...Reading #1 Keeping Quality Teachers The Art of Retaining General and Special Education Teachers Building a Framework: The Role of the Administrator in Teacher Retention Working conditions cannot improve without a commitment from district and building level leadership. Superintendents, principals and special education administrators are key personnel in retaining teachers. In addition, the role of administration in retention and support for special educators is particularly crucial given a history of exclusion and isolation from general education that many special educators have experienced. Section One in this document summarizes the critical importance of administration in teacher retention.School leaders at all levels of education can use the resources and strategies in this document to strengthen their efforts to ensure that students learn with high quality teachers. It should be noted that the term “school leader” extends beyond the role of superintendent or principal. Often, assistant superintendents, vice principals, or others are responsible for certain areas and this needs to be acknowledged when reading the strategies that are recommended. Further, some issues discussed here are building level, while others are district level. The categories described in Section Two touch on most aspects of effective school leadership. Therefore, this section will describe administrative strategies specific to those categories. A more in-depth and complete description of...
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...PERCEPTION ABOUT SUPERVISION BY SENIOR MANAGEMENT TEAM IN PRIMARY SCHOOLS: A CASE OF FIVE REGIONS IN BOTSWANA. Students Names: Makhongo B. -201204435 Sello O. M. -201204434 Mahatelo M.F.-201206203 Kotewa G. -201204437 Marenga K.- 201204429 Mbiganyi G.-201206833 SUPERVISOR: DR P. BULAWA Table of Contents CHAPTER 1: BACKGROUND 3 1.0 Introduction 3 1.1 Background of the study 3 1.2 Statement of the problem 5 1.3 Purpose of the study 6 1.4 Research questions 6 1.5 Significance of the study 6 1.6 Limitations of the study 6 1.7 Delimitation of the study 7 1.8 Definition of terms 7 CHAPTER 2: LITERATURE REVIEW 8 2.0 Introduction 8 2.1 Purpose of supervision 8 2.2. Teachers’ Positive perceptions about supervision 9 2.3 Negative perceptions about supervision 10 2.4 Challenges facing supervision 11 2.5 Ways of Improving Supervision 12 2.6 Conclusion 12 CHAPTER 3- METHODOLOGY 13 3.1 Research design 13 3.2 Target population 13 3.3 Sampling and sampling procedures 14 3.4 Research instruments 14 3.4.1Questionnaires 15 3.4.2 The Interview 15 3.5 Data collection procedure 16 3.6 Data analysis and presentation 16 3.7 Ethical considerations 16 3.8 Research Methods 17 3.8.1 Respondents in the Study 17 CHAPTER FOUR: FINDINGS 20 4.0 Introduction 20 4.1.2 Teachers Questionnaires 20 4.1.2 Oral Interviews 30 5.0 Introduction 34 5.1 Teachers perception about supervision 34 5.2 Lack of necessary supervisory...
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...SCHOOL SUPERVISION Definition of School Supervision Supervision of any school ordinarily refers to the improvement of the total teaching-learning situation and the conditions that affect them. It is a socialized functions designs to improve instruction by working with the people who are working with the students/pupils. Supervision can also be defined in terms of function and purposes for which it shall be used as a) skills in leadership, b) skills in human relation, c) skill in group process, d) skill in personnel administration and e) skill in evaluation. Scope of School Supervision The major functions logically under school supervision can be cited as: Inspection. This is actually a study of school conditions, to discover problems or defects of the students, teachers, equipment, school curriculum, objectives and methods. This could be done via actual observation, educational tests, conference, questionnaires and checklists. Research. This has something to do to remedy the weaknesses of the solution to solve problems discovered. The supervisor should conduct research to discover means, methods and procedure fundamental to the success of supervision. The solutions discovered are then passed on the teachers. Training. This is acquainting teachers with solutions discovered in research through training. Training may take the form of demonstration teaching, workshops, seminars, classroom observations, individual or group conferences, intervisitation, professional...
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...Supervision and Instructional Leadership Benchmark Assessment Grand Canyon University EDA-551 Abstract A potential problem has occurred at a middle school where a young lady has witnessed pornographic pictures on a projection screen in technology class. The parent of the student has superintendent of the school. Administration is responsible for taking the appropriate action within the school. A plan of action will be implemented to bring this issue to a resolution and determine if there are any ramifications of the incident. Administration will determine if the teacher was at fault of it was negligence on the part of the school. In implementing a plan of action, the teacher will be subject to a professional development plan to improve classroom management. Once the professional development plan is completed, administration will make the determination if the teacher should be released of her duties at the middle school. Response to Letter Mrs. Robertson 130901 Hwy 27 South Lake Wales FL, 33898 March 22, 2015 Dear Mrs. Robertson: Thank you for bringing this incident to my attention. I take all matters, such as this very serious. This letter is to inform you that myself as well as school district personal will take action to investigate the allegations that you have brought forward. At our schools, we focus on providing a safe and effective learning environment for each one of our students. I, myself, take such allegations very serious and will not tolerate...
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...MODULE IN ED 740-CURRICULUM DESIGN AND DEVELOPMENT BY FIRMA CACCAM VIRAY, Ph. D. Professor And ESTRELITA TOLENTINO GAMIT, Ph.D. Asso. Professor OPEN UNIVERSITY CENTRAL LUZON STATE UNIVERSITY SCIENCE CITY OF MUNOZ, NUEVA ECIJA PHILIPPINES INTRODUCTION The excellence in the program in any institution reflects the quality of program planning and development. Education is no exception: the quality of individual school programs varies quite directly with the quality of program planning. The programs of individual schools, classrooms and of individual students usually mirror distinctly the nature and extent of the planning and development of these programs by teacher and students (Saylor and Alexander, 1966). Curriculum development is a complex undertaking. Its complexity and difficulty are perhaps heightened by the usual absence of a set of clear ideas or models and planning and the how and theory of curriculum planning and development (Beauchamp, 1961). ASSUMPTIONS OF CURRICULUM PLANNING (Saylor and Alexander, 1966) 1. Quality in educational program has priority in educational goals. 2. The curriculum itself must be dynamic and ever changing as new developments and needs in our society arise. 3. The process of curriculum planning must be continuous, not limited and must be dynamic. 4. No master curriculum plans will serve all schools. 5. Many individuals participate in curriculum planning. 6. Procedures of curriculum planning...
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...“Daily life in districts and schools requires educators to effectively navigate a sea of data: diagnostic and norm-referenced standardized assessment data, reading assessment data, state and local assessment data, in combination with other data related to instructional programs and demographic, attendance, and dropout trends. This new level of applied data use requires district and school administrators, teacher leaders, and classroom teachers to be data literate—that is able to use multiple types of assessment and other data to inform decisions that lead to higher student achievement.” (Fox, 2013). Victoria Bernhardt (2000 & 2003) also talks about the importance of intersecting multiple data categories. She says, "Not until you intersect all data categories at the school level and over time will you be able to answer questions that allow you to predict whether the actions, processes, and programs that you are operating will meet the needs of all students. By crossing all four data categories, you are taking into account who your students are, how they prefer to learn, which subgroups of students are achieving, and with which process students achieve." According to Bernhardt (2002 & 2003), there are four kinds of data (demographic, student learning, perceptions and school processes). Demographic data provide information on enrollment, attendance, grade level, ethnicity, gender, native language, etc. Student learning data provide information in terms of standardized test...
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...technology in effective ways, resultant changes in our thinking and our pedagogy can lead to greater student achievement This paper first asks questions about and discusses language classroom goals. It then reflects on two related, essential strategies for language teaching and learning that can help us meet these goals: engagement and differentiation. Finally, the paper provides examples of how technology can be used to engage and differentiate for our learners and support goal-centered learning. Goals and Guides for Technology-Enhanced Language Learning Before we decide whether and how we should use the technology present in our classrooms, we need to be guided by both instructional and learning goals and what we know about student learning. We should first ask: What are our goals for our students (instructional goals)? Goals of Language...
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...the world including Ghana, there has been a growing awareness about teacher motivation which is a key to quality assurance, quality outcomes/delivery and high standards in the educational system. It is acknowledged that any nation that is aspiring to maintain high and quality standards or achieve quality assurance in its educational system must take teachers and their motivational needs with utmost high level of seriousness. Teachers are important instrument in education. They are also the pivot on which the educational process hang. Teachers play a major role in the whims and caprices of the educational system. They can influence the teaching – learning outcomes either positively or negatively because they determine the quality of instructional delivery and also influence quality education when it comes to implementation of the curriculum and educational policies. They are to be considered when addressing issues such as: quality assurance; quality delivery (teaching), quality context and quality learning outcomes (Onucha, 2002). However, they are the custodians of the educational and school systems. Since teaching can be regarded as a systematic, rational and organized process of transmitting knowledge, skills, attitudes, values and what is worthwhile (education) in accordance with certain professional principles; there is need for the services of efficient teachers (whose knowledge is bonded with innovations) in order to achieve the educational objectives. Without teachers...
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...1.0 INTRODUCTION TO THE TOPIC In today’s dynamic business scenario, it is not enough to excel in our current environment. But we also envision the future. Thus, there lies the utmost importance of Training and Development programs. Any organization’s strength lies in the human resource. But if this precious resource is not taken care properly, then in due course of time, becomes obsolete because of the drastic change taking place in almost every sphere of work and related aspects such as knowledge base, or skill base, or be in technical aspects. Keeping this in mind every organization must promote learning. The training and development department must prepare such training modules, workshops, seminars and conferences, which helps the employees to inculcate or acquire or upgrade their knowledge, and skills, which will help them in smooth delivery of the tasks. None of the training programmers can be considered successful and effective without its evaluation. Training evaluation helps in knowing the loopholes of the programs or “why was the program not as effective as it was predicted to be?” Training evaluation can be done at any of the different time span ranging from start of the training program or when the training is half way through or when the training has just ended or even after few months of completion. This can be done with or without control groups. There are generally four parties which are interested in evaluation of training effectiveness. These are trainer, trainees...
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...A Practical Guide to ACTION RESEARCH for Literacy Educators Written by Glenda Nugent, Sakil Malik, and Sandra Hollingsworth With support from the International Reading Association, Nokia Corporation, and Pearson Foundation Contributor/Editor: Amy Pallangyo A Practical Guide to Action Research for Literacy Educators Authors: Glenda Nugent, Sakil Malik, and Sandra Hollingsworth Contributor/Editor: Amy Pallangyo Copy Editor: John Micklos, Jr. Design/Layout: Precision Arts Cover Photo Credits (clockwise from top): Linda Ulqini, Sakil Malik, and Jennifer Bowser Published with support from the International Reading Association, Nokia Corporation, and Pearson Foundation Copyright ©2012 by the Global Operations Unit, International Reading Association, 444 N. Capitol St., Suite 640, Washington, DC 2001, USA. All rights reserved. We welcome educators throughout the world to freely use and disseminate, with proper attribution, the materials in this guidebook. This is a work in progress, and we welcome constructive ideas and literacy-related Action Research examples from classrooms around the world for subsequent revisions. All communications should be sent to Sakil Malik, Director of Global Affairs, International Reading Association, at smalik@reading.org or sakil.malik@gmail.com. ISBN: 978-0-9882349-0-1 Dedication To all teachers worldwide working to advance literacy in the classroom...
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...Analyzing a job Today's work environment requires employees to be skilled in performing complex tasks in an efficient, cost-effective, and safe manner. Training (a performance improvement tool) is needed when employees are not performing up to a certain standard or at an expected level of performance. The difference between actual the actual level of job performance and the expected level of job performance indicates a need for training. The identification of training needs is the first step in a uniform method of instructional design. A successful training needs analysis that will identify those who need training and what kind of training is needed. It is counter-productive to offer training to individuals who do not need it or to offer the wrong kind of training. A Training Needs Analysis helps to put the training resources to good use. One of the tools is called- Job Description. A job description is an internal document that lays out in detail the exact roles and responsibilities of a particular position. A job description can be used as a tool for new employee orientation by helping to set expectations, supervision and performance reviews. As it was discussed in the class, the primary purpose of a job description is to identify the essential functions of the position. According to the Equal Employment Opportunity Commission (EEOC), essential functions are those tasks or functions of a particular position that are fundamental to the position. Knowing...
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...Chapter–One Introduction 1.1Background of the Study/ Introduction: Today's work environment requires employees to be skilled in performing complex tasks in an efficient, cost-effective, and safe manner. Training is needed when employees are not performing up to a certain standard or at an expected level of performance. The difference between actual the actual level of job performance and the expected level of job performance indicates a need for training. A training analysis is conducted ultimately to identify what areas of knowledge or behaviors that training needs to accomplish with learners. The analysis considers what results the organization needs from the learner, what knowledge and skills the learner presently has and usually concludes with identifying what knowledge and skills the learner must gain. Usually this phase also includes identifying when training should occur and who should attend as learners. Ideally, criteria are established for the final evaluation of training to conclude if training goals were met or not. Depending on the resources and needs of the organization, a training analysis can range from a very detailed inventory of skills to a general review of performance results. The more complete the training analysis, the more likely that the employee's training will ultimately contribute results to the organization. This report is a Project Report prepared as a requirement for the conclusion of the MBA Program. As per requirement of...
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...DON HONORIO VENTURA TECHNOLOGICAL STATE UNIVERSITY Bacolor, Pampanga Career Decisions, Experience, Work Traits and Productivity of Public Elementary School Teachers in the Coastal Schools of South Sector in the Division of Pampanga By Amor Chino De Mesa Lopez Ed. D Student Chapter 1 THE PROBLEM AND ITS BACKGROUND Introduction In the country's present educational situation, we need teachers who are effective, dynamic and ceaselessly exert efforts to ca carry out sound pedagogical objectives of the nation. One question that is often raised is: what makes an effective teacher? Merely wanting to be a teacher is not a manifestation of one's fitness to handle the demands, rigors and pressures of effective instruction. The teacher must be cognizant of effective classroom management coupled with commendatory work traits of various trends and innovations in teaching. The learners are the central point of observation and concern especially when the quality of education is being assessed. For these reason, professionals or individuals who specializes in education are hired for their service and expertise. Educators take part in the noble task in uplifting the academic performance of each child. It is their sole responsibility to nurture and develop the minds of the future leaders and work force of our nation. The personality of the teachers has great influence in the development of desirable attitudes and values of learners. The teacher must be a good model...
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...collection and evaluation of evidence on students' achievement or performance over a specified period of time, such as nine weeks, an academic semester, or entire school year. Through this process, various types of descriptive information and measures of students' performance are converted into grades or marks that summarize students' accomplishments. Although some educators distinguish between grades and marks, most consider these terms synonymous. Both imply a set of symbols, words, or numbers that are used to designate different levels of achievement or performance. They might be letter grades such as A, B, C, D, and F; symbols such as &NA;+, &NA;, and &NA;−; descriptive words such as Exemplary, Satisfactory, and Needs Improvement; or numerals such as 4, 3, 2, and 1. Reporting is the process by which these judgments are communicated to parents, students, or others. A Brief History Grading and reporting are relatively recent phenomena in education. In fact, prior to 1850, grading and...
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...CONTENTS EXECUTIVE SUMMARY INTRODUCTION - Definition of coaching - Definition of mentoring - Application Part A) Identify the process steps need to be taken to assess the learning needs of the organisation * Step 1: Perform needs analysis * Needs Assessments * 1) Organisation Analysis * 2) Task Analysis * 3) Individual Analysis * Step 2: Identify priorities and important * Step 3: Design Phase of training and development * Step 4: Implementation * Summary Part B) Identify and compare the costs and benefits that introducing a coaching system would involve * Cost * Benefits * Benefit 1: Recruitment and retention * Benefit 2: Continue Learning * Benefit 3: Several Skill Acquisition Part C) Identify KPIs that they should expect to achieve through the implementation process Part D) Identify the key stakeholders that will need to be involved in the process and how their support can be built. Part E) Case Study Example – ASDA Recommendations and conclusion EXECUTIVE SUMMARY High performance and contemporary company need to acquire a much broader set of skills if they are to survive in the world of modern business. The pace of change is unpredictable fast, partly driven by the advances in information technology and the pervading influence of globalisation – has become relentless. The complexity of work has increased while career paths have become less obvious due to the flattening...
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