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TEACHER INDUCTION TEACHER INDUCTION

TEACHER INDUCTION - PowerPoint Presentation

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TEACHER INDUCTION - PPT Presentation

THE CONTEXT No readily available generic or replicable teacher induction programmes Lack of effective inductions lead to low teacher retention and high staff turnover After learner characteristics it is teacher characteristics that have the greatest influence on learning outcomes Hattie 2009 ID: 595826

staff teacher develop work teacher staff work develop teachers school job management teaching induction enrichment career find meaningfulness profession role culture fit

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Presentation Transcript

Slide1

TEACHER INDUCTIONSlide2

THE CONTEXT

No readily available generic or replicable teacher induction programmes

Lack of effective inductions lead to low teacher retention and high staff turnover

After learner characteristics, it is teacher characteristics that have the greatest influence on learning outcomes (Hattie, 2009)Slide3

INDUCTIONS PROGRAMMES ARE SCHOOL SPECIFIC

New teachers introduced to systems and procedures – staff handbook

Mentor or buddy appointed to new teacher

Head of Department mentors new teacher

Forms part of Deputy, Chaplain or management member’s job profileSlide4

PURPOSE OF INDUCTION

Integrate new staff – ethos, school culture, profession

Develop skills and attributes for a successful career

Develop well-functioning teachersSlide5

PSYCHOLOGICAL MEANINGFULNESS AT WORK

Work – role fit

Job enrichment

Supportive co-worker relationships

Facilitative supervisor relationship

(

Manik

& Rothman, 2015)Slide6

Work-role fit

Identify own educational philosophy

Establish teaching style – own voice

Personal aspirations (personal, professional and financial goals)

Recognise how frame of reference informs behaviour and expectationsSlide7

Job enrichment

Develop innovative teaching styles

Develop effective classroom management style

Develop content knowledge and ways to create new content

Map a career pathSlide8

Supportive co-worker relationships

Model desired behaviour

Cope with low sense of general well-being

Negotiate scarcity of resources

Manage politics in the staffroomSlide9

Facilitative supervisor relationship

Make expectations very clear

Make sense of complex, stressful environment

Counter the hidden curriculum

Find activities congruent with values and strengths

Reach

for intrinsic motivationSlide10

SUGGESTIONS

Integrated staff development programme/IQMS

Implemented by management staff

Current; in line with the “real” systems and procedures

Help new teachers find meaningfulness in their work

Embody school ethos, culture and teaching professionSlide11

REFERENCES

Hattie,

J. C

. (2009). Visible learning: A synthesis of 800+ meta-analyses on achievement. Abingdon: Routledge.

Janik

, M., &

Rothmann

, S. (2015). Meaningful work and secondary school teachers' intention to leave.

South African Journal of Education, 35(2), 01-13.