An investigation into an interaction programme for children on the autism spectrum: outcomes for children,perceptions of schools and a model for training

The objective of this study was to investigate a system of training designed by a Local Education Authority support service to promote interactive skill building with children on the autism spectrum. Using a case study approach, the study focused thematically upon outcomes for children, perceptions of schools regarding impact of the training programme and key features of the system of delivering training. Five schools (four primary mainstream and on primary special) which had completed training during a one‐year period participated in the research. Data was gathered using multi‐methods including questionnaires, semi‐structured interviews and document scrutiny. Findings indicate a number of positive outcomes for children, including enhanced communication skills and the development of friendships with peers. The model of training was perceived to be effective by all participants, with a focus upon increased staff confidence in order to become trainer of other members of staff. The training model comprises a number of features essential to effectiveness, including the development of partnerships between all stakeholders. The model of training is seen as a system through which continuation of interaction techniques in schools is promoted, initially with input from a local authority specialist, and with the aims of independent continuation of the programme and practices. This case study reflects the ability of support services to identify innovative ways of providing services, underpinned by the notion of promoting inclusive practices: this holistic package of support could serve as a model for other types of interventions with children with a range of needs. Conclusions indicate that involvement of children as active participants at the inception of the programme should be considered: further research ought also to include the voices of children in order to seek insights into the perceptions of the programme.     

Supported reflective practice: a programme of peer observation and feedback for academic teaching development

The outcomes of the evaluation of a structured, peer-supported teaching development programme for academic staff are reported. Supported reflective practice forms the conceptual framework for the programme, which includes feedback on observed teaching and feedback on reflection. Key themes identified are the effectiveness of the supported reflective practice process, improvements to teaching practice, developing confidence and congruent espoused theory and theory-in-use, ongoing professional development and developing collegiality. Factors that facilitate the programme are explored, including the support triangle, the role of the educational developer in providing feedback and monitoring, and the role of the support colleague. Suggestions for implementation of similar programmes are offered.     

Teacher perspectives on factors facilitating implementation of whole school approaches for resolving conflict

While social–emotional learning programmes in schools often have positive outcomes, many such initiatives are not well implemented and maintained. This paper reports on teacher reflections on the process of planning and implementing a whole school social–emotional learning (SEL) programme with a conflict resolution focus, called Enhancing Relationships in School Communities (ERIS). Ten primary schools participated in an 18‐month professional development programme offered by the researchers to assist schools to develop a whole school approach to handling interpersonal issues using a cooperative problem‐solving approach. Implementation (core) teams of three to five members, including principal or assistant principal and relevant teachers, attended workshops and managed the change process. In individual interviews, 29 core team members described the most significant changes that had taken place, what factors facilitated those changes and what assisted in overcoming barriers. A synthesised model of facilitators of implementation was developed on the basis of these interviews. The major components of the model included ensuring a whole school vision and process; pre‐programme engagement confirming commitment and alignment of researcher and teachers' visions; facilitative programme structure and processes such as linking the current programme to existing programmes and processes in the school; leadership and support for staff in the change process, for example, through the implementation team; the nature of the programme content; and monitoring and feedback processes to sustain motivation and inform on needs and outcomes.     

Redeveloping a business undergraduate honours research degree to improve educational outcomes: implications for PhD supervision

There are many challenges that undergraduate students face when studying an honours research degree. Honours programmes though traditionally considered within the business discipline as a loss leader, nevertheless, form a direct entry requirement for PhD programmes. The honours degree can be considered a formative research programme for student development. This paper specifically provides an outline of the honours degree's redevelopment and improved learning outcomes that were achieved and discusses the proposed PhD supervisory framework. The student benefits identified from the honours programme's redevelopment include a more sophisticated understanding of research paradigms; a faster cycle of learning and development, which resulted in lower student stress levels and better grades; and increases in both peer-reviewed co-authored publications and students transitioning to PhD.     

Peer partnership to enhance scholarship of teaching: a case study

This paper reports on the outcomes of a peer partnership program trialled at the Queensland University of Technology (QUT), Australia. The program was designed based on a community of practice methodology to bring together academic staff for the purpose of advancing teaching practice. The program encouraged professional and supportive environments for the purpose of critical reflection and personal development. The belief was that quality teaching is core business and vital to university organisational goals. Peer partnership programs support improvement in teaching and learning. Participants in the program reported the program enhanced their commitment and insight into teaching and that there is willingness to be involved if supported by colleagues and an organisation. Feedback from participants in the program was positive and outcomes arising from the QUT Peer Partnership Project were the development of an online peer partner tool-kit, staff development training, an instructional DVD and integration of the project goals within QUT staff development programs.     

Using one’s own professional activities to promote research and publishing

This paper explores issues related to teacher educators publishing in journals. They do so for obvious reasons such as tenure, career advancement, personal satisfaction and university prestige. In order to offer an extra means of helping teacher educators achieve these publishing goals, the paper explores how using one’s own professional experiences in a number of spheres may offer substantial opportunities for publishing. Using a Grounded Theory analysis, the author presents an analysis of his own publications. These are laid out in five categories in which his professional pursuits with teacher trainees have led to a considerable number of publications, 34 of which have appeared in international journals, 25 of them in international Grade A and B journals. The author calls for academics to examine their own practices, suggesting that there is much in one’s own professional experiences that can be of worth to the international community.     

Evaluation of a core team centred professional development programme for building a whole-school cooperative problem solving approach to conflict

This study evaluated a professional learning approach using a core team (CT) model to assist primary (elementary) schools to develop whole-school collaborative conflict resolution processes. Thirteen schools were matched and randomly assigned to the enhancing relationships in school communities programme (n?=?10) or a non-programme control group (n?=?3). Programme schools provided a core (professional learning) team, who attended professional learning days, and disseminated programme content throughout their schools. Programme schools also received one full school staff workshop. After one year, CT participants were more likely to apply a collaborative conflict resolution model to problem scenarios and report greater knowledge and skills compared to non-programme-school control participants. Compared to the non-programme control group, non-core team programme school staff described using more cooperative approaches to handling conflict, especially when they had received more professional development from their CT. Programme school teachers taught more hours conflict resolution curriculum, and increases in hours taught by programme (but not control) teachers were associated with teacher reported increases in student understanding and use of cooperative methods. Patterns also supported a role of self-efficacy in implementation. The potential usefulness of a CT professional learning model for assisting schools to develop cooperative conflict resolution approaches was supported.     

Setting Targets: developing perspectives during a staff‐development programme

Abstract

This paper provides a report of a continuing staff development programme within a faculty of initial teacher education in a college of higher education, funded by the DTI sponsored Enterprise Awareness in Teacher Education (EATE) initiative. It describes the context for the programme, explores its objectives, considers the programme format and reflects upon its outcomes from the viewpoint of its participants and the effects within the institution.     

Partnered Research Experiences for Junior Faculty at Minority-Serving Institutions Enhance Professional Success

Scientific workforce diversity is critical to ensuring the realization of our national research goals and minority-serving institutions play a vital role in preparing undergraduate students for science careers. This paper summarizes the outcomes of supporting career training and research practices by faculty from teaching-intensive, minority-serving institutions. Support of these faculty members is predicted to lead to: 1) increases in the numbers of refereed publications, 2) increases in federal grant funding, and 3) a positive impact on professional activities and curricular practices at their home institutions that support student training. The results presented show increased productivity is evident as early as 1 yr following completion of the program, with participants being more independently productive than their matched peers in key areas that serve as measures of academic success. These outcomes are consistent with the goals of the Visiting Professorship Program to enhance scientific practices impacting undergraduate student training. Furthermore, the outcomes demonstrate the benefits of training support for research activities at minority-serving institutions that can lead to increased engagement of students from diverse backgrounds. The practices and results presented demonstrate a successful generalizable approach for stimulating junior faculty development and can serve as a basis for long-term faculty career development strategies that support scientific workforce diversity.     

Professional development of Russian HEIs' management and faculty in CDIO standards application

The paper presents the approach to complex training of managers and faculty staff for system modernisation of Russian engineering education. As a methodological basis of design and implementation of the faculty development programme, the CDIO (Conceive-Design-Implement-Operate) Approach was chosen due to compliance of its concept to the purposes and tasks of engineering education development in Russia. The authors describe the structure, the content and implementation technology of the programme designed by Tomsk Polytechnic University and Skolkovo Institute of Science and Technology with the assistance of Chalmers University of Technology and KTH Royal Institute of Technology and other members of the CDIO Initiative. The programme evaluation based on the questionnaire results showed that the programme content is relevant, has high practical value and high level of novelty for all categories of participants. Therefore, the CDIO approach was recommended for implementation to improve various elements of the engineering programme such as learning outcomes, content and structure, teaching, learning and assessment methods. Besides, the feedback results obtained through programme participants’ survey contribute to identification of problems preventing development of engineering education in Russia and thus serve as milestones for further development of the programme.     

Educating the educators: developing those who support learning for students with additional learning needs

This article reports findings from a research project which developed and introduced the Enhanced Learning Support Assistant Programme (ELSAP) as a source of professional development for learning support assistants who were supporting students with additional learning needs in a college of further education in England. The purpose of this article is to share findings from the project and to highlight the benefits experienced when learning support assistants can participate in professional development activity. The research project was a mixed methods study with participants drawn from learning support assistants within one college of further education in England. Data were collected throughout the 14‐week intervention. Findings indicate that the programme had a positive effect on participants' confidence, sense of professional identify and of being valued, as well as improving their ability to perform their role.     

A Comparison of Professional Development Models for Teachers of Primary Mathematics and Science

The authors have been involved in two substantial Australian teacher professional development projects, with the Mathematical Association of Victoria and with the Science Teachers’ Association of Victoria, which focused, respectively, on a whole‐school professional development and an extended workshop programme. The research described in this paper explores the experiences of participants in these two programmes, in order to identify the advantages and limitations of each type of professional development model in supporting teacher development, and the different needs of teachers in relation to mathematics and science. The findings from a questionnaire, supported by participant interviews, show a range of differences in experience and outcomes due to programme style and subject area. These are used to suggest a developmental framework for conceptualizing teacher professional development needs.     

Factors that contribute to undergraduate student success

In this paper, we report on the outcomes of a study that was designed to explore the significant characteristics of a nursing professional development programme, which was perceived as having a successful outcome in terms of student attrition, academic attainment, practice development, and motivation for study. We provide a rational for the study, and an outline of the research design. An overview of the process of change and development experienced by the student participants is provided, followed by a detailed exploration of the characteristics of the learning experience found to be most significant in driving and sustaining that process. From the outcomes of this study, we draw tentative conclusions, and suggest recommendations for professional learning in higher education and further research.     

Staff development in a climate of economic rationalism: A profile of the academic staff developer

Abstract

This paper emerged from the findings of a study investigating the efficacy of a staff development programme, called TRAC (Teaching, Reflection and Collaboration), offered through Queensland University of Technology, Brisbane, Australia. Participants in this study indicated an express need for academic staff developers to foster a range of skills when seeking to implement exemplary staff development programmes. One of the most crucial skills stipulated by participants was the ability for staff developers to offer development opportunities which effectively cater to the current hectic, competitive and outcome‐driven climate academics face. Other skills considered by participants to be pivotal for the development and implementation of exemplary staff development programmes included well‐developed human relation and interpersonal skills, facilitative skills and skills in co‐ordinating and networking.

This paper begins by ‘setting the scene’, briefly outlining the TRAC programme and the author's research experience of this programme. Subsequently, it discusses the skills required of the developer instigating such a programme. In doing this, it aims to encourage developers to reflect on the efficacy of their own skills with a view to making appropriate changes. Thus, in attempting to trigger change in developers’ practice, this paper represents a vehicle for ‘development of the developers.’     

Aspiring principals' perception of the challenges of beginning principals and the support that they need

This paper presents the results of an exploratory research project about the perception of aspiring principals regarding the challenges of beginning principals and the support that they need. These aspiring principals are participants on the Leaders in Education Programme (LEP) in Singapore. According to the research findings, the LEP participants perceived that the main challenges they were likely to face if and when appointed as principals would be adapting to a new environment and role; working with staff and other stakeholders; and meeting the expectations of others while trying to live true to one's values. The support they felt they would need as beginning principals was a network of professional peers; guidance from an experienced mentor; and access to the expertise of academics and continuous professional development platforms. Interestingly, while Singapore appears to have a reputation for a focus on examination results and quality assurance measures, the participants hardly mentioned any challenges or need for support in these areas. The paper calls for a greater level of understanding and support for beginning principals in doing an increasingly demanding job in a highly complex environment.     

The transfer of reflective engagement from social work education into the workplace: a study of the value of scaffolded reflection

The focal concern of this article is the investigation of the transfer and sustainability of the reflective process into the work environment. Specifically, the identification of the variables which support or challenge practitioners to continue the ongoing process of reflection in practice contexts is addressed. The article describes a study carried out over a seven-year period with students/graduates from a master's in social work (MSW) professional qualification programme in Ireland. The research involved gathering data on participants’ experiences of reflective teaching and learning while on the course and in the initial years of their work as practitioners. In the early phases of the data collection, participants referred to developing epistemological awareness through the reflective process while on the course. This was in the context of a scaffold for reflection through journal writing and mentored portfolio inquiry. The outcomes of the study offer considerable insight into the challenges and value of developing a reflective teaching and learning environment in professional education. In particular, the work highlights how it impacts positively on professional practice.     

ASSESSMENT OF STUDENT PERFORMANCE: AN IN‐SERVICE PROFESSIONAL DEVELOPMENT PROGRAMME

Assessment of student performance is a crucial professional responsibility of teachers. At the tertiary level in New Zealand there is no pre‐service training requirement and staff are ‘trained’ on the job. In New Zealand polytechnics, the academic staff (tutors) are entitled to 12 weeks induction training, but with the increasing use of internal assessment there is a recognised need for in‐service training and resources.

This paper describes the development and content of an in‐service professional development programme designed to meet the needs of part‐time staff as well as experienced staff. The principal sponsor of the project was an external examination body.     

Implications of the New Common Assessment Framework and Lead Professional Working for Pastoral Care Staff in Schools

The common assessment framework (CAF) and lead professional (LP) working are being introduced into all local authorities in the next 2 years as part of the Every Child Matters agenda. This article describes some elements of an evaluation of 12 pilot trials. It was found that schools and pastoral staff in particular played a major part in the trials. The majority of the research participants thought that this was a worthwhile initiative and examples were collected of successful implementation of the scheme. However, issues of missing skills, lack of time and limited practical support for staff in schools were highlighted. It is suggested that these issues may be magnified in the full-scale implementation of CAF and LP work. Considerable effort by pastoral staff and education managers will be required if this 'good idea' is to deliver improved outcomes for children in need.