-semester past participants’ perceptions of peer support, professional development or formative observation were found related to the socio-economic level of the school or the grade level taught.

Given the complexity of education today, becoming a teacher is not an easy task. In this context, professional development plays an essential role in order to maintain and improve both personal and professional skills (Friedman and Philips, 2001). It also represents an opportunity to react at educational dilemmas which frequently appear in the early years of teaching. In Catalunya, since the 2006 -2007 course, the Department of Education applies the induction program called Comencem Bé, addressed to substitute teachers during their first school year. Its objective is to help novice teachers to develop their profession. The theoretical framework states the concept and models of professional development, focusing on mentoring and induction programmes which enrich the teaching strategies of beginning teachers. Then, the practical framework consists of a research project about the teachers’ experience while mentoring at schools in Catalunya, which gives the approach of all the people involved in the programme / Davant la complexitat del context educatiu actual el repte d'iniciar-se en la professió docent no és fàcil. En aquest context, el desenvolupament professional esdevé un component essencial per mantenir i millorar les habilitats personals i professionals (Friedman i Philips, 2001) i una oportunitat per donar resposta als dilemes que s'accentuen en els primers anys d’exercici docent. A Catalunya, des del curs 2006-2007 s'aplica el programa d'inserció professional Comencem Bé, que té com objectiu ajudar el docent novell a desenvolupar la seva professió. En el marc teòric es concreta el concepte i models de desenvolupament professional centrant-se en el mentoring i els programes d'inducció a la docència. En el marc pràctic es presenta una investigació sobre el procés de tutoria del primer any d'experiència docent en centres de Catalunya, que aporta la percepció dels quatre agents que participen al programa: interins, tutors, inspecció educativa i equips directius

Made available in DSpace on 2016-06-02T19:36:04Z (GMT). No. of bitstreams: 1 TeseLAF.pdf: 844624 bytes, checksum: 29f0b815d76b468d6ddf84f014bee182 (MD5) Previous issue date: 2005-12-16 / The aim of this investigation is to analyze the professional learning of the Physical Education teachers in the first year of their careers in which they experienced an induction program with one mentor (author of this study). This investigation occurred because beginning the teacher s career implicates in a variety of experiences positive or not that can influence in the constitution of belief, knowledge and beginner teacher s pedagogical action. The impacts of this initial process in the profession can lead the teacher to construct different professional ways. The most radical one is giving up the teacher s career. Nevertheless, we can also clarify the immediate disillusion with the profession without quitting it, what can result in a professional practice unconcerned with the students learning. With the purpose of helping the professional beginning in a less negative way, offering support and formative direction about learning and development of the profession and helping in the socialization with the scholar culture, the induction program with mentors are suggested. These programs are held in continuous formation and are important because they can help beginner teachers by facilitating the construction of a support net and a link between initial formation and professional development alongside the career. The theoric-metodological reference was based in the themes: professional learning teacher, professional development, teacher thinking, induction program based in mentors, reflexive teacher and teachers narrative. To orientate this study a research-intervention was developed according to a collaborativeconstructive pattern of continuous formation and of interaction researcher-teacher. The resource used to collect of dates was the diary of class and the semi-structured individual and collective interviews. The results showed that the teachers experienced a variety of emotions, personal and professional challenges. They had difficulties to understand the students, the principal and the other teachers, the physical structure of school and the material of the classroom. However, as the time passed by, the young teachers understood the students, the principal and the other teachers better. In this learning process of understanding and being understood the teachers built several action strategies. They established routines, they made deals with the students, and they negotiate with the principal and the other teachers. The induction program with mentor contributed with the necessities which are part of the beginning of teaching career and detailed elements that are a challenge to the process of continuous formation in general. / A presente investigação analisou a aprendizagem profissional de dois professores de Educação Física, no primeiro ano de atuação, que participaram de um programa de iniciação à docência, conduzido por uma mentora (autora deste estudo). Justifica-se a opção por esse tema de pesquisa uma vez que o início da carreira docente é um período que envolve uma série de experiências positivas ou não que podem influenciar na constituição de crenças, conhecimentos e na ação pedagógica do jovem profissional. Dentre os diversos desdobramentos de experiências mal-sucedidas no início da docência, a desistência da carreira consiste na opção mais marcante e radical. Evidencia-se também o desencanto com a profissão sem seu abandono, resultando freqüentemente numa prática profissional descompromissada com a aprendizagem dos alunos. Com o objetivo de auxiliar o ingresso profissional de um modo menos traumático, oferecer apoio e orientação formativa no sentido da aprendizagem e do desenvolvimento da profissão e, auxiliar na socialização com a cultura escolar, os programas de iniciação à docência baseado em mentores têm sido desenvolvidos. Tais programas, concebidos como atividades de formação continuada, são importantes na medida em que proporcionam uma assessoria aos docentes iniciantes e possibilitam a construção de uma rede de apoio e um elo entre a formação inicial e o desenvolvimento profissional ao longo da carreira. A literatura adotada como referencial teóricometodológico se orientou pelos temas: aprendizagem profissional da docência, desenvolvimento profissional, pensamento do professor, programas de iniciação à docência, professor reflexivo e narrativas de professores. Para a condução da investigação desenvolveu-se uma pesquisa intervenção segundo um modelo colaborativo-construtivo de formação continuada e de interação pesquisadorprofessor que fez uso de diários de aula e entrevistas semi-estruturadas individuais e coletivas na coleta de dados. Como resultado os professores iniciantes indicaram ter vivenciado uma série de emoções e desafios pessoais e profissionais e enfrentaram dificuldades para compreender os alunos, a direção e os outros docentes, o espaço físico e os materiais para aula. Mas, ao longo do desenvolvimento do programa de mentoria, os professores iniciantes passaram a entender melhor os alunos, a direção e os outros professores. Nesse processo de aprendizagem os professores iniciantes construíram inúmeras estratégias de ação, estabeleceram rotinas, fizeram acordos com os alunos, negociaram com a direção e os outros professores. Neste sentido, o programa de iniciação à docência baseado em mentores contribuiu com a promoção de aprendizagens relacionadas às necessidades características do início da docência e ainda apontou inúmeros aspectos que se configuram como desafiadores para os processos de formação continuada em geral.

Bc. Anna Krulová Staff Induction Program & Employee Manual ABSTRACT Adaptation and orientation constitute an important component of the employee life cycle. A successful adaptation, gaining self-esteem and managing the scope of activities specified for the given work position requires an efficiently set up induction process that takes into account organizational needs, needs of employee groups and individual needs of new staff members. This process should thus be controlled and systematic. The diploma thesis covers such topics and it is divided into a theoretical and a practical part. The theoretical part deals with essential terms associated with the topic of induction, it presents principles and methods to achieve an efficient employee adaptation and to set up this process so that it is beneficial to the employees as well as to the entire organization. The thesis describes important areas and components of the induction system that must be considered when it is designed. The thesis addresses the topic of employee manual which should provide new employees with answers to basic questions regarding their adaptation to the new environment and work. The theoretical part of the thesis serves as a guideline to create such program. Apart from the points mentioned above, the thesis also describes change management...