Creating Staff Development Programs that Work

Connected ClassroomSheryl Nussbaum-Beach

snbeach@mail.aquik.net

Cathy Berlinger-Gustafson

Defines Staff Development as... “The implementation of a systematic

program of adult learning experiences that result in changing the attitude, skills, knowledge, of school employees toward the goal of improved instruction.”

Ian Jukes

Mistaken belief that skills will flow from areas of high concentration (technology device) to areas of lower concentration (staff member)

Research Shows

In 1989 six percent of elementary schools and three percent of secondary schools had a full time tech support person with no teaching duties… 1992 percentages have not changed. (Office of Technology Assessment, 1995)

Obstacles to Staff Development

Time Actual time spent on staff development has

decreased

Money Average teacher makes $160 per day. If you

multiply that times the number of teachers in a state…Several million dollars for just one day!

Design Staff Development

In Context of Improving overall Quality of School Programs

So that the Technology Activities Compliment and Enhance other School Improvement Activities

Create Staff Development Programs Around District and Schools Technology

Plan/Vision/Mission/Goals So that all Professional Development

Activities are Placed within the Context of Exemplary Practice

In Ways that Move Learners Along a Continuum from Non Users to Integrators and Appliers of Technology

Models of Teacher Technology Continuum Apple Classroom of

Tomorrow Project (ACOT)

Concerns Based Adoption Model (CBAM)

Levels of Tech Implementation (LoTi)

Modified Four Stage (Watertown Public Schools)

Teacher Techno Development Continuum (W.T. Cooke Elementary)

Indicators of Successful Staff Development Well Trained Teachers that Understand how

to Make Use of Tools Available to them and How that Relates to the Learning Environment.

Provisions for Transitional Activities Designed to Move Learners along Continuum.

What Now?

Survey Needs/Developmental Levels/Concerns

Analyze to Determine Level Plan Training Activities To Move Learners

to Next Level Who Will Train? Design Workshops

Trainer Cadre

Train your Trainers

Teach them to incorporate principles of cooperative learning,curriculum integration,active learning, and authentic assessment

Model Seamless Integration Continual Recruitment

For fresh ideas, energy and areas of expertise

Possible Compensation Sources

Instructional Technology Office Budget

Use a portion of Tech Support funding earmarked for stipends, training, and other tech support issues

From a portion of tuition fees (district) for those taking course for credit

Grant Sources (TitleVI, Eisenhower, Businesses)

ECPI, Manpower

Incentives to Participate

Voluntary Better than Mandated Meet Personal Goals Days Off for Technology Productivity Tech Upgrades to the Proficent Certification Points Prizes and Freebies Keepers of the Tech Toys for Grade Level Recognition

Basic to Intermediate Transition Activities Open Lab times to work on projects, share

ideas, learn from peers Certificate of Completion Sponsor Variety of Roundtable Discussions SAM (Skill of the Month) Club Buddy System

Intermediate to AdvancedShow and Tell – Bulletin Boards– List Serves– Web Pages– Tech Fairs showing off class projects

Peer Coaching

Release Time to Observe in Other Schools

Collaboration Time design and complete a project several schools work together

Transition to Trainers of Trainers

Provide Time for Discussion of Issues, Ideas, Problems

Offer a Challenge with a Reward

What school can have 100% teachers adept at word processing by a set time

Send to Training Numerous and Varied Methods of

Recognition

Characteristics of Effective Staff Development Involvement in

Planning Involve

Administration District Level Support Clear Expectations Opportunities for

Sharing

Allow for Choice Recognize - Affirm-

Praise Opportunities for

Practice Presenter Enthusiasm

and Delivery Continuity Follow-up

Presenters Should: Teach with Authority Confess to Growing and Learning Can’t Lead if They Won’t Follow…Be Worth Following Treat Individuals Individually Facilitate Change One Person at a Time Work with an End in Mind Take and Provide Calculated Risks for the Sake of

Learning and Growing Be Creative

Guidelines for Reaching the Reluctant Convince them Goal is Increased Student

Performance Deliver a Complete Package Speak their Language Offer Continual Support Provide Rewards and Incentives Eliminate Risk and Surprise

Learning Center Software Preview Circus Format Game Show Style Review Bait and Switch Gadgets and Toys How to Buy a Computer Cereal Box Learning Boot Camp

Interesting Ideas for Workshops

URLs Not in Handout

www.essdack.org www.techtamers.com www.sonoma.k12.ca.us/phelan/

staffdev.htm www.ultranet.com www.kpbsd.k12.ak.us/plan/train/train.html

Bernice McCarthy

“Instruction based on learning styles and brain dominance applies to the education of teachers as well as students.”