An effective staff appraisal process in schools, colleges and other education establishments provides ongoing opportunities to recognise your teachers’ and support staff members’ successes and to give them constructive feedback on their performance.
Our tips will help you to reduce your workload and concentrate on maximising your appraisal process, improving the quality of teaching and ultimately providing better personal outcomes for pupils and staff.
It is a recognised fact that the stronger the leadership, the more successful the school. The leadership team provides direction and steers the school on its improvement journey; navigating the best route, avoiding hazards and obstacles.
We naturally strive to improve and be the best we possibly can be. For a teacher, it may be to be the best in the classroom or possibly strive to secure a leadership role. Here we look at 5 simple steps to help progress your educational career.
Professional development and the systematic review process are key to improving the quality of teaching and ultimately improving the outcome for students, so what are the key steps in a successful professional development review?
Teacher workload is an ongoing concern. This insight contains some key ideas for anyone looking to reduce teacher stress and protect staff wellbeing in schools. How teachers feel is likely to affect their performance and, in turn, the performance of the pupils they teach.
Everyone, by nature, strives to be the best they can be and is capable of improvement. Regardless of what you have accomplished in life or what you already tried and failed, you can improve and you must strive to better yourself.
We’ve now covered the basics in terms of setting targets, ensuring the basic monitoring is in place and we’ve identified the standards to which we need to adhere. So what’s next in terms of our series of insights into staff professional development?
Accepting a leadership role is one of the most rewarding steps you can take in your career, however things change when you take that step from the classroom into a leadership role. These changes are both in a practical day-to-day timetable sense but also emotional and psychologically.
To evolve and improve changes need to be made, however introducing something new is not as easy as it seems. Introducing something can have a big impact, positively or negatively on an organisation, so successful change needs to be well planned with clear focus and precision as it can save resources, reduce costs, improve culture and morale.
There are so many different things going on in schools that sometimes the focus seems to be on what still needs to be done rather than what has been successfully achieved. There will always things to be done, so we have to change the mindset of trying to do it all and focus only on what is important - the positives and successes.
Schools all face the same challenge of attracting and retaining quality and motivated teachers. Here are 5 simple steps to attracting quality teachers, but also retaining quality teachers in this hugely competitive market.
Teachers are very committed and motivated in wanting to improve their teaching practice by using a variety of approaches including using technology. improving their pedagogy and subject knowledge, and by acting on areas for development.
Everyone seems to associate an interview with applying for a new role, but what about ‘flipping’ and using the approach for staff who are already established in their role. Here are an example of five key questions to engage and motivate staff in their role.