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District highlights mentor and apprenticeship programs as retention strategies
Summary
Roanoke City Public Schools reported expansion of its Great Beginnings mentor program, an Aspiring Principals cohort and a regional teacher apprenticeship as part of a workforce pipeline strategy. Staff provided participation figures and early outcomes to the board March 10.
Roanoke City Public Schools staff told the board on March 10 that the district’s professional learning and apprenticeship programs are expanding as part of a strategy to recruit and retain educators.
Executive Director of Professional Learning Carrie Gates reported the Great Beginnings mentoring program grew from 266 to 288 mentees this year and is supported by 116 trained mentors; mentors and mentees have logged more than 4,350 meetings, she said. “So far this year, mentee numbers have in increased from 266 to 288 teachers supported by 116 trained mentors,” Gates told the board while reviewing mid‑year survey results showing high satisfaction from mentees and mentors.
Gates outlined two other initiatives designed to build career pathways: an Aspiring Principals program serving 13 participants who will present applied impact work in March, and a second‑year Southwest Virginia Teacher Apprenticeship cohort that pays apprentices as full‑time employees while they complete coursework through Radford University.
Classroom perspective: Jeff Le, a first‑year teacher and mentee at William Fleming High School, described the mentorship experience as formative. “It has had a transformational impact on my first year of teaching,” he said. Mentors who spoke in submitted reflections said the program strengthened their instructional practice and encouraged them to continue serving as mentors.
Why it matters: district officials said strengthening internal career pathways can help stabilize staffing as the division faces difficult budget choices. Board members thanked staff for concrete data and asked for continued measurement to link professional learning investments to retention and student outcomes.
Next steps: Gates and staff will continue program evaluation, report final impact measures in spring and coordinate with human resources on recruitment and retention strategies.
