 | |||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| |||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
Comments/suggestions:-- As a person with a "specialist" role in the school, my supervisor isn't able to provide me with very specific information about my job at the time of reviews due to a lack of specific study in that area. However, I am able to get feedback from others with similar roles if needed.-- I am going on prior year's feedback since I have not been evaluated by the current principal. I would like to be able to go to two conferences within a year. In the past when a supervisor has come into my classroom not for evaluation, nothing was said or emailed to me so no response as to what they saw. The performance review sometimes helped and sometimes did not. -- We work so hard here. If only we were paid a little more! -- I was told I could not attend free workshops since it requires providing a sub for my students. -- I NEVER get any positive feedback from my principal or superintendent! I get plenty from my team and colleagues, which is nice. I feel like professional development is administration driven. Staff members have been turned down for conferences or graduate classes because an administrator didn't think it was necessary to send all grade level teachers or the class wasn't relevant. How do they know in what areas we feel we need growth?? And it does not work to send only two members of a grade level to a conference when everyone wants to attend because the information doesn't get shared very well....because there isn't time to share it. And again, it is nerve=racking getting evaluated by an administrator that has no background in ECE. -- The faith that my administration and colleagues have in me is very clear. Likewise, my willingness to do more or learn more has always been encouraged and approved. -- When I first came to Pleasantdale we were incouraged to go to workshops. In the last 5 years my requests have been denied many times. -- Having scheduled 6 week check in meetings with Deb has been highly effective in monitoring my teaching. -- I would like more professional development on all areas I teach not just the committee I am on. -- I hope the district reconsiders the ability to take online courses. -- We have had to request to go to PD off campus. There have been incidences when teachers have been denied due to the request coming to late in the year--that was the reason given--because the PD fund had been depleted by the time their content area's workshop came available. I have not seen that within the last two years. My concern about PD is that our Institutes in the past have been so taken up with curriculum writing/assessment writing (we needed the time to do it) that we have not had dates to get training in RtI or Common Core. Efforts have been made to provide tech training. We have had training this year on Common Core. The most common time provided for these trainings are right after school which is difficult if you are coaching or have after school intramurals/duties. It is difficult to know what is the best time to offer a training. Institute days make the most since because staff will all be there. -- This year I have had many opportunities for some professioanl development...more than ever before. I think staff could have more recognition for a job well done. We can praise eachother...but there are some amazing things going on in this building. -- There needs to be a plan for continued professional development in all curricular areas. Perhaps, collaborating with neighboring districts that are just as small as ours would provide much needed opportunities for PD. -- I strongly feel that a compliment and words of encouragement go so much further than an evaluation. It's so motivating and pushes you to do better. -- I feel the principal and superintendent mostly recognize the people that are constantly running to their office. The principal should know what's happening in his building and recognize the strengths of his staff. Finding the strengths and getting to know my students is what I pride myself on and it would be nice to have that from administration. -- Many of the times that we having meetings, it just seems that we meet to meet. Very little of this time is spent on professional development. This time could be used so much more efficiently and effectively for professional development among the staff. It would be wonderful to take this time to collaborate with teachers in our department. We have little to no time to share ideas about what we are doing in our class room and how we teach our students. We have been so focused on other things, including "what" we teach that we are never given time to get to the "how". This is vital for true growth among teachers.
| |||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
Monday, March 3, 2014
Staff Development and Recognition
Subscribe to:
Post Comments (Atom)
No comments:
Post a Comment