This digest examines considerations and strategies for selecting and retaining teacher mentors, suggesting that the degree to which mentors are meaningfully engaged in the mentoring process may have a significant impact on a program's success. Strategies for recruiting mentors range from opportunistic appointment to promoting self-nomination to tying mentorship status to a developmental career ladder. Various programs identify selection strategies based on their vision of the purposes of mentoring and factors they most wish to promote. One of the most influential criteria for mentor selection is their reputation as effective classroom teachers. There is little documentation of strategies utilized to retain mentors. Some appropriate strategies include recognizing mentor expertise and acknowledging and compensating mentors' contribution to the professional development of new teachers. It is important to appropriately match mentors to proteges. This matching can impact retention of both teachers and mentors. Ongoing support and training designed specifically for mentors often serves as an important mechanism for retaining mentors. Mentor compensation can include stipends paid directly to mentors; release time; allocations of funds to schools and districts to support associated implementation costs; additional classroom assistance and support; and financial support for and priority access to professional development. (Contains 22 references.) (SM)