西部农村小学校长专业发展现状调查及建议

提高校长的专业发展水平是促进义务教育均衡发展、办好人民满意教育的重要要求。以西部某省份为例,采用问卷调查发现:西部农村小学校长在专业发展上虽取得了一定的成效,但仍存在研究知识与能力不足、公关能力缺乏、专业发展规划模糊、行政性事务繁多、培训方式不符合需求等问题。对此建议:提高校长的研究能力,培养研究型校长;增强校长的公关能力,提高校长调适外部环境的胜任力;校长加强自身专业发展规划,提高胜任校长岗位能力;有效落实管办评分离,减少校长行政性事务;加强校长培训课程和培训方式的设计。     

基于校长专业发展的自我更新取向

校长专业发展取向可以划分为校长专业发展的专业训练取向和校长专业发展的自我更新取向。专业训练取向认为：校长专业发展主要是专业知识和专业技能的发展,校长专业发展中所需要的知识和技能是预定的,可以通过专业训练来完成。该培训体系和模式较少关注校长专业发展的实际需求和办学实践中的问题,培训内容过于注重专业知识培训,缺乏对校长专业能力的培训。     

走向个性化的校长培训——基于校长专业发展的自我更新取向

校长是具体的生命个体,其专业发展是一个生命个体的整体成长,这个过程是一个主动发展过程,要通过校长的自我反思、自我提升来实现。校长专业成长自我更新取向下的校长培训体系和模式并不是对现有体系和模式的全盘否定,而是对现有培训体系和模式的进一步深化。专题性培训、学校管理诊断指导、校长挂职锻炼等个性化培训模式将会受到特别的重视,这些个性化培训模式的实践和探索,会更好地促进校长的专业发展。     

校长培训是为校长服务的事业

校长培训是促进校长专业化的过程,校长专业化就是让校长这个职业群体和个体转变为教育管理专业群体和个体的过程。校长培训要遵循校长成长的规律,要与我国教育的实际、与教育管理科学的发展相结合,形成具有自身特点的培训体制。     

构建支持校长专业发展的培训工作新机制

从校长专业发展的理论角度来看,我国的校长培训工作在管理体制、培训体制、培训模式、培训内容、培训评价、培训资源的优化整合等方面还存在不少问题。创新培训理念,构建促进校长专业发展的工作机制,是校长培训工作面临的重要任务。广东省中小学校长培训中心提出的“管理、培训、研究”一体化的工作机制具有理论意义和实践价值。     

胜任度较高、幸福感不强:北京市高中校长发展现状调研印象

北京市普通高中校长发展现状调研结果显示北京市高中校长基本情况良好,整体年轻化,多数处于成长期;校长比较注重学习,对能力具备情况自评较高,工作胜任度较高。但大多数校长工作压力大,幸福感不强;近一半精力消耗在参加会议、应对检查上;在学生发展指导、学校变革创新方面自评较低;对知识拥有情况整体评价不高,专业发展动力不足。建议有关方面给高中校长减负,提升其幸福感;加强学科类知识之外的知识的培训;对校长进行动机激励,提高其专业发展目标。建议校长加强与师生的沟通交流,重视战略管理问题。     

推动中小学校长培训的实效性探析

校长是一个学校的灵魂,在教育改革不断深化的今天,校长的作用日益显现。校长培训作为校长管理制度改革中的重要环节,是促进校长专业发展的必要条件。分析影响中小学校长培训实效性的因素,有利于找出校长培训缺乏实效性的症结,为科学开展校长培训,促进校长专业化发展奠定基础。     

文本背后的价值取向——香港校长专业发展的延续与变革(1982-2013)

在学校管理与教育变革中,校长的角色极为重要。本文透过1982年以来各类与校长专业发展相关的政策文件,了解政府对校长培训的目标和策略的不同概念及校长专业的发展趋势。研究发现,过去三十年来,香港校长专业发展政策历经数个关键转变,不同时期的政策目标与策略亦随之优化。校长专业发展呈现出三个显著的趋势:趋向协助参与者应对未来未知的挑战,而非被动地解决学校现有困难;从系统化的培训课程,趋向更多元化,包括各种校本分析与个人反思活动;校长专业群体逐渐取代了政府的主导地位,在校长职前培训以及初任校长持续发展等方面扮演更积极和关键角色。现时校长专业发展更重视如何协助学校在瞬息万变的社会中迎接潜在挑战,这亦标志着香港校长培训已踏入了成熟阶段。     

校长个性化培训:从理论到实践的创新探索

我国校长培训不仅存在实践误区,也存在理论困境。校长培训工作要更加适应学校管理实践的需要,不仅提高培训的长效性,更要加强理论和实践的创新。基于校长资本积累的个性化校长培训理论的提出及这种理论在北京市郊区中小学校长专业发展研修项目中的运用,积累了初步的实践经验:基于参训校长学习需求,聚焦学校发展问题解决,不断完善个性化培训方案;强化专业学习,建构"从培训到研修"的长效机制;构建以"共同体"为依托,以"案例"为载体的反思型校长培训模式。     

关于中小学校长专业化培训的几点思考

中小学校长培训专业化应以专门的知识体系为前提和基础。该专门知识体系的构建需要进行＂校长培训学＂建设,其核心体现为＂校长培训学＂学科制度化的基本内容和过程。文章从这一视角出发分析了校长培训学科建设当前亟待解决的三个问题,还提出了校长培训者的专业发展作为校长培训专业化的重要影响因素所面临的五大挑战。     

立起“人生支点”：初中教育的本来意义

目前的初中学生最难教,初中教师最难当,初中校长最难做。缘何？因为教育观念莫衷一是、误区太多,初中学生又处于人生中的“多事之秋”,初中教师恰好处在教育系统链条中的“咽喉要塞”,初中校长更是置身于社会批评教育的“风口浪尖”当中。初中学生的鲜明特点在于强化“人生支点”的自我意识,初中教师的根本职责在于培植“人生支点”的坚实根基。初中校长的特殊使命在于扬起“人生支点”的前进风帆。夫如斯,不可不重视初中教育,不可不善待初中学生．不可不珍视初中校长和教师。     

中小学校长远程培训指导与管理策略研究——基于重庆文理学院中小学校长远程培训的案例

重庆市举办大规模中小学校长远程培训已于2010年拉开序幕。作为新型培训方式,远程培训逐步暴露出一些问题。本文结合远程培训的实践,在分析重庆市中小学校长远程培训存在问题的基础上,提出提高远程培训有效性的策略,以促进培训工作的发展。     

关于农村中小学校长培训问题的思考

调查选取陕西省农村中小学校长培训现状进行研究,从管理机制、培训机构、校长自身三方面分析了陕西省农村中小学校长培训工作存在的主要问题,以此提出优化农村中小学校长培训的建议。     

How schools train principals to use new teacher evaluation systems: A comparative case study of charter school and traditional public school principals

Over the past decade U.S. policymakers, practitioners, and researchers have sought to examine if changing teacher evaluation policies and systems have resulted in changes in identifying quality teachers and/or increased student achievement. This research generally shows most states have experienced little change in how teachers are rated. Researchers are now exploring why, in many cases, teacher evaluation reforms have failed to produce the desired systematic changes of better identifying quality teachers and better distinguishing teacher performance. Embedded within this line of inquiry is how principals (and other evaluators) are trained to use new teacher evaluation systems. This comparative case study observed six principals (three charter school principals and three traditional public school principals) in the U.S. state of Michigan as they learned and enacted a new teacher evaluation system. Additionally, all principals were interviewed three times throughout the school year, in an effort to examine how their initial teacher evaluation training impacted their evaluation of teachers. The research questions that guided this work were: (1) how are principals initially trained when their school adopts a new teacher evaluation system?; (2) in what ways does the training received by charter school principals compare to that of traditional public school principals?; and (3) how does initial training impact how principals evaluate teachers? Results indicate principals are trained to navigate the logistics of new teacher evaluation systems, but are not trained to evaluate teacher performance. Implications for policy and practice are discussed.     

Teacher evaluation: Are principals’ classroom observations accurate at the conclusion of training?

Teacher evaluation commonly includes classroom observations conducted by principals. Despite widespread use, little is known about the quality of principal ratings. We investigated 1,324 principals’ rating accuracy of six teaching practices at the conclusion of training within an authentic teacher evaluation system. Data are from a video-based exam of four 10-minute classroom observations. Many-Facet Rasch modeling revealed that (1) overall principals had high accuracy, but individuals varied substantially, and (2) some teaching episodes and practices were easier to rate accurately. For example, promotes critical thinking was rated more accurately than uses formative assessment. Because Many-Facet Rasch modeling estimates individuals’ accuracy patterns across teaching episodes and practices, it is a useful tool for identifying areas that individual principals, or groups, may need additional training (e.g., evaluating formative assessment). Implications for improving training of principals to conduct classroom observations for teacher evaluation are discussed.     

Dancing in Fetters? Chinese Principals’ Perceptions of the Effects of Finnish Training Programs

Although there is an increased interest in overseas training for educational leaders in China, little is known about the value of such programs. This qualitative case study explores Chinese school principals’ perceptions of leadership practices and professional development after undertaking a Finnish training program. The article also explores difficulties related to different educational contexts when an attempt is made at applying the Finnish education experience to China. Famed for its excellent education, Finland is currently actively involved in exporting its education by providing such training programs to the whole world. Data was collected by semi-structured interviews with six Shanghai principals. The results showed a certain level of satisfaction but also needs for improvement. It thus appears that such an overseas training program can play a positive but limited role in expanding Chinese principals’ leadership practices and professional development.     

A missing link? Contemporary insights into principal preparation and training in Russia

Over the last decade, the Russian education system has undergone significant transformation that has radically changed the expectations placed upon the school principals. This current reform process has placed far greater responsibilities and accountabilities upon principals to secure school effectiveness and improved student learning outcomes. This article offers some insights into the way in which principals in Russia are currently prepared and trained. It outlines initial quantitative findings from Russian principals, as part of a contemporary, large-scale empirical study of principal leadership preparation and training. The emerging empirical evidence highlights that the new principal standards and training requirements in Russia reinforce “managerial approaches” that are not necessarily meeting the needs of principals.     

中小学校长教育科研能力现状与对策建议

依据研究能力的内涵界定,采用自编问卷,以294位参加北京教育学院校长培训项目的中小学校长为样本,调查了当前中小学校长的教育科研能力。调查结果表明:整体上,校长对教育科研的价值和目的有着较为清楚的认识,具备一定的研究能力,但对研究文献的收集和利用相对薄弱;没有研究时间、知识与能力不足,是制约校长进行研究的最主要因素;来自城区学校、乡镇学校和农村学校的校长,在研究能力上有较为明显的差距。基于此,建议加强学习和培训,增强校长对研究的知识积累和实践能力;加强行政支持,给校长从事自主研究的时间和空间;正视城乡差异,增强对农村校长的培养和支持力度。     

基于任务导向的中学校长培训课程研究

中学校长培训课程是为校长完成工作任务提供的专门知识体系和知识结构,应是任务导向的培训课程,其构建应以实践知识为主,以中学校长的工作结构为设计依据。目前,中学校长培训课程存在偏知识本位、知识广度不足、层次不清晰等问题。任务导向的中学校长培训课程具有统一性、层次结构性和实践操作性,门类设置采用模块制课程,分为基础课程模块、专题课程模块。在校长工作任务分析的基础上,对课程模块进一步分解,形成课程库。根据训前诊断,学员选择培训课程,将具有相同需求的校长组成学习共同体,共同设计课程学习方案。