Early days on the job can be less than joyful for new teachers who regularly find themselves in seemingly impossible situations. Four educators who survived to tell the tale share their experiences and offer insight into what gave them the strength to continue on their chosen path.

Describes professional development for new teachers based on three categories of research-based instructional strategies: organizing, including planning, advance work, and classroom management; instructing, more student-centered than teacher-centered; and assessing, both student assessment and self-assessment. (PKP)

Although lack of professional support is usually cited as one of the main reasons for the high attrition rate among new teachers, evidence shows that even when such support is available teachers continue to leave the profession. Meanwhile, it is the lack of attention to the personal needs of the novice teachers that leads to frustration and it is…

Describes an innovative way for school districts to develop their own source of effective teachers to replace those who retire or leave. Norwalk-La Mirada School District (California) created a staff development plan using an exceptional principal, five "group leader" teachers, and a coordinator to train and certify excellent teachers…

Discussions of relevant teacher effectiveness research, feedback from a teacher-coach, and group and individual self-evaluations were the three major techniques used in a staff development program aimed at improving the classroom performance of first-year teachers in a suburban high school district. (PGD)

Four-year study of the career paths of 50 beginning teachers in Massachusetts focuses on why 8 of these teachers ("Voluntary Movers") transferred from original schools to other public schools. Reasons given for transferring include reasonable assignments, stable working environments, opportunities to learn and grow, and accessible,…

Describes University of California Santa Cruz New Teacher Center mentor-driven beginning-teacher induction program now in its 15th year. Includes mentor selection, training, and development; mentors as school leaders; and induction programs for beginning principals. (PKP)

Asserts that many beginning teachers leave teaching because they are overwhelmed by the duties and responsibilities of experienced teachers who often adopt a "sink or swim" attitude toward classroom novices. Offers advice on how to reduce new-teacher attrition with comprehensive induction and mentoring program. (PKP)

Attributes success as first-year elementary teacher in inner-city school to her own stubbornness and the kindness of strangers--meaning the mentoring she received from experienced teachers. (PKP)

Describes a Sonoma County (California) school district's peer coaching program designed to meet the needs of new, probationary, and experienced teachers. The program succeeded because participation was voluntary, the training empowered teachers and improved their coaching skills, and teachers continued to meet as a group and learn from each other.…

The new teacher attrition rate in the US schools continues to cause concern, and disconnect between the goals of new teachers and of those who shape public education is one important reason behind this problem. Suggestions are presented on how to let teachers connect meaningfully with their students thus giving these professionals the support they…

All beginning teachers in Georgia receive a three-year nonrenewable certificate. During the term of the certificate they must satisfactorily demonstrate 14 performance competencies in two consecutive assessments. (Author/MLF)

Veteran teachers do not have to be official mentors to help their new colleagues. Experienced educators can be lifesavers for isolated novices by reaching out informally. The most practical opportunities occur through chance meetings in hallways and scheduled discussions during common preparation times. (MLH)

Describes how National Board for Professional Teaching Standards can help recruit and retain qualified beginning teachers and to provide career advancement opportunities for experienced teachers. (PKP)

Reviews research on "mentors"--experienced teachers assigned to assist those less experienced. Covers mentor characteristics, behaviors, and roles; appropriate matching of mentors and proteges; the needs of beginning teachers; and the changes in the mentor-protege relationship that occur as proteges gain experience and need mentors less. (PGD)