Tech Directions - November 2008 - (Page 20)

? CTE Teacher Succession Insuring a Smooth Transition By Dennis Mattoon Dennis_mattoon@reynolds.k12.or.us M ANY career and technical education (CTE) teachers are nearing retirement, and, due to national demographic and teacher training concerns, there are not enough new teachers trained to replace them. In addition, school district hiring practices are typically designed around an expected surplus of newly trained teacher job applicants. By the time human resource departments realize that applications for CTE teacher openings are few or nonexistent, the start of the new school year looms near and a mad scramble ensues to ﬁll the position with anyone—experienced or inexperienced, well-trained or not. Districts often must hire an “industry person” with little, if any, teaching experience and in need of mentoring. With these challenges in mind, I suggest a thorough transition process that begins earlier than the typical academic teacher hiring process and includes support for new teachers through a structured mentorship. The goal is to ensure a smooth transition between instructors and effective CTE program succession. Notification and Awareness The following “get the word out” actions should ensure that all interested applicants will know about the upcoming opening, which gives schools as large as possible a pool to select from. To start the transition process, the retiring instructor notiﬁes the vice principal, principal, human resources director, and advisory committee members of his or her retirement intentions and date as early as possible—preferably by January or February for June/July retirees. The retiring instructor urges the district to post the opening on all available teacher employment web sites and services. Education job openings are often posted on district home pages (e.g., www.reynolds.k12. or.us) and commercial and association web sites (e.g., www.edzapp. com; the Association for Supervision and Curriculum Development—www. ascd.org/portal/site/ascd/index.jsp; National Association of Secondary School Principals—www.nassp.org). Note that since many districts may end up hiring CTE teachers from business and industry, they may Dennis Mattoon is a CTE master teacher, ASE master automotive technician, and Career and Technical Education Department chair, Reynolds High School, Troutdale, OR. Requirements and Qualifications Must hold Oregon teaching license with 024 endorsement* *Alternate licensure may be possible for teacher candidates from business and industry. For further information contact the district human resources department or visit this web site: www.ode.state.or.us/teachlearn/pte/ ptinstructorappraisalguidancefinal.pdf. Fig. 1—Sample position statement 20 techdirections ◆ NOVEMBER 2008 http://www.reynolds.k12.or.us http://www.reynolds.k12.or.us http://www.edzapp.com http://www.edzapp.com http://www.ascd.org/portal/site/ascd/index.jsp http://www.ascd.org/portal/site/ascd/index.jsp http://www.ode.state.or.us/teachlearn/pte/ptinstructorappraisalguidancefinal.pdf http://www.ode.state.or.us/teachlearn/pte/ptinstructorappraisalguidancefinal.pdf

Table of Contents Feed for the Digital Edition of Tech Directions - November 2008

Tech Directions - November 2008 Technically Speaking Contents Direct fromWashington The Report Technology’s Past Technology Today Mastering Computers Exploring Engineering—Pros Can Help Make It Real Challenge Students to Design an Energy-Efficient Home CTE Teacher Succession—Insuring a Smooth Transition Reservoir High’s TE Site Wins Web Site of the Month ACTE Convention and Career Tech Expo— Racing Toward Charlotte Hands-On Activities More than Fun

Tech Directions - November 2008

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