Aspiring Leaders and New Teacher Mentorship

Group 4 New Teacher Mentoring Progession from recruitment conversation. Looking at more differentiating new teacher support - enticing former teachers back into teaching need different supports. Sometimes it is support to grow them enough to get them through the year, not looking towards continuing contracts. Don't have the sub coverage to be able to do some of the traditional pieces that we have done for this in the past. Tough to handle with the life-work balance. We are desperate for new teachers, so the bar has been lowered. Partnership with the ATA. Aspiring Leaders Change of the narrative for admin to make it less unappealing. Encourage these programs for all leadership roles. Having newly appointed VP's sharing virtually what they did to get the VP position. Engage candidates in action research. Retired principal running much of the program. Develop Inquiry based question to work on.

Group 3 Mentorship Program Examples/Ideas: Formal mentorship programs - 2 years Run in conjunction with the ATA Local Aspiring Leader Examples/Ideas: Leadership Academy Shadowing principals Zone cohort for some topics Run a general dinner session to talk about Leadership in the division - lead into a program the next year. Partner with post secondary to offer credits for the program. Consider paying people for taking the LQS or offering it within the zone. Cohort to join one admin meeting during the year. Concerns about the permanent VP contracts. What if they are not looking towards a principalship? Conversations before they accept permanent contracts about their intent. Maybe we don't offer the permanent position. Document the conversation for future reference. If we have too many schools with only a principal, how do we build up future principals and get them experience?

Group 2 1. Most important - running some programs on weekend days and paying daily sub rate - helps to mitigate the sub issue. 2. Currently on radar - Resurrecting new teacher mentorship programs. Panel of current administrators presenting to them. Plan with school admin teams to mentor newer VP's, so that they have gone through most things within 2 years. New admin cohorts with very managerial topics. Programs to get new teachers from the community - paying some of their tuition with a return agreement. 3. Need to know - Current programs that are happening elsewhere

Group 1 1. Most important - Need to build capacity for Aspiring Leaders, as current leaders are aging. Connects to teacher recruitment and retention. If we can get new teachers, the support, orientation is important, as they have so many options to move elsewhere. Having multiple touch points throughout the year. Two year programs to help keep them and build them up. New grads are asking the question, "What supports do you have for new teachers?" 2. Currently on radar - Leaders incorporate many different areas. Programs need to look at much of this from a general perspective. Master's programs - 3. Need to know - what others are doing for these programs in their divisions.