Excellent leaders need to empower teachers and foster a culture that learning is an ongoing process that requires all to be involved. By their nature, teachers are generally selfless and may put a lower priority upon their own needs above that of their students. In choosing an intervention, it is crucial to consider evidence of impact elsewhere.
Following the choices that are made in relation to CPD provision, it is appropriate for individuals to reflect upon the consequences that this has upon their own practice.
Further information The Teacher Development Trust is a non-profit organisation promoting world-leading approaches to teacher learning.
Breaking down the problems is more likely to deliver better solutions than trying to deal with several complex issues in their entirety. It is key that leaders model and highlight the clear benefits that can be sought for all through professional development.
How can you evaluate your CPD effectively? Considered auditing the CPD provision that is in place on a wider level throughout the school, and to benchmark this against others.
Here, it is important to clearly outline the problem or area for development. This can be achieved well where there are small groups of individuals exploring a problem together and finding solutions that are implemented, evaluated and refined.
Frequently, CPD is designed to address challenges that are either not well-defined or are trying to focus on too many things.
While it is easy to understand that embedding good learning for large numbers of staff provides a challenge, its effectiveness must not be ignored. Therefore prior to evaluating impact of CPD in the classroom, it is important that leaders at all levels make decisions about professional development with a clear understanding of the intended result.
It is often sensible to break a focus down so that its many parts can be identified and then potentially tackled individually. Such tools support improvements in quality.
Assessment Programmes need to be assessed over-time and not in isolation. Finally, for impact to become a core component of professional development, it is essential that this is lead by leaders at all levels.
This process ensures that the benefits associated with staff time and financial resource are maximised for the benefit of all. Leaders must also ensure that sufficient time is provided for teachers to reflect and collaborate, in order to ensure their CPD has the optimum impact for the students and pupils that they support.
In addition to learning about whole-school CPD, it is important that teachers are also encouraged to recognise the importance of their own professional development. Phil Bourne offers some insights and advice. Frequently, leadership teams are challenged by resources and time and while they acknowledge the importance of this thought process, they may not have the tools or resources that enable them to make efficient decisions that have sufficient evidence of impact.
Best practice Learn about your own school and benchmark this against the best practice. The right tools Teachers who engage in lesson study work collectively to learn about a problem and then work to solve this together. To evaluate the impact of CPD in the classroom, we must make sure that each CPD activity is aimed at a particular challenge that has been identified in the classroom.
Only once this has been established is it possible to identify how the impact on students might be measured. To ensure that there is efficiency and a measurable impact of CPD, targeted intervention, planning and effective execution are required. The first question must therefore be: As a tool for professional development, teachers are supported through a degree process that embeds practice, extends learning and encourages collegiality between day-to-day activities and academic rigour.
Time, energy and resource should be evaluated appropriately. Importance of impact Choosing CPD opportunities that have an impact is a really good place to start.
One simple tool to evidence impact further, is to measure what the impact of a CPD has had on a small sample of staff three months later and then to share these findings with others. Evaluating CPD should move beyond the feedback questionnaires that are often collected as evidence of staff attendance.
Teachers should have the tools that they need to make informed decisions about their own professional development. Through making decisions based on the impact that professional development has had elsewhere, professionals can make better-informed choices which is a useful alternative to an often less ad-hoc approach.
To ensure that practice is effective and scalable, it is important that leaders assess the provision not only internally but benchmark their practice so that they can determine the future aims of their professional development. This helps to ensure that the learning is not lost and to encourage staff to think about the relationship between CPD and its impact.
Evidence shows that powerful professional development helps children succeed and teachers thrive.benefit from the evaluation process if they are members of particular professional bodies which require reflective evidence of continuing professional development (CPD).
To trainers/facilitators Evaluation data may be used as a performance indicator which justifies the existence of a training department and/or investment in trainers. Confidently evaluate the learning environment in your EYFS setting with links to audit tools and self-evaluation tools.
We also look at examples of how schools monitor the learning enivronment. Unit 1: Principles of personal responsibilities and how to develop and evaluate own performance at work Evaluating and improving your performance 3 Careers in PR It is important to establish what your expectations of PR are.
Despite glamorous media representations of the industry, PR can involve a lot of hard work and long hours. Continuing professional development Learn about what CPD can mean for you and how to structure your approach to professional development As the leading body on the management and development of people we have a strong interest in your professional growth.
performance at work”2. The Chartered Institute of Management3 states that ‘Effective CPD is a commitment to professionalism – it shows that you have taken personal responsibility for ensuring that you have the skills and knowledge necessary to meet the challenges of an ever changing world.
Continuing Professional Development (CPD) Framework 3 The British Council’s Continuing Professional Development (CPD) Framework for teachers is for teachers of all subjects.Download