Having cleared this process, candidates then start looking for employment. Driven by and Responding to the Neediest. By late April, May or June, many principals know approximately how many teachers they will need. At that point, program candidates can begin conversations with the potential employing principal. Site-based committees meet and hiring decisions are made.
Observations increase and intensify, often using summer school settings.
Students may or may not receive credit at a local college for this work, depending on the nature of the program. In many cases, by the middle or end of July, the candidate terminates employment with the former employer, studies fulltime with the program, joins other new faculty for intern as well as general orientation sessions, and begins teaching fulltime. Support a Critical Component. All alternative teacher certification programs provide some type of mentoring for interns. The presence of a trained mentor, usually paid and held accountable, is built into the hands-on learning environment.