Professional learning communities (PLCs) aim to improve learner outcomes through collaboration. PLCs focus on data and evidence to understand learning, and provide opportunities for teacher empowerment. The key steps in establishing a PLC are to form a group, identify a focus area, conduct action research, innovating and changing practices based on findings, evaluating impacts through trials and feedback, refining approaches, and sharing outcomes with stakeholders. Ultimately, effective PLCs can positively impact pupil learning, teacher professional development, and school policies and practices.
The document describes the persona of a district manager named Stephen Smith. It outlines his background, goals, motivations and challenges in managing the Fulton County School District effectively. His main objectives are to improve student achievement, teacher quality, safety and parent involvement. Key criteria for decisions include solving problems like professional development, evaluation and compliance while being affordable and supported by research. Colleagues and conferences are top information sources and budget constraints are a main purchase barrier.
Solving Interprofessional Clinical Scheduling with ScalabilityAjay Arumugam
Presentation regarding experience with ACEMAPP IPE tool at the All Together Better Health conference, one of the premier global conferences on interprofessional education.
Manager support is the most important factor for learning transfer from training. Managers should support employees in implementing changes from training and act as facilitators. Sharing practices and experiences with others enhances learning transfer, as does creating learning networks. Stakeholders should clarify post-training performance expectations. Coaching helps make lasting changes by breaking goals into small steps. Success should be measured against the original expectations.
This document discusses how Community Learning West uses outcome measurement to improve its community learning programs. It provides examples of the types of outcomes measured, such as progression to further education or employment, and how that data is used. Key points:
- Outcome data is collected on progression, additional learner outcomes, and soft skills/social outcomes.
- This includes tracking learner progression to further education, jobs, and community involvement after courses.
- The data is used to improve curriculum, guidance, and partner performance as well as promote programs and support funding applications.
- Examples show outcomes like increased knowledge, confidence, and social connections for learners and improved parenting skills.
- Next steps discussed include embedding more outcome collection into existing
Research into Effective Professional Learning | IRIS ConnectIRIS Connect
What does the research say about professional development? What really works for improving teaching and learning in schools? Click through to find out.
The document summarizes the results of a senior exit survey given to the Class of 2013 at Carl Wunsche Sr. High School. Most students reported that their teachers had high expectations of them and motivated them to work up to their potential. Additionally, over half felt the school provided an excellent or good foundation in technology and that teaching quality was excellent or good. While extracurricular programs were rated average by most, the majority felt well prepared for the transition to life after high school.
This document discusses solutions and benefits for various aspects of a youth program, including: developing standardized curricula for different age groups; using social-emotional learning as a foundation; creating a new class for younger students; shortening the program length; improving intake processes; increasing program advertising through schools and community organizations; enhancing parent involvement through monthly classes; and allowing graduated students to participate in follow-up sessions. The overall aim is to present the program in a more positive light, improve success rates, reach more children, and strengthen family relationships to support the program.
The document outlines the process used by professional learning communities (PLCs) to improve student learning. It discusses that PLCs work collaboratively to analyze student performance data, identify areas for improvement, implement strategies, and assess their effectiveness. The goal is to achieve continuous learning for educators and better student results. PLCs operate under the assumption that educator learning leads to improved student learning.
The document describes the persona of a district manager named Stephen Smith. It outlines his background, goals, motivations and challenges in managing the Fulton County School District effectively. His main objectives are to improve student achievement, teacher quality, safety and parent involvement. Key criteria for decisions include solving problems like professional development, evaluation and compliance while being affordable and supported by research. Colleagues and conferences are top information sources and budget constraints are a main purchase barrier.
Solving Interprofessional Clinical Scheduling with ScalabilityAjay Arumugam
Presentation regarding experience with ACEMAPP IPE tool at the All Together Better Health conference, one of the premier global conferences on interprofessional education.
Manager support is the most important factor for learning transfer from training. Managers should support employees in implementing changes from training and act as facilitators. Sharing practices and experiences with others enhances learning transfer, as does creating learning networks. Stakeholders should clarify post-training performance expectations. Coaching helps make lasting changes by breaking goals into small steps. Success should be measured against the original expectations.
This document discusses how Community Learning West uses outcome measurement to improve its community learning programs. It provides examples of the types of outcomes measured, such as progression to further education or employment, and how that data is used. Key points:
- Outcome data is collected on progression, additional learner outcomes, and soft skills/social outcomes.
- This includes tracking learner progression to further education, jobs, and community involvement after courses.
- The data is used to improve curriculum, guidance, and partner performance as well as promote programs and support funding applications.
- Examples show outcomes like increased knowledge, confidence, and social connections for learners and improved parenting skills.
- Next steps discussed include embedding more outcome collection into existing
Research into Effective Professional Learning | IRIS ConnectIRIS Connect
What does the research say about professional development? What really works for improving teaching and learning in schools? Click through to find out.
The document summarizes the results of a senior exit survey given to the Class of 2013 at Carl Wunsche Sr. High School. Most students reported that their teachers had high expectations of them and motivated them to work up to their potential. Additionally, over half felt the school provided an excellent or good foundation in technology and that teaching quality was excellent or good. While extracurricular programs were rated average by most, the majority felt well prepared for the transition to life after high school.
This document discusses solutions and benefits for various aspects of a youth program, including: developing standardized curricula for different age groups; using social-emotional learning as a foundation; creating a new class for younger students; shortening the program length; improving intake processes; increasing program advertising through schools and community organizations; enhancing parent involvement through monthly classes; and allowing graduated students to participate in follow-up sessions. The overall aim is to present the program in a more positive light, improve success rates, reach more children, and strengthen family relationships to support the program.
The document outlines the process used by professional learning communities (PLCs) to improve student learning. It discusses that PLCs work collaboratively to analyze student performance data, identify areas for improvement, implement strategies, and assess their effectiveness. The goal is to achieve continuous learning for educators and better student results. PLCs operate under the assumption that educator learning leads to improved student learning.
Last in a series of 4 webinars. Today's funding environment requires outcomes. Describes the 2 new pathways to Parents as Teachers (foundational and model implementation), training costs, and realignment process.
Max Moullin - “Realising the potential benefits of CI”Alexis May
The document summarizes a presentation about creating a quality culture in the public sector. It discusses definitions of quality, examples of how targets can have unintended consequences, and recommendations for developing a quality culture. Key points include focusing on outcomes rather than activity, managing performance across organizational boundaries, integrating risk management, and developing a culture of continuous improvement rather than blame. The Public Sector Scorecard is presented as a framework that can help by clarifying outcomes, identifying processes and capabilities, developing strategy maps, and integrating performance measurement into learning and improvement.
The document is an orientation for participating teachers in the San Jose Unified School District's Beginning Teacher Support and Assessment (BTSA) program. It introduces BTSA as a job-embedded induction program accredited by the Commission on Teacher Credentialing to help teachers with preliminary credentials accelerate their knowledge and skills. The orientation notes that the yearlong goals for participating teachers include engaging with issues of equity and culturally responsive teaching, and working toward meeting the induction standards.
The Super Six - The Top 6 Questions School Board Members Should be Asking the...eBOARDsolutions
Research shows that highly effective boards have a culture of trust and respect in the boardroom, and
lead as a united team, along with the superintendent. For many boards, however, challenges ranging from
ineffective communication to poor policy management prevent them from achieving this level of trust. The
solution, according to Dr. Gene Bottoms, senior vice president of the Southern Regional Education Board
(SREB), is to ask the right questions. Here, he shares the top questions school board members should
ask their superintendents to help build the collaboration and trust needed to reach their strategic goals.
Transforming Care: Building clinical commissioning group capability for large scale change
Jo Godman, Senior Associate and Mark Jennings, Senior Associate - 26 March 2014
Presentation from Commissioning Live 2014, London:
Transforming Care programme for CCGs. The programme offers supported learning for CCG and partner organisations to address large scale change.
Developed by NHS Improving Quality and NHS England’s commissioning development directorate, the Transforming Care programme is designed to empower commissioners to lead change across boundaries and improve outcomes for patients. So far, the programme has been taken up by more than 50% of CCGs.
Throughout New England middle and high schools have successfully incorporated a daily period of time for remediation and/or enrichment for all students. With great results. Learn how an easy to use web based software application called Enriching Students makes the the process possible. Teachers like it. Students love it. Parents support it. IT staffs appreciate it's minimal impact on their department. It's a win all around. Join us to learn more about how personalizing education is possible at the secondary level.
A professional learning community (PLC) is a collaborative group of educators focused on student learning and improving teaching practices. In a PLC, teachers work together to analyze student performance, develop and share instructional methods, and support each other as professionals. The key elements of a PLC include collaborative work, a focus on student learning, distributed leadership, narrowing the curriculum, sharing best practices, and using assessment to inform instruction.
The document discusses professional learning communities (PLCs) and their power through collaboration. It defines PLCs as structures that foster ongoing, job-embedded learning for teachers through collaboration, with the goal of improving student outcomes. PLCs are characterized by attributes like shared leadership, collective learning, and supportive conditions that allow educators to continuously improve and focus on student needs. The document emphasizes that meaningful collaboration in PLCs can transform schools by improving teaching practices and learning environments.
This document provides an overview of professional learning communities (PLCs) in the Dunlap School District. It discusses the key elements of PLCs including having a focus on learning rather than teaching, using collaboration and formative assessment to improve student outcomes, and basing effectiveness on results rather than intentions. The document outlines the characteristics of high-functioning PLCs, including having shared values, collaborative teams, and a commitment to continuous improvement based on data and results.
Tool for implementing Professional Learning Communities in your schoolMichael Horwitz
Global Learning Development is an international nonprofit organization that implements successful Professional Learning Communities. It has a vision of ensuring effective learning and a mission defined by positive student outcomes. The organization values trust, openness and engagement. It employs experts globally and is governed by a diverse board. Global Learning Development promotes collaboration between educators and a focus on continuous learning and data-driven decision making to improve student achievement.
The document discusses the key elements of a professional learning community (PLC) which are focused on continuous improvement to help all students learn at high levels. It states that a PLC is composed of collaborative teams that work interdependently towards common goals and are accountable to each other. A PLC engages in collective inquiry by gathering student data, developing strategies to address weaknesses, implementing and analyzing their impact to determine effectiveness and apply lessons to continuously improve. The document emphasizes that a PLC's efforts must be assessed based on results, not intentions, and that starting the work of a PLC is more effective than preparing to become one.
This presentation outlines the fundamental components of an effective professional learning community (PLC). Much of the information is taken from the works of Richard DuFour and Robert Marzano. This material is free for public use. Please direct all questions to Dessalines Floyd at Floydd1@duvalschools.org .
This document discusses the key aspects of establishing and sustaining powerful professional learning communities (PLCs) in schools. It defines a PLC as when school staff collaborate intentionally to support student learning. Benefits of PLCs include decreased teacher isolation, increased commitment to mission and student achievement. Sustaining a PLC requires building relationships, a collaborative culture with shared norms and values, and a focus on continuous learning and improvement.
Professional Learning Communities Made Easyguestcc6b38
This Powerpoint presentation by Faye L. Lewis, an assistant principal in Essex County New Jersey, will make Professional Learning Community implementation easy for those venturing into the worls of PLCs.
This document discusses commonly used prepositions in the English language. It defines prepositions as words used to link words or phrases to a part of the sentence. It then provides examples of different prepositions and their meanings, including prepositions indicating location, direction, and other relationships between people, places or objects. Some of the prepositions discussed are above, below, beside, between, in, out, on, off, across, up, down, around, into, near, through, for, and with.
This document appears to be the preface section of a book titled "IELTS Reading Tests" by authors Sam McCarter and Judith Ash. The book contains 10 practice reading tests to help students prepare for the reading portion of the IELTS exam. It acknowledges the writers who contributed passages for the tests and thanks the British Library and Cambridge Local Examinations Syndicate for permission to reproduce certain materials. The preface provides brief biographies of the authors and notes that the publishing company IntelliGene will release additional books focused on writing and listening from McCarter and Ash, as well as new titles on communication skills in medicine and writing skills.
This document summarizes a training session on youth-centered assessment and continuous improvement. The session covered using an Organizational Improvement Process (OIP) to engage in continuous assessment of youth programs to strengthen developmental experiences for youth. The OIP involves administering a youth survey, assessing practices and setting targets, creating action plans, implementing plans, and reassessing supports and opportunities. Participants discussed using the OIP for programs at Youth and Family Enrichment Services and Parks and Recreation. Presentations were given on what participants learned from the training series and how they will apply it. Coaching plans were also discussed.
This document discusses professional learning communities (PLCs) and their key components. It outlines the four questions PLCs aim to answer about student learning and lists important foundations like having a shared mission and commitment to continuous improvement. PLCs are meant to impact classroom practice through collaboration, using common assessments and instructional practices, and collectively addressing student needs. Sustainable school change involves addressing not just surface-level structures but also deeper sub-systems like operations, information, relationships, and identity. Effective PLC facilitation focuses on asking questions and adding value rather than being the sole authority.
This document discusses professional learning communities (PLCs) and their key components. It outlines the four questions PLCs aim to answer about student learning and lists important foundations like having a shared mission and commitment to continuous improvement. PLCs are meant to impact classroom practice through collaboration, using common assessments and instructional practices, and addressing student needs. Sustainable school change involves addressing not just surface-level strategies but also deeper organizational structures, relationships, and identity. Leadership in PLCs should focus on facilitation, asking questions, and adding value through resources and support.
This presentation describes how companies with great leadership teams encourage intense leadership engagement. It explores the Leaders As Teachers approach, and specifically the practices at McCain Foods. Ed Betof, author of "Leaders As Teachers" also offers insights.
Change Community of Practice Webinar - June: Where to start? First steps for ...Prosci ANZ
Congratulations on your new role as a Change Manager! It's challenging, exciting and a little daunting. Perhaps you're in a dedicated change role, or you're in a hybrid role with other responsibilities. You might be new to change, or a seasoned professional from a related discipline such as Project Management, Communications or HR.
Where do you start?
In this interactive webinar, we will cover:
Change Management - the new kid on the block
Recap on the role of the Change Practitioner and other key change roles
Snapshot of Prosci Best Practices
Common challenges
Top 5 tips from our consulting team
Last in a series of 4 webinars. Today's funding environment requires outcomes. Describes the 2 new pathways to Parents as Teachers (foundational and model implementation), training costs, and realignment process.
Max Moullin - “Realising the potential benefits of CI”Alexis May
The document summarizes a presentation about creating a quality culture in the public sector. It discusses definitions of quality, examples of how targets can have unintended consequences, and recommendations for developing a quality culture. Key points include focusing on outcomes rather than activity, managing performance across organizational boundaries, integrating risk management, and developing a culture of continuous improvement rather than blame. The Public Sector Scorecard is presented as a framework that can help by clarifying outcomes, identifying processes and capabilities, developing strategy maps, and integrating performance measurement into learning and improvement.
The document is an orientation for participating teachers in the San Jose Unified School District's Beginning Teacher Support and Assessment (BTSA) program. It introduces BTSA as a job-embedded induction program accredited by the Commission on Teacher Credentialing to help teachers with preliminary credentials accelerate their knowledge and skills. The orientation notes that the yearlong goals for participating teachers include engaging with issues of equity and culturally responsive teaching, and working toward meeting the induction standards.
The Super Six - The Top 6 Questions School Board Members Should be Asking the...eBOARDsolutions
Research shows that highly effective boards have a culture of trust and respect in the boardroom, and
lead as a united team, along with the superintendent. For many boards, however, challenges ranging from
ineffective communication to poor policy management prevent them from achieving this level of trust. The
solution, according to Dr. Gene Bottoms, senior vice president of the Southern Regional Education Board
(SREB), is to ask the right questions. Here, he shares the top questions school board members should
ask their superintendents to help build the collaboration and trust needed to reach their strategic goals.
Transforming Care: Building clinical commissioning group capability for large scale change
Jo Godman, Senior Associate and Mark Jennings, Senior Associate - 26 March 2014
Presentation from Commissioning Live 2014, London:
Transforming Care programme for CCGs. The programme offers supported learning for CCG and partner organisations to address large scale change.
Developed by NHS Improving Quality and NHS England’s commissioning development directorate, the Transforming Care programme is designed to empower commissioners to lead change across boundaries and improve outcomes for patients. So far, the programme has been taken up by more than 50% of CCGs.
Throughout New England middle and high schools have successfully incorporated a daily period of time for remediation and/or enrichment for all students. With great results. Learn how an easy to use web based software application called Enriching Students makes the the process possible. Teachers like it. Students love it. Parents support it. IT staffs appreciate it's minimal impact on their department. It's a win all around. Join us to learn more about how personalizing education is possible at the secondary level.
A professional learning community (PLC) is a collaborative group of educators focused on student learning and improving teaching practices. In a PLC, teachers work together to analyze student performance, develop and share instructional methods, and support each other as professionals. The key elements of a PLC include collaborative work, a focus on student learning, distributed leadership, narrowing the curriculum, sharing best practices, and using assessment to inform instruction.
The document discusses professional learning communities (PLCs) and their power through collaboration. It defines PLCs as structures that foster ongoing, job-embedded learning for teachers through collaboration, with the goal of improving student outcomes. PLCs are characterized by attributes like shared leadership, collective learning, and supportive conditions that allow educators to continuously improve and focus on student needs. The document emphasizes that meaningful collaboration in PLCs can transform schools by improving teaching practices and learning environments.
This document provides an overview of professional learning communities (PLCs) in the Dunlap School District. It discusses the key elements of PLCs including having a focus on learning rather than teaching, using collaboration and formative assessment to improve student outcomes, and basing effectiveness on results rather than intentions. The document outlines the characteristics of high-functioning PLCs, including having shared values, collaborative teams, and a commitment to continuous improvement based on data and results.
Tool for implementing Professional Learning Communities in your schoolMichael Horwitz
Global Learning Development is an international nonprofit organization that implements successful Professional Learning Communities. It has a vision of ensuring effective learning and a mission defined by positive student outcomes. The organization values trust, openness and engagement. It employs experts globally and is governed by a diverse board. Global Learning Development promotes collaboration between educators and a focus on continuous learning and data-driven decision making to improve student achievement.
The document discusses the key elements of a professional learning community (PLC) which are focused on continuous improvement to help all students learn at high levels. It states that a PLC is composed of collaborative teams that work interdependently towards common goals and are accountable to each other. A PLC engages in collective inquiry by gathering student data, developing strategies to address weaknesses, implementing and analyzing their impact to determine effectiveness and apply lessons to continuously improve. The document emphasizes that a PLC's efforts must be assessed based on results, not intentions, and that starting the work of a PLC is more effective than preparing to become one.
This presentation outlines the fundamental components of an effective professional learning community (PLC). Much of the information is taken from the works of Richard DuFour and Robert Marzano. This material is free for public use. Please direct all questions to Dessalines Floyd at Floydd1@duvalschools.org .
This document discusses the key aspects of establishing and sustaining powerful professional learning communities (PLCs) in schools. It defines a PLC as when school staff collaborate intentionally to support student learning. Benefits of PLCs include decreased teacher isolation, increased commitment to mission and student achievement. Sustaining a PLC requires building relationships, a collaborative culture with shared norms and values, and a focus on continuous learning and improvement.
Professional Learning Communities Made Easyguestcc6b38
This Powerpoint presentation by Faye L. Lewis, an assistant principal in Essex County New Jersey, will make Professional Learning Community implementation easy for those venturing into the worls of PLCs.
This document discusses commonly used prepositions in the English language. It defines prepositions as words used to link words or phrases to a part of the sentence. It then provides examples of different prepositions and their meanings, including prepositions indicating location, direction, and other relationships between people, places or objects. Some of the prepositions discussed are above, below, beside, between, in, out, on, off, across, up, down, around, into, near, through, for, and with.
This document appears to be the preface section of a book titled "IELTS Reading Tests" by authors Sam McCarter and Judith Ash. The book contains 10 practice reading tests to help students prepare for the reading portion of the IELTS exam. It acknowledges the writers who contributed passages for the tests and thanks the British Library and Cambridge Local Examinations Syndicate for permission to reproduce certain materials. The preface provides brief biographies of the authors and notes that the publishing company IntelliGene will release additional books focused on writing and listening from McCarter and Ash, as well as new titles on communication skills in medicine and writing skills.
This document summarizes a training session on youth-centered assessment and continuous improvement. The session covered using an Organizational Improvement Process (OIP) to engage in continuous assessment of youth programs to strengthen developmental experiences for youth. The OIP involves administering a youth survey, assessing practices and setting targets, creating action plans, implementing plans, and reassessing supports and opportunities. Participants discussed using the OIP for programs at Youth and Family Enrichment Services and Parks and Recreation. Presentations were given on what participants learned from the training series and how they will apply it. Coaching plans were also discussed.
This document discusses professional learning communities (PLCs) and their key components. It outlines the four questions PLCs aim to answer about student learning and lists important foundations like having a shared mission and commitment to continuous improvement. PLCs are meant to impact classroom practice through collaboration, using common assessments and instructional practices, and collectively addressing student needs. Sustainable school change involves addressing not just surface-level structures but also deeper sub-systems like operations, information, relationships, and identity. Effective PLC facilitation focuses on asking questions and adding value rather than being the sole authority.
This document discusses professional learning communities (PLCs) and their key components. It outlines the four questions PLCs aim to answer about student learning and lists important foundations like having a shared mission and commitment to continuous improvement. PLCs are meant to impact classroom practice through collaboration, using common assessments and instructional practices, and addressing student needs. Sustainable school change involves addressing not just surface-level strategies but also deeper organizational structures, relationships, and identity. Leadership in PLCs should focus on facilitation, asking questions, and adding value through resources and support.
This presentation describes how companies with great leadership teams encourage intense leadership engagement. It explores the Leaders As Teachers approach, and specifically the practices at McCain Foods. Ed Betof, author of "Leaders As Teachers" also offers insights.
Change Community of Practice Webinar - June: Where to start? First steps for ...Prosci ANZ
Congratulations on your new role as a Change Manager! It's challenging, exciting and a little daunting. Perhaps you're in a dedicated change role, or you're in a hybrid role with other responsibilities. You might be new to change, or a seasoned professional from a related discipline such as Project Management, Communications or HR.
Where do you start?
In this interactive webinar, we will cover:
Change Management - the new kid on the block
Recap on the role of the Change Practitioner and other key change roles
Snapshot of Prosci Best Practices
Common challenges
Top 5 tips from our consulting team
This document discusses professional development for schools implementing Bring Your Own Device programs. It provides details on the professional development infrastructure and expectations at Rangitoto College, including PD coordinators who deliver whole-school and one-on-one training. Six key capabilities of effective PD for BYOD are outlined: having a clear purpose, strong foundations, time for reflection, preparing for the future, showcasing early adopters, and keeping the focus on teaching and learning outcomes. Effective and ineffective PD strategies are also listed.
This document summarizes a training session on supporting staff through facilitation and coaching. The agenda includes a presentation on facilitation and coaching tools, practicing facilitation in meetings, and discussing coaching as part of staff development. Participants discuss qualities of effective staff, including communication skills, passion, positivity, and self-reflection. Facilitating youth participation through shared leadership and embracing a paradigm shift from supervisor to partner is emphasized. Coaching involves supervising, setting expectations, providing feedback, and problem-solving as a thinking partner. The next session will cover youth-centered assessment and continuous learning. Participants are asked to facilitate a staff meeting to identify program areas for improvement and brainstorm solutions.
The Seven Eyed Model of Supervision, first created by Professor Peter Hawkins in the 1980’s, is now the most used supervision model in the world and has been translated in over ten languages.
This webinar explores new developments in using the model in both supervision of individual coaching, team coaching and organisational consultancy.
The webinar was hosted by Nick Smith and presented by Professor Peter Hawkins both authors of Coaching, Mentoring and Organizational Consultancy: Supervision, Skills and Development and founders of the EMCC accredited Coaching Supervision Certificate Programme.
Professional learning communities overview 1Keith Eades
This document provides an overview of professional learning communities (PLCs) including definitions, core values and concepts. It discusses that a PLC is an ongoing process where educators work collaboratively in cycles of inquiry to improve student results. The key ideas of a PLC are ensuring all students learn, a culture of collaboration, and having a focus on results driven by data. Teams must establish clear norms for collaboration and assess their effectiveness regularly. The document outlines cultural shifts needed for a successful PLC, including changing the focus from teaching to learning and using formative assessments to guide intervention.
Professional learning communities overview 1Keith Eades
Professional Learning Communities (PLCs) are ongoing groups of educators who work collaboratively to improve student outcomes. The key ideas of a PLC are ensuring all students learn, cultivating a culture of collaboration through teamwork, and making decisions based on data and results. Effective PLCs operate under shared assumptions that continuous learning among educators is key to improved student achievement. They focus on critical questions about what is taught, how learning is assessed, and how to help students who are struggling or have already mastered the material. Collaboration is emphasized through establishing team norms, pursuing measurable goals, and providing relevant information to staff.
A professional learning community (PLC) focuses on learning rather than teaching. Members work collaboratively and hold themselves accountable for results. The three big ideas of a PLC are shifting the focus to learning, having a collaborative culture where teachers work together on teams, and being results-focused by using data to promote continuous improvement. Implementing a PLC framework has led to improved student achievement in some schools, with more students meeting state standards in math and reading. A PLC is not a program but an infrastructure for teachers to continuously work together and improve.
This document outlines leadership development programs offered by The Productive Leadership Institute. It discusses the need to develop leaders at all levels of an organization to drive performance. The institute offers four programs focused on personal productivity, personal leadership, strategic leadership, and motivational leadership. Each program involves sessions on key competencies and results in a graduation. Research shows organizations with strong leadership at all levels significantly outperform peers in revenue and profit growth.
Professional learning communities overview 1Keith Eades
Professional learning communities (PLCs) are ongoing groups of educators who work collaboratively to improve student outcomes. PLCs operate under the assumption that improved educator learning leads to improved student learning. There are three big ideas of PLCs: 1) ensuring all students learn, 2) cultivating a culture of collaboration through teamwork, and 3) making data-driven decisions focused on results. Effective PLCs schedule regular collaboration time, focus on critical student learning questions, and establish team norms to guide their work towards improving student achievement.
Professional learning communities overview 1Keith Eades
Professional learning communities (PLCs) are ongoing groups of educators who work collaboratively to improve student outcomes. PLCs operate under the assumption that improved educator learning leads to improved student learning. There are three big ideas of PLCs: 1) ensuring all students learn, 2) cultivating a culture of collaboration through teamwork, and 3) making data-driven decisions focused on results. Effective PLCs schedule regular collaboration time, focus on critical student learning questions, and establish team norms to guide their work towards improving student achievement.
Corrie Woolcott is applying for roles in learning and development, training, and organizational development with an emphasis on learning management systems. The document provides Corrie's responses to 6 questions asked as part of a skills analysis for these roles. In the responses, Corrie describes experience managing a training plan for a transformation initiative at Vistage, leading change management for an LMS transition, experience with various learning management systems including creating training content and curriculums, important aspects of creating a training plan including following an instructional design model, innovative ways of delivering training beyond the classroom including converting in-person training to an online format using the NovoEd platform, and how they work effectively in a team environment by observing communication styles
The Theory Part - Learning about learning | SPELT | Wali ZahidWali Zahid
The Theory Part - Learning about learning - A talk by Wali Zahid at 29th SPELT Conference 2013
This Powerpoint will be useful if read with this detailed document:
http://www.slideshare.net/wali11/the-theory-part-learning-about-learning-wali-zahid-24849318
http://www.scribd.com/doc/157515625/The-Theory-Part-Learning-About-Learning-Wali-Zahid
This document provides information for coaches and mentors on the London Leadership Academy register. It discusses what coaching and mentoring are, how they differ, and the benefits they provide. Coaching focuses on short-term goals and development areas through scheduled sessions, while mentoring involves a more experienced mentor sharing knowledge and experience over a longer period. Both aim to give space for reflection. The document outlines the application process for coaches or mentors on the register and emphasizes the importance of confidentiality, ethics, and structured goal setting and evaluation. Coaches and mentors must follow the EMCC or ICF code of ethics and adhere to ground rules to build trust and keep conversations professional.
Introduction to PLCs for SMDGs/ Circuit Managers in Free State, South AfricaStefaan Vande Walle
PLCs are meetings of teachers where they collaborate to improve teaching and learning. Effective PLCs require mutual trust and a shared focus on student learning. They involve lesson study, analyzing student work, sharing research findings and developing teaching resources. PLCs benefit teachers through bridging theory and practice and addressing practical classroom issues. They develop over time from information exchange to knowledge construction as teachers' roles evolve from receiving support to facilitating PLCs.
Building Capability in an Innovative Way V3Alan Roy
This document provides an overview of GSK's approach to building Lean capabilities through role model leaders teaching and coaching. GSK developed a program where over 300 senior leaders taught and coached Lean thinking and practices to employees over a 3-week cycle. This helped embed Lean fundamentals as a way of life. The program resulted in unexpected benefits like improved relationships across the organization and better understanding of how to apply Lean tools. It also led to measurable impacts like reducing incident resolution times and staffing needs for computer support. Going forward, GSK aims to continue having senior leaders coach Lean and make it part of daily work.
Professional learning communities (PLCs) aim to improve learner outcomes through collaboration. PLCs focus on data and evidence to understand learning, and provide opportunities for teacher empowerment. The key steps in establishing a PLC are to form a group, identify a focus area, conduct action research, innovating and changing practices based on findings, testing and getting feedback, refining approaches, and sharing outcomes with stakeholders. Ultimately, effective PLCs can positively impact pupil learning, teacher professional development, and school practices and policies.
Professional learning communities (PLCs) aim to improve learner outcomes through collaboration. PLCs focus on data and evidence to understand learning, and provide opportunities for teacher empowerment. The key steps in establishing a PLC are to form a group, identify a focus area, conduct action research, innovating and changing practices based on findings, testing and getting feedback, refining approaches, and sharing outcomes with stakeholders. Ultimately, effective PLCs can positively impact pupil learning, teacher professional development, and school practices and policies.
Establish the Group
The document discusses international professional learning communities (PLCs). It provides information on the characteristics and phases of PLCs. Some key points:
- PLCs are groups of educators who collaborate to improve student outcomes through focused inquiry.
- They are data-driven, have distributed leadership, and focus on learner needs and pedagogy.
- The phases include establishing the group and focus, conducting action research, innovating and changing practice, trying new strategies, and sharing outcomes.
- Facilitators help link PLCs to school leadership and ensure effective processes. PLCs should be focused and involve around 6-8 educators. Their work informs school self-
The document discusses the importance of professional learning communities (PLCs) in transforming the Welsh education system to improve student outcomes. It argues that PLCs, when implemented well within and across schools, can build teacher capacity to improve instruction and drive system-wide change. The key aims of Wales' School Effectiveness Framework include reducing achievement gaps and ensuring success for all students through strategies like PLCs, distributed leadership, and increasing collective efficacy.
How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
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1. Professional Learning Communities and how they work Cymunedau Dysgu Proffesiynol a sut maent yn gweithio Simon Ford British Council Wales
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5. 2: Identify a focus Adnabod ffocws How do you start? What data can be used? Who takes the lead?
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10. 7: Sharing outcomes Rhannu Deilliannau Who do we report to? What should we share? How can we go further?
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Editor's Notes
Good morning (Bore Da). My name is Simon Ford from British Council Wales and this morning I’m going to talk to you about some of the theory behind the Professional Learning Communities, the reasons for engaging with model and how it works. I’ll be delivering this presentation in English but we will provide a bilingual version to anyone who requests one following the session. I first became involved in PLCs through the British Councils International Professional Learning Community programme, which was developed with the support of Professor Alma Harris from the Welsh Government School Management and Effectiveness team. Alma is a passionate advocate of the PLC model as a way of delivering school improvement and if you’ve met her you’ll probably recognise some of the ideas that I’ll be covering in this presentation. Following this overview of the theory of the PLC model you’ll be hearing about how this all works in practice from Joe Cudd, Head of Maes Y Morfa Community Primary School, and one of the participants of a recent International Professional Learning Communities visit to New York.
Professional Learning Communities and networks of professional practice, are identified as an essential strategy for school improvement in the Welsh Government’s School Effectiveness Framework. But why? What is it about the PLC model that makes it so valuable for both practitioners and learners? One thing that is commonly heard within the education sector is that with so much reform, there is in fact very little change. There are many reasons behind this, including introducing change too quickly, focusing on the wrong areas and perhaps most importantly, the lack of an implementation strategy – the ‘how’ behind new ideas. While these ideas are often impressive, it’s the hard slog of implementation that actually makes things work. Practitioners that I speak with can all give examples of reforms or initiatives that have failed to make a difference at classroom level because they have failed to engage teachers in the reform process. The McKinsey report has recently highlighted the importance of collaborative practice and the benefits of teachers working together, learning from each other and making a difference through collaborative activities. However just getting teachers to collaborate is not always sufficient. It’s what they focus on and the nature of the collaboration that is the most important thing. The PLC model puts the learner at the centre of the school improvement process. The ultimate goal of a PLC can be summed up in three words; improved learner outcomes. This is done by brining a group of professionals together to collaborate and enquire into how this can be achieved. The PLC methodology has been designed to facilitate the delivery of better learning outcomes and wellbeing for all children and young people, regardless of their socio economic background by reducing variation in learning outcomes between classrooms, schools and local authorities.
What is a Professional Learning Community? There are a number of characteristics that are shared by effective PLCs, however in the limited time that I have I’m going to focus on what are widely understood to be the three non-negotiable elements of PLCs. These are as follows. PLCs Focus on learner and learning outcomes. The work of the PLC focuses on the learner need first and at the centre of this is learning, not just for the learners themselves but also for the teachers and others in the school in order to enable them to deliver better outcomes for the learners. PCs use data and evidence. They are data informed rather than data lead. They use data, not as an end to itself but as a means to an end, in an intelligent way to get to the real issues that are getting in the way of young people learning. PLCS provide opportunities for professional empowerment. I think that the general consensus, by practitioners and experts in the sector, is that we’ve got what we need within the system to improve it we just need to find a way of releasing the potential that exists. PLCs are a way to do this. Now instead of trying to convince you why you should be doing this, which I’m going to leave that up to Joe, what I’m going to do is to focus on how you can do it. I’m going to take you step-step-by-step through the seven phases of the National PLC model and hopefully highlight the key questions that you’ll need to answer at each stage of this in order to ensure that the Professional Learning Communities that you create will be work effectively by including these non-negotiable elements.
1: Establish the group Perhaps the first challenge you’re going to face when establishing a Professional Learning Community is going to who to work with. Essentially this is a challenge that we’ve tried to overcome by bringing you together with a group of like minded colleagues, with an interest in PLCs, and something that we’re going to explore in more depth during the workshop sessions that we’ll be running this afternoon. There are some other considerations to make however when first setting up a PLC. Firstly, How long should a PLC last? The life cycle of a PLC is ultimately determined by the depth of the enquiry that the team is expected to undertake but should last no more than a year. The reason for this is that each year the students in the groups you’re focusing on may change and by association the issues relating to those learners will also change. How man people should be involved in a PLC? Of course this can vary depending on the level of experience and expertise you’re work with, but ideally there should be no more than six to eight participants in a PLC as this ensures effective contribution from all participants. Any less than three to four staff means there might not be sufficient depth or challenge within your team. Should the headteacher be involved in a PLC? Our recommendation is that the headteacher has to initially be a participant in a PLC. Firstly, in order to fully understand the PLC model and process, and secondly to be able to support subsequent PLCs within the school. When PLCs become a natural way of working within the school, the head’s role as an active participant may then change as they take responsibility for ensuring the work is reflected and embedded in the annual self evaluations and school development planning cycle.
2: Identify a focus So, if you’ve established the membership of your PLC, the next stage is to decide what the you’re going to focus on. How do you start? By using data to identify a particular issue or problem for a group of learners and therefore a specific learner need. PLCs start an end with data, without this you cannot gauge the impact of your PLC on outcomes for learners. What data can be used? Core data sets from self evaluation, assessment data, performance data, class & year group data and test data are all valuable sources of information when deciding what area you’re going to focus on. The are of focus that you choose should also be linked into your school development plan, the work that the PLC delivers should be part and parcel of school evaluation and not separate from the natural processes within the school. Who takes the lead? As a group you need to decide on the way that you’re going to work within your PLC. One of the most important things to do as part of this will be to identify the group facilitator. This will be a key role within the PLC as your facilitator will be responsible for linking the work the PLC with the school leadership team, developing the action plan for your team, feeding your work into the planning of the school development plan, overseeing effective communication, monitoring and co-ordination processes are followed, ensuring the appropriate links with other schools are formed, monitors the development of new knowledge and the transfer of practice and consults learners on the success of their learning arising from the PLC work.
3. Action Enquiry Once you’ve decided what you’re going to be working on a key stage of the model will be your action enquiry. This is where the scope of your PLC widens as you investigate what existing expertise there may be on the area that you’re focusing on, which your group can use. What research is there? Investigate what has already been done with regards to the area that you’re looking at, research studies can give you a basis of evidence to consider or even put you in touch with other practitioners that might offer you new ideas or methodologies that will meet the needs of your learners. What are other teachers practicing? In my experience, the best resource that you have in terms of professional development is each other. Later today you’ll have the chance to talk to each other about your experiences and areas of expertise but what we’ll also ask you to consider is who you can learn from locally, in your region, nationally and internationally. Where do we get more information? Some of the recommendations that we have from experienced PLC practitioners on where they’ve gathered information from include, peer observation, lesson study, learning walks, visits to other schools, problem solving team building, collaborative use of data, shared INSET programmes, action learning partnerships, specialist peer consultancy, instructional rounds, networking events and workshops such as today’s. Essentially these are probably all familiar to you and examples of what you’re already doing.
4. Innovation and change At the heart of a PLC is the notion of change, change in practice, change in process, and change in outcomes. When trialling new approaches and strategies are being trialled by a PLC you may find that the way in which your group is operating also needs to change, and develop, in order to deliver the required outcomes. What if the PLC goes off at a tangent? This is where the role of the facilitator is crucial to ensure that the PLC team remains focused and enthused. Setting out key principles in the way you want to work, what your are responsibilities and expectations for all the participants at the outset is important and something to reference if you do feel there has been slippage. What if the focus is too broad? If the focus is too broad then the group has to continually refine until it is precise enough for the group to address. So for example, improving literacy is too broad and presents too big a task for a PLC. Be realistic. Where does the time come from? We know that schools allocate time and resources at different times of the year according to need. You need to show the value of the PLC by ensuring it is linked to the objectives of the school development plan. Effective PLCs, by securing commitment and engagement from the school leadership team, have used staff development and CPD time for PLC activities, in service training time for PLC work and even the abandonment of other meetings in favour of PLC sessions.
5. Trailing and feedback This is about putting things into practice. Once you’ve decided on the methodologies and strategies that you’re going to adopt, you need keep people informed of the activity the PLC is engaging in and its progress, How effective is my teaching? What teaching strategies accelerate and improve learning? What is the impact for the learner?
6. Refining As the work of the PLC progresses we should be working to embed the new strategies that are being practiced. In order to do this effectively we need to understand. Who monitors the work and outcomes of the PLC? A PLC is accountable to the whole school and they have a direct responsibility to share and disseminate their findings regularly. The facilitator and the management team of the school also have a joint responsibility for monitoring progress and the outcomes of a PLC. How is the impact of a PLC measured? The impact measures need to relate directly to the particular focus or issue that the PLC is trying to address or improve. The impact initially will be in terms of changes in teaching and classroom practices. Subsequently, these changes in classroom and teaching practices should lead to improved learning outcomes which can be measured by returning to the evidence base that the group began working with. How is enthusiasm maintained after several iterations of a PLCs? Every cohort of students presents a new set of challenges, so while the PLC process may be the same the focus will be completely different and will be a new and exciting learning opportunity for staff.
7. Sharing outcomes Following the completion of your PLC cycle, a key part of the model is the dissemination of the learning. Who do we report to? The PLC team reports findings and recommendations to all staff and governors. What should we share? Share what you would use to measure the impact for learners. That’s where the value of the PLC will be proven. Review the evidence that you have built of the course of the PLC, revisiting the data you began with, PLC reports and updates of progress, external viewpoints inspection and assessment. How can we go further? The strength of the PLC model depends on the further dissemination of learning and successes. Again, one of the things that we’ll be talking about in our second session this afternoon is widening your own professional networks and what external audiences there may be for the work that you’re going to be doing.
So how do we measure what the impact of a PLC has been? The two key areas to focus on when deciding this are change in learner outcomes and change in professional practices. There are several key questions to ask in order to help understand this. We should always start with, what was the impact of the PLC activities on pupil learning and associated outcomes? What does the data tell us? How do the group members personally feel about the impact of the PLC on their own professional development? Have the participants used new knowledge & skills and did all group members apply learning to their school/classroom context ? Was the PLC supported with implementation strategies and resources ? How did you disseminate your findings? What were the lessons learnt? How has the PLC impacted on practices and policies?