Isolation, stress, financial pressure, feeling underprepared and ineffective — it’s clear why new teachers are at higher risk of leaving the profession. Induction support is often inconsistent and competes with other priorities as districts make tough budget decisions. But it doesn’t have to be that way.
New teachers with access to a quality mentor are twice as likely to stay.
Percentage of new teachers that quit within the first five years1
Annual teacher turnover costs for U.S. school districts due to recruiting, hiring, and training new teachers2
Higher teacher turnover rates in high-poverty and high-minority schools3
1 Ingersoll, R. M. (2012). “Beginning Teacher Induction: What the Data Tell Us.”
2 Sass, T. R. (2017). “Teacher Turnover and Teacher Quality.”
3 Carver-Thomas, D., & Darling-Hammond, L. (2017). “Teacher Turnover: Why It Matters and What We Can Do About It.”
Research show personalized, job-embedded teacher induction gets results.
Promotes
Retention
If every new teacher had access to high-quality teacher induction, we could eliminate one major contributor to attrition. We partner with schools and districts to design induction programs that build resilience, positive self-efficacy, and instructional skills. Support that enables new teachers to grow and have the conditions to stay in the profession.
Strengthens
Instruction
New teachers need more time, support, and practical classroom experience to apply theory to real-world practice. We bridge this gap through professional learning to turn experienced educators into highly skilled mentors — catalysts who build high-trust relationships with new teachers and provide critical support through observation, guided reflection, and feedback.
Nurtures
Self-efficacy
Research indicates that teachers with higher levels of confidence not only stay in the profession but grow as professionals. NTC-supported mentors guide new teachers to develop the drive and skills for better planning and problem-solving — equipping them to triangulate student needs, teaching strategies, and academic standards.
Supports
Well-being
Beginning teachers experience higher stress, negatively impacting their well-being, professional commitment, and students’ learning experiences. NTC’s approach to induction models a balanced focus on teachers’ social-emotional and academic learning needs. We create cultures with relationships at the heart.
NTC’s induction work is driven by research and evidence-based conditions that support learners to access, engage, and be challenged in rigorous grade-level work.
Our research-proven teacher induction model can also support pre-service and alternative-certified educators as they enter the education workforce.
NTC collaborates with leaders to establish induction programs using our proven model, aligned with district goals. We support goal-setting, data-mining, progress monitoring, problem-solving, and capacity building to ensure the right enabling conditions for high-quality induction.
We provide targeted learning for mentors on coaching strategies, tools, and relationship building. Our professional learning series aligns key practices that improve new teacher success with adult learning science, focusing on trust and the teaching-coaching cycle. Mentors foster the conditions to build new teacher self-efficacy.
NTC delivers virtual and on-site coaching to ensure professional learning turns into real-world practice. Feedback aligned to frameworks drives instructional change, equity, and growth. Co-designed with district leaders, our coaching strengthens school leadership’s commitment to induction and district goals.
NTC’s mentor communities foster collaboration throughout the school year, focusing on instructional planning, problem-solving, and data-driven progress monitoring to support new teacher improvement and program consistency.
NTC helps partners sustain effective induction programs by building leaders’ facilitation skills. Grounded in adult learning theory, we offer content deep dives, practice, and feedback to ensure engaging, relevant learning for new teachers and mentors.
NTC’s coaching model has demonstrated impact through multiple federal studies. To promote similar success, we work with partners to monitor program implementation and outcomes using dashboards, surveys, and consultations, grounded in Guskey’s 5+1 evaluation framework. Our approach ensures measurable, lasting benefits for educators and students.
District and school leaders shape the environment for new teacher success. NTC’s professional learning aligns district policies and structures with effective mentoring, fostering collaboration between mentors, new teachers, and leaders to build impactful induction programs.
NTC’s National Program Leadership Network unites educators nationwide — from rural to urban, big to small — to share best practices and tackle educational inequities. These purpose-driven communities offer a unique space for reflection, learning, and growth in a rapidly evolving teaching landscape.
They’ll say they wouldn’t have made it through the year had it not been for that support person, just to be there, to talk with them, to plan with them, to help guide them through that whole process of teaching and all that it entails for the whole year.
Connect with us to explore how targeted and holistic induction can change the game for beginning teachers and improve student learning experiences.
