PCSD Pulse Podcast- Teacher Mentoring 2024- With Host Rick Surrency and guest Kristin Carrol
Summary
TLDRIn 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
🎓 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.
📚 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.
👩🏫 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.
🔍 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.
🌟 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.
Mindmap
Keywords
💡Podcast
💡Superintendent
💡Mentoring Program
💡Retention
💡Classroom Management
💡Instructional Coach
💡Recruitment
💡Human Resources
💡Professional Development
💡Evaluation System
💡Community
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
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