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Mentor program expands supports for new teachers, gets $9,000 in additional BEST funds
Summary
District mentors reported adding 12 new mentors, serving 38 mentees (11 year‑1 BEST, 9 year‑2 BEST, 18 with 3+ years), and securing an extra $9,000 in BEST funds for stipends and substitute support to aid late hires and retention efforts.
Mentor program leaders told the Pullman School District board they have combined OSPI’s BEST induction supports with district negotiated mentoring to expand support for new and late‑hire teachers, schedule planned observations, and target extra assistance to struggling mentees.
Program presenters reported concrete data: this year’s mentoring cohort includes 38 mentees (11 BEST year‑1, 9 BEST year‑2, and 18 with three or more years’ experience) and the program added 12 new mentors. Presenters said last year the district had 24 mentors and that this year’s changes reduced the need for mentors to double up across assignments.
The presenters described program mechanics: scheduled observations (three or four times a year for written, non‑evaluative feedback), district monthly check‑ins, Mentor Academy training, and targeted PD for mentors. They said the program requested and received an additional $9,000 from BEST to fund stipends and substitute coverage so mentors and mentees can meet during the school day when needed.
“BEST year‑one and year‑two teachers are covered by the BEST program, but our collective‑bargaining agreement also requires district mentoring for teachers who are new to our program,” a program lead told the board, explaining why the district model combines multiple funding and training sources.
Why it matters: Teacher retention is a pressing staffing challenge; the mentor program aims to reduce early‑career turnover by providing structured support and paid time for observation and reflection. The additional BEST funds and clearer schedules are intended to reduce strain on classroom coverage and improve mentor‑mentee fidelity.
What’s next: Program leads will evaluate induction supports and coordinate with HR to ensure the mentoring program aligns with hiring timelines and district priorities; the board thanked presenters and asked for continued updates.
