HomeMy WebLinkAbout09 Human Resources Report 6, 5 Sep 2000/.
OTTAWA - CARLETON DISTRICT SCHOOL BOARD
REPORT NO. 6, HUMAN RESOURCES COMMITTEE
TO: Board of Education DATE: 5 September 2000
A meeting of the Human Resources Committee was held this evening in the Trustees'
Committee Room, 133 Greenbank Road, Nepean, commencing at 7:30 pm with Trustee Alex Getty
in the Chair and the following in attendance:
MEMBERS: Trustees Lynn Graham, Jim Libbey, and Sheryl MacDonald
ALSO PRESENT: Trustee Lynn Scott
STAFF: Bonnie Viney, Superintendent of Human Resources & Business &
Learning Technologies
Rose -Marie Batley, Superintendent of Facilities & Physical
Planning
Dan Mason, Superintendent of Program, Staff Development &
Quality Assurance
Katharine Saunders, Superintendent of Schools
Janet Beer & Keith Egli, Labour Relations Officers
Kathy Duffy & Judi Marshall, Human Resources Officers
Carol Murphy, Labour Relations Administrator
Brenda Cooper, Committee Coordinator
REPRESENTATIVES: Mike Hadskis, Ottawa - Carleton Elementary Teachers' Federation
Tony Pearson, Ontario Secondary School Teachers' Federation
Cynthia Pohran, Ottawa - Carleton Assembly of School Councils
Jonathan Suter, Ottawa- Carleton Student Presidents' Council
Guests from the teacher mentoring program: Reg Butcher, Jeff Beckstead, & Todd
Saunders, Vincent Massey Public School; and Christy Armstrong & Kathy Stauch, Sir Robert
Borden High School.
Consultant Jack Marshall of William Mercer was present for part of the private
session.
1. Al2vro� val of Agenda
On a motion by Trustee Sheryl MacDonald, the agenda was approved subject to moving
up the item on mentonng beginning teachers.
There were no questions from the public.
3. Mentoring Beginning Teachers
Your Committee had before it for information a staff report providing an update on the
Mentoring Beginning Teachers project for the 1999 -2000 school year. The report also included an
outline of planned activities for the coming school year.
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Superintendent Saunders pointed out that 'beginning teachers" are OCDSB contract
teachers in their first year with the Board, and include not only teachers coming straight from
teachers' colleges, but also former occasional teachers, and experienced teachers from other
boards. This is in recognition that even those with experience who are new to the OCDSB can
benefit by having someone provide guidance on OCDSB culture, how to obtain what they need
and where to get answers.
While all the teachers new to the OCDSB benefit from the teacher mentoring program,
Superintendent Saunders emphasized that students are the greatest beneficiaries because
competent teachers enhance the system.
In briefly reviewing the staff report, Superintendent Saunders noted that over 90% of
the mentors were prepared to repeat the experience. With respect to the $239K project budget,
70% was used for school mentoring programs, and the remaining 30% for central workshops and
resources.
The resource kit for beginning teachers and the mentor leaders' handbook were very
well received. She expressed appreciation to Judi Marshall and the members of the steering
committee for their work in developing the program and the resources.
Todd Saunders began teaching at Vincent Massey Public School last year, and
appreciated the support of the mentors. He noted they were receptive, available and caring,
providing him with insight and self - confidence.
Mentors Jeff Beckstead and Reg Butcher were enthusiastic about their role. Mr. Beck -
stead recalled how helpful it was to have a mentor when he began teaching nine years ago.
The program provides help to new teachers in a non - threatening and non - judgmental way, and
eliminates a lot of trial and error. Reg Butcher cited the opportunities for new and experienced
teachers to exchange ideas on classroom management, discipline, curriculum, and report cards.
The program reinforces the school team, and demonstrates how teachers collaborate and help
each other.
In her first year at Sir Robert Borden High School last year, Kathy Stauch experienced
problems with classroom management, and the project funding allowed release time for mutual
observation of her mentor's and Ms Stauch's classes. This resulted in an exchange of ideas and
valuable feedback. She remarked that the OCDSB is a leader in its development of a
mentoring program, and that her friends at other school boards without such a program
experienced much more difficulty in their first year.
Christy Armstrong, who was Ms Stauch's mentor last year, sought her own mentor when
she began teaching. She also remarked that Ms Stauch is mentoring her informally this year as
she starts teaching a new course. The mentors and beginning teachers tend to network, and help
locate information sources or the correct person to provide information /assistance. The mentor -
ing program demonstrates that it is human to make mistakes and advantageous to seek answers.
It validates new teachers and develops their leadership skills to the benefit of students.
The members agreed with Trustee Libbey's remark that the trustees value the
mentoring program and feel that they are getting excellent results for the money spent.
During questions, Superintendent Saunders confirmed that occasionally a new
mentor /mentoree match has to be found. During the mentors' training, it is made clear that
they are not to think of this as a failure when it happens.
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With respect to the time devoted to mentoring, none of the mentors felt that it was
onerous. Reg Butcher indicated that discussions were usually brief and informal during recess,
or before or after school. Christy Armstrong reported that her sessions with Kathy Stauch
were booked ahead, but most worthwhile because they saved hours in the classroom.
Superintendent Viney reported that the mentoring program appears to have improved
the retention rate for new teachers. In 1998 -99,18 new elementary and 32 new secondary
teachers did not continue. This was reduced to 6 elementary- and 8 secondary in 1999 -2000.
Tony Pearson agreed with a point in the staff report, i.e., an underlying principle of
teacher development is that teachers work in a culture of mutual respect and support, which in
turn benefits students. He expressed regret that the provincial government's actions seem
contrary to this principle.
Chair Getty expressed appreciation for an excellent presentation on a highly successful
program.
4. Selection Procedures for Principals & Vice- Principa
Your Committee had before it for information staff report 00 -181, presenting a revised
selection process for principals and vice - principals. The selection process is part of a continuum,
with the same criteria underlying the four areas which comprise the Board's policy on the
selection, training, placement, and appraisal of staff for principal and vice - principal positions.
Accompanying procedures have been developed for appraisal and supervision,
placement, and training. The remaining component, selection procedures, is still being fine-
(W tuned, and where applicable, now includes reference to school councils. It is expected that the
procedure will be finalized by next spring.
Superintendent Mason reported that the handbook included with the report was
developed by a steering committee comprised of himself, principals, vice - principals, and
federation representatives, assisted by Judi Marshall. There has been a considerable effort to
involve parents and school councils, and clear expectations about this are now in place. He
noted that a school council simulation has been added, and that the assessment team will
include parents as role players and evaluators.
Generally supportive feedback regarding the handbook was received from principals,
vice - principals, the Ottawa - Carleton Assembly of School Councils and individual school
councils, and the teachers' federations.
The steering committee made refinements, taking into account the areas of concern.
For example, principals and vice - principals were concerned about the time requirements, and
individual review teams for each component of a competition have replaced the previous
selection committee. Insofar as possible, the review teams will reflect the composition of the
system.
The process will be used at four competitions during the coming year, and finalized at the
end of the competitions. Superintendent Mason noted that it will remain in handbook form until
then to enable fine - tuning. In addition, the Minister of Education recently announced that the
role of school councils in the selection process will be spelled out in legislation, and this could
necessitate further changes.
Human Resources Committee -3- 5 September 2000
The Chair thanked staff for an excellent report, and remarked that the time spent in
developing the interlocking processes for staff development will prove beneficial to the Board.
5. New Business
There was no new business.
The meeting went into the in camera session at 8:30 pm and later adjourned at 9:15 pm.
Alex Getty, Chair
Human Resources Committee
BLC /cb
HR- 000905
Human Resources Committee -4- 5 September 2000