Administrators
Administrators
The WCBVI Mentoring Program:
- Combats the isolation often felt by itinerant vision professionals by providing a consistent community of peers.
- Bridges the gap between solo work and professional collaboration through access to experienced WCBVI mentors.
- Prioritizes mentorship over evaluation, ensuring new staff have a safe space to seek guidance and grow.
Quality induction programs provide critical support to beginning teachers, and teacher leadership opportunities for effective veteran teachers.Wis. Administrative Code sec. PI 34 outlines district induction and mentoring program requirements. Induction programs are typically offered to new-to-the-profession teachers and include mentor support, orientation and standards-focused, ongoing professional development. New-to-district teachers benefit from mentoring and induction as they acclimate to a new district. Districts have flexibility in determining induction program design and are encouraged to consider elements of quality induction practices to inform decisions which attract, recruit, and retain effective teachers.
DPI Teacher Induction and Mentoring page
In Wisconsin, an O&M must have completed an O&M program approved by the Association for Education and Rehabilitation of the Blind and Visually Impaired (AER) and hold a valid O&M license from DPI. For information about obtaining an O&M license, please visit the DPI O&M License page
To participate in this program as a TVI protege, the candidate must have a current teaching license. For information about obtaining a teaching license, please visit the DPI Educator License page.
If the candidate has a license based on reciprocity, please visit the DPI Pathways to Licensure page.
What Are the Benefits for School Districts and Administrators?
Participation in the mentoring program offers significant benefits for school districts and administrators by strengthening professional capacity and supporting staff retention.
- Decreases expenses related to staff turnover and builds continuity in teacher learning and retention.
- Increases professional expertise as new Teachers of the Blind and Visually Impaired (TVIs) and Orientation and Mobility Specialists (O&Ms) are guided to:
- Obtain educational materials at no cost to the district for eligible students through Federal Quota funds.
- Receive “try before you buy” assistive technology along with technical support from the Wisconsin Center for the Blind and Visually Impaired (WCBVI).
- Access free consultation services provided by WCBVI Outreach consultants.
- Engage in statewide family activities and events to support student success.
- Secure vision-specific guidance for ongoing professional development.
- Develop effective Individualized Education Programs (IEPs) through specialized evaluation and consultation.
- Master Wisconsin-specific processes, policies, and procedures for evaluating and serving students with visual impairments.
What Are the Benefits for Students?
Students benefit directly from the mentoring program through improved access, consistency, and quality of services:
- Access: High-quality vision-specific transition planning.
- Retention: Long-term teacher retention resulting in consistent high-quality instruction
- Services: Universally designed offerings that meet the needs of diverse learners.
Minimum Contact Between Mentor and Protege:
Conduct one introductory meeting at the start of the school year (the “period of performance”).
Complete at least one informal in-person observation, where either the mentor or the protege observes the other.
Attend one shared professional development event, such as a webinar, conference, or district/CESA training.
Maintain a minimum of two routine contacts per month via text, email, phone, or virtual platform.
Facilitate a year-end closing meeting between the mentor and protégé to review progress.
Conduct trainings, meetings, and shared professional development virtually if preferred, but complete the required observation in person to ensure a high-quality, authentic assessment of the learning environment and student engagement.
What Compensation Can a Mentor Expect?
- Annual Stipend: Monetary compensation per protege, provided at the end of the school year.
- Training Expenses: Lodging and meals provided during WCBVI in-person training and refresher sessions.
Is There a Financial Cost for the Employer of the Mentor or Protege?
No, the mentor is compensated by WCBVI Outreach at the end of the school year.
What are the Roles and Responsibilities of the Mentor and the Employer?
Role of TVI Mentors and O&M Mentors:
- Offer guidance and support but are not expected to train or evaluate.
- Support proteges by showing them where to find information regarding APH Federal Quota ordering, registration, understanding assessments, registering for free professional development through the APH Hive, and on information related to the WCBVI AEM team.
- Direct proteges to vision specific professional development opportunities.
Employers are responsible for:
- Provide reasonable accommodations for their employees to ensure equal access and job performance.
- Direct employees to helpful resources, such as general district technology staff.
- Support the setup and maintenance of necessary technology.
Apply to Be a Mentor:
Submit the following application materials to become a mentor, including the Supervisor Recommendation and Professional Recommendation forms.