Developing an onboarding process to introduce new school staff to the school’s vision for readiness and identity

Develop an onboarding process that familiarizes new school staff with the key concepts that define the school’s vision for readiness and identity. This process should provide a clear understanding of the school’s values, beliefs, and practices, and how they are enacted in the classroom and school community. The onboarding process could include orientation sessions, mentorship programs, professional development opportunities, or other resources that support new staff in integrating into the school’s culture and promoting its vision.

When introducing the school’s vision for readiness and identity to new staff, it is crucial to emphasize the significance of these concepts and how they are integrated into the school community on a daily basis. Reinforcing the importance of the vision can help new staff members understand why it is necessary to align their values and practices with the school’s vision and identity, and how it contributes to creating a positive learning environment for students. Providing examples of how the vision for readiness and identity is used daily throughout the school community can also help new staff members see how it is enacted in practice. Examples could include how the school supports inclusivity, equity, and diversity, or how it fosters a culture of student-centered learning. It is important to ensure that new staff members have a clear understanding of how the school’s vision for readiness and identity informs their roles and responsibilities, and how it aligns with the larger goals of the school community.

Consider revising the onboarding process at your school by identifying three small actions that can be implemented in less than three months to support the introduction of new staff members to the key concepts defining the school’s vision for readiness and identity.

For more substantial changes, identify two key moves that could be implemented in 3 to 6 months to further develop the onboarding process. These could include changes to the orientation program or the addition of regular check-ins to reinforce the importance of the vision for readiness and identity.

Finally, consider identifying one big play that could take six months or longer to implement, such as a comprehensive training program for new staff members or a mentorship program pairing new staff members with experienced ones to provide ongoing support and guidance. Be sure to consider the potential impact of this big play and how it aligns with the school’s vision for readiness and identity.