Background on this Tool
These resources were developed by the Center on Great Teachers and Leaders at American Institutes for Research. Both resources are designed to help district and school leaders define, develop, and enable high-quality mentoring practices.
Guidance on How to Leverage this Tool
Mentoring programs can be a catalyst for school improvement by promoting teacher effectiveness, professional growth, and retention. As such, high-quality mentoring practices are dependent upon rigorous mentor selection.
The Mentor Selection Tool is intended to define the qualities, roles, and responsibilities of an effective mentor and guide district and school leaders in ranking criterion to drive priorities for local mentor selection processes.
To fully leverage effective mentors, the Mentor Program Shifts resource is intended to inform district and school leaders of the practices and mindsets that can impact new teacher effectiveness and retention.
District and school leaders could use these resources to fulfill any of the following objectives:
- Define and communicate clear expectations for mentor selection.
- Define and communicate clear expectations for mentor roles and responsibilities.
- Design or enhance systems for comprehensive and effective mentoring practices.
Getting Started with the Teacher Mentor Selection Tool and Mentoring Shifts
Consider the stakeholders that new teacher mentoring programs can impact, and convene a representative committee of school and district staff to review the Mentor Program Shifts and complete the Mentor Selection Tool.
The Mentor Program Shifts document is separated into two columns that describe “Old School Mentoring” and the shifts to “Comprehensive and Effective Mentoring”. Discuss as a team where your practices fall and the shifts that may need to occur to ensure high-quality practices. Determine what structures will need to be shifted or put in place and which stakeholders can impact and/or oversee those changes.
Individual team members can complete the Mentor Selection Tool separately to solicit individual perspectives on the qualities needed to implement effective mentor practices. The team can then combine scores to establish representative prioritizations. Define which qualities, roles, and responsibilities will be non-negotiables for your school/district and determine processes for mentor recruitment and selection.