Definitions of Professional Development
1.Professional development is about learning to earn and then maintain the different professional credentials which are important for improving the academic degree patterns for a formal coursework and then attending the conferences or informal learning opportunities effectively. There are different approaches and professional development which includes consultation, coaching and the communities of practice to work on reflective supervision effectively.
The professional development in education could be considered as a wider training method with formal education or advancement in the professional learning standards. They are mainly considered to improve the professional knowledge and the competency or skills.
According to Stewart, (2014), professional development is considered to be a norm for collaborative practice which includes preparing teachers for integrating and setting academic skills. The learners need to understand about the workforce with college readiness and promising the practices which are considered to be important for professional development.
Kennedy, (2016)., programs are for highlighting different theories and factors which are about how the students are learning about how teachers learn. The review is on the features of designing and the program duration which is set for a specific intensity. The techniques are defined through coaches or the online lessons where the categories tend to sort the different theory of actions. It includes the strategy for helping teachers to enact idea with ongoing system of practice.
Dixon, Yssel, McConnell and Hardin , (2014), highlights about the professional development and the programs which are about how the teachers are seen to be struggling for providing the students with accessing specific learning activities. The differentiated instructions offers different paths for understanding content, processes and the products. The efficacy is about the beliefs and differentiation processes where the teacher taught about the elementary, middle or high school directions for research. The planning is about studying about different range of diversified learning needs, where the teaches often struggle to provide the students with a focus on the activities and designing. It also highlights about the responsibility to ensure that students with disabilities where the access is given to the core curriculum of the general education with restrictive environment.
2.The professional development is about improving and handling the formal types of pre-service and the in-service development programs. They can be formal or informal with individuals working on the group to pursue about the professional development. The programs are set to define about the human resource departments where the job may be to develop and enhance the process skills with leadership patterns. The processing skills and the effectiveness could be determined through working on setup of planning and then team functioning skills in an effective manner.
The purpose of the professional development is about handling the range of opportunities with different providers working on varied respect to philosophy and the content. The approaches include the case study methods which are relevant to improve the presentation of the students and then handling decisions which could be through working on handling problems effectively.
The consultation and the coaching is also a major part which helps in improving the professional practices and then engaging in the shared inquiry forms. A study for this is about solving different dilemmas and then intervening with instructions through properly working over the professional examining practices (Mazzotti, Rowe, Simonsen, Boaz, & VanAvery, 2018). The mentoring requires to promote and then manage with the refinement policies that are for evaluating the system structured opportunities. The reflective supervision is about how the system planning is done to make sure about the offering of resources and information with proper handling of network. The period of development is about the individual acquiring the factors of competency with operations that are for professional recognition and then analyzing about the rewards.
Purpose of Professional Development
The professional development is important as it helps in improving the retention planning and then building confidence and credibility standards effectively. It includes how the succession planning is done in the easy manner with the inevitability about how the turnover is set with the outside hiring. The reenergizing of the staff helps in setting the monotony for the work and how one is able to work over providing periodic forms and standards with professional development of gaining new skills (Muilenburg & Burge, 2016). The efficiency could be defined with use of new skill sets and then allowing the staff to work on learning from others with opportunities that are based on picking up new and different ideas for better improvement and growth.
3.The professional development is about working on the reasonable jobs and patterns where the learning helps in determining about the self-knowledge skills. The health work-life balance is maintained when one is ready to live and learn about developing the practices and improving opportunities to be good and adequate. There are different possibilities which could be used to work on improving and carrying out the system planning:
- The experts require to understand about what needs to be learnt and about taking complete advantage on the factors which are relevant for attending the sessions at the conferences. The reading setup is done through experts who are not available near you.
- The workshops and the online communities are ale to help in improving the professional development (Liang, Collins, Kruse & Lenhart, 2015). It is seen that the teachers are involved in providing the intimate workshops with the opportunity to discuss mainly about how the different ideas and the debates could be done for a better classroom activities. The communities are seen to be planning about the interactive conferences and sessions that are for encouraging the different set of people in the world.
- The individual reading and then talking properly is important and the effective way of developing a manner for borrowing the ideas to carrying them in the class. The learning includes the teaching through internet materials and the journals which are important for the actual books.
- The reading groups with the programmed action research requires to handle the action research. This is important for studying yourself in huge range of aspects and then working on the issues to read about the rise of material (Golombek & Johnson, 2017). The interpretation is about the programmed actions and ten there are learning which are done from the experiences and the results.
4.The professional development could be measured through handling the expensive and the time intensive factors which are found to be generally ineffective. The learning is done through the imperative standards with establishing cycles for evaluating the meaningful evaluation. Some of the methods are related to measuring the progress and then evaluating the focus which could be done through using PD. Some of the results include:
- The use of formative data: It will include the assessing that requires to understand about whether the employee is able to meet the Personal Development Goals. Here, the focus is on how the companies are able to implement the program with goals that are for setting the staff at the different dates (Patton, Parker & Tannehill, 2015). The learning, connection and the creation is done through improving the projection of management skills with knowing about people and how they join the group.
- The training is done to make sure about the levels of success and then there are professional development patterns which helps in giving an insight to determine through gaining a level of knowledge. The employees do not feel that they are at school if their problems and opportunities are discussed (Hamilton, 2015).
- The knowledge learning and the engagement in speaking to the members in a team could help in improving the measures of success. This is done through working over the development forms with communications that are done to plan on system improvement.
- Through the development and the measurement of effectiveness, the employees are able to set a PDG with improvement of the problem-solving skills. The benefits are mainly to route the discussion about how employees are able to work on the information with gathering the different resources as well.
- The performance metrics are set and determined with achieving a better success by viewing the work quality that is set with ease. The programs and the sales business help in determining about the evaluation of success at the workplace. The measures are done and built for the metrics to gauge the soft skills for the harder and the faster figures.
There are patterns about purpose and evidence to meet the criteria for a given practice. This will lead to saving of time in the oversight of administrative forms. Here, the issuers are working on evaluation of the applications, with properly providing the feedback to grant the access or the denial for the digital badge. The time is spent on the evidence-based evaluation so that the analyses could be done in an effective manner (Bates, Phalen & Moran, 2016).
5.The leadership development programs are for strengthening the leadership competencies which are for improving the organizational performance. Here, the focus is on how the companies are able to work on collaboration and interdisciplinary work that is for optimization of health system performance. The quality improvement and the system-based practices need to manage the physicals with identifying the medical experts and communicator to collaborate with the health advocacies. The integral forms of leadership development programs work on development and strengthening the practices of leadership skills. There is a need to understand about motivating and influencing others to bring the changes and work on improving the management. This involves the pacific results that are defined through the planning and properly organ sing and solving problems.
Company like Amazon, which is an e-commerce company is able to work on customer obsession, passion for invention, commitments that are done to the operational excellence and the long-term thinking. The intensive approach is about training and setting the programs for hiring and handling fulfillment centers to take courses for different demand fields (Christofides et al., 2016). The planning is about how the employees are able to work on training and using ownership over products and services which impact a larger number of customers.
Carrying out Professional Development
The company Seattle Genetics is about working on conjugating and defining technology through targeting the ability of properly delivering the programs with professional development. The company deals with the drugs with hands-on experiences. The program is about receiving the opportunity to meet the one-in-one with executives and take other leadership classes for getting their work published. The team members are also able to bring in a better improvement through constantly striving for attaining the goals and improving the power of work in a collaborative manner.
SAS has been the leader with business analytics where the software and services are requires matching with emerging leadership programs (Lewis et al., 2016). The professional training and development is based on career mentoring and planning about career resource center. The sales and the technical enablement helps in improving the standards and plan about the opportunities for keeping the employees challenges, motivated and engaged as well. The employees have to be well-rounded with the multi-dimensional forms where the people are holding the good communication and collaborators to adapt with the rapid change in environment. The leadership is about sparking innovation, with changes and the transformation in business (Dijkhuizen et al., 2018).
6.There is a need to analyses the model development through:
- Observation or assessment: It requires to match with the development providers where the school and the specialists works on an experienced teacher colleague. The classrooms are involved in working over the assessment in the instructional practices with the proper structured feedback. The model is defined through working on supporting the measure which will follow the workshops that are defined to work and handle the different peer coaching.
- The open classrooms focus on the plans with the teacher behavior. It includes the models with the face-to-face plan for the program development. The observation is done through structured discussions and how the information sharing, or the watching of more skilled colleagues could be helpful in improving the skills (Hope, 2018).
- Lesson study is other factor for the leadership professional development that includes the time and the resources for the skilled facilitation. The lessons are involving the dominant approach for different topics which will help in bringing a variance to work and analyses things.
- The study groups are for the teachers to discuss on the benefits for better discussions and the interactions. Here, the peers work on the critical issues with collaborating through the single larger groups. The study needs to work on the planning with the key components which might make use of the print-based resources, classroom materials and the experiences. The formative assessment helps in examining the students to work on the way the teacher can assess and then design the activities which have to be reviewed and examined (Torres-Guzman, 2015).
7.There are myriad changes and the demands which are relevant to the jobs for the school leader which makes it imperative that the principals generally work in engaging in a continuous cycle of learning. With this, there is a professional growth with positive effects on teacher development, culture of the school and the educational reforms. The different types of activities are important for enhancing the abilities and performance which are considered to be related to job and then rarely result in the changes of the participant behavior. The professional development of principals are about the strategies set for designing and delivering the learning experiences effectively, where the assumptions are made for the model learner, steward of learning and the other community builders.
The professional development is considered to be a learning opportunity for engaging the educators with creative capacity (Saiti & Mylona, 2015). The critical and reflective factors are to modify the capacities with major importance on the leadership capabilities. They are for anticipating and developing the innovative strategies to recognize the leadership necessity and examine the values in which one can easily make use of power. The adult learning principles are defined through properly focusing on learner motivation which needs to be considered and the leaners also need to have a role in directing and working on professional development. The combination of learning opportunities to meet the diversified settings also include the needs of learner, where the process should support the personnel with the preparation, willingness and the availability to assist the learners. The learning is related to the practices and how one can use it for the professional development. The principal innovation need to emerge from the personal attributes and the professional goals. The advancement in career and the increase in salary help in working towards stimulating principals for seeking additional knowledge and abilities.
Measuring PDs for Effectiveness
The negative and the positive consequences of the school leaders could be a major and powerful influence on the desire to properly develop a higher level of competency. There are ways which requires to analyses the values and beliefs with competencies and strengths. The self-inventories and the evaluation results are for examining the data that is related to the past performance. It will help in providing a rich resource to engage the school leaders and then provide the diversified learning opportunities (Lewis et al., 2016). The leader’s learning with on-site approaches are for collective reflection on instructional practices to review the data-based indicators and action research. With this learning in school, the principals should also look for observing the others through the shadowing and then engaging mainly in the peer visitations. This is important for the principal growth where the activities involve the values and practices. The off-site activities like the peer visitation might be practical and the valuable approach to acquire the insights and then expanding the professional standards. It requires to rely on the supportive approaches where the school leaders are serving as consultants to others with fully employing as the administrators with limitation in time and opportunities to orient and re-engage the reasoned principal.
References
Bates, M.S., Phalen, L. and Moran, C., 2016. Online professional development: A primer. Phi Delta Kappan, 97(5), pp.70-73.
Christofides, S., Isidoro, J., Pesznyak, C., Cremers, F., Figueira, R., van Swol, C., Evans, S. and Torresin, A., 2016. The European Federation of Organisations for Medical Physics Policy Statement No. 10.1: recommended guidelines on national schemes for continuing professional development of medical physicists. Physica Medica, 32(1), pp.7-11.
Dijkhuizen, K., Bustraan, J., de Beaufort, A.J., Velthuis, S.I., Driessen, E.W. and van Lith, J.M., 2018. Encouraging residents’ professional development and career planning: the role of a development-oriented performance assessment. BMC medical education, 18(1), p.207.
Dixon, F.A., Yssel, N., McConnell, J.M. and Hardin, T., 2014. Differentiated instruction, professional development, and teacher efficacy. Journal for the Education of the Gifted, 37(2), pp.111-127.
Golombek, P.R. and Johnson, K.E., 2017. Re-conceptualizing Teachers’ Narrative Inquiry as Professional Development. Profile Issues in TeachersProfessional Development, 19(2), pp.15-28.
Hamilton, N.W., 2015. Professional Formation with Emerging Adult Students in the 21-29 Age Group: Engaging Students to Take Ownership of Their Own Professional Development toward Both Excellence and Meaningful Employment. J. Prof. Law., p.125.
Hope, J., 2018. Support faculty at all stages through professional development. Dean and Provost, 20(3), pp.12-12.
Kennedy, M. M., 2016. How does professional development improve teaching? Review of Educational Research, 86(4), 945-980.
Lewis, T.J., Barrett, S., Sugai, G., Horner, R.H., Mitchell, B.S. and Starkey, D., 2016. Training and professional development blueprint for positive behavioral interventions and supports. National Technical Assistance Center on Positive Behavior Interventions and Support.
Liang, X., Collins, L.J., Kruse, S. and Lenhart, L.A., 2015. INFORMATION IS NOT IMPLEMENTATION: FIDELITY TO A STATEWIDE PROFESSIONAL DEVELOPMENT PLAN. Academy of Educational Leadership Journal, 19(3).
Mazzotti, V.L., Rowe, D.A., Simonsen, M., Boaz, B. and VanAvery, C., 2018. Steps for Implementing a State-Level Professional Development Plan for Secondary Transition. Career Development and Transition for Exceptional Individuals, 41(1), pp.56-62.
Muilenburg, L.Y. and Berge, Z.L., 2016. Learning Technologies Badges for Faculty Professional Development: A Case Study. In Digital Badges in Education (pp. 263-274). Routledge.
Patton, K., Parker, M. and Tannehill, D., 2015. Helping teachers help themselves: Professional development that makes a difference. NAssP Bulletin, 99(1), pp.26-42.
Saiti, A. and Mylona, V., 2015. The Professional Development Plan of a Health Care Workforce as a Qualitative Indicator of the Health Care System’s Well-Being. eJEP: eJournal of Education Policy.
Stewart, C., 2014. Transforming professional development to professional learning. Journal of Adult Education, 43(1), pp.28-33.
Torres-Guzman, M.E., 2015. The Professional Development Plan. In Freedom at Work (pp. 69-80). Routledge.
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