program, communication protocols, and strategies for surviving the change process. During our induction program, we educate new employees on each of our curriculum areas and the pro- grams and resources for each content area. In addition, we introduce support that we call embedded profes- sional development, which is reflective coaching cycles where the new teachers work with curriculum specialists on coaching in the content areas. Also included in our induction program is detailed information about how to support and work with students with individualized edu- cation programs, English-language learners, and students with behavioral challenges.
An important component of a mentoring and induc- tion program is its ongoing nature. During the first few years, touchpoints ensure that new employees are sup- ported through ongoing training, meetings, observations, and feedback sessions. The continuous nature gives new employees something to look forward to and sends the message that the district is investing in them and wants them to succeed. Tailoring programs for different job categories, such as instructional assistants and leadership team members, is important. These positions have specific tasks and
functions that differ from those of teachers. Therefore, personalizing the induction program to support those areas is critical. For example, instructional assistants could be offered training in data collection techniques, and managers could be trained in the district’s evalua- tion procedures.
Best Foot Forward
I am a firm believer in continuous improvement for my office and our human resources field. In that vein, pro- viding employees with multiple opportunities for feed- back during the onboarding process will help employers improve their processes to ensure that new employees are getting the best experience possible as they begin their work in your organization. Putting the district’s best foot forward during the onboarding process can support the new employees’ overall experience and impression of your organization and give them the tools necessary to succeed in their new roles.
Brian Middleton-Cox is director of human resources for Tri-Town School Union in Boxford, Massachusetts. Email:
bmiddleton-cox@tritownschooolunion.com
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