Teachers

Matthew Lynch published in EdTech & Innovation, Education News, Teachers

The Key to STEM Achievement: Answering the Question

‘When Am I Going to Use This?’

In Maureen Foelkl’s classroom at Chapman Hill Elementary School in Salem, Oregon, second and third grade students designed solutions to seasonal flooding and erosion in their community with the help of actual engineers in the field.

The project won Foelkl the Presidential Award of Excellence in Math and Science Teaching. While working on it her students learned about complicated concepts such as how a flood plain works, how structures can keep water out, and what kinds of materials can hold water in.

Foelkl invited civil engineers to talk with her students about these topics either in person or through interactive conversations that took place online. Her students then designed and tested their own prototype structures for mitigating the effects of or for withstanding a flood.

Foelkl, who is now an independent contractor writing science, technology, engineering, and math (STEM) curriculum for multiple organizations, says her students were highly engaged throughout the project. Having outside experts speak with them “brought authenticity to the lesson,” she says. “My students asked questions that I could not begin to answer.”

She adds: “No textbook I know can come close to interacting with students in that fashion.”

Making It Real

Research suggests the No. 1 reason students avoid STEM-related courses or careers is because they don’t see the relevance of what they are learning. In other words, there is a huge gap between what is happening in the classroom and in the real world.

Clearly, it’s time for a new approach—and Foelkl and many others have found that connecting students with actual STEM professionals helps make these subjects come alive in ways that a textbook just can’t replicate.

In Oregon, the state has created nearly a dozen STEM Partnerships, or regional hubs in which leaders from the education, business, and nonprofit communities come together to design community-based solutions to their STEM workforce challenges.

The South Metro-Salem STEM Partnership is one such hub, which serves districts in the Salem and Portland areas—accounting for about 25 percent of the state’s students. A key element of their effort is Oregon Connections, which is connecting students (and teachers) with industry experts. These STEM-related professionals come into the classroom either in-person or virtually to make science and math more meaningful for students.

“To me, the most important thing is making it real,” says Melissa Dubois, director of the South Metro Salem STEM Partnership. “We don’t get the innovations we get by magic. You don’t get an iPhone because it just materialized from nowhere; there are people with skills and expertise who have a really great time trying to dream up and build these kinds of products.”

Through Oregon Connections, teachers can request scientists, engineers, and other STEM-related experts to visit their classrooms in person or through an online conversation to talk about the work they do and why it’s important. The online conversations are powered by Nepris, which matches teachers with STEM experts from anywhere in the country and also hosts the video conferences.

Teacher, Maureen Foelkl, guides her third graders from Chapman Hill Elementary School in Salem, Oregon through a STEM lesson and brings in industry experts to her class virtually using Nepris or for in-class visits using Oregon Connections.
Teacher, Maureen Foelkl, guides her third graders from Chapman Hill Elementary School in Salem, Oregon through a STEM lesson and brings in industry experts to her class virtually using Nepris or for in-class visits using Oregon Connections.

“I have been using Oregon Connections extensively over the past three years,” says Dylan McCann, a sixth grade math and science teacher at Twality Middle School in Tigard, Oregon. “We’ve met virtually with programmers, military defense engineers, naval architects, and pilots. My students have had the opportunity to see actual professionals using concepts we have been learning in the classroom—and that gives them an answer to the age-old question: ‘When am I ever going to use this?’”

Opening Students’ Eyes to New Possibilities

Besides making STEM topics more engaging and relevant for students, bringing industry experts into the classroom also opens students’ eyes to new career choices they might never have considered before. And, having the entire world of professionals at their fingertips through Nepris means there are virtually no limits on whom they can talk to.

Dubois says it’s important for students to know that the things they love to do could lead directly to a career: “If you’re an outdoor kind of kid, there’s a role for you. Do you love exploring the woods after school? There are people who do this for a living, and it’s a really important job, because it helps us manage our resources and be good stewards of the environment.”

That personal connection, now fulfilled by Oregon Connections, seems to be missing in many classrooms, she adds. And even though it might only be 30 minutes with somebody on a giant screen through the Nepris connection or a short in-person visit arranged by the partnership, “it’s far more impactful than the teacher saying, ‘You could be an engineer when you grow up.’” When students are exposed to actual professionals who are doing this work on a daily basis, those are the things they remember. They remember the people, not the words.”

The Oregon Connections program has “opened doors to occupations that hone in on students’ interests,” Foelkl says. “I have my students tell me at the beginning of the year what they might want to do after high school. The most frequent answers used to be a veterinarian, a zookeeper, a teacher, or someone in the military. These are all grand occupations, but somewhat limiting.” After hearing from STEM professionals, she says, “I had students tell me they want to work on plane engines, become a chemical engineer, become an inventor and open their own business, teach others about how to stay safe, lead environmental causes, write their own code—and still care for animals.”

Students in Maureen Foelkl’s third-grade class at Chapman Hill Elementary School in Salem, Oregon designed solutions to flooding and erosion with help from professionals linked to their class through Oregon Connections.
Students in Maureen Foelkl’s third-grade class at Chapman Hill Elementary School in Salem, Oregon designed solutions to flooding and erosion with help from professionals linked to their class through Oregon Connections.

Seeing STEM professionals who look like them also helps address a lack of equity in these fields.

“I purposely try to bring in professionals who can personally connect with my young girls and students of color,” McCann says. “I think it is extremely important to give students in the underrepresented demographics (role models) they can look up to and have conversations with. For instance, last year my students were learning about thermal energy transference, and I had a young African American woman talk to my students about what it’s like to design, build, and test rockets—and what it’s like to get to blow things up for a living. She spoke about her journey as an African American woman (in a STEM-related field), and she showed my students that with perseverance and a great attitude, they can achieve anything they ever want.”

He concludes: “Giving my students the opportunity to connect with real people using what we are learning in class every day is invaluable. Without this real-world exposure, there is no context to what we are doing in the classroom. I have seen my students remember concepts and maintain excitement for careers they never thought possible, years after a visit with a professional. Bringing professionals into my classroom will continue to be a part of my teaching strategy for years to come.”

 

 

 

  • no reactions
0
Share
Matthew Lynch published in EdTech & Innovation, Teachers

10 techniques to ensure that your lessons are as dull as dish water

**The Edvocate is pleased to publish guest posts as way to fuel important conversations surrounding P-20 education in America. The opinions contained within guest posts are those of the authors and do not necessarily reflect the official opinion of The Edvocate or Dr. Matthew Lynch.**

By Kelly Walsh

Seriously, it’s our Job to Inspire Learning?

We’ve all heard of or witnessed so many of these tired old approaches to delivering lessons. If you do happen to witness other educators sucking the will to learn out of students, please don’t just sit idly by. Weep openly, gnash your teeth, moan and shake our head, or maybe even wail loudly and pound your fists against the wall.

Here are some of the many unfortunate ways in which students everywhere are being disenchanted, disaffected, discouraged, disavowed, disarmed, disturbed, disgruntled and disingenuously served by some of our colleagues, who apparently feel that it is simply not their job to inspire learning or motivate students …

  1. Frequently lecture endlessly throughout the entire class session, expecting students to learn by scribbling notes as fast as they can.
  2. Don’t provide any activities that allow students to get up and move (a particularly heinous act for younger students).
  3. Have students read or work on problems alone in their chairs for the entire class session (as one of my elementary teachers used to say, “Read, Damn it, Read!” Good times.).
  4. Create online video lessons that basically just repeat what’s in the text book.
  5. Never give any group lessons or collaborative assignments.
  6. Create “digital lessons” in the form of narrated PowerPoint slides, reading verbatim from the text in the slides.
  7. Avoid all forms of formative assessment.
  8. Let Teacher’s Assistants give the bulk of the lectures, during which they frequently just rewrite content from the text on the board and attempt to explain it (not to mention the occasional indiscernible accent, which may not be ‘PC’ to say, but is nevertheless simply not fair to students).
  9. Rarely encourage interaction and dialogue (those *&^# students really should just sit there and listen!).
  10. Never taking a moment to recognize your students as individuals and reward them with gratitude, appreciation, and recognition of effort.

If you do come across this unfortunate situation, you might consider printing this article out and slipping it under that colleague’s door or in their mail box. Maybe, just maybe, they’ll check out some of these resources to try to change their ways (we can all dream can’t we?):

This post originally appeared on Emerging EdTech, and was republished with permission.

Read all of our posts about EdTech and Innovation by clicking here. 

________________________

Kelly Walsh is Chief Information Officer at The College of Westchester, in White Plains, NY, where he also teaches. In 2009, Walsh founded EmergingEdTech.com. As an education and instructional technology advocate, he frequently delivers presentations on a variety of related topics at schools and conferences across the U.S. Walsh is also an author, and online educator, regularly running Flipped Class Workshops online. His eBook, the Flipped Classroom Workshop-in-a-Book is available here. Kelly also writes, records, and performs original music … stop by kwalshmusic.com and have a listen!

  • no reactions
0
Share
Matthew Lynch published in Education Leadership, Elementary Education, First Year Teachers, Higher Education, Special Education,

Understanding Three Key Classroom Management Theories

By Tricia Hussung

How teachers manage their classrooms is an important part of achieving an effective learning environment. Educators know that all students learn differently, and choosing the right instructional style can mitigate behavioral issues and make good instruction possible. According to the National Comprehensive Center for Teacher Quality, a significant body of research also demonstrates that classroom organization and the ability to effectively manage student behavior “significantly influence the persistence of new teachers in teaching careers.” Within this context, it is clear that instructional theory and classroom management strategies are among the most important aspects of teacher education.

While classroom management theory is constantly evolving, there are three key theorists who stand out when it comes to modern education. Throughout the 20th and 21st centuries, experts like B.F. Skinner, William Glasser and Alfie Kohn revolutionized the ways that teachers deliver education. Understanding their theories can help educators define their own classroom management methods and make decisions about how to best approach interactions with students.

1200x75-classroommngment-subheader1-huss

B.F. Skinner’s contribution to learning theory can’t be overstated. His work is based upon the idea that learning is a function of change in overt behavior. According to Skinner, changes in behavior are a result of individuals’ responses to events, or stimuli, that occur in their environment. When a stimulus-response (S-R) pattern is rewarded, the individual is conditioned to respond similarly in the future. The key to Skinner’s theory is reinforcement, or anything that strengthens the desired response. This could include praise, good grades, a reward or even a feeling of accomplishment. Of course, negative reinforcement occurs when a stimulus results in increased response when it is withdrawn. The central tenet of Skinner’s work is that positively reinforced behavior will reoccur. This is why information is presented in small amounts. Responses can be reinforced, and reinforcement will be applied to similar stimuli.

Skinner’s work in operant conditioning has been integrated into both classroom management and instructional development. When applied to programmed instruction, the following should occur:

  • Practice should occur in a question-answer format that exposes students to information gradually through a series of steps.
  • The learner should respond each time and receive immediate feedback.
  • Good performance should be paired with secondary reinforcers like praise, prizes and good grades.
  • Instructors should try to arrange questions by difficulty so the response is always correct, creating positive enforcement.

There are many obvious ways that Skinner’s work has been directly incorporated into modern school systems. Though rewards were utilized for good behavior long before Skinner, many behavior management systems utilized in today’s classrooms are influenced by his theories. Teachers utilize immediate praise, feedback or rewards when seeking to change problematic student behavior, and some even use “token economies” to reward students in a systematic way.

1200x75-classroommngment-subheader2-huss

William Glasser coined the term “choice theory” in 1998. In general, this theory states that all we do is behave. Glasser suggests that almost all behavior is chosen, and we are driven by genetics to satisfy five basic needs: survival, love and belonging, power, freedom and fun. In choice theory, the most important need is love and belonging because connectedness with others is required as a basis in satisfying all other needs. The classroom should therefore be a needs-satisfying place for students.

Glasser’s work impacts learning theory in a variety of ways. It has been utilized in schools across the globe and has changed the ways that teachers deliver instruction.

First, Glasser identifies teachers as managers who need to work effectively if they want to successfully teach their students. The role of teachers as managers requires them to guide students in understanding that working hard and being obedient is worth it and will have a positive influence on their lives. Teachers can achieve this through developing positive relationships with students and creating active, relevant learning experiences that enable students to demonstrate mastery and success.

When it comes to developing lessons, teachers who practice choice theory work to make sure that student classroom activities are designed to satisfy the students’ needs. This allows learning to increase while diminishing disruption. Students are able to “connect, feel a sense of competence and power, have some freedom, and enjoy themselves in a safe, secure environment,” according to Funderstanding. There are three common characteristics of classrooms and schools that apply choice theory:

  • Coercion is minimized because it never inspires quality. Students aren’t “made” to behave using rewards and punishments. Instead, teachers build positive relationships with their students and manage them.
  • Teachers focus on quality. They expect mastery of concepts and encourage students to redo their work and try again until they have demonstrated competence and high-quality work. The emphasis is on deep learning through application.
  • Self-evaluation is common. Students are provided with helpful information and take ownership of their learning by evaluating their own performance. This promotes responsibility and helps students reach goals while becoming skilled decision-makers who are actively involved in their own education.

1200x75-classroommngment-subheader3-huss

Alfie Kohn’s work critiques many aspects of traditional education, namely the use of competition or external factors as motivation. Kohn maintains that societies based on extrinsic motivation always become inefficient over time. He questions the hierarchical structures at work in mainstream education. Positions of authority are “unnaturally scarce,” and such systems assume that all people have a competitive nature. He argues that positive enforcement only encourages students to seek out more positive enforcement, rather than truly learn. Kohn believes that the ideal classroom emphasizes curiosity and cooperation above all, and that the student’s curiosity should determine what is taught. Because of this, he argues that standards should be kept very minimal and is critical of standardized testing. Kohn also argues that a strict curriculum and homework are counterintuitive to student needs. When it comes to classroom management, Kohn believes that most teachers rely too heavily on extrinsic motivation rather than more intrinsic factors. He suggests teachers keep cooperation in mind because when curiosity is nurtured, rewards and punishments aren’t necessary.

To implement Kohn’s approaches in the classroom, teachers can allow students to explore the topics that interest them most. Students “should be able to think and write and explore without worrying about how good they are,” he suggests. In general, Kohn believes that there is too much emphasis on achievement rather than the learning process. He emphasizes that not all students learn at the same pace, and standards do not take this into account. In general, Kohn believes in classrooms where the student is at the center of everything. Ideally, such a classroom would feature:

  • Multiple activity centers with various classroom structures for group work
  • Displays of student projects
  • Students exchanging ideas
  • A respectful teacher mingling with students
  • Students excited about learning and actively asking questions
  • Multiple activities occurring at the same time

In terms of modern school systems, Kohn’s approaches are more consistent with those used in elementary classrooms. The key element is a “shift from a quiet, well-managed classroom to one that is lively and features an emphasis on student learning,” explains Thomas Hanson on OpenEducation.net.

1200x75-classroommngment-subheader4-huss

When educators are able to focus on classroom organization as a means of behavior management, they achieve better results for students. If you are interested in education topics like this, consider the online Master of Education from Husson University. Graduate-level education is ideal for teachers looking to advance their career and become leaders in the classroom and beyond. In addition, this degree program is ideal for individuals interested in becoming curriculum/instructional specialists, corporate trainers, course designers, education policy developers or adjunct faculty members.

Regardless of your professional focus, Husson’s program helps educators develop successful learning techniques through an inquiry-based approach. You can learn more about this fully online program here.

  • no reactions
0
Share
Matthew Lynch published in International Education, Teachers

Should teachers pay for apps?

**The Edvocate is pleased to publish guest posts as way to fuel important conversations surrounding P-20 education in America. The opinions contained within guest posts are those of the authors and do not necessarily reflect the official opinion of The Edvocate or Dr. Matthew Lynch.**

A guest post by Maria Constantides

I very often talk to teachers about online apps and great new tools and the standard question always is: “Is it free?’”

And of course it’s natural for teachers – who are amongst the world’s worst paid people for the amount and quality of the work they have to do – to look for free apps and tools.

Reasons?

On a UK pay scale, a colleague recently told me that they make 23 pounds an hour. In Athens, if you  have training and experience, you will be lucky if you make 9 or 10 euros – the average is 6 per hour while the official hourly rate is 4,5 euros per hour  for only 8 months a year; in the summer you can live off the sun and the sea and unemployment benefit of 300 euros per month  (for some people, not even that).

So if most of my better paid colleagues look for free apps, why would the low-paid colleague do anything different? Teachers look for freebies because

  • Their school won’t pay
  • They can’t afford to pay themselves
  • If it’s free, why pay?

So we all flock to the free options and use them, create accounts, create materials, until one day, the company goes bust and we lose everything!

Of course, the paying users lose even more!

A typical example was one of my favourite online animation tools Xtranormal  I loved this app and used the free version along with thousands of other teachers, then started paying to buy more scenes and more characters and to have the option to download and save my videos!  Suddenly the company announced they were closing and loads and loads of teachers lost all their work.

This is what you can now read on their website, written by a team of people trying to resurrect the service: xtranormal

No more losing the movie maker

No more losing the characters that some of you had bought

No more losing the movies that you had made

So what are the going rates?

On the flipside of this, you have your average startup company which creates a great product or serivce and they offer a free plan for a limited range of presentations and one or two templates.

Pricing Slidebean

I believe most start ups think in terms of ‘Well, what’ 29 dollars a month? It’s not that much money!’  Or 19 dollars a month!!!

Well, I tell you that at the end of the day, if you pay for a few services like we do as a school, the bill at the end of each month is quite steep!!!!

Compare this to the infinitely more versatile and original Prezi pricing plan and you will note the difference.

Of the two services, this is the one I would be more likely to pay for for this, and of course, other reasons, such as the versatility of the presentation templates, the desktop variation of a presentation which can be downloaded and played on one’s pc or laptop…

Pricing Prezi

Up to a couple of years ago, I used to pay a 29 euros per month subscription to Survey Monkey – when I calculated the cost of each survey I did using their services, it has cost me more than 300 or 400 euros!!!!

Google does it for free!!!!

One more example – my favourite screencast software – the famous Jing

TechSmith Screencast.com online video sharing Plans and PricingCompare it with my OTHER favourite screencasting software, Screen-cast-0-matic

Go Pro Screencast O Matic Free online screen recorder for instant screen capture video sharing.

Compare two great screencast apps – Jing at about 100 dollars a year and Screen-cast-o-matic for 15 or under 10 if you go for the 3 year discount!

Apps

By contrast, most tablet  apps are much lower in price; for example, purchasing Microsoft Powerpoint for my iPad costs nothing, where you would have to pay almost 80 dollars US for the PC version. Keynote is now free but if you purchase an iPhone or iPad and even if you need to buy it is less than 20 dollars US – compare to powerpoint above!

 

Make the price right!

Make the price right, people! You can’t jump from nothing to 30 dollars a month – bring your prices down and you might get a lot more people paying!

You  let me have dropbox for free but if I want to pay, you ask me for 100 euros per month! 

Why would I pay that when Amazon asks for 70 a year for unlimited storage space!!!! Get real!!!! And OneDrive gives me 50 GB for free – Plus free online use of the latest versions of the Office Suite! 

This has happened to me time and again! I am willing to pay to keep my content safe but prices are too high – so I will keep going for the free versions for as long as I can.

 

P.S. Just like governments would make more money if they lowered their taxes – but greedy so and so’s that they are, they keep losing more and more money every year!!!!!

This post originally appeared on marisaconstantinides.edublogs.org, and was republished with permission.

____________________

Marisa Constantinides runs CELT Athens, a Teacher Development centre based in the capital of Greece, and is a Course Supervisor for all courses, including the DELTA Cambridge/RSA Diploma, the Institute of Linguists Diploma in Translation and off-site seminars and workshops on a variety of topics.

  • no reactions
0
Share
Matthew Lynch published in Education Leadership, First Year Teachers, Policy & Reform, Teachers, Year-Round Schooling

Jumpstarting Learning for Children Living in Poverty

Contrary to popular belief, DNA is not a child’s destiny. IQ is not fixed. Cognitive skills can change. This is critically important in K-12 schools because of the poverty gap — the difference between a child’s chronological age and developmental age.

In a healthy environment, a child’s developmental age will match his or her chronological age. In a high-risk environment, research shows that while a child’s chronological age is 5 years old, his or her developmental age is closer to 3 years old. This has a huge impact on school readiness and performance.

Today, 51 percent of all students in U.S. public schools are poor. Our public education system is designed to help students achieve a year of academic growth in a school year. For economically disadvantaged children, that’s a problem.

This problem, of course, is not new. In 1995, Betty Hart and Todd R. Risley published their groundbreaking research study that uncovered the widely cited 30-million word gap between children from low-income homes and their more economically advantaged peers. Not only does that gap still exist today, it’s becoming more prevalent as the poverty rate climbs.

Read the rest on this article on The Huffington Post.

  • no reactions
0
Share
Matthew Lynch published in Policy & Reform, Teachers

Does wearing a school uniform improve student behavior?

Todd A DeMitchell, University of New Hampshire

In a growing number of school districts across the nation, students must wear a uniform.

This is not the stereotypical school uniform associated with Catholic schools – pleated plaid skirt with a blouse for girls; a button-down shirt, a necktie and dark pants for boys. Instead, these are mostly khaki and blue or khaki and red shirt/blouse and skirt/pants uniforms.

According to the US Department of Education, wearing a uniform can decrease the risk of violence and theft, instill discipline and help school officials recognize intruders who come to the school.

As a former teacher, principal and superintendent and now a policy and law scholar, I am skeptical about such claims.

Research on the effects of school uniforms is still nascent. And the findings on the impact of school uniforms on student behavior, discipline, connection to the school, attendance and academic gains is at best mixed.

Lawsuits, protests, individuality

About half of schools around the country have dress codes policies. A dress code identifies what clothes cannot be worn to school. A school uniform policy defines what clothes must be worn to school. Dress codes limit clothing options while school uniforms define clothing options.

Schools claim that when students come in uniforms, it improves discipline and leads to academic gains. The Bossier Parish School Board in Louisiana enacted a uniform policy in 2001 in order to increase test scores and reduce disciplinary problems.

However, such mandatory policies that decide what students can or cannot wear to schools, have led to free speech violations lawsuits. Students allege such policies are unconstitutional, as they restrict their freedom of expression.

There have been nine lawsuits up to 2014. School districts have won almost all the cases, except one, where an appeals court found the uniform policy of a Nevada school unconstitutional. The school required students to wear shirts emblazoned with the school motto, “Tomorrow’s Leaders,” which the court found to be a violation of students’ free speech rights.

In addition, students have protested in their schools as well.

An example of student and parental reaction to school uniforms is found in my home state of New Hampshire when Pinkerton Academy, a private secondary school, considered adopting a “uniform dress code” (a school uniform).

Students in an online protest wrote:

[A school uniform] takes away individuality. Also, [it] will not change study habits of students. [It means] too much money [needs to be spent] for each child. Parents do not have that type of money, especially in this economy. We have the right to freedom of expression and would like to keep it that way.“ [And] “its [sic] my right to wake up in the morning and have my own unique individuality.”

Mixed impact of school uniforms

A more important question is whether there is any evidence to show that mandatory uniform policies can lead to improved student outcomes.

Research shows mixed results: it’s true that some studies show a reduction in the incidence of misbehavior. But then, there are others that show an increase in student suspensions. A few others show no significant change in student misbehavior.

Research shows mixed results of the impact of school uniforms on student behavior.
Student image via www.shutterstock.com

For example, a 2010 study in a large urban school district in the Southwest found that asking students to wear uniforms did not result in any change in the number of suspensions for elementary school students.

In fact, middle and high school students experienced a significant increase in suspensions.

By contrast, a 2003 study that used a large national data set concluded that elementary and middle schools with school uniforms had fewer student behavior problems.

But, again, it found that high schools had a greater frequency of misbehavior.

Interestingly, even when evidence is available, educators’ perceptions could be at odds with it. For example, a study of educators in 38 North Carolina high schools found that 61% of the responding principals and assistant principals believed that there was a reduction in cases of misbehavior on campus when school uniforms were introduced. In reality, the data showed no change in incidents of crime, violence and suspensions.

Similarly, research on the efficacy of school uniforms on increasing student attendance and achievement is conflicted. For example, one study concluded that school uniforms resulted in increased student achievement and increased attendance.

However, another study found little impact on academics at all levels and little evidence of improvement in attendance for girls and drop in attendance for boys.

Implications for policy

So, what does lack of consistent research mean for policy?

In my view, it does not mean that schools should not implement such policies. It does mean, however, that educators must be clear about the goals that they hope to achieve with mandating school uniforms.

There is often a cost associated with mandatory school uniform policies. Lawsuits and community reactions can take up scarce resources of time and money.

Decreased discipline problems, increased attendance and increased academic achievement may not be achieved just by wearing khaki and blue. But there may be other benefits, such as, it could help a school promote its brand through a uniform look. School uniform may also serve as symbol of commitment to academic achievement.

The point is that clarity of purpose and outcome is necessary before students don their uniform in the morning.

I believe school uniforms may be part of a broad array of programs and approaches that a school may adopt to bring change. However, as a standalone measure, it implies that schools are simply trying to find an easy fix for difficult and complex problems.

School uniforms alone cannot bring about a sustained or large-scale change.

The Conversation

Todd A DeMitchell, Professor of Education, and Professor of Justice Studies, University of New Hampshire

This article was originally published on The Conversation. Read the original article.

  • no reactions
0
Share
Matthew Lynch published in Matthew Lynch, Policy & Reform, Teachers

How National Board Certification Helped Me Turn Around a Failing School

Note: The following guest post comes to us courtesy of Dr. Kiela Snider, who has served as an educator in California for over 23 years and has held her current position as principal for Palm Springs Unified School District for the past 12 years. In 2000 she joined the ranks of National Board Certified Teachers (Early Childhood Generalist).  She believes that children learn best when they are in a learning environment that has been shaped by best teaching practices. This was evident in 2007/2008 school year she led 100% her staff in completing either the National Board Certification or Take One! program.  The results of this ongoing commitment resulted in school wide reform at Julius Corsini Elementary that included exiting Program Improvement Year 5, decrease in teacher turn-over, and increased parental involvement.

In the summer of 2005, I was named principal of Julius Corsini Elementary School. It was a tough assignment for a first-time principal. Located in Desert Hot Springs, CA, Corsini was the lowest performing school in the state’s third most dangerous city. Few expected me to last longer than a year – let alone completely turn around the school.

Desert Hot Springs is exactly 100 miles outside of Los Angeles, and the low cost of living has made it attractive to many gang members looking to escape scrutiny from the LAPD. Like the town, Corsini did not have much going for it either. There was so much gang activity that the local news station used images of the school became every time it reported on gang-related crime even if the students and the school had nothing to do with the incident. A housing boom more than doubled the school’s population from 500 to 1,100 students almost overnight, and parents grew weary of an unproductive and unsafe school system they saw as swallowing their children.

Teacher turnover was a staggering 75% each year, and few of the remaining 25% truly wanted to continue working there. Corsini became known as a dumping ground for ineffective teachers, and many teachers in the district considered placement there tantamount to punishment.

During my first two years, test scores continued to drop.

I may have been only 32 years old, but I did not lack preparation. I joined Corsini shortly after completing certification through the National Board for Professional Teaching Standards. With a decade of experience educating students from low-income communities under my belt, I chose to pursue the advanced teaching credential because no one else in my district had completed the rigorous peer-reviewed process. I was looking for a challenge. Board certification forced me to articulate exactly what I was doing in the classroom and, more importantly, why I was doing it.

While Board certification improved my teaching practice, I found that my training helped me coach and support my teachers—the perfect skills as I transitioned to my role as administrator. It also emphasized a continuous analysis of one’s teaching practice so that teachers can identify and replicate what’s working and what’s not.

I used this approach at Corsini, and I included all of my teachers in the process. To be honest, it wasn’t a skills issue. Only the best teachers can do well in this type of environment. Through observation and evaluation, I concluded that low morale among faculty was the primary source of the school’s problems. They were simply tired of feeling like they were struggling—both their students and themselves.

Working with my teachers, we determined the best professional development option to address the faculty’s needs. The main complaint from the faculty was that typical teacher training does not make connections between theory and practice. However, I knew of one program that fully focused on practical application.

In the spring of 2007, every faculty member agreed to pursue their own professional growth program through the National Board. It generated immediate results.

Within one year, Corsini student test scores on California’s Academic Performance Index increased 13% percent by an average of 55 points. The following year, scores rose an additional 30 percent in reading and 16 percent in math. Teacher turnover rate dropped to nearly zero.

Attendance at parent-teacher conferences more than doubled from 45 to 95 percent. In 2010, Corsini was one of only six schools nationwide to receive the prestigious National School Change Award from the National Principals Leadership Institute.

I give all of the credit to the National Board Certification. Teachers didn’t see the process as a chore—but as a tool for building a true learning community. Corsini’s story is not a fluke. Nearby Joshua Tree Elementary School tried the same approach and achieved similar results. The school’s principal is Daniele Snider—my sister.

This was more than enough proof for the school district to transfer me to Desert Springs Middle School in 2011, a feeder school for Corsini, and where I was able to see the fruits of my efforts first-hand from the well-prepared students arriving from my former elementary school. I took a slightly different professional development approach at Desert Springs than I did at Corsini. Veteran teachers have the option and support to pursue National Board certification, but it is not a requirement for all new hires.

Like Corsini, Desert Springs Middle School has seen a dramatic jump in test scores. Last year, we saw a 40 API point gain and math scores doubled in proficiency. The school moved from the bottom 20% of similar schools to the top 60%. We make it very clear that there is a standard of excellence that is not an aspiration–but an expectation–for all teachers.

In the three years since I have left Corsini, I am happy to say the school continues to excel academically under new leadership and the foundation I help to lay nearly seven years ago remains strong.

  • no reactions
0
Share
Matthew Lynch published in Ask An Expert, First Year Teachers, Teachers

Educators: These Two Principles Are Your Universal Code of Ethics

The sphere of ethical responsibilities and moral dilemmas is not just limited to teachers. Professionals from all fields—including doctors, architects, engineers, or psychologists—face ethical issues during their professional duties and find themselves grappling with right and wrong. That’s why most professions have generated a universal code of ethics that every professional belonging to the group is supposed to follow. Doctors abide by the Hippocratic oath, for example. But as mentioned, the teaching profession unfortunately has no universally accepted code of ethics. The InTASC Standards come close. A number of organizations have formulated useful codes of ethics. The National Education Association (NEA) Code of Ethics is an example. A number of state education departments also have their personalized formal codes, for example, the Alaska Professional Teaching Practices Commission.

Here is the NEA Code of Ethics:

PRINCIPLE I
Commitment to the Student

The educator strives to help each student realize his or her potential as a worthy and effective member of society. The educator therefore works to stimulate the spirit of inquiry, the acquisition of knowledge and understanding, and the thoughtful formulation of worthy goals.
In fulfillment of the obligation to the student, the educator—

1. Shall not unreasonably restrain the student from independent action in the pursuit of 
learning.
2. Shall not unreasonably deny the student’s access to varying points of view.
3. Shall not deliberately suppress or distort subject matter relevant to the student’s 
progress.
4. Shall make reasonable effort to protect the student from conditions harmful to learning or to health and safety.
5. Shall not intentionally expose the student to embarrassment or disparagement.
6. Shall not on the basis of race, color, creed, sex, national origin, marital status, political or religious beliefs, family, social or cultural background, or sexual orientation, unfairly:
Exclude any student from participation in any program
Deny benefits to any student
Grant any advantage to any student
7. Shall not use professional relationships with students for private advantage.
8. Shall not disclose information about students obtained in the course of professional 
service unless disclosure serves a compelling professional purpose or is required by law.

PRINCIPLE II
Commitment to the Profession

The education profession is vested by the public with a trust and responsibility requiring the highest ideals of professional service.

In the belief that the quality of the services of the education profession directly influences the nation and its citizens, the educator shall exert every effort to raise professional standards, to promote a climate that encourages the exercise of professional judgment, to achieve conditions that attract persons worthy of the trust to careers in education, and to assist in preventing the practice of the profession by unqualified persons.

In fulfillment of the obligation to the profession, the educator—

1. Shall not in an application for a professional position deliberately make a false statement or fail to disclose a material fact related to competency and qualifications.
2. Shall not misrepresent his/her professional qualifications.
3. Shall not assist any entry into the profession of a person known to be unqualified in 
respect to character, education, or other relevant attribute.
4. Shall not knowingly make a false statement concerning the qualifications of a candidate for a professional position.
5. Shall not assist a non-educator in the unauthorized practice of teaching.
6. Shall not disclose information about colleagues obtained in the course of professional service unless disclosure serves a compelling professional purpose or is required by law.
7. Shall not knowingly make false or malicious statements about a colleague.
8. Shall not accept any gratuity, gift, or favor that might impair or appear to influence professional decisions or action.

Teachers’ concerns for the best interests of students will motivate them to engage in ethical teaching and other educational practices. Teachers must also abide by a number of laws that exist not only to protect students, but also to protect teachers. Make sure you know what professional codes you are expected to uphold. Your action as an individual affects the tone of your community – school and otherwise – as a whole. Make your workspace a place that you’re proud of.

  • no reactions
0
Share
Matthew Lynch published in Matthew Lynch, Policy & Reform, Teachers

4 Tips Cash-Strapped Districts Can Use to Pay Teachers What They Deserve

It’s no secret that teachers in the United States receive little recognition and a salary below their abilities, and that their training after hire consists of professional development that rarely leads to much growth. There is also little incentive for teachers to strive to earn more because pay isn’t based on excellence, but on time on the job. This can lead to quality teachers feeling burned out, with no recourse for better pay for their efforts.

But with a little creativity, this truth can be reversed—even for districts on a tight budget.

Without further ado, here are some things to consider so that teachers can get paid what they’re worth, whether funds are abundant or limited:

1. Rethink the “teachers on an assembly line” mentality. There is a tendency for American teachers to be treated like factory workers. The No Child Left Behind program holds teachers entirely responsible for their students’ performance on state achievement tests, regardless of the many variables that influence students’ performance on these tests. For example, it is extremely difficult, if not impossible, to prepare a sixth grade student reading at a second grade level to perform well on a state achievement test. It is no wonder that standardized testing has caused schools and teachers to panic.

2. Put it into perspective: remember that school principals and other administrators receive comfortable salaries. In addition to concerns about job security, low compensation, and student performance on high stakes test, teachers must also worry about subpar principals who are overcompensated for the successes of teachers. Although administrators deserve to be fairly compensated for their work, their pay does not seem equitable compared to that of teachers. If administrators are to be compensated fairly for the job performed, then teachers, too, should be fairly compensated.

3. Prioritize paying teachers more, and question the assumption that this has to be expensive. When considering these issues, a major mistake made by reform groups is to table efforts at improving teacher salaries because the expenditure does not fit into the school budget. If children are America’s most precious commodity and the focal point of the nation’s educational system, then the lack of funding is no excuse to forgo efforts. Many school reform efforts are cost-effective and can be implemented by resourceful educators. When there is a lack of money, change is contingent upon the faith and commitment level of the faculty and staff. Money should not be wasted on model programs and unsubstantiated trends.

4. Think about the indirectly related factors that will help teachers. Considering factors such as teachers’ professional development, while at first may seem unrelated, can be a key factor for successfully improving teaching salaries as well. When analyzing budgets, it is important to set aside money to hire teachers with the ability to create and teach in-service professional development programs. The ability to train the staff and educators internally will save the school money, and will give the teacher/expert a feeling of usefulness. For instance, a teacher with 30 years of experience and a demonstrated ability to obtain amazing results from her specific teaching strategies might create a professional development seminar to share her expertise. This saves the school an enormous amount of money, and saves the administrator the trouble and cost of hiring a consultant. These savings can then be passed on to the teachers, perhaps in the form of bonuses, etc.

In the end, schools operating with limited funds to support reform efforts will need to be both resourceful and creative in order to affect positive change and strive toward equitable pay for superior teachers. Forward thinking leaders, committed and imaginative teachers, and a supportive community can contribute to change that improves the working environment of our teachers – and their salaries too.

I am sure that you also have some interesting insights on how to pay teachers what they deserve, even on shoestring budgets. So share your thoughts below in the comments.

  • no reactions
0
Share
Maybell9361 published in Ask An Expert, Teachers

Top Five Ways to Engage Students in Your Classroom

Note: Today’s guest post comes to us courtesy of Dr. Tina Rooks, who serves as Vice President and Chief Instructional Officer at Turning Technologies. With over 16 years of experience in education, she was instrumental in developing the educational consulting team and building the Turning Technologies school improvement initiative specifically for the K-12 market.

No matter what subject they teach or what age group their students fall into, all teachers face the same basic challenge: They have to find a way to actively engage students in the learning process. Today’s learners tend to respond best to interactive teaching methods, so many instructors have integrated technology into their lesson plans. Here are five ways to engage students in your classroom.

  1. Use responsive technology. Many instructors use PowerPoint slides to present material to students, but to really get students involved and engaged, you need to find a way to turn a lecture into a two-way conversation. Responsive technology can help, allowing you to embed questions into your presentation and enable students to answer using a keypad or smartphone. A good responsive technology solution can enable you to instantly aggregate and display response data in chart form. It’s a great icebreaker, and it can provide incredibly valuable insight by letting you accurately gauge knowledge levels in real time.
  2. Make your lesson focused by defining objectives. Almost any project benefits from clearly defined goals, and education is no exception. When creating your lesson plan, outline the objectives you and your students would like to accomplish. Your goals will vary according to your subject matter, but most sessions will have common themes, such as improving students’ knowledge on a topic and their ability to retain key points. Student participation can also be a goal. If you’re using responsive technology, you can adjust lectures on the fly based on how the class responds, spending more time on harder-to-grasp topics and moving on once student responses indicate that they understand.
  3. Add context to interactive slides. To get the most out of a responsive technology strategy, it’s helpful to think through your objectives for your interactive slides. The exact wording will depend on your subject matter, of course, but there are three general approaches that can work well for all types of topics. First, you can gauge student’s existing topic knowledge with a pre-assessment slide. Then, you can see how they’ve progressed at the midpoint with a slide that has questions designed to explore how they are applying what they’ve learned. A post-assessment slide can help you understand how students are using the new concepts they’ve learned to solve problems.
  4. Keep slides uncluttered and simple. It can be tempting to cram as much information as you can fit onto a slide, but excessive text can be more confusing than instructive. Keep in mind that most learning happens during a discussion of the topic, not from reading the words on a slide, so keep the text to a minimum – just enough so that students can understand the question or subject – and rely on the discussion to flesh out key points. And although it can also be fun to embed graphics and videos into slides, remember that this can distract students from the core of the lesson as well, so only add images and graphic elements that really help to convey your point.
  5. Keep your presentation interactive throughout. It’s fairly common for presenters to start off a session with a warm-up question or icebreaker and end with a Q&A portion. That can be a great way to establish rapport and wrap up loose ends. But it’s also important to keep the audience engaged at every point during the presentation. Using responsive technology to embed questions for the class on multiple slides gives students a stake in the discussion from beginning to end. When crafting questions, remember that the queries don’t have to be specifically designed to measure students’ knowledge – sometimes open-ended questions or queries about the audiences’ opinions rather than fact-based questions can spark highly engaging discussions.

For teachers who are seeking new ways to connect with students, creating an interactive presentation can be the key to achieving a truly engaged classroom. A responsive technology solution makes it easy to embed questions and gather and analyze audience responses. A focused presentation with clear goals captures learners’ attention, and gauging learner progress with contextual slides that are simple and clutter-free gives the instructor valuable clues about the effectiveness of the session. But most of all, inviting students to participate in a lesson as a two-way conversation enhances the learning process. If you follow these five tips, you’ll be well on your way to full classroom engagement.

 

 

  • no reactions
0
Share