Here are 4 great questions from my principal licensure students about how we do new teacher onboarding in our schools and districts:
- Has no one asked new hires what could be done differently to make them feel more welcomed and comfortable? Why are we not spending more money on keeping the people we have hired? There have got to be other areas we can cut back to make this better. We know relationships are key. Why is our focus more on other things the first few days? Why not relationships? How can we make a shift and change in culture surrounding onboarding so that new hires do not just get the illusion of being welcomed but truly feel it, not just in the district but in the school as well?
- I wonder how principals stay in touch with the growing demands put on teachers? Many of the principals and leaders with whom I have worked have not been classroom teachers in over ten years. There is a disconnect between the reality of the day to day classroom routines and expectations for teachers today and even five and definitely ten years ago. I am starting to see that the expectations put on administrators is growing at the same rate as teacher responsibilities, however this added stress on both sides seems to create more of a divide than a shared understanding. I am wondering how administrators and evaluators can stay connected to the demands on teachers in order to properly mentor and coach them?
- I am curious to learn about ideas and strategies to best support teachers new to the district but not brand new to the profession? We want to honor their expertise and years of experience while ensuring that they are meeting our district’s expectations. In many cases but not all, it can be difficult to coach veteran teachers on best practices because of their experiences, whereas new teachers embrace feedback with open arms.
- Based on my experience in the last several years having opted to switch schools several times, it doesn’t seem that a principal is very engaged in an onboarding plan for new teachers. I wonder about a genuine, real life example of a principal who is hands on with the onboarding process. Does this mystery principal exist? I want to know that implementing a plan such as this is realistic and not just rooted in best practices that rarely get implemented.
Thoughts on any of these?
Image credit:Â Welcome, Krissy Venosdale
So, about 10 years teaching experience, in two states, 7 districts.
1. No, school districts don’t really ask. It often is a money issue (or feels that way) in districts that do it worse than others. Some truly say it out loud (teachers are replaceable). Good ways to improve – learn how to interview to hire people. 20 minutes doesn’t work. Useful questions – if it’s in the application materials, why are you asking me to repeat it. Simpler apps – you only need a resume and cover letter and maybe my license. (I’ve been on over a hundred, some are truly awful, most aren’t great). Actually try to align your mission/vision/values with reality and be consistent. Whatever they are. And don’t try to hide it. It just wastes time. Finally, I’ve never had enough time at the school to go over actual policies. It always seems to be an afterthought (here’s all the changes to the things you have no idea about).
2. Admin can’t really coach teachers. You said it yourself, they are no longer in the classroom. Feedback, yes. Resources and opportunities, yes. That is what instructional coaches and peers are for (or should be). Likewise, evaluations aren’t really useful. Spend the minimum on them. It’s a dog and pony show. Actually be around and go into classes (if allowed, if not, that tells you something about the admin, not good).
3. So, these best practices. Are they? Many aren’t. Did you actually mention them anywhere before you hired someone (probably not)? Did you train them (probably not)? Do they work? Does anyone actually use them? Best practices as originally conceived where teachers sharing what worked…
4. Sometimes I have rarely met or interacted with the principal at larger schools. Sometimes that was a good thing. Overall, I would suggest that anyone who wants to be a principal learn to be a good manager (and read places like askamanager.org) My best principals where excellent managers.