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CPD- C ontinuous P rofessional D evelopment & GUIDELINES FOR THE MANAGEMENT OF CONTRACTUAL STAFF

CPD- C ontinuous P rofessional D evelopment & GUIDELINES FOR THE MANAGEMENT OF CONTRACTUAL STAFF. “Anything that makes me a better teacher !”. WHY CPD?. A ctive learning , P roblem solving, and S tudent C entred T eaching methods.

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CPD- C ontinuous P rofessional D evelopment & GUIDELINES FOR THE MANAGEMENT OF CONTRACTUAL STAFF

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  1. CPD- Continuous Professional Development&GUIDELINES FOR THE MANAGEMENT OF CONTRACTUAL STAFF

  2. “Anything that makes me a better teacher!”

  3. WHY CPD? Active learning, Problem solving, and Student Centred Teaching methods

  4. Characteristics of effective professional development include: o programmes conducted in school settings and linked to school wide efforts o teachers participating as helpers to each other and as planners, with administrators, of in-service activities o emphasis on self-instruction and with differentiated training opportunities o teachers in active roles, choosing goals and activities for themselves o emphasis on demonstration, supervised trials and feedback o training that is concrete and on-going over time o on going assistance and support available upon request (Sparks and Loucks-Horsley, 1990)

  5. Professional Competencies taken together represent the role of the KV teacher. Facilitating quality Student Learning 2. Assessing and reporting student learning outcomes describes how teachers monitor, assess, record and report student learning outcomes. 3. describes how teachers manage their own professional development and contribute to the professional development of their colleagues. 4. Forming partnerships with the school community describes how teachers build, facilitate and maintain working relationships with students, colleagues, parents and other care givers to enhance student learning.

  6. AIM OF CPD is to raise the achievement of students

  7. THE CPD CYCLE

  8. Management of Contractual Teachers Contractual teachers are forming increasingly a major proportion of the teaching staff forming an important influence on the quality of teaching –learning of KV students HMs /Sr.PRTs should plan and evolve mechanisms for acculturating, supporting and monitoring them so as to establish routines and efficiency

  9. Have an Orientation Schedule • Discuss the following aspects- • Vision of KVS about KV Education Policy • Information Session about the KV where working • Expected Code of Conduct including that for dress • Coaching about day to day work • Peer Support • Checklist for Peer Mentor • Checklist for Contractual teacher • Monitoring mechanism by the Head of the Primary

  10. If the KV has a flow of Contractual teachers , Then prepare Short, precise Performance Aids Such as guides and checklists to help them monitor themselves Dedicate time for them in subject committee meetings Make a committee with one permanent teacher from every class as the guide for that class, or a set of two or three teachers to guide them. Take care to orient both- the peer and the contractual teacher

  11. STRATEGIES • Partner with a mentor teacher from his/her school. • Collaborate with mentor to develop instructional potential, to help assure greater success in the classroom. • Responsibilities: • Weekly contact with mentor • Demonstration teaching (actual and/or video tape) • Coaching • Observation of mentor teaching once a month • Instructional support (procedures, lesson planning, strategies, etc.) • emotional support & belongingness • Maintain a Daily Activity Log Mentor/ Meeting Summary. • Meet with HM once a week. • Attend and participate in all meetings and training sessions. • Rewards for Mentor and the Contractual teacher: • Greater job satisfaction • More frequent professional collaboration • Increased knowledge through the feed - back from mentor • Increased professional efficacy • Improved professional growth • Make your Plan for your KV

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