By Carol Morgan, Visit Amazon's Peter Neil Page, search results, Learn about Author Central, Peter Neil,
Non-stop specialist improvement and occupation development in the instructing career is now hugely formalised and controlled, with transparent phases and degrees of attainment from preliminary instructor education via to complete headship. Written through prime figures in instructor schooling, this quantity is designed for formidable and career-minded lecturers whether or not they are only commencing or eyeing the subsequent rung at the ladder. Morgan and Neil pay specific awareness to: * the hot submit and induction* own options and collaboration* center and senior administration* functionality administration. academics are confronted with a posh set of strategies and standards that are comprehensively explored during this consultant. additional studying lists and stimulating questions on the finish of every bankruptcy support the reader to mirror and move ahead of their improvement.
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Extra info for Continuing Professional Development for Teachers: From Induction to Senior Management (Kogan Page Teaching)
It was then up to my head of department, Sonia, who was great throughout the year in providing support on a day-to-day basis; she was the person who was most significant to me throughout the induction; she is approachable, encouraging and very supportive. In a way it was a bit like a trinity —the induction tutor, my head of department and me, the beginning teacher—all working together for the benefit of the students. I also got support from the local RE adviser; he had actually been involved in devising the RE short course so I was able to get expert advice from him.
Some of the subject activities and also general activities suggested below could help to move the new teacher’s focus away from his or her own teaching towards the learning which is taking place in the class. Depending on the focus, some of these activities could be directed by or facilitated by the induction tutor, whereas others would be best carried out by the teacher’s head of department. Support for teaching/learning within subject area • • • • • commenting on the teacher’s lesson planning; observation of the teacher’s lessons; team planning of lessons/teaching of lessons; peer observation (eg two BTs working together); support with setting and marking assessments; THE NEW POST AND INDUCTION 19 • support for more focused evaluation of lessons.
Progress is reviewed, strengths identified and development plan for next phase agreed; • completion of the Interim Profile for the GTCS; • discussion with the GTCS of any problems that arise. January—March • on-going self-evaluation by the probationer teacher; • weekly meetings with supporter/mentor; • three observation sessions with agreed focus and with feedback provided. March • formal review (as in December) with support mechanisms for those in difficulty. April—June • on-going self-evaluation; • weekly meetings; • two observations with agreed focus and with feedback feedback provided.