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Assessment is an important skill acquired by graduates of higher education, especially those from teacher education programs. This pilot study examined the effects of formative assessment processes on early-career teachers, focusing on their perspectives on student evaluation, their perceived self-efficacy in assessment, and the assessment methods they chose for their students. Participants, who were 152 teachers interning at elementary schools, completed self-report questionnaires midway through and at the end of their internship year. Out of these, 98 teachers completed the questionnaire at both time points. Key findings showed that assessment self-efficacy increased by 9.6% and perceptions of assessment as a formative process also rose significantly by 10%. The study suggests that formative assessment during teacher internships should be reinforced to enhance teachers' use of assessment in their classrooms. Additionally, it highlights the importance of improving assessment processes during internships, enabling teachers to maximize the benefits of assessments. This improvement not only optimizes their professional skills but also enhances their ability to conduct formative assessments among their students.

This case-study examines how first-year educators renegotiated their teacher identities as they transitioned from pre-service teachers (PSTs) to professionals. Both participants graduated from the same Teacher Education Program (TEP) and conducted their student internship in the same school as their first year of teaching. The results of this study have unique implications on first-year teachers working in the location of their student internships, as they reported isolation, internalized infantilization, and inconsistent identities. The author argues for TEPs to intentionally prepare PSTs for navigating this transition, and challenge preconceived notions of the benefits of student teaching and working in the same K-12 institution.

Some secondary school principals are complaining about teachers' reluctance to participate in any activities beyond classroom teaching. To understand this phenomenon, the study attempts to explore the inhibiting factors that hinder teachers in selected secondary schools in the Maseru district from supporting and engaging in teacher leadership (TL) activities. This qualitative inquiry is underpinned by the critical theory (CT), which among others aims at revealing the core factors that contributed to teachers' lack of enthusiasm in performing various TL related activities. Also, to suggest strategies that could pioneer a change in teachers' attitudes towards participation in school leadership beyond teaching. The study generated data from ten (10) purposively selected secondary school teachers. Using the thematic analysis method, despite participating teachers being able to conceptualise TL, they cited that, factors including; unmanageable teaching loads, inadequate induction, and use of top-down leadership approaches inhibited TL initiatives. To mitigate the abovementioned factors, participants suggested the creation of a supportive school environment, teacher training and recognition.

Background: The Mental Starters Assessment Project (MSAP) seeks to address poor performance in Grade 3 mathematics. The programme focusses on eliminating inefficient counting methods and promoting strategic mathematical skills, including numerical sense, mental calculation and rapid recall skills. Additionally, MSAP supports teachers' professional growth by providing them with a toolkit of effective calculation strategies to bridge the performance gap and enhance mathematical education. Aim: This paper explores the insight gained from reflections of final year Bachelor of Foundation Phase (FP) initial teacher educators (ITE) students in South Africa. Setting: Grade 3 classrooms. Methods: The ITE students were given training and materials to implement the MSAP, and this occurred over a 4-week teaching practicum, after which they completed a reflective task on the implementation. A total of 20 students were selected from a cohort of 138 based on their academic performance. Results: The analysis of the reflections showed that ITE students benefitted from reflecting on their practice and highlighted important elements of their professional learning. The reflections raised issues related to challenges in their pedagogical content knowledge (PCK) as well as their confidence and competence to teach mathematics and manage the classroom context. Conclusion: With a multi-dimensional model of reflection, ITE students can achieve a deeper understanding of mathematics teaching and learning when building learners' mental strategies, fostering professional growth and elevating the overall quality of mathematics education. Contribution: Overall, the findings provide insight into the benefits of reflective practices for ITE students' professional development and the improvement of mathematics education.

This critical case study examines the experiences of teachers who are within their first three years of teaching; specifically, this study sought to understand new teachers' level of self-efficacy as it pertains to teaching for diversity, equity, and inclusion, as well as the barriers that exist to doing this work and the supports that new teachers need. Generally, new teachers describe feelings of fear, as well as a lack of time and a general feeling of being overwhelmed. I center the voices of new teachers and highlight where teacher preparation programs fall short and how to support new teachers on a path to becoming transformative educators.

Attrition and turnover among early career teachers (ECTs) have garnered the attention of policymakers and educational leaders across Canada. However, due to provincial/territorial responsibility for education in Canada, teacher induction efforts to keep novice teachers in the profession depend on school system structures and policies specific to given jurisdictions. This article describes an in-depth policy analysis of the development and implementation of Ontario's New Teacher Induction Program (NTIP). Using a policy document analysis methodology, the review of the induction policy mandates, program evaluations, and empirical studies highlights the NTIP's organization and scope, the stakeholders' roles, duties, and responsibilities, the programmatic impacts, and the challenges associated with its implementation. The article concludes with implications for policy development and implementation as well as for the practice of supporting ECTs.

Teachers in the induction phase (i.e., the first 3 years of teaching) can be underprepared to support students who engage in challenging behavior. This can be due to limited preservice education and ongoing professional development in behavior management. Yet, students who engage in challenging behavior are at an increased risk of being referred to intervention services and/or special education, especially at the elementary level. The purposes of this randomized-controlled trial were to identify the effects of an online behavior management training on teachers in the induction phase, as well as their perceptions of the training. Findings revealed teachers in the intervention group showed significant increases in knowledge, application, and self-efficacy in applying behavior management strategies. Social-validity data indicated participants felt the training was highly acceptable, feasible, and effective.

This paper stems from a broader study that foregrounded an existing mentoring programme against the backdrop of low teacher retention in the South African schooling system. It works from the premise that beginner teachers are exiting the teaching profession within the first three to five years of teaching. This research suggests that one way of addressing low teacher retention is through a formal mentoring programme that will assist in the transition from university graduates into school practitioners. Data was produced through semi-structured individual and group interviews with a principal, two mentors, and two mentees. Theoretically, we drew on the work of Lave & Wenger (1991) whose constructs of Community of Practice (CoP) and Legitimate Peripheral Participation (LPP) were used as analytical tools to frame this study conceptually. The data revealed that beginner teachers come into the profession with marked inadequacies stemming from their initial training at universities which meant that they were insufficiently prepared for the realities of schooling. Furthermore, the data reveals multiple and overlapping CoPs in operation, pointing to viewing mentoring as multidimensional and not only in dyadic terms as a relationship between a mentor and mentee as it has traditionally been viewed.

It is often assumed that beginning teachers possess the skills, strategies and practices necessary for effective instructional practice and classroom management. The reality is that beginning teachers struggle to overcome the many challenges and obstacles faced in the first years of teaching. Without adequate supports, beginning teachers may crumble under the pressure, assume basic survival skills, or simply quit in the face of dismay and disillusionment. A quality induction program that offers mentoring support is an ideal way to retain teachers and build capacity. A mentoring relationship, consisting of joint inquiry and reflective dialogue, should increase teacher effectiveness and professional growth.

Teachers are prematurely leaving the profession at substantially high rates. The purpose of this research was to (a) collect and analyze factors linked to retention and potential attrition (i.e., how often a teacher considers leaving the profession), (b) provide specific and updated data on the causes of this problem along with potential solutions, and (c) meet the objective of improving retention policy and practice at all the levels of leadership within the education system. The sources used for this study are extensive literature and a mixed-methods survey about experiences sent by email to teachers across the state of California. The survey collected usable responses from 2,196 teachers about their experiences with teacher preparation programs, induction or mentorship programs, and their first five years of teaching. The researcher analyzed the responses to determine the relationships between the experiences and to make recommendations for leadership. The findings of this research show that teachers across the State of California feel high amounts of stress in their first five years of teaching, in addition to being generally unprepared for the profession and feeling unsupported in their induction programs. All of these factors are related to the frequency with which teachers consider leaving the profession throughout their careers. Recommendations for leadership include creating hands-on, practical, specific experiences prior to and in the early years of teaching; building better relationships between all staff members, including mentors; reducing the workload for teachers generally; and developing clearer communication and transparency between all stakeholders throughout the educational system.

The purpose of this study is to compare Turkish novice teacher induction system with China, New Zealand, and Germany in terms of assignment to teaching, duration of induction, and opportunities provided in programs. Those countries selected are known to have the best practices for induction training. Despite their differing policies regarding novice teacher training, they provide novice teachers with many exemplary aspects of support. The comparison shows that collaboration activities are formalized in three countries, except Türkiye. While novice teachers in Türkiye have the same workload as experienced teachers, novices in the other three countries have a reduced workload and have more free time for education. A mentoring program is being conducted in all countries, including Türkiye. Türkiye has weekly seminars on liberal education topics, while the other three countries have mostly branch-specific seminars. The paper concludes with a discussion of the educational implications of the induction programs.

This study aims at exploring the prospects and practices of induction for novice teachers. The phenomenological research design under qualitative research approach was adopted to carry out this study. The sample of this study was 5 teacher educators and 5 educational administrators who were selected through convenience non-random sampling procedure. They were selected on the basis of their willingness, expertise, experiences, and availability for this study. In-depth interview was administered to the respondents as a tool to collect for this study. The findings of this study show that implementation of induction program helps the novice teachers to reduce attrition, burnout and leaving the job of teaching; they learn employability skills and soft skills during the induction program; they can embed information communication technology with English language teaching in the classroom in this program; and quality of education could be enhanced through the induction program. It is concluded that induction program is essential for the prosperity and professional development of newly appointed novice teachers.

The purpose of this paper is to describe a state-wide process used to determine which Teaching Works High Leverage Practices (Ball, 2016) pre-service teachers could be expected to implement at a proficient level by the completion of their preparation program (Initial HLPs), followed by two sets of high leverage practices novice teachers could master during their induction years (Induction and Expert HLPs) (Ball & Forzani, 2011; McLeskey & Brownell, 2015). Data were collected from a wide variety of stakeholders, including K-12 teachers, administrators, and educator preparation program faculty from across the state (N=203). Findings identified five High Leverage Practices that the majority of stakeholders indicated should be a priority for educator preparation programs in the state.

The objective of this paper is to explore the professional development needs of novice lecturers in three selected Technical Vocational Education and Training (TVET) colleges in South Africa as they transition from different industries into the higher education sector. The methodology of collecting data was individual face-to-face interviews. The study participants were six novice lecturers and three TVET college managers, who were selected purposefully. The study is underpinned by an adult learning theory, which argues that adult learners have accumulated life experiences and knowledge and require structured programs that have clearly defined outputs. The paper responded to two research questions: What are the professional development needs of novice lecturers in a TVET college, and how does college management respond to the professional development needs of novice lecturers? Data were analyzed using thematic content analysis. The findings indicate that pedagogic and classroom management skills were the basic needs of novice lecturers through professional development programs. In light of the findings, the study suggests capacity-building for college management to respond appropriately to the induction and mentoring needs of novice lecturers as well as the provision of internally conducted and structured professional development programs.

Teacher attrition, a startling problem worldwide, can be counteracted with comprehensive mentoring and induction. The purpose of this qualitative case study was to describe a division-wide, job-embedded mentoring/induction program in three US elementary schools that determined key features/components influencing experience during a crisis. Research questions were: (1) How are school-based induction/mentoring programs explained in the literature relative to key features/components?; (2) How do elementary practitioners involved in formal mentoring describe it?; and (3) What was the perceived effect of COVID-19 on this program? Based on the literature reviewed, support, accessibility, and collaboration (SAC) are important components of formal mentoring/induction. In 2021, mentor teachers, principals, and new teachers in Virginia completed a demographic survey and interviews. Per their self-reports, while the onsite program was operating during the pandemic, it did not uniformly demonstrate consistency and fidelity. Because the quality of mentoring was variable, the need for equitable support was recognized. Equity-embedded SAC was theorized as support, accessibility, collaboration, and equity (SACE) by the authors. It is time for equity to be widely recognized as a crucial feature of formal mentoring/induction. This is a direction for future research and program improvement.

Responding to concerning reports regarding common world language classroom practices failing to meet a communicative standard (Burke, 2011; 2014), acknowledging the critical shortage of teachers in the United States, and reacting to the call by Madel (2020) to leverage teacher leadership to promote pedagogical development within the field, this article describes the planning, development, and implementation process of a peer mentoring program for world language teachers in Pennsylvania. This program was designed with the specific intention of supporting novice teachers while simultaneously providing meaningful leadership opportunities for experienced teachers, both design aspects expected to impact retention efforts according to a review of the literature. Opportunities to evaluate the program's effectiveness empirically are also explored.

Beginning teaching is challenging during normal circumstances. Yet, in the summer of 2020, the newly qualified teachers (NQTs) from initial teacher education (ITE) programmes in Hong Kong, as well as many other global contexts, entered schools that were severely disrupted by COVID-19. This qualitative study, through the use of a qualitative online survey, explored the sense of preparedness and first-semester experiences of one cohort of NQTs who graduated from an ITE programme in Hong Kong in the summer of 2020. Findings suggest that the disruptions to their programme and teaching role fundamentally affected their sense of preparedness and defined their first-year experience. Specifically, the NQTs did not feel practically or psychologically prepared to teach online using digital technologies. However, some NQTs reported positive school-based practices that aided their transition. Based on the study's findings, professional digital competence beginning teachers require for online teaching environments, as well as recommendations for ways ITE programmes can help develop this competence, are provided.

Kindergarten teachers' work is unique because they juggle the roles of caregiver to young children, tending to their physical, emotional and educational needs, and managing their kindergarten unit. The year of internship and transition into teaching is particularly intense. For new kindergarten teachers (NKTs) to fully integrate in the kindergarten and pursue a teaching career, they need varied support schemes. This study is part of an international project supported by the Erasmus+ program. A total of 230 and 80 kindergarten mentors answered survey questionnaires. Findings show that NKTs are satisfied with their induction program and report a high level of integration into the education system and in the workplace. This study identifies relationships between a high level of NKT integration in the workplace and varied support schemes. The significance of self-efficacy as a major resource for support and mentors' contribution specific to the kindergarten setting are highlighted and discussed.

Purpose: The goal of the current paper is to explore how induction of STs in VET schools can be improved by embedding induction in the broader human resources management (HRM) system. To this end, we will present and discuss the theoretical underpinning and the quantitative and qualitative outcomes of an online reflection instrument "Startwijzer," developed in the Netherlands and which is based on literature on induction on one hand and on HRM literature on the other. In doing so the paper aims to contribute to induction theory and to formulate suggestions as to how provide STs with a smooth landing. Design/methodology/approach: In the period 2018-2023, the Startwijzer was filled out by starting teachers (STs), their coaches, HRM officers, team leaders and managers working in various VET schools. Descriptive analyses were done on respondents' (n = 629) scores on 13 indicators, with a three-point-Likert-scale (where 1 = "in order", 2 = "doubt" and 3 = "in order") in SPSS. Also differences among stakeholders were examined. Respondents' explanations of their scores were analyzed thematically, within and across indicators, to reach a deeper understanding of how STs can be provided a smooth landing. Findings: With AMO-theory of performance (Appelbaum "et al.," 2001) -- stating that performance is a function of: abilities (A); motivation (M) and opportunities offered to exert expertise (O) -- as conceptual model, 13 indicators relevant for effective induction were distinguished. (A): Timely Recruitment; Lesson Observations; Individual Coaching; Personal Development Plan; Reflection on Teaching Practice; Development of Professional Identity; (M): Exchange of Mutual Expectancies; Distinction among Performance Assessment and Guidance; Differentiation among STs; (O) Provision of Practical Information; Enculturation; Appointment of Coaches; Workload reduction. Respondents were generally very positive about the help and care provided informally by colleagues but less satisfied with the formal procedures. Originality/value: The paper bridges the literature on induction and that of human resources management (HRM). While the positive impact of HRM on employee outcomes such as performance, commitment and well-being has been attested by numerous studies (e.g. Combs "et al.," 2006), it is only recently that the potential benefits of HRM for teachers have been acknowledged (e.g. Runhaar, 2017). The theoretical elaboration as well as the empirical evidence discussed in the current paper suggest that unless induction activities are embedded in school HRM policy, STs already start their careers 1-0 down and it might be difficult for them to catch up.

Newly Qualified Teachers (NQTs) are often required to place a high priority on the value of respect within their first year as a beginning teacher. The practice of respect is a central issue within the educational discourse (Mills 2020) and mentor teachers of NQTs have a vital role in cultivating and problematising their understanding of respect. This study focuses on how experienced mentor teachers (n = 54) conceive the practice of respect within the complex, assumed, and often subtle dynamics of differential power relations in school settings. Mentor teachers' responses were analysed through a critical Habermasian perspective and further developed within this article as a productive taxonomy. The critical reflexive stance adopted offers teacher educators and mentor teachers an explanatory and sensitised framework to highlight for NQTs the recondite nature of power relations and the centrality of discourses for co-inquiry, care, and critique within the practice of respect.

Purpose: The purpose of this action research study was to design, implement and evaluate interventions that enhanced the induction program for new teachers in a P-12 school district. At the outset, we hoped the study would provide new teacher support resulting in improved teaching practices, increased job satisfaction and/or increased teacher retention among the target population. With this in mind, our research question was: What structures and supports from a school-university partnership facilitate capacity-building among university teacher education faculty, school and district leaders, mentor teachers, and new teachers in the context of an induction program? Design/methodology/approach: This study used an intervention-centered mode of action research methodology that aims to make systems-level change. This type of action research intends to solve real organizational problems with a focus on conducting "research in action" rather than "research about action" (Coghlan and Brannick, 2014, pp. 5-6). This approach necessitates that data collection and analysis are iterative processes, occurring throughout the research process, instead of solely at the end stages of the research process. Our action research process used Coghlan and Brannick's (2014) action research cycle model. The cyclical four-step process includes constructing (verifying the problem in the local context), planning action, taking action and evaluating action. Facilitated by the interim director of a Professional development schools (PDS) partnership in the Southeastern United States, a team of co-researchers which included three university teacher education faculty and four school district administrators used action research methodology to create systemic change that enhanced the district's induction program. We collected data through multiple qualitative methods, including surveys, focus groups, observations and interviews during the course of three action research cycles. These data and our theoretical framework (complex adaptive systems theory and social network theory) informed two major interventions that supported new teachers during the challenging first year of the coronavirus disease (COVID-19) pandemic. Findings: The interventions and the research process were mutually beneficial for both institutions and contributed to professional learning and growth at the individual, group and system levels. The three major findings described include: (1) engaging in collaborative action research is mutually beneficial for both schools and universities; (2) induction programs benefit from university resources; (3) learning communities build all educators' professional capacity. Research limitations/implications: Our research recommendations are: (1) more research is needed on the benefits of school-university partnerships to induction programs; (2) school-university partnerships should leverage action research to improve systems; (3) within school-university partnerships, the connection between collaborative leadership and sustainability requires further research. One limitation was that this study was conducted in a single school-university partnership context involving a large public university and a mid-sized public school district that had a well-established partnership. More induction-centered research is needed in different types of school-university partnership contexts that have varying levels of longevity and partnership structures. Practical implications: Our recommendations for practice include (1) school-university partnerships should leverage collaborative learning communities to catalyze individual, group and systems-level learning and change, and (2) school-university partnerships must prioritize induction support to strengthen the teaching profession. Originality/value: Since Hunt's (2014) literature review on induction support in PDS partnerships, very few empirical studies have been conducted in this research area. This study, which examined induction support in a PDS partnership over a two-year period, makes a significant contribution to the scholarly literature on induction teacher support in school-university partnership contexts. Facilitated by the interim director of a PDS partnership, a team of co-researchers, which included three university teacher education faculty and four school district administrators, used action research methodology to create systems-level supports that enhanced the district's induction program.

Standards-based induction is a nationally mandated support programme for newly appointed government-registered teachers in Indonesia. The Indonesian government continues to promote teacher standards in their teacher improvement scheme even though they have been criticised in the anglophone literature as a weak driver of teacher learning. This study investigated the impact of standards on novice-teacher learning during induction through the analytical lens of cultural-historical activity theory. Using a multiple case study approach, the data were collected from three elementary schools through interviews with novice teachers, mentors, and school principals as well as document analysis. The findings are that standards-based assessment has the potential to enable teachers to demonstrate the necessary competencies, but the learning process does not always work effectively in practice. This failure was due to the teachers' lack of trust in the standards and the confusion created when they negotiated the different expectations placed upon them. The confusion stemmed from the clash between the standards and local community values, the fragmented strategy of introducing and implementing the specified measures, the top-down nature of the command structure and harmony-oriented working cultures.

This paper uses insider research within a Cultural Historical Activity Theory (CHAT) framework to examine the lived induction-to-teaching experiences of twelve new academics at a case-study Northern UK university. A CHAT lens foregrounds contradictions as a source for change in the induction-to-teaching process. Data generated through semi-structured interviews with these academics were analysed and, informed by CHAT, allowed us to discern contradictions in sociocultural and structural aspects of the induction activity systems which significantly impact new academics' experiences. Examining these contradictions enabled us to identify interventions for enhancing academic induction policy and practice within the case-study University, but also more widely.

Serving over 1.1 million students in more than 1,800 public schools, the New York City Department of Education is the largest school district in the nation. When individuals graduate from college with a bachelor's degree in teacher education the New York City Department of Education assign a school-based mentor for one year. The case study examined how a novice special education teacher described his reflective experiences and progress, or lack thereof. The central research question was, "What were the differences, challenges, and successes between novice teachers' first-year experiences and their third-year mentoring experiences?" Data collection included an individual interview. Data analysis was analyzing themes by manual coding. The findings were a lack of resources and exemplary administrative support. Still, often too late, lack of available materials, qualified mentor-teacher role, impractical standard planning time, meaningful observations, and good work ethics are qualities of mentors and initial dissatisfaction without a mentor. These results can inform school districts what happens when mentors are not assigned and develop improved mentoring programs for new special education teachers. A limitation of this study was one novice teacher was interviewed, and the findings were not generalized to other novice special education teachers. However, the implication was that new teachers, especially special education teachers, need mentors in the first year of teaching and beyond. Social change may include improved mentoring programs for school districts to ensure that novice special education teachers remain in the teaching profession.

In this paper, we make initial advances towards building an argument for the inclusion of Critical Literacy Awareness within the new Early Career Framework in England. Using illustrative examples from recent research projects, we argue that post-2010 education policy has discursively divided practitioners, structuring relationships between different groups of teachers in schools as hierarchical and competitive, rather than collegial and supportive. We argue that such hierarchies may be a contributing factor to the teacher retention crisis, given that research indicates teachers working in schools with a collegial culture are more likely to remain committed and motivated. We propose that engagement with CLA may enable early career teachers to critique and resist dominant discourses which differentiate and hierarchically divide them from their colleagues, and therefore, the utility of CLA should be explored within future iterations of the Early Career Framework.

Mentoring "inside" the action of teaching, when students are present (e.g., co-teaching, demonstration teaching), helps new teachers understand, experience, and take up complex instructional activities. Yet, studies show that mentors largely avoid inside practices, preferring to employ outside practices that occur when students are not present (e.g., debriefing, co-planning). Researchers speculate that mentors avoid inside practices because they deviate from educational cultural norms. This qualitative study uses the framework of socialized niceness to examine the cases of two experienced mentors -- one used and one avoided inside practices. Findings reveal their decision-making related to how they navigated (dis)comfort particularly around teacher authority, leveraging expertise, risk taking, and imposition -- all manifestations of socialized niceness. Niceness seeks to maintain comfort and the extent to which mentors intentionally navigate discomfort has consequences for teaching and learning. Recommendations are provided to support mentors and to expand the practices mentors employ to support new teacher learning.