新教师专业发展:从师徒带教走向专业学习社群

新教师在入职后将面临专业知识、情绪感受和社会适应的专业困境,而目前新教师专业发展的主要形式——入职教育和师徒制——所秉持的仍然是传统教师专业发展范式,忽视新教师自主。因此,未来新教师专业发展应从专业学习社群的角度来建构,为新教师提供社群土壤。     

Preparing teachers for professional learning: is there a future for teacher education in new teacher induction?

Today the quality of teachers is held to be increasingly important yet there continue to be doubts about whether teacher education programs graduate teachers ready to meet the challenges of their initial years of teaching. In some jurisdictions, other agencies (Ministries of Education, school districts, and private providers) are supplementing the work of teacher education through the introduction of new teacher induction programs which have become favoured policy initiatives to enhance new teacher transition, retention and quality. Evidence suggests that induction and mentoring increase teacher retention and ensure more effective socialisation of new teachers into the school culture. In spite of their growing popularity, the degree to which induction programs complement teacher education and/or impact new teacher professional learning remains unclear. In this paper the authors report a secondary analysis of data from an evaluation of the New Teacher Induction Program in Ontario, Canada to consider the implications for the future of teacher education by asking: What are the challenges facing new teachers? In what ways does the induction program support new teacher professional learning? What are the major implications for the future of teacher education?     

Academic and social integration in higher education: a survey of satisfaction and dissatisfaction within a first‐year education studies cohort at a new university

A survey of student satisfaction and dissatisfaction was undertaken within an undergraduate education studies cohort at a new university in the English Midlands. The cohort included both ‘traditional’ and ‘non‐traditional’ students and represented an increasingly typical ‘widened’ community of students within higher education. This student‐ informed survey enabled expression of facets of experience which were found to be deeply satisfying or deeply dissatisfying by the cohort and which also had the potential to impact upon their academic and social integration. The cohort was asked to link facets found deeply satisfying or deeply dissatisfying to the likelihood of their retention and degree completion or the likelihood of their exit from the institution. Themes emerging were concerned with teaching and learning, debt and money worries, workload and support. Many of the facets identified fall within institutional control and can be managed in order that both ‘traditional’ and ‘non‐traditional’ students may achieve integration, maintain their personal vision and be retained. The survey methodology employed can be adapted to accommodate contextualization within other higher education institutions. It is suggested that engagement with such survey methodology represents investment in both institutional, educational and financial health.     

Experience of Induction in One Local Education Authority

From September 1999 the UK government's arrangements for induction of newly qualified teachers (NQTs) would be supported formally by experienced colleagues throughout their first year in teaching. The competence and progress of new teachers was to be monitored, supported and assessed against induction standards, with reports being prepared and sent to the Local Education Authority (LEA) at three points during the year. Should an NQT fail to meet the expectations described in the induction standards at the end of their first year then these new colleagues would be unable to continue teaching. The Teacher Training Agency, following details supplied by the DfEE, offered guidance on the ways in which this process should be carried through. This article examines the support provided by experienced teachers in one local authority to consider if it offers an initiation into the teaching profession, a socialisation into the current practices of particular schools or a check on basic classroom competence. It raises issues about the current focus on the practicalities of teaching and suggests new recruits may need a more robust induction to their professional role.     

Transformative learning of mentors from an immigrant workplace connections program

Mentorship programs have been deployed within immigrant and settlements services to integrate newcomers to the Canadian labor market. These programs are often assessed for their impacts on immigrant mentees. Little attention has been paid to how they may have influenced mentors. In this context, this study, from the perspective of transformative learning, examines the experiences of 19 mentors who were involved in a mentorship program designed to enhance the employment prospects for immigrant professionals in Canada. Findings indicated that in the process of mentoring immigrants with diverse backgrounds, mentors engaged in both informational and transformational learning. Through informational learning, the mentors expanded their cultural and work-related knowledge, hence their life horizons. For some mentors, their learning was also transformational. Some developed new awareness of and relation to the self. Some also started recognizing the structural and cultural barriers facing newcomers, and sometimes taking actions to effect social change. Both kinds of learning – informational and transformational – we argue, may contribute to disrupting relations of inequality between newcomers and the host society. The study suggests ways through which mentoring programs can contribute to a two-way process of integration involving changes and learning for both newcomers and the host society.     

Mentoring circles in higher education

Traditionally, mentoring in higher education institutions has either occurred informally or as a planned program where junior staff members are matched with experienced staff members in a formal one‐to‐one program. While such programs have reported benefits to participants, many miss out on the opportunity. Further, mentoring dyads do little to enhance a more collaborative atmosphere in higher education settings. Alternative mentoring methods do exist and can provide advantages to the traditional approach. Mentoring circles are an innovative example of these alternative methods. The mentoring activity and subsequent evaluation described in this paper sought to explore the perceived benefits of a group mentoring model for academic staff.     

Faculty Mentors in Teacher Induction: Developing a Cross-institutional Identity

ABSTRACT

Though the knowledge base on mentoring new teachers has grown exponentially in the past 30 years, researchers know less about university involvement in induction, and even less about the role that faculty mentors may play in induction. Drawing on interview, e-mail, and observational data from a yearlong mentoring relationship between a faculty mentor and 7 new teachers, the author examined a faculty mentor's role in supporting beginning teachers. Findings highlight the importance of identity development in assuming a cross-institutional role as a faculty mentor. The transition from teacher educator to teacher mentor requires the development of a mentor identity that is recognized and valued in the community of practice inhabited by classroom teachers.     

Pupils talking about their learning mentors: what can we learn?

The use of learning mentors to provide additional support to pupils who experience barriers to learning has become a feature of many schools in recent years. Mentoring places learning within a social context and recognises the necessity to ensure that students feel both comfortable with and in control of the learning process. This paper describes research which sought the views of young people who, having been identified as having social difficulties, had been supported by learning mentors. Their personal interpretation of mentoring and its impact on their lives is discussed and illustrated through use of their own words. Students interviewed demonstrated an ability to rationalise their own situations and behaviors and provide an indication of the important role that learning mentors have played in their lives.     

The role of university-based induction in beginning elementary teacher enactment of effective mathematics teaching

The purpose of this paper is to describe the school-based contextual constraints perceived by beginning elementary teachers as they attempted to enact their visions of effective mathematics teaching and the components of a mathematics-specific, university-based induction program designed to support elementary teachers in their teaching of mathematics. A significant number of beginning teachers in the program indicated that curriculum pacing guides and grade level teachers often discouraged their enactment of effective mathematics teaching. We describe the components of the induction program in general and then discuss the specific ways that program mentors, who were elementary teachers with expertise in mathematics teaching, supported beginning teachers in navigating the constraints identified. Data suggest that supporting teachers’ pedagogical agency to navigate local school contexts should be an additional consideration in teacher preparation and induction programs.     

美国导师指导与本科生学业成功研究述评

随着高等教育大众化进程中高等教育质量问题的凸显,近年来关于高校教师作为＂导师＂指导大学生,尤其是促进本科生学业成功的研究不断升温。理清美国关于导师指导研究的理论和实践框架,梳理近20年来美国发表的相关文献,从教育学、心理学和管理学的研究视角重构并更新有关导师指导的定义和特征,进而对导师指导的相关理论和实践进行批判性分析,可以发现,导师指导研究至今仍缺乏理论和实践上的可操作性定义及有效的导师指导模式,因此今后应进一步加大对导师指导的相关理论研究和实证研究。     

A multifaceted approach to teacher induction

The purpose of this study was to determine the implementation and effectiveness of the components of two middle school induction programs through the perceptions of three participant groups – new teachers, mentor teachers, and principals. Effectiveness was defined as a systematic processes embedded in a healthy school climate that met new teachers' personal and professional needs. Data indicated that each element of the induction program – principal and new teacher interaction; mentor teachers; collaborative structures; professional development; and new teacher orientation – met different needs of the new teacher. This multifaceted approach appeared to effectively support new teachers.     

Principal transformative learning through mentoring aspiring administrators

Few researchers have explicitly examined the benefits to practicing principals engaged in mentoring aspiring principals. Through the lens of transformative learning, the purpose of our study was to examine the professional learning of practicing principals engaged as mentors with aspiring principals in a leadership preparation program. Two questions guided our study. First, how does engaging in the mentoring process lead to professional learning? Second, how does that learning manifest itself in principal practice? Findings suggested principal mentor/protégé and mentor/mentor interactions prompted mentors to question their own experiences and practices, problematizing some of these practices. Principals then generated solutions, which lead to changes in core beliefs and assumptions and finally changes in practices, reflective of transformative learning.     

Reviews

The aim of our study was to examine formalized mentoring as a learning strategy for volunteer sports coaches and to consider implications for other volunteer groups in the community. Despite the increasingly popular use of mentoring as a learning and support strategy across professional domains, and the sheer scale of volunteer sports coach activity in many communities, there has been comparatively little research on structured mentoring programmes in such settings. Data are reported from a 12-month longitudinal study of 6 mentors and 18 volunteer coaches who were organized into formal mentor partnerships in one region of the United Kingdom. Findings from our study revealed that mentoring was the result of continuous interaction between coach and context, and that context must be understood in both spatial and temporal terms. The implications for mentoring in other community based volunteer groups are explored.     

Developing teachers’ capacities in assessment through career-long professional learning

Abstract

In a context of increasing demand for quality and equity in education and a sharp focus on accountability, classroom teachers are also expected to support and improve learning outcomes for pupils in response to their individual needs. This paper explores three issues: how teachers understand assessment in relation to their students’ learning, the curriculum and their pedagogical choices; how teachers’ capacity to use assessment to improve students’ learning can be developed through career-long professional learning (CLPL); and how teachers’ learning can be implemented and sustained in schools, both locally and nationally. In considering these issues, recent thinking about learning and assessment and CLPL are considered alongside empirical evidence from the development and implementation of assessment processes and approaches to professional development in Scotland. The paper emphasises the importance of a dynamic framework of CLPL that recognises the individuality of teachers’ learning needs and the consequent need for tailored professional learning opportunities with different combinations of support and challenge at school, local and national levels.     

Underwhelmed and playing it safe: newly qualified primary teachers’ mentoring and probationary-related experiences during induction

Framed within the burgeoning policy and research literature on teacher induction internationally, this paper focuses on the mentoring and probationary-related experiences of nine newly qualified primary teachers in the Republic of Ireland, during the course of their initial year of workplace practice, post-graduation. Gleaning newly qualified teachers’ (NQTs’) perspectives on these matters is opportune, as the Teaching Council’s new model of induction entitled Droichead (bridge in Irish) is envisaged to become the sole induction and probation route for all NQTs. Transacted during the 2010/2011 school year, when the induction and probationary arrangements in place were those that the Droichead initiative is intended to replace, a three-cycle, individual interview design facilitated continuing contact with each NQT. Selected, representative interview data are utilised to illustrate the dynamics of NQTs’ experiences of mentoring and probationary-related processes. Empirically based findings establish, firstly, beginner complicity in the transaction of narrowly conceived mentoring support; secondly, enamorment of the reifications of initial teacher education-phase teaching practice when negotiating probationary processes; thirdly, the valuing of techniques that respond to immediate, probationary-related requirements over more complex forms of practice; and fourthly, the inevitable and essential interconnectedness of mentoring and probationary processes. The paper concludes with implications for the design and implementation of induction programmes.     

小组合作学习模式在高中地理课堂教学中的运用

新课程改革倡导自主学习、合作学习和探究学习,这也是高中地理新课程改革的核心理念。对此,本学期我校创建了卓雅课堂,主要在高效课堂“五环节”教学中充分发挥小组合作的作用,并且在地理教学中进行了大胆的尝试。     

Literature review: the gap between mentoring theory and practice for diverse women faculty

Mentoring remains a beneficial resource for faculty career advancement. Yet, women faculty across African, Latinx, Asian, and Native American Diasporas often report their career advancement needs are unfulfilled by mentors. As a result, a gap exists between mentoring theory and practical application in higher education. Some scholars identified one factor contributing to this gap is Caucasian mentors not addressing faculty gendered and ethnic intersectional identity and the implications of that identity in the professoriate. Also, mentoring literature discussions omit the importance of facilitating learning, particularly when exploring the needs of women faculty across ethnic groups. I explored the gap between the proposed functions of mentoring and the challenges of cross-cultural mentoring and learning as a component of mentoring. The aim is to bridge the gap between theory and practice by providing readers with key mentor behaviors identified in qualitative and quantitative research that facilitate learning.     

College Student-Teacher Relationships

Mentoring is a process in which one person, usually of superior rank and outstanding achievement, guides the development of an entry-level individual. Colleges and universities historically have had new faculty orientation programs and methods to support new faculty matriculation. Mentorship programs, if well developed, can integrate new faculty into the university community and are characteristic of good educational practice. This article provides a rationale for, as well as features and benefits of, a new faculty mentorship program at a comprehensive university.     

Next generation mentoring: Supporting teachers beyond induction

Mentoring teachers during the induction years has long been recognized as a powerful means to support and acclimate new teachers to the profession. Once the induction years are over however, mentoring is rarely offered for experienced educators. Additionally, teachers in their mid to late career stages often find professional development poorly suited to their interests or needs. As a result, frustration, cynicism, early attrition, and ‘burnout’ occurs.This study explores the perceptions of 20 experienced teachers in order to understand their professional needs and their perceptions about being mentored. Recommendations for the design of post induction mentoring programs are offered to schools looking to retain experienced teachers and inspire them for a full career of teaching.