Induction in Estonia: Over Fifteen Years of Experience – Successes and Struggles

This article gives a brief historical perspective of how the induction programme for newly qualified teachers was launched in Estonia. The induction programme was the result of a combined effort from universities, schools and policymakers. A pilot study was carried out in the academic year 2002/2003. The following year, a group of educators and researchers from Tallinn and Tartu Universities analysed the results, improved the implementation model, and in 2004 launched the programme with the support of the Ministry of Education and Research throughout Estonia. In this paper, we introduce the theoretical framework, the roles of different parties to the induction programme, and analyse the implementation process in order to find answers to the following questions: Firstly, what are the developments and challenges in the Estonian induction programme? Secondly, what are the perspectives for the induction programme in the future? The methodological approach reviewed policy documents, research articles and doctoral dissertations on induction from 2004–2019. The analysis showed that close cooperation between parties was required to achieve a successful launch, but it seems that the main responsibility for implementation was left to the universities, who were seen as a party highly interested in the continuity of teacher education. Moreover, the execution and quality of mentoring varies among the schools, which can be a problem for new teachers. Based on research evidence and the current situation in teacher education, we will endeavour to give a forward-looking view on how to support beginning teachers in Estonia.

Support for Newly Qualified Teachers Through Teacher Induction Programs – a Review of Reviews

This article gives an overview – in the form of a “review of reviews” – of existing knowledge in the research on teacher induction programs in primary and secondary schools. The article is based on seven reviews. The article describes the various elements that can make up teacher induction programs in primary and secondary schools, and shows that such programs – with their various content and contexts – can contribute to the professionalization of teaching. This includes the development of insight, self-efficacy, and self-esteem. Induction training can counteract burnout, strengthen teacher resilience and thereby facilitate continuing professional development and a firm foothold in the job as a teacher.

A Brief History of the Peer-Group Mentoring Model in Finland: Struggling for Space in a Contested Niche

The aim of this article is to introduce and reflect on the development of mentoring in Finland as implemented in the form of the Peer-Group Mentoring (PGM) model. Firstly, the main characteristics and principles of the PGM model are introduced, after which experiences from implementing the model are analysed based on a literature review. We examine the following research questions: (1) How have the mentoring practices of newly qualified teachers developed towards the PGM model within the educational ecosystem in Finland? (2) How has the PGM model found its relational space (‘ecological niche’) in this ecosystem? and (3) How has PGM been experienced by mentors and mentees in terms of professional learning and well-being? Theoretically, our examination is based on an ecosystemic view: we see mentoring as an integral element of teachers’ professional development, which, in turn, is an integral part of the education ecosystem. Our methodological approach is a systematic review of mentoring research in Finland over the period 2004–2019. The research material consists of policy documents, research reports, peer-reviewed articles and doctoral dissertations. Our research: (1) demonstrates how mentoring has evolved gradually from traditional one-to-one mentoring towards a reciprocal, collegial and dialogic approach; (2) shows how the PGM model has inhabited its niche in the ecosystem of education; and (3) presents how PGM has been experienced by mentors and mentees. The main challenge in applying the model is the lack of national agreement concerning the organisation of mentoring. Applying the concept of learning ecology, mentoring can be seen as struggling for a niche within initial teacher education and in-service training. Finding a sustainable solution for mentoring therefore requires developing the ecosystem as a whole and allowing growing space for mentoring as an integral part of the education ecosystem.

Induction and Mentoring of Newly Qualified Teachers in Kindergartens and Schools in Norway

This article presents the main features of, and analyzes the work on, facilitating induction and mentoring for newly qualified teachers (NQTs) in Norway. The methodological approach is a review of a variety of sources of political, scientific and professional nature. The article addresses the following research questions: What characterizes the different milestones in the history of induction and mentoring in Norway? Which stakeholders have been active partners in the policymaking, and how has this contributed to changing and developing the national program for induction and mentoring for NQTs in Norway? The narrative on induction and mentoring in Norway can be divided into four periods, or as we have chosen to call them, milestones. Although each milestone has distinct developmental traits and challenges, our analysis shows some pervasive features that have characterized the work throughout the whole history of induction and mentoring for NQTs in Norway. First, state authorities, represented by the Ministry of Education and Research and the Directorate of Education and Training, have played a key role in leading and facilitating cooperation between the stakeholders. Furthermore, there has been a clear distribution of roles and responsibilities between employee organizations, regional authorities and teacher education institutions. The history of induction and mentoring in Norway is one of many examples where education, research and politics are intertwined. In 2021, the results of a comprehensive national survey will be published and discussed between the stakeholders before further policy decisions are made.

The Lack of Induction Programs in Denmark

The purpose of the article is to present the development of induction support for newly qualified teachers in Denmark over the last 10 years. The article underlines that there currently might be incipient shifts in the political ecosystem of education by referring to a teacher commission that was appointed to provide recommendations for rules for new working hours for teachers in Denmark and to the latest recommendations from a commission whose task was to evaluate the Danish Teacher Training Program. Both commissions call attention to newly qualified teachers and to bridging the gap from teacher education to the teaching profession. The article briefly explains the situation today by referring to a nationwide survey study of how schools receive newly qualified teachers. The study was carried out by the Counseling and Mentoring Research Program at VIA University College. One of the research questions was “How and to what extent are newly qualified teachers in Denmark supported during the first year of their professional work?” The study concludes that support of newly qualified teachers is very arbitrary and unsustainable.

Understanding Mentoring Within an Ecosystem of Practices

The aim of this article is to introduce an ecosystemic approach to mentoring, inspired by the theory of ecologies of practices (Kemmis, Edwards-Groves, Wilkinson, & Hardy, 2012). It is suggested that relationships between practices and their environment resemble in many ways the relationships between natural organisms and ecosystems. From this perspective, mentoring is understood as a social practice that exists in the midst of other social practices and derives its essential qualities and its existence from its relation to other practices. The theory of ecologies of practices is based on the conception of practices as ‘living entities’. From the perspective of ecologies of practice, practices of mentoring and induction can be regarded as ecosystems of their own within the wider ecosystems of social, political and educational practices. In the research literature, the concept of ecosystem has been represented in a number of different variations. The concept was first introduced in education research by the developmental psychologist Urie Bronfenbrenner (1979), who described human development and socialisation in terms of nested circles of varying sizes. Lately, the ecosystem concept has also been used in the context of learning in ways that have been influenced by research in the fields of economics, business and information technology. The theory of ecologies of practices is rooted in an ontological understanding of the importance of learning for human existence: the human species exists as part of the natural ecosystem and, consequently, social practices are based on how the species acts to survive and thrive in the ecosystem. Based on these assumptions, ten ecological principles are introduced and applied to practices of mentoring: (1) networks, (2) nested systems, (3) niches, (4) interdependence, (5) diversity, (6) cycles, (7) flows, (8) development, (9) dynamic balance, and (10) resilience. Finally, some limitations and criticisms of the ecosystem approach are reflected upon.

Mentoring in Iceland: An Integral Part of Professional Development?

The main aim of this article is to give an overview of the development of mentoring for newly qualified teachers (NQTs) in Iceland and to shed light on the outcome of a mentoring education program developed by the University of Akureyri. Over the past few years, mentoring and induction have gained momentum in research and scholarly writings in Iceland. Teacher dropout rates, teacher shortages and occupational stress have highlighted the importance of induction plans and mentoring for NQTs (Bjarnadóttir, 2005; Bjarnadóttir, 2015; Steingrímsdóttir & Engilbertsson, 2018). As of 2013, the Department of Education at the University of Akureyri has offered an education program (30 ECTS credits) with a focus on mentoring. An evaluation of this program was conducted in order to assess the learning outcomes and the structure of the program, focusing on the following research question: How have the teachers who have completed the mentoring program at the University of Akureyri experienced it in terms of their professional development and work as mentors? Also, we wanted to find out if a “third space” had been realized, where teacher educators, local authorities and practicing teachers come together and learn from each other on the premise of professional improvement. Data was collected through focus-group interviews, self-evaluation and action research of participants in the mentoring program. Our findings imply that the teachers involved found themselves to be more competent after completing the mentoring program, with deeper understanding of the theories behind mentoring which was reflected in their increased engagement in school improvement.

Mentoring for Newly Qualified Teachers in Sweden: Reforms and Challenges

This article focuses on the mentoring of newly qualified teachers (NQT) in Sweden and gives a brief historical overview of how mentoring has appeared on the educational agenda in Sweden and how its focus has changed over time. The research questions that guide this study are: (a) what major key events and reforms can be identified in relation to implementing mentoring of NQTs in Sweden, and how have these efforts turned out; (b) what is the state at present; (c) how is the issue of education and training dealt with; and (d) what key players and initiatives for the future can be identified? The methodological approach is a systematic review of policy documents and research on mentoring in Sweden from 1970–2019, as well as analyses of key actors web pages. Two important reforms are identified: (1) the national agreement (ÖLA, 2000) in 1995 between the Swedish Association of Local Authorities (SALAR), the National Union of Teachers in Sweden (Lärarnas Riksförbund) and the Swedish Teachers’ Union (Lärarförbundet), giving NQTs the right to be supported by a mentor and to participate in an induction programme; and (2) the parliamentary decision in 2011 to introduce a reform package which included teacher registration with a probationary year, evaluations of NQTs and a mentoring system. The probationary year and principals’ evaluations of NQTs were discontinued in 2014. A side effect of this was that mentoring became downplayed, which led to new initiatives to get mentoring back on the educational agenda. A professional programme with four levels of proficiency has been identified as a key reform that, if implemented, could put mentoring and the professional development of NQTs back on the educational agenda. The current situation in Sweden is that some legislation and regulations related to the mentoring of NQTs are in place, although recent data shows that induction and mentoring are not as widespread as might be expected. Major stakeholders such as the two teacher unions, the Swedish National Agency for Education and the Swedish Educational Broadcasting Company (UR) are identified as providers of web-based materials supporting NQTs.