At the start of each school year, instructional coaches are expected to work with their building principal to review all first-, second-year, and new-to-district experienced teachers, identifying all teachers who will participate in mentoring for the school year. Principals and coaches may use the tier chart to help identify mentee needs, if needed. The instructional coach will add all teachers to the Mentoring Pairings Sheet on appropriate school year tab, listing the teacher's name, building, and identified status for mentoring. 

The documentation process expectations will be reviewed by the Director of Curriculum with all mentoring instructional coaches and teachers participating in the program.

Instructional Coaches document all mentoring sessions as Google events within their D100 calendar.  

• Both IC and mentee should be added to the event.  

• Label the event title as mentoring and specify the mentoring cycle. (This allows you to do a calendar search each quarter to total the hours.)

• Any collaboration outside of the mentoring cycles should be labeled as other instructional coaching appointments are labeled.  These events are considered outside of the mentoring program.  

Assigned instructional coaches provide support toward the goals and outcomes described in the About D100 Mentoring program overview.

Instructional Coaches utilize the Collaborative Assessment Log (CAL) or similar shared digital tool  to formally document the collaboration and provide a copy to the mentee.

During the evaluation support cycle mentees retain a copy of the Collaborative Assessment Log (CAL) or similar shared digital tool as evidence of participation in the program support cycles until the next renewal of your PEL.  In the event that a PEL is audited by the ROE, this serves as evidence of earning the awarded PDHs.

Each spring, HR will review New Teacher Orientation feedback, new employee rounding feedback, Principal and IC feedback on successes/challenges of mentoring support, and the tentative NTO agenda for the following year. HR will reflect on the data sources and determine recommendations to support planning and decision making by administration in the interest of onboarding new teaching staff. Talking points or recommendations from the meeting will be shared out with the CO Cabinet, Building Admin, the IC team, and the BEA President by HR.