Training: way forward to success
‘Develop a passion for learning. If you do, you will never cease to grow’ – Anthony J. D’Angelo
A well-functioning education system has a structured approach to the selection of teachers according to sustainability criteria, qualifications, professional training, experience, delivering competencies, research and innovation. It needs to be combined with continued teacher education and brushing up their knowledge continuously through in-service counselling, career monitoring, flexibility to exit, re-entry and well-designed programmes according to the changing times.
Capacity building programmes need to be inbuilt at the lower level and targets be fixed with appropriate support and supervision.
Professional Teacher Development portfolios could help individual teachers reflect on their professional development needs and document the advances made. This in turn would strengthen their competence as ‘reflective practitioners’.
Collaborative professional support
– Partnership with local, state, national or international level institutions.
– Collaboration of teachers.
– Collaboration between schools, business, houses for hands on approach.
– All organisations develop training programmes because they value their workforce and recognise its benefits.
Need for structured teacher training schedule with targets
It infuses the ability to perform better with stronger understanding and responsibility as there is scope for innovation and change, to enhance competency and build confidence. Institutions also improve due to the ability of the staff to reflect and differentiate between what is appropriate for development.
– To develop high level professional competencies and up gradation of knowledge.
– To evolve new Methods and Strategies.
– Progression of teachers at various levels.
– Hiring teachers of good quality and qualifications who can be accommodated at senior levels later on.
– Chart out a growth path for potential leaders and train accordingly.
– To ensure that every institution has a vision of growth.
– Orientation towards use of innovative strategies.
– To Equip, Empower and Ensure Growth.
– Aim is to innovate, inspire and raise the standard of education.
– The In-service Training Programme can be rolled out in different phases:
– – Need Analysis.
– – Research oriented and vetted by eminent educationists.
– – Content Development .
– – Training, Evaluation and Monitoring .
– – Follow up.
– Enhancing school quality through academic audits of school system and teachinglearning practices.
– Creating own pool of master trainers and have a plan to train teachers across institutions (This could be done either by our own resource people or can be outsourced).
– A central plan or framework for career counseling can be planned by the training team and the same can be executed by each school to map talents and skills of their students appropriately.
– Create content and get it validated by certified educationists.
Options for conducting Training Programmes:
– Identifying various agencies nationally and internationally. – Outsource to an external agency.
– Develop your own resource and empower.
– A healthy mix of both
Vijay Laxmi Singh An M.A., M.Phil, B.Ed, former principal of G.D. Salwan Public School, Rajendra Nagar, Vijay Laxmi Singh is presently working as Director- Principal, Training Vertical, Salwan Education Trust. Vijay Laxmi Singh has been an acclaimed school administrator for over 31 years. This rich and varied experience has given her the right learning vertical to become an educational management expert and school leader along with sharpening her acumen as a curriculum developer. Her transformational role also includes her reputation as a fine Principal-teacher trainer in various spheres of education. She has received many awards viz International School Award from the British Council, Green School Award by CSE, Amity Excellence Award, Indy’s Education Award for Excellence in School & College Education, etc.