How the Maercker D60 Mentorship Program welcomes new staff members and connects them with impactful relationships and resources.
Starting a new job can be a challenge. You need to get to know the overall flow of the organization, start making connections with coworkers, and quickly learn the culture and mission of your new workplace, which can be stressful. At Maercker D60, a mentorship program that began in 2023 continues to grow and evolve, giving staff members who are new to the district a chance to get deeply involved with support of a mentor staff member.
What started as a discussion with the evaluation program committee around wanting to be more supportive of new teachers quickly became an established program with the overall direction of “let’s just make it happen.” Director of Teaching and Learning Dr. Susan Ejma is a driving force behind the structure and coordination of the program.
“We outlined what our purpose and goals were and took it from not only the logistical standpoint of new teachers needing to find out logistics of the building and curriculum, to how can D60 intentionally support new staff better to ultimately grow and support student growth,” said Dr. Ejma. “The end goal is really about student growth for all kids!”
The district uses the Danielson Cluster Framework to guide instructional practices around important milestones like building relationships and establishing classroom routines. When a staff member joins the district, they are paired up with an experienced mentor staff member who has applied to be a part of the program. District and school leadership pairs mentors and mentees up based on fit, not just on grade level or similar job titles, which can result in some exciting learning experiences.
Paige McIntyre is a third grade special education teacher at Maercker Intermediate School who has been a mentor in the program. She mentored a fifth grade special education teacher last year and is now supporting a new school social worker, which ended up being a perfect fit.
“It has been a great experience for me to learn more about social work and it broadens the knowledge of all of the resources we have as a district,” said McIntyre. “The program is such a great asset for new staff members because it gives that support system that they may not have had otherwise in a formal way so they know they always have someone to rely on.”
Each spring, staff members are able to apply to be a mentor for the next year and the admin team reviews applications and identifies good fits for incoming staff. At new staff orientation in August, mentors connect with their mentees right away to kick off the year. The whole group gets together with Dr. Ejma several times throughout the year to dig into the framework with learning sessions and do some work together.
Outside of those meetings, staff connect with each other at least weekly or more depending on their needs. Some meet on a more formal basis while others just use their mentor or mentee as a sounding board with occasional check-ins or casual greetings with the goal of improving in their craft as educators as the basis for everything they do. The program lasts one year and the feedback from staff who have participated shows that it is working well.
“Participating in our mentor program felt like a natural extension of my own journey,” said Westview Hills EL/Bilingual Teacher Cesar Tamayo. “No matter how many years of experience one brings, there is always something new to be learned because logistical and procedural aspects are different in every district. No matter where you are starting, the culture we’re building here is one where shared knowledge, empathy, and teamwork truly drive our success.”
The feedback from participants has already driven change in the program. While the larger sessions were initially more learning based, there is now ample time for collaboration and connection. The diverse group of participants has created a strong culture of teamwork and uniting under the common goal of supporting D60 students.
“The feedback we get is that it’s helping new staff members to integrate into the D60 community and quickly establishing a collaborative and supportive environment that promotes personal and professional development and wellbeing,” said Dr. Ejma. “Mentees are getting a lot out of having a mentor but mentors are learning too! It is essential to have a growth mindset and be willing to pursue lifelong learning, which our staff really embraces.”
As schools and school districts continue to face challenges recruiting and retaining quality teachers, having something like the D60 Mentorship Program in place sets the tone for new staff members early that this is a district that works together for the benefit of all students. Whether it’s just having someone to bounce ideas off of or knowing that there is a trusted person in the building to go to with any question, having a connection with a mentor is giving teachers and staff a head start on success.
“Supporting each other isn’t just something we talk about, it’s who we are,” said Tamayo. “I’m proud to be part of a community that values collaboration and invests in its educators’ success throughout the school year.”
“We are all willing to help each other and it’s a very team focused dynamic,” added McIntyre. “The mentorship program allows teachers to fully immerse themselves in the Maercker way of how we use the clusters and evaluation systems. I plan on continuing to be a mentor and will do so as long as there’s someone for me to support!”