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The Science of Professional Development

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The Science of Professional Development …

The Science of Professional Development
Janette Klingner, Journal of Learning Disabilities, Vol. 37, No. 3, pp. 248-255.

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  • 1. Janette Klingner Journal of Learning Disabilities, Vol. 37, No. 3, pp. 248-255
  • 2. Researchers work with school districts, align standards student outcome data showing results is provided to all administrative support is clearly evident long term (sustained) support is provided teachers take ownership of practices and mentor peers Professional Development is successful when…
  • 3. Professional Development Formula Validated Interventions + Service- Delivery Systems + Professional Development Programs = Student Success
  • 4. Ideas to link school practices with educational research Cultivate and Turn to science as the keep competent best way we know to and caring solve educational personnel problems Specify clearly what we are hoping to achieve in our instructional decisions for students with learning Rely on instruction as the best tool we disabilities (LD) have for improving student performance
  • 5. Science: An approach to the development of a consistent, documented system of knowledge based on rigorous, systematic, objective observations that lead to hypotheses or theories that are then tested and refined in an iterative process. What is Science?
  • 6. The majority of past professional development programs were marginally successful at best because a) They were too linear or top-down approach b) Characterized as “sit and get” sessions (teachers told from “experts” about latest information) c) Organized around brief workshops that were insufficient in duration or depth to bring about sustained, substantive change in practice
  • 7. Successful efforts by special education researchers have focused on providing long-term support and including teachers as collaborators in the process. No longer are they “consumers of research findings,” but now recognized as “knowledge generators.” Effective professional development programs are “dynamic and integrated.” These programs address the organizational, systemic, and cultural supports that are necessary (context), and the way in which knowledge, pedagogy, skills, and attitudes are acquired. Continuous evaluation of student outcomes must be a driving force in shaping plans.
  • 8. a) ensure that there is feasibility and fit of the practice in teachers’ classrooms b) demonstrate both the general value of the practice and its potential for improving student performance. c) help teachers understand how the new practice differs from what they have been using. d) provide coaches and mentors to work with teachers e) maintain open lines of communication with school personnel f) provide materials and other resources.
  • 9. Teachers need to see concrete examples of how a new theory, principle, or instructional practice relates to their students and their circumstances. If teachers do not see the relevance of the strategy to their situation, little change is likely to occur. By adapting a new strategy to fit their needs, teachers make the strategy more relevant to their classrooms and develop a sense of ownership, promoting its sustained use in their classrooms. A community of support among teachers and researchers can assist teachers in their shift toward improved practice.
  • 10. Overcoming Barriers to Implementing New Practices  Lack of time to implement programs  Inadequate support from administrators  Lack of materials  High-stakes testing  Pressure to cover content  A mismatch between teacher style and the practice  Not having an in-depth understanding of the practice
  • 11. Principles to break down barriers to implementation so researchers can guide teachers’ efforts in sustaining the use of research-based practices: 1. Reality principle – feasibility and fit of the practice to the classroom 2. Scope – Don’t want it to be too broad, narrow, or radical 3. Technical- amount of feedback and support practitioners receive 4. Conceptual - change occurs when teachers understand the significance of the new practice, when they understand how these practices differ from those they have been using, and when they see the benefits of the new practice over the old one. 5. Linking changes in teaching to student learning- the better students perform when using the strategy, the more motivated teachers are to use it. 6. collegial support network – support from principals, researchers, and other teachers
  • 12. Bridging the Research-to-Practice Gap Lessons learned from research-to-practice initiatives a) A partnership cannot develop without strong grassroots support from teachers b) translating research knowledge into a form that is useful for teachers is a major, time-consuming task c) Teacher participation needs time to grow from year to year d) It is essential to help teachers learn to link changes in practice directly to changes in student performance.
  • 13. Limited success with research to practice initiatives What Happened? Teachers were partners throughout this process—they were involved in planning research activities, implementing research-based practices, providing feedback, and problem solving. Teachers indicated in various ways how connected they felt to the research processes. The state’s adoption of a new high-stakes achievement test created a high-anxiety climate that made partnerships more susceptible to misunderstandings and mistrust. Partnerships with practitioners survived only when both sides worked continuously to preserve the alliance.
  • 14. Complex models of comprehension strategy instruction appeal to and are possible for only some teachers. It is important to provide technical and conceptual support for teachers through long-term collaboration that involves respectful and understandable communication, as well as videotapes, modeling, and coaching.
  • 15. Factors that enhanced their sustained use of practices included the following (reported by teachers) a. Support Networks- including other teachers, paraprofessionals, university personnel b. Administrative support- Knew that the Principal valued what they were trying to accomplish in the classroom, and was monitoring progress. c. Student benefits- Sustained use of practice if students benefited d. Student acceptance- Likely to keep using it if students enjoyed and used it e. Flexibility of the practice- When teachers perceived that they could modify practice to fit their needs f. Readily available materials- Reported that they had no time to locate materials on their own
  • 16. Scaling up is not simply a matter of doing more of the same on a larger scale. For large-scale implementation to occur, clearly there must be a “buy-in” by stakeholders at multiple levels. Unless reading leaders, district and school level administrators, and teachers take over ownership of the practices, it is unlikely the practices will take hold and spread. This call for a qualitatively different kind of involvement from multiple stakeholders, including researchers, administrators, policymakers, and teachers. What is needed is “top-down support for bottom-up reform” It is those teachers in the middle, who would seem most likely to go either way, for whom additional support becomes most critical. Future research should explore these issues. Our data indicated that the moderate implementers in this study valued our weekly presence in their classrooms but would have benefited from more administrative support, more assistance in learning the critical components of the strategies, and more information about student benefits.
  • 17. The following professional development activities are designed to improve outcomes for special education students: District Level •Include school district personnel in identifying the instructional practices they want teachers to learn and to sustain • Include school district personnel while planning professional development programs and mechanisms for providing follow-up support and determining accountability
  • 18. School level - Principals • Engage school administrators in discussions about how to support teachers’ efforts to implement new practices (e.g., conveying that the practices are important, rewarding implementation, providing help with materials, scheduling time for planning). • Limit requests for teachers to learn or implement other, competing practices while the targeted instructional practices are being learned and implemented
  • 19. School level – Teachers •Communicate effectively to teachers the importance of the targeted instructional practices and why it is valuable and important for them to be sustained. • Provide sufficient ongoing support to ensure that the targeted practices are acquired by teachers to a level at which they can be used independently and automatically • Identify teachers who are implementing the practices effectively, and facilitate opportunities for other teachers to observe in their classrooms and for them to demonstrate in other classrooms • Establish trust and build • Provide time for teachers to plan how relationships with they will implement the target practices, • Provide teachers with implement the practices, talk with other teachers- the demeanor of opportunities (time and teachers about tissues related to the researchers should be space) to adjust and fine- practices, develop and share materials nonthreatening, tune the instructional related to the practices, and reflect and nonjudgemental, and practices to work in their communicate with others who know and respectful of teachers’ setting with their students use the practices expertise and day-to-day challenges they face