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Staff Development Programs

Staff Development Programs. A comparison study of two counties – Miami Dade and Henry County Public School System. Presented to you by: Anjanette Hallman & Earlene E. Harrison. Miami Dade County Public Schools.

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Staff Development Programs

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  1. Staff Development Programs A comparison study of two counties – Miami Dade and Henry County Public School System

  2. Presented to you by:Anjanette Hallman&Earlene E. Harrison

  3. Miami Dade County Public Schools Miami-Dade County Public Schools is committed to professional development. They have allocated staff and resources to provide diverse opportunities for all employees.

  4. Miami Dade County Public Schools Teachers, support personnel (non-instructional), and administrators all have the opportunity to participate in activities that will help them do their job, keep up to date on current advances and developments in their field, or prepare for advancement.

  5. Teachers and Staff Development

  6. Teachers can enroll in professional development activities through: • Dade Monroe Teacher Education Center • Title II Teacher Quality Program • The M-DCPS Add-On Certification Program • New Teacher Support Program Click on the URL’s above for additional information

  7. Support Personnel (Non- Instructional) • Dade Monroe Teacher Creative and innovative programs are offered to office personnel to enhance their level of professionalism.

  8. Support Personnel (Non- Instructional) • These programs provide the opportunity for office employees to upgrade professional skills and achieve greater productivity and efficiency…

  9. Support Personnel (Non- Instructional) • by keeping abreast of current techniques in secretarial practices and learning new developments in office systems and technology.

  10. Programs for Administrators are: • Executive Training • Leadership Dimensions for Principals • Leadership Assessment Process • Management Academy – offers on-line courses, In-service classes and workshops

  11. Administrators • The M-DCPS offered a diverse range of programs designed to prepare M-DCPS administrators to meet the challenges of the 21st century.

  12. Professional Office Personnel Development Program • A mentoring program for secretaries/clerical workers as well as a Professional Secretaries Program is offered.

  13. We will now discuss Henry County Public Schools

  14. Henry County Public Schools The Staff Development Department is committed to assisting administrators, teachers and support staff in acquiring the skills and knowledge needed to enable them to perform at their best. Director: Wendy Hughes

  15. Henry County Henry County embraces Learning Focused Schools (LFS). At the center of LFS is the commitment to search for better ways to reach all students. To do so, educators must work to refine instructional practices...

  16. Henry County to evaluate what works and what does not work with students...to fine tune research based instructional strategies that will enable all students to succeed.

  17. Henry County The LFS project is an ongoing, comprehensive commitment to implement common practices that are found in high-achieving exemplary schools. Sustained school-based improvement requires teachers and administrators to work as a team to intensify their efforts to meet the learning and achievement needs of all students.

  18. Henry County Teachers can enroll in professional development activities through: • Henry County Courses • Educational Technology Training • Georgia Learning Resource Center • New Teacher Support Program Click on the URL’s above for additional information

  19. Henry County Support Personnel (Non- Instructional) • Henry County offers innovative classes to assist non-instructional personnel with refining and perfecting their professional responsibilities.

  20. Henry CountyPrograms for Administrators are: • Leaders in the Classroom • Leadership for School Improvement • Leadership Enhancement Program Click on the URL’s above for additional information

  21. Professional Office Personnel Development Program • A mentoring program for secretaries/clerical workers as well as a Professional Secretaries Program is offered.

  22. Compare/Contrast • In this ever-changing, whirlwind of education it’s simple to see the differences and similarities that exist between Miami Dade County Public School’s and Henry County School System.

  23. Compare/Contrast • Miami Dade Leadership Program looks at the school site administrator as an Executive… This is apparent in the wording of the program as well as the rigorous time and effort placed towards training the professional. Henry County Schools have not designed Leadership Training that has such an impact on development of the school site administrator…

  24. Compare/Contrast • Although both programs offer continual training it appears that Miami Dade Public Schools has a program that truly creates life-long leaders.

  25. Referenceswww.dadeschools.nethttp://www.henry.k12.ga.us/staffdevelopme/courses.htmhttp://www.henry.k12.ga.us/staffdevelopme/Georgia%20Learning%20Resources%20System.htmhttp://www.henry.k12.ga.us/staffdevelopme/Learning%20Focused%20Schools.htmhttp://www.henry.k12.ga.us/techservices/courseofferings.htm

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  27. The Dade-Monroe Teacher Education Center (TEC)TEC offers professional development training for instructional personnel to enhance their professional growth and to renew their teaching certificates.

  28. In additional to training programs, they offer specialized programs such as professional conferences and seminars, educational travel, supervision of interns and Summer Intensive Seminars.

  29. Teachers can find out about these programs through the online calendar at the district website www.dadeschools.net TEC has a professional library/resource center for all employees with books and videos for their use..

  30. Title II Teacher Quality Program The purpose of the Teacher Quality Program is to provide teacher education programs to improve teaching and learning in the core curriculum areas of language arts, science, mathematics, and social studies.

  31. Title II Teacher Quality Program The Teacher Quality Program funds professional development activities that include strong academic content that directly impact teacher’s performance in the classroom.

  32. Title II Teacher Quality Program The professional development activities provided by the Teacher Quality Program promote the use of instructional technology and hands-on activities.

  33. Title II Teacher Quality Program They include intensive, on-going workshops that involve problem solving strategies for implementing the M-DCPS Competency-Based Curriculum and the Sunshine State Standards.

  34. The M-DCPS Add- On Certification Program The Add- On Certification Program is based on the district level and authorized by the Florida State Department of Education.

  35. The M-DCPS Add- On Certification Program The purpose of this program is to assist in providing the manpower in the critical shortage areas. Teachers can expand their current teaching certificate by adding on endorsements.

  36. The M-DCPS Add- On Certification Program The purpose of this program is to assist in providing the manpower in the critical shortage areas. Teachers can expand their current teaching certificate by adding on endorsements.

  37. New Teacher Support Program The New Teacher Support Program assists teachers by providing new teachers on-site assistance,

  38. New Teacher Support Program The New Educator, a monthly newsletter, and opportunities for training and professional development activities as well as assistance with obtaining a professional educator's certificate.

  39. Executive Training for Administrators The Executive Training Program (ETP) is designed to enhance the administrative skills of practicing assistant principals and interim principals by effectively preparing them for the principalship.

  40. Executive Training for Administrators The development program provides participants the opportunity to assess their professional competencies and develop an individualized professional

  41. Leadership Dimensions for Principals The Leadership Dimensions for Principals (LDP) Program provides a leadership experience for principals and consists of a summer internship/project that enables

  42. Leadership Dimensions for Principals selected principals to gain a broader understanding and knowledge of the operation and inter-relationship of the school site with region and district offices.

  43. Leadership Dimensions for Principals Principals selected to participate prepare a Leadership Development Plan which outlines the experiences the participant will be involved in during the six week internship at a region or district office.

  44. Leadership Assessment Process • The Leadership Assessment Process (LAP) has been designed to identify individuals who possess the talents needed to become successful administrators.

  45. Leadership Assessment Process • LAP identifies eligible candidates for school administrative positions through a comprehensive and objective system of screening, assessment, and selection.

  46. Leadership Assessment Process • The process which includes a structured interview combined with an in-basket activity is administered by trained specialists.

  47. Leadership Assessment Process • Candidates must be successful in meeting established standards in the structured interview and in the in-basket activity to be eligible to interview for an open assistant principal positions.

  48. Leaders in the Classroom School leaders are required to spend 5 days in the classroom to remain proficient in the areas of teaching and learning.

  49. Leadership for School Improvement School leaders are required to complete ongoing training at various school sites to audit and emerge themselves in School Improvement Initiatives.

  50. Leadership for School Improvement This course meets the PSC rule as a substitute for the "five days in the classroom" requirement for those who supervise instruction. By completing the 50-hour course requirements and portfolio, the participant will be exempt from the "five day" requirement for a five-year cycle.

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