Summary+of+Progress

So far I have invested my time in ensuring I address a real staff need. Once I knew the problem was a universal one for staff, I knew that to successfully address the concern I would need to rely heavily on the enthusiasm of staff and the leadership team. I am seeking to be strategic with the information I present to both groups and I am trying to build some momentum and impetus (or a ‘buzz’) around my initiative. So far I believe I have achieved my initial aim of gathering momentum for this project. At the moment, it is not seen as something that will add to teacher workload. I see this as one of the main challenges. If the staff react negatively then it will severely impact on the effectiveness of this initiative.

During the brainstorming session with all staff, one young staff member publicly stated that “it sounds like a good idea, but I just think there is no time and it will be extra pressure on the staff”. I asked her to try and identify what things would she feel were being neglected if she was to spend time on professional development. She quite quickly replied that “I have the inquiry team to run and I feel as though I have a lot on my plate already”. Sensing that this may be a crucial stage in the way staff perceived the new direction I put it to her that this is exactly what she should be working on in her professional development plan. I spoke to her about the possibility of “setting up a mentoring relationship with someone so you can talk about managing the increasing workload you are experiencing as a new leader”, she seemed quite positive about the idea. I think this potentially negative comment actually had the opposite effect and it may have highlighted to all staff that the model is supposed to be truly individualised, not something irrelevant and extra.

I have also discovered through my empirical article search and other related research that if we are to fully embrace a new (and improved) professional development model, it may have profound implications for the current structure of the school. To this end, the Economic Stimulus Package of 2009 is an opportunity to create teaching spaces conducive to improving our professional development culture. If we are to truly establish an effective professional development model, staff will need to be given opportunities at many input points in the evolution of the project to enable a collective re-culturing of our school. This is likely to significantly alter the way we currently function.

The next stage of my action research project will be to keep the School Principal and the leadership team informed of progress to ensure that the project continues to develop and align with our school’s vision. I will also continue to work closely with the Assistant Principal on this project. To this end, I will be providing critical input into the development of our School’s new Strategic Plan in the second half of 2009. I will also need to expand my breadth of research to date and expand my knowledge base. I am even considering somehow canvassing the views and experiences of my peers in the Master’s Course to find and evaluate a range of practices that might work. Once I have sufficient understanding of effective professional development in other schools including international experience, I will develop some possible models that my school could implement. I will also read further about the effectiveness of using the following professional learning models: collaborative examination of student work, study groups or workshops, peer observations, lesson study’s and coaching. By making this process consultative I will need to rely on the School Leadership team and the School Staff to assist me with developing a professional development model that ultimately will be customised to ensure that individual teacher development needs are met and are in line with student learning and school priorities.