Tapping the Potential - Alliance for Excellent Education
Tapping the Potential - Alliance for Excellent Education
Tapping the Potential - Alliance for Excellent Education
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TA P P I N G T H E P O T E N T I A L : R E TA I N I N G A N D D E V E L O P I N G H I G H - Q U A L I T Y N E W T E A C H E R SSupport <strong>for</strong> Teachers with Little PreparationBecause <strong>the</strong> Toledo Plan functions primarily through one-on-one interactionbetween experienced mentors and mentees, teachers who have limited teacher trainingrequire and receive more attention and focused time with <strong>the</strong>ir intern consultants.Intern consultants also understand that struggling veteran teachers may requiremore help than teachers who have received <strong>the</strong>ir teacher training relatively recently.These veteran teachers also receive more time and energy from intern consultants.Incentives <strong>for</strong> ParticipationThe requirements of labor contracts are <strong>the</strong> chief incentive to participate in <strong>the</strong>Toledo Plan. However, <strong>the</strong>re are also indirect benefits that act as incentives. First-yearteachers often have a difficult time adjusting to <strong>the</strong>ir new classrooms. Induction cansoften this difficult period. One intern commented on <strong>the</strong> overall benefit of <strong>the</strong>Toledo Plan, “Being a fresh graduate, I was so confused and overwhelmed [my firstyear of teaching]. There is no doubt in my mind that if I was not assigned an internconsultant, I would have never made it.” Ano<strong>the</strong>r indirect incentive is increased professionalism.Induction has <strong>for</strong>med Toledo teachers into a community of learnersover <strong>the</strong> years. According to Dal Lawrence,The Toledo Plan began to change <strong>the</strong> way in which teachers think about <strong>the</strong>ir practice andeach o<strong>the</strong>r’s practice, as well as <strong>the</strong>ir accountability and responsibility <strong>for</strong> overall competenceand excellence. We didn’t see that happening when we started out, but it definitely exists now.Creating a culture of educators who take responsibility <strong>for</strong> <strong>the</strong>mselves and <strong>the</strong>ircolleagues is no small feat. Participation in a culture such as this makes it possible<strong>for</strong> teachers to grow and thrive.Alignment with Teacher Goals and StandardsBecause <strong>the</strong> Toledo Plan is focused on helping specific teachers within <strong>the</strong>ir particularclassroom settings, <strong>the</strong> observations and evaluations intern consultants makeare very much tailored to <strong>the</strong> specific student population of <strong>the</strong> intern’s classroom.Intern consultants and interns work closely toge<strong>the</strong>r to establish goals specific toeach intern’s classroom.Adequate and Stable FundingThe Toledo school district pays <strong>for</strong> <strong>the</strong> costs of <strong>the</strong> Toledo Plan. Although <strong>the</strong>state of Ohio does contribute state funds to <strong>the</strong> district, none of <strong>the</strong>se funds arespecifically earmarked <strong>for</strong> Toledo induction. The cost of implementing <strong>the</strong> ToledoPlan varies from year to year, depending on <strong>the</strong> number of new teachers hired and<strong>the</strong> number of intern consultants needed. In <strong>the</strong> 2003–04 school year, six internconsultants were chosen to induct approximately seventy-five new teachers andseven veteran teachers.Evaluation of <strong>the</strong> Induction ProgramAt <strong>the</strong> end of a three-year cycle, all TFT members complete an evaluation of <strong>the</strong>structure of <strong>the</strong> Toledo Plan itself. Interns who have participated in <strong>the</strong> program arealso asked to comment on <strong>the</strong> intern consultants who mentored <strong>the</strong>m. Using <strong>the</strong> evaluations,<strong>the</strong> Intern Board of Review goes over suggestions <strong>for</strong> improvement to modify<strong>the</strong> program. In addition, <strong>the</strong> board uses evaluations to identify and investigate poorlyper<strong>for</strong>ming intern consultants, who may <strong>the</strong>n be removed from <strong>the</strong>ir positions.51