PCSD Pulse Podcast- Teacher Mentoring 2024- With Host Rick Surrency and guest Kristin Carrol

Summary

In the 'Pulse' podcast, host Rick Cy interviews three guests from Putnam County School District about their new teacher mentoring program. The program, now a model for other districts, provides dedicated mentors for new teachers, focusing on classroom management and support without evaluation. It has significantly increased teacher retention rates to 90% or higher. The discussion highlights the program's impact, with new teachers sharing their positive experiences and the district's commitment to teacher growth and support.

Takeaways

• 😀 The podcast 'The Pulse' hosted by Rick Cy, superintendent of Putnam County School District, focuses on issues and ideas shaping the future of education.
• 👨‍🏫 The district has a New Teacher Mentoring Program that has been running for six or seven years and serves as a model for other districts.
• 👩‍💼 Kristen Carroll, an administrator in human resources, discusses her role in supporting new teachers and the importance of the mentoring program.
• 🏫 The mentoring program is designed for teachers with zero to five years of experience and is tiered based on their needs.
• 🤝 The mentors provide non-evaluative support, focusing on classroom management, behavior management, and helping teachers meet state requirements.
• 📈 The district has seen a significant increase in teacher retention rates, from 67% to over 90%, attributed to the mentoring program.
• 💼 Mr. Parish, a new teacher, shares his positive experience with the program, highlighting the practical advice and support he received.
• 📚 Lisha Rayburn, a fifth-grade reading teacher, discusses her journey with the district and the impact of mentors on her professional development.
• 🌟 The podcast emphasizes the district's commitment to supporting teachers at all stages of their careers, not just new hires.
• 🔍 The district is open to alternative pathways to teaching and provides support for those transitioning into teaching from other fields.

Q & A

What is the main focus of the podcast 'The Pulse'?

The podcast 'The Pulse' focuses on issues and ideas shaping the future of education, featuring discussions with teachers, administrators, and other experts in the field about the latest trends, best practices, and pressing concerns in education.

How long has the Putnam County School District's teacher mentoring program been in place?

The teacher mentoring program in Putnam County School District has been in place for six or seven years.

What is the primary role of the district-level mentors in the mentoring program?

The district-level mentors in the mentoring program work solely with new teachers, providing support and guidance based on the teachers' needs, which can range from classroom management to moving to a professional certificate.

How does the mentoring program benefit new teachers with prior teaching experience?

Even new teachers with prior experience benefit from the mentoring program as it helps them adapt to the specific requirements and systems of the Putnam County School District.

What is the retention rate of new teachers in the Putnam County School District?

The retention rate of new teachers in the Putnam County School District has been at 90% or higher for the last five years.

How does the mentoring program support teachers who are on a temporary certificate?

The mentoring program supports teachers on a temporary certificate by assisting them with the state-required tasks to move to a professional certificate, including classroom management and other necessary skills.

What is the role of instructional coaches in the Putnam County School District?

Instructional coaches in the Putnam County School District provide additional support to teachers alongside the mentoring program, focusing on instructional improvement and other aspects of teaching.

Why is the mentoring program considered an investment by the Putnam County School District?

The mentoring program is considered an investment because it helps retain teachers, reducing the costs associated with hiring replacements, and contributes to a stable and effective teaching force.

How does the mentoring program cater to teachers from different backgrounds, such as those from alternative pathways to teaching?

The mentoring program supports teachers from alternative pathways by providing guidance on certification processes, adapting to the school system, and developing necessary teaching skills.

What are the future plans for the mentoring program according to Kristen Carroll?

Kristen Carroll sees the mentoring program growing and evolving, with an expectation of an increased retention rate and the potential to draw more people into the Putnam County School District.

What advice do the new teachers, Mr. Parish and Ms. Rayburn, have for potential applicants to the Putnam County School District?

Mr. Parish and Ms. Rayburn advise potential applicants to join the Putnam County School District, highlighting the supportive community and the valuable mentoring program available to new teachers.

Outlines

00:00

🎓 Introduction to the Pulse Podcast

The podcast 'The Pulse' is introduced by its host, Rick Cy, the superintendent of Putnam County School District. The show aims to explore issues and ideas that are shaping the future of education. It features discussions with teachers, administrators, and experts in the field about trends, best practices, and concerns in education. The podcast is intended for teachers, parents, and anyone interested in education. In this episode, Rick is joined by three distinguished guests who are employees of the school district. They discuss the school district's support for its employees, particularly through a new teacher mentoring program that has been in place for six or seven years and has become a model for other districts.

05:01

📚 The New Teacher Mentoring Program

Kristen Carroll, an administrator in human resources, discusses the new teacher mentoring program in detail. The program is designed to support teachers with zero to five years of experience, with district-level mentors whose sole job is to assist new teachers. These mentors provide tiered support based on the needs of the teachers, focusing on areas such as classroom management, behavior management, and guidance through professional certification requirements. The mentorship is non-evaluative and aims to help new teachers adjust to the district's systems and expectations. The program has been successful, with a retention rate of 90% or higher in recent years, demonstrating the value of the investment in teacher support.

10:03

👩‍🏫 Experiences of New Teachers with Mentorship

Two new teachers, Mr. Parish and Ms. Rayburn, share their experiences with the mentoring program. Mr. Parish, a recent graduate teaching at Creston City Junior Senior High School, discusses the practical advice he received on classroom management and lesson planning. Ms. Rayburn, a fifth-grade reading teacher, reflects on her journey with the program, highlighting the support she received throughout her first years of teaching. Both teachers emphasize the importance of having a mentor who provides guidance without judgment, which has been crucial for their professional growth and retention in the district.

15:03

🔍 Future of the Mentoring Program and Advice for Prospective Teachers

The conversation turns to the future of the mentoring program and advice for potential new teachers. Kristen Carroll expresses her pride in the program and its impact on teacher retention. She mentions that the program is continually evolving based on feedback and the changing needs of teachers. The district is looking forward to supporting teachers with temporary certificates for up to five years due to a state extension. Mr. Parish and Ms. Rayburn share their plans for the next few years, with Mr. Parish intending to stay at his current school and Ms. Rayburn pursuing further education to obtain her master's degree. They encourage new applicants to join Putnam County School District, highlighting the supportive community and the valuable mentorship program.

20:04

🌟 Conclusion and Final Thoughts

In the concluding part of the podcast, Rick Cy thanks the guests for their participation and contributions. He acknowledges the importance of the mentoring program and its role in attracting and retaining teachers. Rick also praises the work of the HR team, particularly Kristen Carroll, for sharing the program's success with other districts. The episode ends with a reaffirmation of the district's commitment to supporting its teachers and the positive impact this has on student learning.

Keywords

💡Podcast

A podcast is a digital audio file made available for downloading to a computer or mobile device, so you can listen to it at your convenience. In the context of the video, 'The Pulse' is a podcast that explores issues and ideas shaping the future of education. The podcast serves as a platform for discussions with educators, administrators, and experts in the field, aiming to inform and engage listeners who have a stake in education.

💡Superintendent

A superintendent, particularly in the context of education, is the chief administrative officer of a school district. In the video, Rick Cy, the superintendent of the Putnam County School District, hosts the podcast, highlighting his role as a leader in the district and his involvement in initiatives like the teacher mentoring program.

💡Mentoring Program

A mentoring program is a structured system where experienced individuals, known as mentors, guide and support less experienced individuals, known as mentees. In the video, the Putnam County School District has implemented a new teacher mentoring program to support and develop new teachers, which has been recognized as a model for other districts.

💡Retention

Retention in an educational context refers to the ability of a school or district to keep teachers in their positions over time. The video discusses the high retention rate of new teachers in the Putnam County School District, attributing this in part to the mentoring program that provides support and professional development.

💡Classroom Management

Classroom management refers to the strategies and practices teachers use to create a positive learning environment and ensure that students are engaged and behaving appropriately. The video mentions that the mentoring program assists new teachers with classroom management, which is crucial for effective teaching and learning.

💡Instructional Coach

An instructional coach is an educator who works with teachers to improve their instructional practices and student learning outcomes. In the video, it is mentioned that, in addition to mentors, instructional coaches provide support to teachers in the Putnam County School District, indicating a layered approach to teacher development.

💡Recruitment

Recruitment in an educational setting involves the processes and strategies used to attract and hire new teachers. The video discusses how the mentoring program is highlighted during recruitment efforts, as it is a significant draw for potential new hires who value ongoing support and professional growth opportunities.

💡Human Resources

Human resources (HR) in a school district is responsible for managing personnel functions such as hiring, training, and employee relations. In the video, Kristen Carroll, who works in HR for the district, discusses her role in supporting new teachers and the overall HR strategy to attract and retain quality staff.

💡Professional Development

Professional development refers to the educational activities and experiences that contribute to the skills and knowledge of professionals, in this case, teachers. The video emphasizes the mentoring program as a form of professional development that helps new teachers grow and improve their teaching practices.

💡Evaluation System

An evaluation system in education is a set of criteria and processes used to assess the performance of teachers. The video mentions that mentors help new teachers understand the district's evaluation system, which is important for setting performance expectations and goals.

💡Community

Community in the context of the video refers to the local environment and relationships that surround a school or district. The video highlights the supportive community in Putnam County, which is seen as an asset for new teachers and contributes to the district's ability to attract and retain talent.

Highlights

Introduction to the podcast 'The Pulse' focused on education trends, hosted by Rick Cy, superintendent of the Putnam County School District.

Discussion on the school district's support for employees, particularly through the new teacher mentoring program.

Mentoring program's evolution into a model for other districts, now supporting teachers from zero to five years of experience.

Kristen Carroll's introduction as an administrator in human resources, highlighting her role in teacher recruitment and retention.

Mr. Parish shares his experience as a new teacher, emphasizing the practical challenges and the value of mentorship in classroom management.

Lisha Rayburn, a fifth-grade reading teacher, discusses her journey and the continuous support she receives as an educator.

The district's commitment to providing tiered support based on teachers' needs, from classroom management to certificate requirements.

Mentoring program's non-evaluative approach focuses on coaching and building trust to foster teacher growth.

Data on teacher retention rates, showing an increase from 67% to over 90%, demonstrating the program's effectiveness.

The cost-benefit analysis of the mentoring program, highlighting its value in teacher retention and student success.

New teachers' perspectives on the support received, including classroom setup advice and lesson planning.

Mentoring program's role in helping teachers navigate the transition from temporary to professional certificates.

The district's strategy for recruiting and retaining teachers, emphasizing the importance of support and professional development.

Future vision for the mentoring program, including expanding support and incorporating feedback for continuous improvement.

Personal growth stories from new teachers, discussing their professional development and plans for the next few years.

Advice to potential applicants considering a career in Putnam County School District, highlighting the supportive environment.

Final thoughts from the host and guests on the impact of the mentoring program and the district's commitment to teacher success.

Transcripts

welcome to the pulse where we delve deep

into the issues and ideas that are

shaping the future of Education I'm your

host Rick Cy superintendent of the

putham county school district and each

week we'll be talking to teachers

administrators and other experts in the

field about the latest trends best

practices and most pressing concerns in

education whether you're a teacher a

parent or just someone who cares about

education this podcast is for you so sit

back relax and let's dive into the

pulse welcome back to our podcast I'm

Rick Cy the superintendent of the putam

county school district and I'm very

honored today to have three

distinguished guests who are actually

employees of the school district and uh

we're going to talk about how the school

district supports our employees

specifically talk about the new teacher

mentoring program that we've had for a

while and uh by the way it's it's

been six or seven years and Christian

you can probably tell us exactly when we

started this but this has become really

a model program for uh our school

district as well as a model for many

other districts in Florida and around

the United States and I know Kristen

will touch on that but uh I'd like for

each of you just to introduce yourself

tell us what you do and then we'll come

back and ask a few questions about you

know what's going on in the district so

Kristen okay you you start Kristen

Carroll I am an administrator in human

resources for certification Recruitment

and Retention of instructional staff

this is my 28th year I started as an

elementary school teacher here I also am

a graduate of Paca high school so and

some college out west yes and some

college out west go Nos and um and so

that's what I've just Tred to do what I

can to support what we're here to talk

about a new teacher program glad to have

you and we'll have starting on my left

introduce yourself if you would uh I'm

Mr Parish uh I teach at Creston City

Junior Senior High School ninth grade

geography and 11th grade US history I

graduated from the University of Central

Florida last year very good and got

hired straight into the county very good

and are you a native of I'm from New Sam

Beach Florida so right south of Daytona

well welcome to putam County and by the

way I'm a former social studies teacher

so we can we can talk some history and

all that kind of stuff later so an hi my

name is Lisha Rayburn I am a fifth grade

reading teacher at James a long

Elementary um I am a proud graduate 1995

of Pica high school well it's good to

have you and I've known Lisha for a long

time I think she was a student at black

high when I was there and or sometime

there and I've known you as a mother yes

and had one of your your son and so

forth so it's it's a pleasure to have

you in the district and to be on our

show today so it's a blessing to serve

my district that's awesome thank you so

Kristen talk to us about maybe for for

people that maybe out there that are

looking for a position as a teacher or

just for any position maybe talk to us

uh overall about the way we support our

employees and specifically the new

teacher mentoring program I would love

to because I'm really really proud of

our school district and what we do here

to support all of our employees but like

I said we're specifically here to talk

about our new teachers and one of the

things that we've done here is we've put

together a new teacher Mentor program

which has

four District level mentors and that is

basically that's just their job so what

I mean by that is when I started

teaching 28 years ago my mentor was

another teacher who was a wonderful

teacher who was there for me when she

could be there for me but she's a

teacher so she that was her job so she

was very busy doing teaching and then to

be able to get to me like maybe I needed

is very hard for her and so we are

fortunate here that we have District

level like I said that is their only job

and they work with new teachers that

come in it was zero to three years we

were supporting any new teacher that

came in even if you came in from another

district with 15 years or you had just

graduated or the state had deemed you

you know ready to teach you just you

have a bachelor's degree in a subject

but you may not been a college of Ed so

we were really supporting teachers

sitting at zero to three years that's

now the um state has given teachers two

more years so we're looking at zero to

five so this program has always been

changing and flowing and what can we do

better what can we do different what are

we always what are we already doing

great and so these mentors are able to

go in and work with new teachers to our

district at various levels it is tiered

based on their needs

um based on there if they're sitting at

a temporary certificate ready to needing

to move to that professional they have

more work to do again that the state has

required them to do what are some things

they might do with a a teacher that our

mentors are working with teachers but

what might be some things they would

assist them with so they would assist

them with basically we really want them

in the classrooms most of the time

working with the teachers again even if

you've come into oura district with 15

years you still need to be supported

because every place is different and it

may just be like I need to understand

your evaluation system or I need to

understand your program for your where

you put your grades in that that may be

all someone needs or it may be like I

really need some behavior management

some classroom management I need help

getting through these requirements to

move to my professional certificate and

so it is again it's tiered based on the

need and it's strictly coaching and

mentoring is not evaluative no it is not

evaluative at all it is mentoring we do

have

instructional C instructional coaches

too with the district which provides

support as well as a big thing about us

is we're here to support our people in

um in the puam county school district so

the mentor program is for that behavior

management classroom management what

else do you need you need a new chair

you need to you know who do you ask do

you even who do you even asked to do

that or get that from those simple

little job barriers up to maybe the

harder barriers if I really need to

teach you some things about like what's

going on in the classroom but that's

where we spend the mentors when I say we

spend most of their time is really

getting in there and trying to work with

the new teachers and modeling for them

and then there's that other part like if

it's a person who is on a temporary

certificate they have a lot of work that

they have to do that the state requires

them to do so we support them there as

well and you know for those new um out

of just out of college graduates who are

looking for teaching jobs understand

this is an opportunity to really get

into a district that really supports you

right because you know new teachers and

I I think we all used to be one at one

time and we still are um where that's a

real vulnerable time where some people

might might think well I don't know if

teaching is for me or this is harder

than I thought and being in the

classroom without that support can be

pretty daunting so I think that has

really helped us to really um retain a

lot of teachers and uh if you would talk

to us about the data you know we've got

some data over the last several years I

think that that's pretty powerful uh

about retaining teachers so I'm going to

go back to what you just said about like

that that's what teachers really want

and want that support and when I do

recruit at the different colleges and

the mentors come with me as well and we

start talking about all the benefits

that we have at this District bring when

I bring this up because it wasn't in a

lot of District

and you when we started this seven years

ago and so when I bring this program up

that's what they want to know more about

whether they're a college of Ed or if

it's someone just coming in you know

that they're a Psychology major they

want to know more about the support and

so we started with 67% retention rate

with the zero back then seven years ago

was looking at zero to

threee um people with experience and we

piloted with a few schools and then the

second year we went to all schools and

we have stayed in The Last 5 Years at

90% retention rate or higher now this

year we are because of the state

allowing that temporary certificate to

go to five years we are looking at

different data zero to five years how

long they're with us people we truly are

working with in the mentor program to

get true valid data so that changed this

year but yes we've sat around 90% or

above from that 67% attention rate of

those new teachers you know the question

the question I ask as a as a district

leader is how can we afford to do that

we have four certified teachers who do

not have classes and it's hard to find

teachers anyway but we have teachers

that do nothing but visit other teachers

and you look at the data the data is

very clear this is an investment and the

return on our investment is pretty

strong because when you lose a teacher

and then you have to hire another

teacher there is a cost involved there

is and if we can retain these teachers

and support them and have them work here

for years and years that is a tremendous

asset for the district and U as far as

the mentors go that is a just a great

benefit for the teachers that we serve

well you have teachers that are learning

and growing and we're not having to

start over so who it benefits is our

students absolutely that's that's the

best point teach the kids went on the

end so I know we have uh two of our

novice teachers or newer teachers in

here so could I hear from you and how

the district has supported you and is

supporting you you know as a first year

teacher yeah so it's a lot of what Miss

Carol said there um classroom management

you know at the college level like I

said I just got out last year we had all

these Theory classes I think we took a

total of three but during covid and it's

just a class you know you're not you're

not physically in there with the kids so

I come to this County and I've got

students that are completely different

than middle of Orlando where I went to

college very different from where I came

from South Daytona there MH so I've got

new kids a new attitude that I have to

adjust to and the mentor is there to

really help us get through that you know

the first thing I wanted to go through

was the seating and she came in looked

at the classroom and she said here's how

I think you should probably do this and

I tried it that way I've stayed with

that the whole now because it just works

so much better than what I had uh stuff

like that with lesson planning and the

observations it really helps whenever

they'll come in and they'll you know

they're not giving you the Marzano

approach exactly but they'll go over it

and how it applies to Marzano and how

you can actually improve your scores

even though they're not scoring you

which is a really big help for someone

that is worried about that data all the

time well it's good to have somebody and

again we I was a new teacher way back

when and to be able to pick up the phone

and call somebody said and another

professional to come in and say I need

to talk to you about something and and

to have that level of trust it might be

something you would not want to share or

ask of your administrator but you can

talk to your your mentor and have that

relationship that really provides you

that confidence to teach so thank you

for sharing that that means a lot Miss

Ren tell us what after five years and I

know you've you're at a different level

so to speak but talk to us about your

experience well I'm at a a very exciting

point in my experience with putham

County School District um last week I

did receive my professional

congratulations certificate so it it's

it's been a journey but it has also been

a journey that I haven't traveled Al

because of my mentors it's almost that's

your person so you can feel vulnerable

as you were going to um my can feel

vulnerable with that person coming in as

a new teacher I didn't know what I

needed I knew what I wanted but I didn't

know how to get there um my mentors and

I've had three amazing ladies um down my

journey and they have walked with me

some of them still walk with me and I'm

running back into them as I I continue

to build in puam county and I'm just

excited I and and I have to piggyback

off of you saying it's an investment you

you have four ladies that's not in a

classroom but I feel if you didn't have

those four ladies those would be more

teachers that you would have to hire I'm

definitely that paid a part in my

retention rate that's um it has been

worth the journey has it always been

easy no but I always felt like I had a

person that I can go to and ask for help

and not be judged that's great so it's

been amazing we are so proud of you

earning your professional that's great

you know I've been on u a couple of

recruiting trips or been at teacher

fairs and all that and I've been there

when people have come up and ask I'm

talking about people right out of

college I heard you have some type of

mentoring program that's the first

question they ask before they ask about

pay and our pay is very competitive with

our neighboring districts and um we have

you know the the insurance we do

self-insured and all that but most

important people feel like they have

that support going in so Kristen talk to

us some more about maybe uh what are

some next steps or how do you see this

evolving and expanding and so forth

what's your vision for the future of the

mentoring program so again we are always

growing we send out surveys we want

their opinions everything that we do

because we start with a new teacher

Institute when anyone's new into our

district and they we want to show them

the love we want to show you are

supported and and they're meeting other

people from other schools and from their

schools they meet you right away we all

come in from the district the the our

County and our businesses show up big

for us and so that's that like just

shows them right there like we really

are here to support you we um have a a

fall and spring Institute as well where

they can come back together is and then

that continual support but through all

of that we always send surveys because

we want their feedback so that we can

continue to to learn and to grow and

again this year we will learn a lot lot

from now we have some people that we

will have to help in a temporary

certificate for 5 years instead of that

three because of the state extension so

I just see our retention rate growing

even more I see us being able to help

teachers again that help students to

continue that learning and to keep them

with us keep that investment and be able

to just draw more people into our school

district

because the one thing I can tell you

about this Mentor program is it is very

authentic and it is mentors who care and

it is a district who cares truly about

people learning and being successful and

and and our support hopefully you know

we're showing that through our support

you know um and I've been I've hired

many teachers over my career and you

know there's the teachers that come

right out of college and there are

second career teachers maybe uh people

that might have stayed home with their

children and now they're ready to go

back into the profession and we also

have those professionals who may have a

degree in another area but say hey you

know what I have something to offer I

could maybe be a teacher so tell me

about that these people that might be

alternative you know Pathways to

teaching how do you uh how would you

speak to them as far as taking on

teaching as a a career so the first

thing I say is that that's what I was I

had a degree in counseling when I

started 28 years ago and I had to go I

was on a temporary certificate and I had

to go back to get certified and um back

then we just took courses out of college

and like I said I had a mentor that was

another teacher but that was busy and so

what I say to those people is you can do

it we have all of the system in place

for you to help you through that we um

that's one of the big reasons why we had

this program as well is because we do

have a lot of people that are coming in

and saying I want to teach and I would

say within the last four years 45% of

our new teachers are teachers that have

that content knowledge and again the the

state has deemed them you know um

hirable in that area through the

temporary certificate but I realized it

was that high 45% in the last three to

four years that's yes that's where we

have been with our people that we have

been hiring yeah and those people that's

what out there that's really just across

in the State of Florida right and they

come in with you know years under their

belt and a lot of uh experience in other

areas that really could serve our

students well yeah they have that

content knowledge they have to have a

Mastery and a Content knowledge for the

state to say okay they can teach but we

provide that support um in the other

areas that and I know you do a lot of

analysis of um transcripts they bring

your transcript yes bring their

transcript in and I can I can I mean

that's what I'm here for I can see uh

some of them are tricky but most I can

say the state's going to be up they will

give you the certificate this is the

subject that you need to apply for and

um let me show you where you go on to

set up an account and how you pay and um

then we go from there so we just try to

support from the very beginning through

all of that starting in HR and as again

it's one of our systems we have a system

in place and when we hire people and you

know all businesses hire people but we

have a system where we have that embed

is support throughout their career I

mean even if they're a 10 or 15E veteran

we always have if they need support

we're there yes and it might be a

different level of support but we're

there to support you so as we conclude

today let me just hear uh first of all

from both of you what does the next two

or three years look like for you as a

professional and uh what would you say

to maybe an applicant to the puton

county school district that um is maybe

considering working here in our County

and maybe talk about your own experience

and what they might be able to look

forward to so first of all tell us what

your your next two or three years might

look like if you thought about it and

then what you would advise to a new

applicant I have thought about my next

two or three years um I'm pretty content

with staying at Crescent City Junior

Senior High School for the time being

you know as long as principal Adams will

keep me there yeah um you're getting a

new school there by the way oh I can't

wait cannot wait I've been told within

the next three years we'll see

absolutely but uh yeah I'll be like one

of the first ones to

move um but uh you know coming from

Orlando to putham County can be a lot of

a a little Fear Factor there culture

shock right very cultural shock you know

you're going to a place with maybe the

same amount of people in it that my

school had in Orange County that I did

my internships at but the community like

you guys are saying it it it's it's more

than it probably would have been in

Orange County I can say I went to the

Orange County uh interview system and

everything and there's a reason why I

chose putam County over Orange County

glad um I I'm I couldn't be happier to

be here wonderful and I'm sure you know

and when we uh it would probably be

great to have new applicants have some

of our teachers there and just you if we

have these fairs have them there and and

let them share those experiences so and

you've done that before she has offer

offer um my next two to three years Oh I

thought I was done with school but I I I

am interested and I'm actually pursuing

further in my education um to receive my

masters good for you in leadership um I

feel like putam county has definitely

taken care of me and I definitely want

to serve our students of putham as much

as I can um so my definitely my two to

three year goal is I will still be proud

putham County um School District so I

will be here um what area I'm in I don't

know yet but to the new applicant that's

looking um to make putam your home just

do it um putam is a

a a small loving town and we welcome you

come teach with us that I couldn't have

said that better Kea thank you and

thanks to both of you for being here

Kristen any final words I I just want to

say that I'm very proud of this program

I'm very proud of the work that our

mentors do with our new teachers I'd

love to hear what you guys just said

come work with us the support that

you're getting that's just it I can I

always tell when I go to recruit I can I

always say I can sit up here and tell

you all the wonderful things about our

Mentor program but I know who you really

want to hear from are the mentees and

we've done some videos that I can share

with those people because I'm like

they're the ones that are really sitting

into it and it's fair that they have a

voice and that's who you hear from so I

really appreciate it well and I want to

thank you personally

I know you and Miss Wurst HR Director

have really been on the road a number of

times and shared this this program with

a number of districts both in the state

and outside of the state I know as far

as Arizona so it's been uh very

gratifying for me as a superintendent to

know that we have some things that we

can offer other districts right and uh

you guys are uh really the Leading Edge

of that so thank you for what you do so

again thanks to all my guests today and

uh we will see you on our next podcast

have a great day