Compensation for mentors serving new-to-profession teachers: The mentor can serve up to two new-to-profession teachers at a time: compensation is $500 for the first new teacher; an additional $200 should a second be assigned.
Compensation for mentors serving new-to-Hampton (but not new to teaching) teachers: $150 for the initial mentee and $75 for any additional.
In order to be compensated, mentors must submit a time log to the office of Teacher Development (Kim Richardson) showing they've met their responsibilities.
"Compensation for mentors serving new-to-Hampton (but not new to teaching) teachers: $150 for the initial mentee and $75 for any additional. In order to be compensated, mentors must submit a time log to the office of Teacher Development showing they've met their responsibilities."
Congratulations Mentors!You have accepted one of the most impactful positions in the life of a newly hired teacher. As teacher leadership takes a strong role under our new strategic plan, we will be looking for contribution as a catalyst for building and sustaining the new staff you will partner with.
There will be multiple opportunities for you to attend the introduction and logistics training (required.) Click here to view the calendar:
I used to think that mentoring was for the new teacher but now I realize I can learn from the process also.
I used to think that mentoring was just for mentees and now I know mentoring benefits both of us and it is a long-term learning process.
I used to think mentoring was only for the mentee but now I know that mentoring benefits the mentee the mentor and the division.
I used to think mentors were just friends but now I think that mentors can be friends and can also be a professional support.
I used to think that mentors were just there to answer questions but now I think it is an investment in you get to learn from and grow from the experience as well
I used to think that being a mentor was just an informal “hey I'm here if you need me.” But now I see it has more structured and targeted components that help provide professional development for both the mentor and mentee
I used to think that mentree was informal but mentoring is more in-depth: it is structured and supportive.
· Office Procedures
o ROLES of Secretary, Office Assistants, Bookkeepers, etc.
o MAIL (receive and send PONY and external)
o LEAVE (HCS leave form, Kronos, substitutes)
o ATTENDANCE (daily attendance and tardy)
o HOME SCHOOL CONNECTION (take home folders, agendas, parent communication)
o FIELD TRIPs (permission slips, lunch details, chaperons)
o Office Supplies requests
· WORK DETAIL
o COPYING, Paper, copy counts, workroom, bulletin board paper, supplies, laminator, etc.
· General Procedures
o Student Handbook, School Calendar, Security, Fee Collections, Duty responsibilities, Cafeteria, Resource classes, Arrival, Dismissal, Detention/ISS, restrooms, Guidance referrals, Work Orders (maintenance, technology) PTA, committees, school clubs, charity drives (Relay for Life, etc.) committee dues, celebrations/holidays, parent/teacher conferences, Community Services Board Worker (CSB) END OF YEAR information, etc.
o Student procedures, allergy, what’s available to staff?
· EMERGENCY RESPONSE
o Lockdowns, drills (fire, tornado)
· Location of Resources
o Ex: Location of Technology (cameras, ActiVotes, etc.)
· Overview-Student Support Meetings
o IEP, SIT, Child Study, 504
· Overview-Teacher Meetings Faculty/Staff, CLT, w/Admin, Data, Retreats