Teachers as Carers: A Case Study of a Secondary School's Pastoral Process

This paper describes the review and evaluation of the house/pastoral system at the Anglican Church Grammar School. The main findings were: an overwhelming acceptance of the house system; a high level of caring and commitment; and a desire to offer new challenges and support to permeate the whole educational process. There was also an almost total disregard for and antagonism towards the tutorial system. Based on interviews with staff, a representative staff working party agreed the changes that needed to be undertaken and improvements were made. The approach to the evaluation is an example of collaboration.     

‘An essential right’: reflections on evaluating a professional development program for tutors

Abstract

While there is a growing body of research on sessional staff experiences, there are few published accounts evaluating their professional development. This paper reflects on an evaluation of a university-wide professional development program for tutors at an Australian university. A combination of complementary approaches were used to inform the development of the evaluation, namely: Participatory Action Research, monitoring, evaluation, research and improvement, and Participatory Evaluation. Findings of the evaluation reveal valuable lessons for the academic development of sessional teaching staff.     

City of Glasgow nurture group pilot scheme evaluation

Abstract

Three forms of objective evaluation were used to assess the impact of a nurture group pilot project on the lives of staff and pupils: Boxall Profiles, the Strength and Difficulties Questionnaire, and questionnaires for staff. In addition, a micro study was carried out of two nurture groups using matched control groups. The article provides an overview of the project, as there was insufficient time for in-depth examination of the results, and some materials became available too late for inclusion. Nevertheless, the outcomes described are positive. It is hoped that analysis can be continued and that further evaluation of the progress of children can be carried out with more robust control groups in place from the outset.     

Rural-Urban Differences In Intelligence

Abstract

This study examined possible divergencies between the way elementary school principals evaluated their performance in carrying out certain administrative practices and an evaluation of the principals' performance as judged by the teaching staff. The principals' performance was evaluated on 46 administrative practices. Teachers and principals in 66 elementary schools participated in the study.

The null hypothesis proposed that there was no significant difference between principals' evaluation of their performance and an evaluation made by teachers. The chi square test of significance was used to test the hypothesis. The results were: (1) the two groups differed significantly on their evaluation of the principals' performance on 22 of the 46 administrative practices, and (2) principals rated their performance as more satisfactory than did the teachers.     

Evidencing the impact of teaching-related CPD: beyond the ‘Happy Sheets’

Abstract

In this paper we report the outcomes of a national survey of academic development staff in a range of UK HE Institutions to consider the approaches adopted to evaluate teaching-related continual professional development (CPD). Despite the increasing drive towards accountability, the majority of respondents undertook no benchmarking to establish existing knowledge, there was minimal use of existing data sets, and few evaluated provision longitudinally. We argue that in order to arrive at an evidence-informed approach, evaluation and teaching-related CPD must be clearly conceptualised, and aligned with institutional priorities. The involvement of students with staff CPD could also be usefully explored.     

It Says in The JER

Abstract

This study identified the outstanding teachers in 10 randomly chosen elementary schools. Very high concordance was found among the ten methods of identification, some of which were objective while others depended upon subjective opinions of respondents.

Three methods chosen to represent salary determinants (training and experience), formal evaluation (principal judgments), and informal nonadministrative evaluation (selections by peer teachers, non-teaching staff members and school-associated parents), proved to have moderate statistical correlation.

Apparent general inadequacies in the formal evaluation process should be critically analyzed, especially if merit pay programs based on the evaluation process are being considered.     

Reply to Wilfred Carr on ‘Philosophy,Fantasies and Common‐Sense’

Abstract

A competence based approach to the Advanced Diploma in Education (FE) teacher training course was introduced at beginning of the 1989/90 academic year in the University of Ulster. The following year an evaluation of the course began which was completed in 1994. This included a survey of the attitudes of the staff involved with managing the implementation of the course. Included in this were members of the University Course Team, the college staff who carry out work based assessments and the Education and Library Boards who monitor such assessments. The results showed that all parties positively regarded the competence based approach both in relation to it as an initial teacher training course and as a tool in the professional development of vocational teachers. The study, however, highlighted the difficulties inherent in the maintenance of standards in collaborative teacher education and there are recommendations for the further development of future programmes.     

Provision in the High-School Curriculum for Correcting Physical Defects

Abstract

System innovativeness was determined through the use of rankings for each district from three distinct sources: the district superintendent, the professional staff of the system, and a ranking derived from a panel of ten experts. Selected sections of an instrument designed by the Cooperative Project in Educational Development (COPED) were used to obtain data regarding the interpersonal behavior (independent) variables. Spearman's rank order correlation was used for determining the relationships between the dependent and the independent variables. Independent variables having a significant relationship (p < .05) to school system innovativeness were; social support provided by the principal as perceived by the professional personnel (.01), the perceived problem-solving adequacy of staff meetings (.01), satisfaction with the amount of time devoted to problem-solving in staff meetings (.05), perceived powerlessness in system faculty and administrative council meetings combined as a single variable (.01), and openness (.05) and trust (.01) as interpersonal process norms of the system as perceived by professional personnel.     

Enhancing nursing home care for seniors: impact of a living classroom on nursing assistant’s education

ABSTRACT

Nursing Assistants (NAs) are the largest workforce in nursing homes, but often lack adequate preparation for their role. The Living Classroom (LC) is an integrated learning approach, whereby a NA program is delivered in a nursing home (NH) in collaboration with a community college. This paper describes the implementation and evaluation of the LC. Mixed methods were used to gather data from 48 NA students, 5 faculty, and 42 NH staff over 30 weeks. Students, faculty, and nursing home staff described the LC as a positive learning experience. Students’ gerontological knowledge increased over time (p = .0012). Students reported very positive relationships with program mentors and NH residents. The LC provides a unique approach to prepare NAs to work in nursing homes. This model could expand to other educational programs with a gerontology focus.     

From Pilot Project to Strategic Development: Scaling up staff support in the use of ICT for teaching and learning

The UHI Millennium Institute (UHI) comprises an academic partnership of 13 further education colleges and research institutes in northern Scotland. In order to sustain accessible learning provision at Higher Education level across the Highlands and Islands, the UHI academic partners have to develop ways of collaboratively developing and facilitating courses using electronic communication. A key factor for the successful develop ment of new ways of working and teaching is the implementation of effective staff support. Current research often focuses on issues surrounding staff development programmes on a small scale and neglects problems associated with scaling up these programmes. This study aims to address these issues by examining the creation of a peer support scheme, its evaluation and subsequent expansion. It will be of interest to staff developers and managers wishing to implement strategic institutional policy.     

Values and Ethics in the Education Market Place: the case of Northwark Park [1]

ABSTRACT

The 1988 Education Reform Act introduced into England and Wales a market structure of secondary school provision. It is argued here that the education market functions as a system of rewards and punishments, a disciplinary mechanism, fostering particular cultural forms and socio‐psychological dispositions and marginalising others. The paper considers the case of one school in particular, Northwark Park, an undersubscribed, predominantly working‐class school, whose staff and governors find themselves having to confront the issue of institutional survival in the market context. The value conflicts and ethical dilemmas in which the staff and governors are becoming enmeshed are discussed, and the implications of the education market for patterns of educational opportunity considered.

     

Getting the information and communications technology formula right: access + ability = confident use

Abstract

The author reports on a study investigating the use of information and communications technology (ICT) by academic and nonacademic staff at an independent English secondary school. Three key areas were investigated: access to ICT both in and outside the school, the perceived and desired ICT ability of staff, and the issues preventing increased use of ICT in teaching, learning and administration. Results showed that a major challenge facing the school was not access to ICT resources, but the provision of relevant and supportive training for staff     

‘Left with a title but nothing else’: the challenges of embedding professional recognition schemes for teachers within higher education institutions

ABSTRACT

With increasing moves globally towards the professionalisation of teaching in Higher Education, there is growing interest in the role of accredited professional recognition schemes that provide professional development for established university teaching staff. In the UK, There are now over 120 professional recognition schemes, resulting in institutionally focused evaluation studies examining their impact. This article contributes to this emerging body of work; it draws on cross-institutional data and Foucauldian theorising to address two important questions. In what ways does engagement with an institutional professional recognition scheme impact on participants’ teaching development, and how does institutional culture influence that engagement? The data illustrate that whilst institutional culture drives engagement, it did little to promote teaching development. Across the case-study institutions, neo-liberalism agendas were apparent. Some staff felt pushed to achieve professional recognition in response to the increasing use of metrics to measure the student experience and to inform institutional standing in league tables. Whilst evidence shows the process of seeking accreditation can lead to an enhancement in teaching practices, caution must be taken to ensure that the professional development opportunities offered by accreditation schemes are fully realised.     

Meat processing company staff as innovation intermediaries: developing a framework from New Zealand’s red meat sector

Purpose: Meat processing companies have the potential to raise farm and sector productivity by directly working with farmers. This study assesses how commercial companies can undertake the roles of innovation intermediaries to increase productivity in New Zealand’s sheep and beef sector.

Design/methodology/approach: This study uses a case study approach from the red meat sector in New Zealand. The case study included the development of a trial agricultural extension system established by staff from meat processing companies acting as innovation intermediaries, providing opportunities for skill development and knowledge transfer for farmers. From the case study, a framework is developed which illustrates how company staff can undertake the role of an innovation intermediary.

Findings: (1) Meat processing company staff are able to successfully undertake the role of an innovation intermediary; (2) flexibility is necessary, as staff undertook each of the functions to different degrees depending on their existing skills and knowledge of agricultural extension and the time available within their current job; and (3) adaptability is important, as staff adapted the project to meet the needs of both farmers and their employer.

Practical implications: Balancing commercial and extension roles is challenging. The framework could assist companies to clarify how individual company staff could successfully undertake specific roles.

Theoretical implications: This paper discusses factors influencing which innovation intermediary roles and functions are optimally undertaken by staff within or outside a meat processing company.

Originality/value: Analysing the role of an innovation intermediary from the perspective of meat processing company staff balancing their extension and commercial role.     

Improving the output of agricultural extension and research through participatory innovation development and extension; experiences from Zimbabwe

Abstract

This paper describes the rationale for a change from conventional extension towards participatory innovation development and extension. The “Conservation Tillage Project” and the “Food Security Project” developed such an approach and have embarked on institutionalisation of this approach into the agricultural extension service in Masvingo Province in Zimbabwe. Dialogue with farmers, farmer experimentation and the strengthening of self-organisational capacities of rural communities are the major elements to improve development and spreading of innovations, thus the efficiency of extension. The new approach requires a role change of agricultural extension workers from teacher to facilitator as well as appropriate methods and tools. Elements of “Training for Transformation” and Participatory Rural Appraisal (PRA) were tested and developed and were found to be effective tools. The strategy to institutionalise participatory extension is based on joining efforts and networking with other organisations, a campaign to familiarise institutional staff and a training and follow-up programme for staff in the framework of organisational development.

The experiences show that the attitudinal change required to implement participatory approaches is highly depended on personalities. To have an impact on the change of attitudes a continuous mediumterm training process with a close follow-up is required. The paper concludes that institutionalisation of participatory approaches into hierarchically structured organisations is a highly complex intervention. In order to be successful, major changes in planning, implementation and monitoring and evaluation procedures are required. Changes of that nature require a process of at least 5 to 10 years and high commitment on the side of institutional staff on all levels and donors as well.     

Comprehensive Staff Development Programs: Implications for the Office of Institutional Research and Planning

Abstract

An increasing number of two-year colleges are drawing on an emerging model of comprehensive staff development. The model includes not only instructional improvement, but organizational and personal development as well. In this model, as staff development becomes an integral part of the college, the planning of such a program becomes an essential part of institutional planning.

The office of institutional research and planning should serve as a major resource in the formulation and implementation of the staff development program. Three major areas where this can occur are discussed: setting goals for the program, assessing staff development needs, and evaluating the impact of the program.     

A Collaborative Approach to the Development and Validation of a Principal Evaluation System: A Case Study

This article provides a case history of collaboration between the South Carolina Educational Policy Center (SCEPC) at the University of South Carolina (USC), the South Carolina Department of Education (SDE), and stakeholder committees in developing a principal evaluation system for South Carolina. This case, study is based on the authors’ experiences in the process and their review of program documents. The project staff used the Personnel Evaluation Standards and the Standards for Educational and Psychological Testing to guide the review of the standards. They also worked with qualified job experts to develop performance standards, evaluation criteria, and instrumentation. The documented activities serve as evidence that validity issues were appropriately addressed. The project staff and stakeholder committees conducted an internal review and a field review of the proposed standards and criteria, as well as a pilot study of the proposed instrumentation. Stakeholder feedback served as an additional source of validity evidence. Although this case study focused on development of an evaluation system in one state, the information presented may be helpful to other states or districts that are planning to develop similar systems.     

Renewal of Teaching Methods in Physical Chemistry at University Level: the Assessment of a 10‐Year Experiment

Summaries

English

The author has been responsible for first and secondsemester courses in physical chemistry for more than 10 years. In one subject, which is studied by 100 to 250 students per year, he and some of his colleagues have introducedteaching methods which differ considerably from the classical ones.

Students working in small groups, the usage of prepared materials by the teaching staff, the integration of theoretical and directed teaching, the continual examinationof knowledge, the almost complete disappearance of coursestaught in a school‐masterly way have led to consequences which have had a positive influence on the relationship between the students and the teachers and on the quality of teaching.

In this article, the author presents an interim evaluation of the experiences gained in conducting the course.     

A comprehensive approach to managing school safety: case studies in Catalonia,Spain

Background: Schools should be safe spaces for students, teaching staff and non-teaching staff. For the concept of ‘safety’ to be meaningful, it must be interpreted broadly to encompass well-being in its widest sense. A common challenge for schools and educational authorities is, therefore, to manage school safety appropriately not only to prevent physical accidents and incidents, but also with the purpose of creating an environment that promotes physical, emotional and social well-being, both individually and collectively.

Purpose: The aim of this research paper is twofold: (a) to explore the concept of safety as it is interpreted by schools and analyse the extent to which schools are committed to the goal of creating safe and healthy school environments; and (b) to identify organisational and management practices that promote the safety of school staff and users.

Design, sample and methods: The research was carried out from a qualitative perspective, based on a study of multiple cases carried out in Catalonia, Spain. The case studies (N = 9 schools) were selected by means of a purposive sampling process in order to obtain a selection of schools covering different education stages and under different types of ownership. The data collection process involved carrying out semistructured interviews (N = 39) with school principals, health and safety officers, teaching staff and non-teaching staff; focus groups with families (N = 2) and a review of general documentation and specific safety documents (N = 58). The data collected were completed and verified by means of interviews with experts (N = 3). The interviews, focus groups and notes arising from the document review were transcribed literally and analysed thematically, following a cross-case analysis structure.

Results: The data analysis indicated that creating safe and healthy environments was not always an explicitly endorsed principle or goal for schools. However, all members of the educational community were involved in ensuring adequate levels of school safety; and diverse management and organisational actions and measures were implemented to ensure physical, emotional and social safety.

Conclusions: We conclude that according to a broad interpretation of safety, which encompasses well-being in its widest sense, a comprehensive school safety management approach had not been fully adopted by schools in the studied sample. Whilst involvement in safety practices was evident, many actions appeared to be carried out without full consideration of the wider promotion of school safety. The study suggests the importance of training and awareness activities for education professionals in order to build and promote safety culture and to facilitate the introduction of a comprehensive school safety approach in the day-to-day management of schools.