Module Prompt,
Welcome to the Module on Teacher Performance Appraisals (TPA) and the New Teacher Induction Program (NTIP)! Please take some time to explore these documents and resources.
Teacher Performance Appraisal: Technical Requirements
New Teacher Induction Program: Induction Elements Program
New Teacher Induction Program Resources
NTIP Overview
NTIP Longitudinal Research Findings
NTIP Resources for School Boards
Making the Annual Learning Plan Meaningful
ALP/ TPA Resources
Discussion:
Completing Teacher Performance appraisals is part of the legislated duties of the Principal. However, it also connects to many of the OLF domains in school level leadership. In what ways does the TPA process and the role of the Principal within it support effective, accountable, and transparent school leadership?
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Discussion post,
"When a teacher decides that they are going to make their claim into becoming a qualified principal, they are allowing and inviting someone to come into the classroom and evaluate them, measure them and ultimately make stake in their ascension into the position of a principal.
It is a possibility I suppose, a TPA could cripple a teacher’s reputation and career in a very unfortunate way, and sets a significant tone for that school/school board. Its not a line I would ever be willing to cross as a principal though. With such an opportunity to enter a teacher's sanctum and then basically dismantle in such vulgarity. When I first started teaching professionally I was in China and it was for a BC school (offshore). Our principal had no time and our staffing was 170 something teachers (the golden years of international education in China). It is interesting, in the module section in regards to policy and grievances there was a mention of how “some may criticize the way you uncovered information”, and now I see what it means.
The administration at that time designed a program called "watching others work", this was a way in which the teachers would take opportunities to go in an observe (professionally) each other. These documents would be submitted and the administration would say they are going to check them out for whatever reasons. Usually they were positive opportunities to draw attention to unsung heroes in the school. There were times in which lead teachers and administrators used it as an excuse to STRICTLY observe and create an opportunity for professional discussion rather than punishment. This actually reflections the OLF in the way that the principal at the time,“ provide teachers with the opportunity to observe effective instructional practices among colleagues in their own school as well as in other schools” and this seems to be what the principal and lead teachers successfully built back in 2015/2016.
I sometimes feel in regards to TPA's that the intentions however good, are sometimes too easily misplaced through connotation that yes, at one point there were too many teachers and too many teachers who did things the way they used to be. I think now especially, with all the positive feedback for teachers who at least attempt inclusive education and differentiation, its an opportunity. The OLF states, “actively oversee the instructional program” and that is exactly what I understand an TPA to be."
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Through the discussions with colleagues in this module, this was something that after I shared as a passing thought, I actually appreciated,
"I mean, the ALP is a teacher's opportunity and or nudge to move up or prepare to move up into administration in a positive working environment-I would wager. As a professional, we were pushed to consistently provide professional growth plans with one principal I had here overseas. I think her intention with it was to take stock on which bodies were leaders and which were checking boxes. Starting up as a teacher, I actually (at first), was shy to say I had aspirations of leaderships, as though they might have felt that I was interested in their position within the school or they thought I might not appreciate their leadership (which isn't true at all). As I spent more time teaching and participating in growth sessions, I saw some of my colleagues move up, and when I speaking with them variously through whatever period of time, I found there were three things I didn't do. State my interest clearly in leadership prior to postings; create a clear picture of what kind of leader I am within the school as well as what it is I am bringing to the school as a leader and a resume that represented someone who was wholesomely interested in moving into leadership.
I was fairly upset with the idea that after so long, my admin had a difficult time imagining that I hadn't been working towards that the whole time, but that's just it. Other people didn't expect them to passively imagine their acension, it was documented, discussed and done.
I am aware of this now, thus why I am taking a PQP. Endorse the ALP to your staff to promote leadership opportunities :)"
See link to "TPA Process", at the bottom of the page is a link to the ODT file for the ALP (Annual Learning Plan); Note: this kind of file can be opened with Wordpad in a PC
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