Presentation on theme: "KOKKOLAN KAUPUNKI KARLEBY STAD Hannele Silfvast TeLL Conference 31.3.-06 Jyväskylä The best time in Kokkola Kokkola, the small city near the sea, has strong."— Presentation transcript:
KOKKOLAN KAUPUNKI KARLEBY STAD Hannele Silfvast TeLL Conference Jyväskylä The best time in Kokkola Kokkola, the small city near the sea, has strong entrepreneurial activity based on high levels education and competence as well as technology and chemistry.
KOKKOLAN KAUPUNKI KARLEBY STAD The best time in Kokkola The well-being of the inhabitants and the bilingual culture meet in a pleasant environment and a safe place of residence. In the city strategy emphasis is on competence, livelihood, well-being and appeal.
KOKKOLAN KAUPUNKI KARLEBY STAD The personnel strategy - Henkseli The personnel strategy - Henkseli is made up of the town’s vision, values, aims, goals and development measures. Henkseli explains the attitude the town has towards its personnel. Henkseli also creates the standards which tell each town employee that they are treated fairly and equally.
KOKKOLAN KAUPUNKI KARLEBY STAD The vision (1) A Kokkola city employee is competent, healthy, motivated and flexible. The personnel is the most important resource of the city organization. The relationship between the city and the personnel is based on mutual trust and loyalty. The city respects and maintains the personnel’s well-being and motivation.
KOKKOLAN KAUPUNKI KARLEBY STAD The vision (2) Kokkola city gives resources and encourages its employees to develop and educate themselves. A motivated employee who develops herself, copes well with the challenges of work and gets satisfaction from work
KOKKOLAN KAUPUNKI KARLEBY STAD Orientation – the Kokkola model What is orientation? A new employee at her work: What is it going to be like in the new job? What will they expect of me? How do I get started? Where do I get information and help from, in order to be able to start my work? What should I know in order to avoid at least the biggest foul-ups? And where is the toilet???
KOKKOLAN KAUPUNKI KARLEBY STAD Orientation – the Kokkola model From the point of view of the new employee orientation means all the measures taken in order to help the newcomer learn to know –the workplace and its customs –the people at the workplace –the job and the expectations attached to it Orientation is not only available for newcomers. For example employees returning from a long period of family leave, rotation leave or sick leave need orientation in order to be able to return to their work successfully. If work tasks or work conditions change “old” employees must also be oriented into the changes.
KOKKOLAN KAUPUNKI KARLEBY STAD Orientation – the Kokkola model Who has the responsibility? The responsibility of orientation lies with the superior, but also with the practical implementer as well as with the subject of orientation herself. The responsibilities of the orientation process are distributed in slightly different ways from the point of view of the different roles (superior, mentor, actor)
KOKKOLAN KAUPUNKI KARLEBY STAD Orientation – the Kokkola model The responsibilities of the actor to take care that her own attitude towards the new job and the orientation is favourable to learning and orientating to actively take part in the making of her own orientation plan to find out about all the things that are troubling her to ask every time one has questions to familiarize oneself with the given material and instructions and also otherwise thoroughly perform the tasks linked with orientation
KOKKOLAN KAUPUNKI KARLEBY STAD Orientation – the Kokkola model The responsibilities of the actor to follow ones own learning and to review things if needed to actively participate in the evaluation of ones own orientation process to remember that it is a question of an interactive learning process: the new employee also has a lot of valuable things to offer the work community to remember that the employee can, with her own behaviour and actions that take the others into consideration, help the work community to receive her in a pleasant way
KOKKOLAN KAUPUNKI KARLEBY STAD TUU MESSIIN – COME ABOARD! Teacher mentoring in Kokkola Why teacher mentoring? Need for professional reflection in addition to the traditional principal-lead practical orientation Gives tools to understand the professional relationships of one’s own school community, interaction and the school culture
KOKKOLAN KAUPUNKI KARLEBY STAD TUU MESSIIN – COME ABOARD! Teacher mentoring in Kokkola The Kokkola teacher mentoring is a group mentoring process, where one mentor has 4-6 mentees and covers all new teachers The mentoring groups are divided according to the school level: comprehensive school (grades 1-9) upper secondary and special education (grades 1-9, all forms)
KOKKOLAN KAUPUNKI KARLEBY STAD TUU MESSIIN – COME ABOARD! Teacher mentoring in Kokkola The mentoring started as an experiment (TeLL research project), which has now lasted for three school years and is becoming permanent activity Statistics school yearmentors mentees
KOKKOLAN KAUPUNKI KARLEBY STAD TUU MESSIIN – COME ABOARD! Teacher mentoring in Kokkola Each group has had 6 meetings (1½ hours) Some individual mentor – mentee - meetings have also taken place (especially so in the special education group)
KOKKOLAN KAUPUNKI KARLEBY STAD TUU MESSIIN – COME ABOARD! Teacher mentoring in Kokkola Time and pay Each mentor has been paid according to the principle of 1.5h work equaling to 1 extra hour payment Each mentee has received one VESO-day (compulsory training day) compensation by attending all 6 mentoring group sessions.
KOKKOLAN KAUPUNKI KARLEBY STAD TUU MESSIIN – COME ABOARD! Teacher mentoring in Kokkola Web-pages The coordinator of the mentoring has made web-pages which contain information for the new teacher: - wages, other issues related to teacher posts, - in-service training, - occupational health service, - teacher trade union and of course… - the mentoring project itself -
KOKKOLAN KAUPUNKI KARLEBY STAD TUU MESSIIN – COME ABOARD! Teacher mentoring in Kokkola Coordination Coordinator of teacher mentoring (schoolyear ) class teacher Pirjo Käräjäoja Also involved Training officer Jaana Laitinen, School Department Secretary Pirjo Tuoretmaa-Hilli, School Department