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http://www.softwaremag.com
Looking at Professional Development Opportunities
as anInstitutional Barrier
to Effective e-Learning in Schools
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“THE TEACHER IS THE CHIEF LEARNER IN THE CLASSROOM” –
DONALD GRAVES (2010)
It is clear that teachers have the greatest impact on daily student learning in the vast majority of secondary schools in mainstream Australia.
Teaching capacity needs to be valued and nurtured in order to create the very best learning opportunities for our students.
Professional development is an integral part of every teacher’s growth as a professional and provides opportunities to enhance teaching expertise, intellectual development, professional judgement and effective networking.
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Such professional development by definition will benefit the individual teacher, and then by definition the organisation as a whole also.
Killion and Harrison, (1990), identified this important aspect of whole school success:
“organisational development requires a planned approach to change based on meeting the
needs of both the people and the organisation”.
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THE REALITY OF MANY SCHOOL SITUATIONS IN MAINSTREAM AUSTRALIAN
SCHOOLS IS ONE WHERE
PROFESSIONAL DEVELOPMENT IS
NOT CATERED FOR OR PRIORITISED
HIGHLY ENOUGH TO SUPPORT THE LEVEL
OF TEACHING AND LEARNING WHICH IS
REQUIRED TODAYhttp://blogs.scholastic.com
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MANY OF THE RATE DETERMINING STEPS ARE
BY DEFINITION INSTITUTIONAL BARRIERS AS
SECONDARY SCHOOLS AS ORGANISATIONS ARE
NOT DESIGNED TO ACCOMMODATE RELEASE TIME FOR PROFESSIONAL DEVELOPMENT: AS IT IS
ALMOST WITHOUT EXCEPTION AN “ADD-ON”
OR APPLICATION FOR LEAVE.
http://tln.typepad.com
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Conscious of the requirements of changing
current approaches or material currently used in classes, in the pursuit of a
better outcome for students, is often limited in reality to the motivated minority, or
staff in leadership positions.
Unfortunately this culture of lack of engagement with
pro-active future focussed professional development is
often left unchecked by school administrations who
are feeling burdened by greater reporting and
bureaucratic requirements.
http://dailynews.mcmaster.ca/images/Carolyn_-Eyles_teaching_09.jpg
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A fundamental re-think and fresh approach is
required both by schools and school systems to
ensure sufficient, appropriate, professional development becomes a
component of teacher allocations and school
budgets.
School systems have a role to play in providing or facilitating worthwhile
professional development
opportunities which are appropriate and useful.
http://personal.tcu.edu/sehill/Teaching.jpg
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Small allocations of system funds to replace released teachers to do this
would be a good investment, as returns in student performance for money
outlaid, is high. Fiszer, (2004) Strongly suggests that
teachers need regular :“opportunities to explore, question, and debate in order to integrate new ideas into their repertoires and classroom
practices”. and
“a lack of time for reflection and dialogue could negatively impact on-
going teacher professional development”.
Inherent in this concept is the direct relationship often between in-service
occurring and adoption in the classroom, as ideas are communicated to and from similar contexts by current
like practitioners.
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‘PROFESSIONAL DEVELOPMENT SHOULD REFLECT THE FOLLOWING PRINCIPLES:
1. The professional development should provide teachers with opportunities for collaboration and coaching.
2. The participants should be actively engaged in reflection, inquiry, research, and collective problem solving.
3. The professional development should be grounded in instructional practices, assessments, and results specific to the participants’ content area or school improvement process.
4. The professional development should be ongoing, sustained, rigorous, and job-embedded.
5. The participants should have the necessary resources and opportunities to grow and learn effectively.
Darling-Hammond and McLaughlin 1995, Little 1993, Harrison and Killian 2007, Sparks and Hirsh,2000
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THERE ARE SEVERAL STEPS THAT CAN BE TAKEN IMMEDIATELY TO ADDRESS THESE ISSUES
AT A STRUCTURAL LEVEL:
Provision of opportunities for teachers to dialogue and
network can be an efficient and relatively low cost for school systems to implement and lift student performance. Small
allocations of system funds to replace released teachers to do
this would be a good investment, as returns in
student performance for money outlaid, is high.
http://www.oecd.org/vgn/images/portal
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THERE ARE SEVERAL STEPS THAT CAN BE TAKEN IMMEDIATELY TO ADDRESS THESE ISSUES
AT A STRUCTURAL LEVEL:
Professional development needs to be
identified by policy makers as an essential on-going component of
teaching and be reflected in funding and allocations to staff, as
part of the award and job specification.
http://www.oecd.org/vgn/images/portal
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THERE ARE SEVERAL STEPS THAT CAN BE TAKEN IMMEDIATELY TO ADDRESS THESE ISSUES
AT A STRUCTURAL LEVEL:
Professional development organised at the school level needs to be focused on any objectives of the school’s
Annual Plan, which usually draws from a more long term
Strategic Plan. In this way, each Department needs to
plan opportunities for individual staff members to enhance the whole school
stated objectives. http://www.oecd.org/vgn/images/portal
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THERE ARE SEVERAL STEPS THAT CAN BE TAKEN IMMEDIATELY TO ADDRESS THESE ISSUES
AT A STRUCTURAL LEVEL:
The construction of a Departmental Strategic
Professional Development Plan will create
opportunities for thoughtful dialogue in ways in which
each staff member and department (KLA) can
contribute to the school’s overall success.
http://www.oecd.org/vgn/images/portal
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DEPARTMENTAL STRATEGIC PROFESSIONAL DEVELOPMENT PLAN
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THERE ARE SEVERAL STEPS THAT CAN BE TAKEN IMMEDIATELY TO ADDRESS THESE ISSUES
AT A STRUCTURAL LEVEL:
The NSW Institute of Teachers initiatives
mandates specified hours of professional development to reach and maintain teaching status, however workplace
time allocations do not reflect the fulfillment of
these requirements seamlessly.
http://www.oecd.org/vgn/images/portal
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THERE ARE SEVERAL STEPS THAT CAN BE TAKEN IMMEDIATELY TO ADDRESS THESE ISSUES
AT A STRUCTURAL LEVEL:
Interestingly most school leadership contracts
mandate reflective practices and on-going professional
development and mentoring, however this
does not always flow down to all members of staff including classroom
teachers.
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THERE ARE SEVERAL STEPS THAT CAN BE TAKEN IMMEDIATELY TO ADDRESS THESE ISSUES
AT A STRUCTURAL LEVEL:
Increasingly competent and relevant e-learning
professional development is being developed for
teachers, but changes are needed to allow teachers to more readily access it, if the establishment of sustainable learning communities is to be routinely nurtured and promoted in mainstream
secondary schools.http://www.oecd.org/vgn/images/portal
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THE REALITY OF LIFE-LONG LEARNING, INCLUDES STAFF AS WELL AS STUDENTS, AND BEHOOVES
WORK PLACE AND ROLE DESCRIPTIONS TO REFLECT THESE FACTS.
http://ehlt.flinders.edu.au/education/DLiT/2004/13DLT/Images/dyslexia_3.gif
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