New Staff Mentoring
OT & PT Services
The dictionary defines mentoring as a "trusted
Advisor". Robertson in AOTA (1992) defines
mentoring as "one person dedicated to the personal
and professional growth of the other... (It is not)
sponsorship, networking an supervision." The person
and their needs are the emphasis of the mentoring
process. Mentoring of new staff therapists is
available to foster professional growth and
development and to develop each new therapist with
a sense of identity at Heartland AEA 11.
Mentoring
Process
- The OT AND PT Supervisor will pair
therapists based on perceived characteristics,
skills, staff willingness, and
availability.
- The PT-OT supervisor shall assist new
employees in learning about the following as
they relate to Heartland:
- 1. School OT and PT
practices
- Forms and how to use
- Office practices and procedures that must
be completed (i.e., scheduling)
- The mentor shall assist by:
- Serving as a resource regarding
interventions, OT and PT services, etc.
- Assisting with day to day activities such
as service provision issues.
Suggestions
- The new therapist should not be placed out
in schools during the first week of employment.
The therapist should have time to follow current
Heartland staff, review students on caseload,
and review the education process. The mentee
shall follow the mentor for one day within the
first two weeks of employment.
- Time for mentoring must be built into the
therapist's schedule. Weekly visits should be
scheduled for at least 9 weeks, then at least
one day per month.
- Mentee and mentor shall meet to assess areas
of need, agendas, etc.
- Children served on IFSP or IEP's should be
considered "first Priority". Problem solving
activities to be done as time allows.
Mentors Expectations
& Responsibilities
- Schedule regular face to face meetings once
a week for the first quarter, then as
needed.
- Review office roles, policies, and
procedures.
- Show location of
supplies/materials/forms.
- Assist in obtaining all needed materials and
supplies for daily practice.
- Answer questions regarding standard
operating procedures.
- Timelines for the referral
process
- Intervention documentation
- Problem solving approach
- Referral sheets
- Case coordinator
- Staffing requirements/procedures
- Completion of input sheets
- Staffing decision making process
- Special education program manual
review
- Completion of referral, intervention,
evaluation and service documentation
forms.
- Liaison responsibilities and
building/district plans.
- Serve as a general resource and support to
new staff on other issues as need arises.
Updated 3-25-00
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