Systems Of Support For Professional Development

Guskey (1986) and Hashweh (2004) describe professional development as a systematic attempt to bring about change. Guskey (1986) and Griffin and Barnes (1986) specifically describe the change components: (a) change in the classroom practices of teachers, (b) change in teacher’s beliefs and attitudes, and (c) change in the learning outcomes of students. When developing his model, Guskey (1986) questioned the order of these components.

Professional development is the development of new or existing skills, knowledge and aptitudes to improve one’s marketablilty, portability, performance and self worth (McKellar, 1996). This paper outlines my top three professional goals, resources required for achieving these goals, and a resource constrained schedule. The strategic formulation of my goals, required resources and schedule coalesce to form my Professional Development Plan (PDP). The first goal is a short term goal required for financing the second goal which is my medium term goal. The final goal is a long term goal that is loosely coupled with my second goal.

Professional development is an opportunity to reflect, share common goals, support each other as well as learn from others knowledge, expertise and experience. Regular supervision and training of staff can lead to reduced sickness and absence, it can improve the service that they

You should establish what opportunities are available to you and where your strengths and weaknesses lie, in order to access appropriate training and development opportunities. By entering into discussion with your manager and asking for their advice, you will gain knowledge and feedback on your current practice. By goal sharing with your manager you can establish where you both see your future roles and responsibilities. When working in partnership with other organisations, sharing training opportunities, not only develops and bonds the partnership but also allows you to access extra, relevant training, which might not be available through your own organisation. 1.4 Explain factors to consider when selecting opportunities and activities for keeping knowledge and practice up to date It is necessary to ensure that any opportunities and activities are relevant for keeping your knowledge and practice up to date. You will need to consider and assess how relevant sources of support are and also the systems of support available, in relation to your personal, professional and organisational goals. There are subtle differences between personal and professional development. Personal development is about developing personal qualities and skills needed to live and work with others e.g. understanding, empathy, patience, self-respect, self-esteem, self-confidence and communication. Professional development concerns career progression and developing

1.1 - It is important to continue to improve knowledge and practice, so as to keep abreast of any changes within the industry. This includes all minimum standards, legislation and good practice guidelines for health and social care. I need to be fully aware of any changes within the industry so I can pass on the information that I have gained to the staff in the centre, so as to improve the service provided to our clients. I can communicate any new information by way of staff meetings, memos and client committee meetings, when I feel the service users need to know when any changes are to be implemented which may have a direct impact on them. By undertaking additional training, either credited

Reflective practice is inoperative in order to ensure that high standards are kept continuously as circumstances children and environments change In order to reflect one must continuously be aware of approaches used and how they can be changed or developed to improve Continually improving and adapting approaches benefits both children and practitioners ensuring that each individual child needs are catered for Reflective practice involves evolving in a child centred approach The child carer benefits as his/her skills grow and develop ,enabling the highest standards of care and provision It also promotes a better level of understanding and

It is essential, in order to provide a good quality of service and ensure best practise, that managers and their staff receive the relevant & regular mandatory training and updates. This training should be identified at the annual appraisal and then reviewed at supervision where positive/negative feedback can be given as appropriate to show how any training received is incorporated into the job role whereby improving knowledge skills and best practise. In addition to this, all new and unqualified staff must complete induction training to Skills for Care specification within six weeks of appointment. The learning achieved

Planning and Organizing: Claudia continues to meet with her employees that are not meeting the performance goals, on a bi-weekly basis to review and discuss their previous week work performance. She formulates a detailed calendar of all assigned tasks for her unit, including any contingencies for necessary changes.

Share information, experiences and give and receive advices and guidance.it is to create a positive influence on staffs professional work resulting from the relationship.

A committee on Robert Wood Johnson foundation collaborated with the Institute of Medicine (IOM) to develop a project on the future of nursing back in 2008. In 2010 the IOM released a report on the initiative named The Future of Nursing: Leading Change, Advancing Health. Part II of the report describes the needed changes of the nursing profession in order to advance the whole health care system. The IOM “envisions a future where primary care and prevention are central drivers of the health care system, inter-professional collaboration and coordination are the norm, and payment for health care services rewards value, not volume of services, and

The strategies I can use to support my own professional development over time with the goals in preparing myself as a child development professional who supports the healthy development and learning of very young children and their families is to start off by keeping myself healthy, both physically and mentally, because without being healthy in my entirety does not promote to my students or families that I care about their children and much as I would care for my own well-being. Being a role model to families and children I work for is of great importance. Showing the families and children that eating healthy and exercise is an important way to stay healthy and learn that the right foods are good with low moderation for junk foods and sodas.

The Programming Mechanics and Mindset course adopts PeerWise as a part of its development to engaging students who are learning about programming and to help instructors track student progress outside the classroom. However, there are some drawbacks in this professional development initiative, which are addressed in the Instructional Objectives, Instructional Strategies, and Assessment of Instruction. These hinder student achievement. Ultimately, the professional development initiative is completely unsuccessful.

I agree working among my peers supports collaborative interaction. In our professional development meetings we are engaged by creating multiple strategies of supporting each other for planning lessons. Utilizing problem solving tools will show our students how to become problem solvers too. The author Reiser, R. & Dempsey, J. (2012) “stated the importance of emerging more understanding conversations for conceptual learning. Students will be able to regulate their emotions and behaviors then seek out to others when needed. Making real world connections between conversations and real life experiences.” Reiser, R. & Dempsey, J. (2012)

• Ray: “Your telephone message about an error in your tender was a waste of time. You can’t change the rules. The best you can do is to withdraw”

In this article, Characteristics of Effective Professional Development: An Examination of the Developmental Designs Character Education Classroom Management Approach in Middle Grades Schools, Hough (2011) investigated the impact of using professional development to help teachers learn and implement character education classroom management strategies. Using a longitudinal, mixed methods program evaluation, the study discusses the level of training required to see measurable outcomes in teacher practice as well as student academic achievement. As schools are increasingly implementing policies to assess teacher and student dispositions, it will become imperative that schools adopt programs, such as character education programs, to promote positive dispositions as well as increase academic achievement of all students.