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Effective and collaborative supervision of language teachers involves understanding teacher and learner characteristics and needs, approaching supervision from a developmental rather than an evaluative perspective, and engaging in reflective communication. Teacher observation is an important component of supervision, and there are various ways that teacher supervisors can approach this task. There are also many positive reasons for conducting teacher observations using a collaborative approach. Observations can give administrators an understanding of how teachers are carrying out instruction; the ways that curriculum, materials, and special projects are implemented within and across levels; difficulties that students may be having; advantages and challenges of using technology; and promising instructional practices that can be shared with other teachers. This brief addresses three types of observations: formal, walk-through, and alternative. Each type is described, and examples are provided for implementation within a collaborative approach to adult ESL teacher supervision. (Contains 1 note.) [For companion to this brief, "Supporting and Supervising Teachers Working With Adults Learning English," see ED505393.].
This brief provides an overview of the knowledge and skills that administrators need in order to support and supervise teachers of adult English language learners. It begins with a review of resources and literature related to teacher supervision in general and to adult ESL education. It continues with information on the background and characteristics that administrators should look for when hiring teachers of adult English language learners. Once teachers are hired, the task of supporting and supervising them can be carried out through the model of collaborative supervision described in this brief. Finally, administrators are encouraged to provide professional development that supports teachers. [For companion to this brief, "Observing and Providing Feedback to Teachers of Adults Learning English," see ED505392.].
Effective language learning depends on effective instruction. In order to investigate whether or not this is taking place, teachers' classroom pedagogical practices, both in-service and pre-service, are frequently monitored by means of observation and feedback. However, research indicates that although this process has potential value for teacher learning and development, there are also a number of attendant problems and it is therefore important that practitioners share their experience with others in the field in order to expand the existing knowledge base. This volume investigates participant experiences, looking beyond the materials used and examining the way in which language teachers are evaluated and supported throughout their careers. Particular attention is given to the practices and frameworks involved, outlining key approaches and discussing tools for investigation and collaboration. The book highlights the importance of the use of talk to foster reflection and teacher learning, the value of learning from experienced others and the importance of giving voice to all those involved in the process of development and evaluation.
Offering a unique, data-led, evidence-based approach to reflective practice in English language teaching, this book brings together theory, research and practice in an accessible way to demonstrate what reflective practice looks like and how it is undertaken in a range of contexts. Readers learn how to do and to research reflective practice in their own settings. Through the use of data, dialogue and appropriate tools, the authors show how reflective practice can be used as an ongoing teaching tool that supports professional self-development.
Teachers of adults learning English often compete with many demands on learners' attention. Concerns about family, jobs, money, and transportation; fatigue; and negative past experiences with education are some of the factors that might inhibit an adult learner's full engagement in class. In a study of learner engagement in adult literacy programs, Beder, Tomkins, Medina, Riccioni, and Deng (2006) noted that engaged learners in K-12 settings have both the will and the ability to participate in and carry out work in class, and Schalge and Soga (2008) suggest that students' persistence in adult ESL classes may be related to their engagement in the class. Unlike students in K-12 programs, the vast majority of adult learners are voluntary participants in their learning, so the "motivation to engage is a cognitive disposition that learners bring with them when they enroll in adult literacy classes". This brief gives an overview of theory and research on learner engagement in language-learning settings, describes specific instructional strategies and program structures to promote the engagement of adults learning English, and makes recommendations for further research on learner engagement in this population. This brief is written for experienced teachers working with adult English language learners and for program administrators and trainers seeking to help teachers engage learners in instruction.
Programs for adults learning English vary widely in size and scope. Some are large, multilevel programs, such as the Arlington Education and Employment Program (REEP) in Virginia, which has more than 45 staff members, over 100 volunteers, and an array of student services for the 7,500 learners served annually at the program's 7 locations. Others are relatively small, such as Montana's Bozeman Adult Learning Center, which serves fewer than 70 students a year with 1 part-time teacher, 1 administrator, and a number of volunteers. Programs can be found in community colleges, public school systems, community centers, corrections facilities, and workplaces. They can be faith-based, for profit (proprietary), managed by local education agencies, or community supported. Administrators in these programs are also diverse in their experience and training. While some may be managers by profession, others may have no previous experience in program administration. In the latter category are many experienced teachers of English language learners who have moved into program management. Others may have managed, or are managing, literacy, adult basic education (ABE), adult secondary education (ASE), or other types of programs and have added an adult English as a second language (ESL) component to their existing responsibilities. This brief addresses the needs of administrators with these varied backgrounds. It begins by outlining fundamental responsibilities of adult education administrators. It then describes components of typical programs serving adult English language learners and includes resources and tools that can facilitate successful administration of program components. It concludes with suggestions for further research. This brief is written for program administrators to provide information and strategies that will promote their success with managing programs for adults learning English.
Professional development just got more effective. To help teachers make positive changes for their students, transform your feedback! With this guide to quality feedback, you’ll promote professional growth clearly and successfully, with lasting results. Whether you work with novices, struggling teachers, or good teachers with potential for greatness, this book helps you give feedback that’s both heard and understood. Features include Research-based ideas aligned with the Learning Forward Standards for Professional Learning Structures for offering feedback on teacher-created assessments, in observations, and through videos Advice that fits seamlessly into existing initiatives Tools, artifacts, and examples of quality feedback in action
Despite high staff turnover and a predominance of part-time positions in the field of adult education some adult education teachers create careers for themselves that span many years--even decades. According to the U.S. Department of Education (2007), teachers are the most important factor in improving student achievement. Knapp (2003) points out that professional development is a critical link to improved teaching. Experienced teachers differ from novice teachers in important ways. They are likely to need professional development that affirms the knowledge, experience, and intuitive judgment they have cultivated during their careers. At the same time, teaching experience does not necessarily result in expertise. Some experienced teachers are not as receptive to professional development as are new teachers. Administrators and professional developers must recognize and address this potential resistance while remaining mindful of experienced teachers' characteristics and needs. This brief begins with an overview of the definitions and characteristics of experienced and expert teachers and of the ways that these teachers differ from novice, or beginning, teachers. It continues with a discussion of considerations involved in providing high-quality professional development for experienced teachers. Models of professional development that have been suggested for meeting the unique needs of experienced teachers are presented, and areas for future research are identified. This brief is written for experienced teachers working with adult English language learners and for program administrators and trainers seeking to implement high-quality professional development for these teachers.
New strategies for feedback that supports a culture of learning The skill set required for observing why students are learning and how teachers influence that is a difficult one to master—yet it’s essential when it comes to driving change and growth in your school. This companion to Feedback to Feed Forward provides a curated collection of strategies to improve your ability to identify desired outcomes, recognize learning in action, collect relevant and accurate evidence, and develop smart, supportive, and effective feedback about a teacher’s impact on learners. And it’s not just leaders, coaches, and administrators who can use this highly accessible how-to. This time around, Tepper and Flynn also address the needs of teachers who double as observers, whether they’re mentoring new teachers, supporting each other or analyzing the effectiveness of their own teaching. No matter your role, you’ll benefit from their expert guidance, as well as: · Authentic classroom examples · Observer think-alouds · Stories from the field with "Give-It-a-Try" tools and "Stop and Think" questions · Follow-up steps specific to your role When classroom observation and feedback are both learner-centered (focused on students) and learning-focused (focused on teachers as learners), they lead to a culture of learning throughout the school. Take this book as your guide, and explore just how effective your feedback can be. Learner-Focused Feedback has been recognized for focusing on practices that have high effect sizes and will help you translate the groundbreaking Visible Learning research into practice. When educators use strategies that have high effects (greater than 0.40), they can accelerate student achievement. The power of the Visible Learning research lies in helping educators understand which factors have the highest impact on student achievement so that educators can begin making strategic decisions based on evidence that will utilize their time, energy, and resources to the best extent possible. The Visible Learning research is based on Professor John Hattie’s unmatched meta-analysis of more than 1,600 research reviews comprising 95,000 studies, involving more than 300 million students—the world’s largest evidence base on what works best in schools to improve student learning. From that research, Dr. Hattie identified more than 250 factors that have an impact on student achievement. View a full list of
Crafting the Feedback Teachers Need and Deserve illuminates an often overlooked aspect of educational leadership: providing quality written feedback. This resource offers context, purpose, and techniques on how to capture and write beneficial feedback. Proven in school districts, Van Soelen’s strategies will accelerate improvement in classroom practice and result in teachers who crave feedback and use it to supervise themselves. Full of examples and complete with an assessment tool to gauge current practice, this book shares insights into providing effective observation and feedback within any teacher evaluation system.