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Hiring and then expecting a new teacher to learn quickly the expectations of the profession in a “sink or swim” environment does not retain teachers.  In fact, this method of induction hurts schools financially as well as academically. On average, each teacher who chooses to leave costs the district approximately $20,000 in recruiting, hiring, and training (Learning Policy Institute, 2017).  In addition to the monetary expense, the turnover rate can affect student learning in that teachers are the primary influence on student achievement inside of a school (Ingersoll & Strong, 2011; Ronfeldt, Loeb, & Wyckoff, 2013).  Therefore, it is critical that districts examine and expand new teacher induction and mentoring processes already in place at their schools in order to prevent effective teachers from leaving.

Table 5.10

High Quality Induction

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Table 5.11

 

Potential Topics for Orientation of Initial
and Transitioning Educators

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Table 5.12

 

Example Induction Activities
that Mentors Can Support

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Table 5.13

 

School Assessment: School or District Support for Beginning Teachers to
Become Lifelong Professional Learners

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Table 5.14

 

Teacher Preparation Program Assessment: Preparation Program Support for Beginning Teachers to Become Lifelong Professional Learners

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