Mentoring vs. Induction Programs

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There are many factors which effect a teacher’s decision to stay in the teaching profession. For example, lack of support, low salaries, student discipline, and stress are all reasons why many beginning teachers decide to leave their jobs after the first year. However, there are ways that administrators, teachers and policymakers can help new teachers succeed. By offering mentoring programs and induction programs, schools can assure that their teachers receive the support and guidance they need to become successful in the teaching profession. What is the difference between a mentoring program and an induction program? While both share the goal of aiding new teachers in the pursuit of success, they greatly differ as well. A mentoring program pairs new teachers with one or more experienced teachers. These mentors are there to observe new teachers and offer solutions to any problems they may be having (Northwest Regional Educational Laboratory, 2001). Mentors speak confidentially to new teachers about how to deal with behavioral problems and often give advice on better teaching strategies. Good mentors will view beginning teachers as developing professionals rather than new hires that they have to train (Northwest Regional Educational Laboratory, 2001). Induction programs are more formal than mentoring programs. They offer training programs which are an essential tool to the teacher’s success (ERIC Digest, 1986). Induction programs often have specific goals or achievement levels that teachers must reach (ERIC Digest, 1986). Harry Wong (2004) states that an induction program is “a highly organized and comprehensive staff development process, involving many people and components, which typically continues as a sustained process for two to five years” (p. 107). Induction programs are the same as mentoring programs in that they both offer support for new

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