Our new instructors start their employment during the last two weeks of the academic term prior to actually teaching themselves. They have a thorough two-day orientation with the Education Director and Department Chair...usually split equally at one day for each. This also includes a two hour initial session with the HR Department to ensure that benefits and policies are fully explained. The new instructor will then shadow and experienced faculty member in their department.
The first two days are most important for the new employee to have a sense of "family" or "belonging" as a member of the team. I believe this has more to do with ensuring longevity than any other post hiring activity.
Ken
New faculty are given guidelines, an employment handbook and a verbal review of guidelines from their supervisor. Then, classroom training is given to acclimate the faculty member to the curriculum and students. The length of classroom training is dependant on need and faculty member's level of comfort, usually lasting 1-2 weeks before they are "on their own".
Roselyn,
This is a pretty common approach that usually yields good results. One institution put together a pretty detailed online course that went over the school's history, culture, policies, etc. It worked well.
Jeffrey Schillinger
At my school new instructors receive orientation via paperwork and also via watching another instructor (shadowing for a day or 2 if need be)
I will be hiring my first full-time employee next week and I have developing her orientation plan. I think an effective orientation plan provides direction and detailed planning while leaving room for flexibility. Allowing the new instructor to meet with other faculty, students, administration, student affairs, etc. and ask questions. It takes time to become familiar with the technology, curriculum, and teaching aides. The process requires feedback and a development plan with clear expectations of the job description and ongoing support for the new instructor.
Theodore,
We have found asking new faculty members to observe good teachers to be very effective.
Jeffrey Schillinger
Right now there are no formal orientation. We are looking to create a formal on-boarding process which would include training, observation, continuing education, and formal review process.
Crystal,
You may want to consider asking new hires to sit in on a few courses taught by more experiences faculty members. It can be very effective.
Jeffrey Schillinger
We do a two-part orientation process. Part I is filling out paperwork, reviewing schedule and curriculum, as well as a guided tour and introduction to staff. Part II is going over the faculty handbook, going over policy/procedure, as well as a training session on the technology used in the classroom. Properly setting the stage is a crucial component of any orientation program.
Currently, most of our newer lead instructors have started out as teaching assistants so they are already acclimated to the work environment and general expectations. That said, I believe we could increase our effectiveness with instructors by having a better process. This would include:
1. Introduction to or review of policies, procedures and general expectations.
2. Formal training on any new equipment, our computer system and programs/software used.
3. Tour of the space and introductions to the staff.
4. Ample time for questions the new instructor might have.
5. Discussion of resources, including myself, and how best to access them.
I try to work with my instructors one-on-one so they know what it is the campus is expecting from them. I like to also have them work with other instructors so they understand the curriculum and how to lay out lesson plans, time management and overall procedures during their class time.
All faculty members must complete the orientation. In an Orientation new faculty get a General Overview of the School, Curricula, Projects, Review Process. As well as Faculty members must also audit a class prior to teaching.
Our orientation is a week long process with introduction to policies and proceedures, faculty introductions and school tour on the first day. Instructors are given their new hire package, oriented on that package and then asked to be a Teachers Assistant for the first 5 weeks to appreciate the hands on execution of the policies and proceedures.
Having the new hire shadow in the classroom a few times is effective. This gives them a good insight to how class is run and what expectations will be asked of them.
Here are a few - Arrive in the class 5 minutes before students, have objectives on the board, greet students with a smile and welcome, review objectives from last lesson before going on, don't just lecture and never ask "anyone have any questions" to check progress - always ask content specific questions.
Michael,
The shadowing is a great idea. What are the "best teaching methods" that you focus on for new teachers?
Jeffrey Schillinger
New instructors first spend some time with our HR assistant going over general administrative matters and reviewing the employee handbook. Then they meet with the Director of Education where they are introduced to the faculty handbook, take a more detailed tour of the facility and throughout the next few days participate in a new instructor orientation which includes best teaching methods. After this the new instructor shadows more senior instructors while getting acclimated to our curriculum before taking over a class of their own.
Once an offer is made and excepted there are several steps in the orientation process. First, curriculum materials...syllabi, lesson plans, manuals and or books for the courses they will be teaching or assisting in is given to the new instructor. Second, a day to complete new hire paperwork. "Official" tour of facility, where things are stored, kept, how to find additional teacher resources, how to access e-mail, how to complete payroll/timesheets. Third, names of faculty that are teaching the same courses or assistants are given the name and phone number of their lead instructor to get together. Follow up meeting with new hires to see how they are acclimating to school and teaching being able to answer their questions.
I like the idea of more formal days for orientation but hiring of new instructors is usually one at a time. However, when our school added a new location and I did hire 4 new instructors we had 2, 3 hour orientations to help acclimate all to new material and administrative expectations.
We offer multiple level of orientation for new instructors that seems to help them transition into their new roles. We have a formal orientation and an informal one, as well as setting up times to check in especially in the first 6-8 weeks. It is crucial that instructors are aware of the reasons why we have certain policies or procedures. For example, if an instructor knows that we track attendance in order comply with federal regulations that are directly tied with the schools ability to receive federal funding it is better than just telling them to track attendance and have them assume the reasons.
We probably are similar with alot of the comments that have been made. We do make a point of walking them through the campus after they have gone over curriculum and introduce them to the staff and what their responsibilities are. We meet as a staff on Friday mornings and formally introduce the new member.
