Training, providing oversight and supporting your tutors are the most effective ways to ensure they are building and maintaining the skills and mindsets required to tutor successfully in your program.
Training your tutors is the most effective way to ensure they are building and maintaining the skills and mindsets required to successfully tutor in your program. There are two main methods of training: Pre-Service Training, which takes place before tutoring sessions begin, and In-Service Training, which is an integral part of a tutor’s ongoing support.
Consult an attorney to ensure program compliance with all federal, state, and local laws.
Consult an attorney to ensure program compliance with all federal, state, and local laws.
Your candidate pool should reflect the backgrounds of the students being served. Also, when developing selection criteria, consider how advanced you need tutors to be when it comes to understanding systemic oppression and being anti-racist. Some programs look for an openness to learning and an acknowledgement of intrinsic bias as this sets the foundation for future training.
The more applicants your program can recruit, the more selective you can be when choosing tutors. If your program cannot recruit enough qualified tutors, it must either serve fewer students or provide each student with less support. Poor recruitment can make it harder for your program to serve its mission, starting a downward spiral of lower impact, less funding, and fewer high-quality tutors.
If your program plans to recruit tutors from outside the community, you will need a job description to post online or otherwise circulate. If your program plans to rely on teachers at partner schools, students’ families, or peer tutors, you should still create a job description internally for selection purposes. The checklist and the examples below will help you make sure your job description gets read, attracts applicants, and targets the specific kind of candidates you think would make ideal tutors in your program.