The research indicating the positive impact mentors have on the performance and retention of educators abounds. However, one factor most people don't know is that in many cases an untrained mentor can be detrimental to the success of a newly hired educator. The cost of not providing a highly trained mentor, in terms of student achievement and educator attrition is very high. Students may have a full year of ineffective education or clinical support. Administrators and those in the hiring process must spend dozens of hours hiring again for the same position due to attrition. The book Inducting and Mentoring Teachers and School Clinicians New to the District has been used by hundreds of school districts, colleges, and universities to train mentors. Its authors have served in school district positions that include assistant superintendent for human resources in charge of all the hiring and induction of employees, assistant superintendent for teaching and learning, principals at the elementary and secondary levels, district-wide induction coordinators, and even union president. Each has also served as a mentor educator during their times as general education teachers, special education teachers, and guidance counselors in school districts.

It is the only book that addresses all facets of your hiring, induction, and mentoring program. It contains all the information districts need to hire and retain the best teachers. Topics include hiring tips, instructions for running district orientation programs and building support teams, mentor training, and training for the teachers and clinicians you hire in the three areas practitioners find are the leading cause of failure for teachers and clinicians new to a district (parent-teacher communication, establishing classroom and individual behavior plans, and effective planning). It includes a month-by-month checklist that the mentor and new teacher or clinician use to ensure effective support from the day of hire to the end of June and beyond.