Letty M. Russell: A Feminist Liberation Approach to Educating for Justice

This article examines the Rev. Dr. Letty M. Russell's feminist liberation approach to educating for justice by reviewing the major themes in her writings. Educating for justice was rooted in Russell's life and ministry, namely, a sense of God's mission to reconcile and mend the world; partnership as sharing in God's mission to effect justice; and hospitality as a means of welcoming all to the table of fellowship and of life. Russell used an action/reflection model that is based in experience, draws on Scripture and theology, and works toward transformation. Her experience of being marginalized—as a Christian educator and then as a woman pastor in East Harlem where she learned firsthand how injustice and oppression marginalized her parishioners—developed into a concern for and solidarity with those on the margins of society. Letty Russell dedicated her life to achieving justice and celebrating the reign of God in our midst. In effect, educating for justice was at the core of Letty Russell's life and work.     

Environmental Technology in a 2-Year College

Environmental educators have long dealt with the charge that the practice of teaching about environmental issues is an attempt to introduce a liberal agenda into the classroom curriculum. However, traditionally Republican states and traditionally Democratic states are both among the nation's leaders and laggards in institutionalizing environmental education (EE) programs at the state level. Because of the political power of the charge of liberal bias in EE politics, it is important for researchers to try to determine the veracity of this charge in some meaningful way. The authors applied quantitative statistical methods to this issue and found that, in general, there were not significant differences among the degrees of state-level EE program activity between Democratic states and Republican states. In short, the political party affiliation of a given state is not a reliable predictor of that state's EE program activities. Thus, the evidence does not support the claim that EE is solely a liberal undertaking.     

The teacher as manager in continuing and professional education

This paper presents a model dealing with the teacher as manager of self‐directed and interactive learning programs and discusses the value of this model for educators working within continuing and professional education contexts. It provides a framework for the planning, implementation and evaluation of learning programs which promote self‐directed and interactive learning and comprises an outline of phases of learning programs and the roles of teachers (and learners) in these programs.

Major goals related to the process of continuing and professional education today include: promotion of the learners’ ability to work and interact effectively together, fostering their commitment to lifelong learning and development of their self‐directed learning skills. The model presented in this paper is a means of promoting the achievement of these goals. It emphasises the development of skills of independence, self‐direction, interaction, communication, leadership, group membership and conflict resolution. Such skills can be transferred to the workplace to enable adults to accomplish their tasks effectively, achieve their goals, work co‐operatively in teams as leaders and team members and take greater responsibility for their work and continued learning.     

Factors influencing assessment quality in higher vocational education

The development of assessments that are fit to assess professional competence in higher vocational education requires a reconsideration of assessment methods, quality criteria and (self)evaluation. This article examines the self-evaluations of nine courses of a large higher vocational education institute. Per course, 4–11 teachers and 3–10 students participated. The purpose of this article is to critically examine the quality of assessment in higher vocational education, to identify critical factors influencing assessment quality and to study whether self-evaluation leads to concrete points for improvement. Results show that strong points are fitness for purpose, comparability and fairness. Weak points are reproducibility of decisions and development of self-regulated learning. Critical factors are the translation of competences into assessment criteria to be used in daily lessons and the involvement of the work field. The self-evaluations generated many points for improvement, but not all were translated into actions. Altogether, this article provides a rich picture of assessment quality in higher education and identifies quality aspects that need improvement, (partly) confirming other research on current assessment methods.     

Woking with a Difficult Class

In the current climate of moral uncertainty, encouraging companies to have codes of business ethics is of considerable value. Young people considering seeking a job with a company can gain a better idea of the attitudes and approaches they would be expected to work with. Once employed, they will know what is expected of them and what they are entitled to expect from those they work for. The Institute of Business Ethics, described here, seeks to encourage companies to develop their own codes, in a variety of ways. The institute is also promoting a PSE programme which it believes supports its objectives.     

Involving Students in Natural Resource Decision-Making Groups

Ensuring a qualified teacher in every classroom is a central part of the latest agenda to strengthen public education and maximize student achievement. Effective teaching and delivering quality instruction are lifelong and critical goals of professional development of teachers. High-quality induction programs support qualified teachers for every child. We evaluated perceptions of beginning teachers relative to the effectiveness of induction activities, assistance, and support provided within their school districts. Overall, this group indicated that induction programs were sufficient for them to succeed during the first years of teaching. Implications for improving practice and recommendations for continuing research are discussed in this article.     

ACADEMIC ADMINISTRATORS AND FACULTY RETIREMENT IN A NEW ERA

ABSTRACT

More than a decade ago, as the end of mandatory retirement for faculty approached, many academic administrators were concerned about its negative impact on their institutions. With the assistance of a variety of incentives put in place to encourage voluntary retirement, a significant number of senior faculty retired during the 1990s. Now, the looming loss of millions of “baby boomer” faculty requires rethinking faculty retirement. Administrators have two urgent issues to address: defining and maintaining a balance of junior and senior faculty, and designing and implementing effective retirement programs for this new generation of aging faculty. Important differences between previous and future generations of faculty suggest that retirement programs that worked in the past may no longer be effective for the institution—and may not appeal to the faculty. Federal and state governments, businesses, and organizations are preparing to respond to the forthcoming biggest wave of retirement in our country's history. Academic administrators, who pioneered phased-retirement programs, will want to stay on top of this wave too.     

Caution: Classroom under observation

In this article, it is argued that there are serious difficulties in observing someone else teach for the purpose of providing evaluation or corrective feedback on their teaching. The article reports on responses from a group of teacher educators who watched a videotaped classroom lesson. Their written critiques were surprisingly contradictory, so much so as to call into question the reliability of lesson critiques. It is suggested that, where observation and critique of classroom teaching are used, summative judgements be avoided, and that a major goal of observations be to stimulate debate about different teaching styles and individual and cooperative reflection. Most importantly, observers must acknowledge the variety of intentions and perspectives of classroom teachers.     

Taking a Second Look: Expert and Novice Differences when Observing the Same Classroom Teaching Segment a Second Time

Expert and beginning principals viewed a classroom teaching episode of a seventh grade mathematics classroom for teacher supervision purposes. After the first viewing participants were asked questions about classroom management and instruction, about the skills of the teacher, and about recommendations they would make for improvement. After a second viewing, similar questions were asked. Differences between groups were found in their understanding of classroom teaching and their abilities to evaluate and make recommendations for the improvement of teaching. This study indicates that important differences will occur in the supervision experience for teachers depending on whether an expert or novice principal supervises them. Findings from this study have implications for the development of preservice and inservice training programs and induction experiences for new principals.