Mastery or "second chance" learning is easily adaptable to the principal's modeling through the classroom observation/supervision process. The five-step process (preobservation conference, performance of observation, postobservation conference, professional growth plan, and observation) helps teachers own the classroom observation process and…

Although many studies examine benefits to the mentees, this study examined the growth and development of the mentors in the context of a particular teacher induction program, the University of Missouri Teaching Fellowship Program. This program is unique in that mentors are released from classroom duties to mentor two fellows, conduct professional…

This paper shares the outcomes of a developmental process designed to create a comprehensive teacher assessment program within a local school district. The paper includes a rationale that helps to explain the need for developing teacher evaluation systems different from most current models, the processes used to create the assessment program, and…

The purpose of the Improving Instruction through Supervision project was to provide a support system for teachers, based on a clinical supervision model. Teachers and administrators were trained in a supervision model which consists of a five step process: (1) pre-observation conference; (2) observation; (3) analysis and strategy; (4)…

Provides a theoretical rationale for honoring differences and distinctions between performance development and appraisal. Presents a Saskatchewan case study/field test of a differentiated approach that successfully used developmental supervisory styles (facilitating, collaborating, negotiating, or directing) to match each teacher's motivation and…

School administrators' failure to take action against teacher incompetence results in decreased student achievement, low teacher morale, diminished confidence in schools, teacher and administrator liability, and increased litigation. To break the cycle of "inarticulitis" (nonstraightforward communication about marginal performance), a new paradigm…

Faculty and staff desire challenges contributing to their continuous growth and development. School systems can better retain talented teachers by establishing performance goals, providing performance coaching, conducting developmental evaluations, building professional growth and development partnerships, creating supportive work environments,…

Using case studies, examines five alternative supervisory approaches based in both theory and practice: mentoring, peer coaching, portfolios for differentiated supervision, peer assessment, and action research. Collaborative relationships, shared decision making, reflective listening and practice, and enabling administrative leadership were…

The Developmental Teacher Evaluation Kit (DeTek) and the Texas Teacher Appraisal System (TTAS) are compared in this report. The DeTek model is based on objective analysis, diagnostic procedures to guide inservice planning and professional growth, an ongoing cycle of evaluation and development, and provision of diagnostic instruments. It is limited…

A research-based administrative training program prepares principals and mentor teachers to evaluate classroom instruction. Since 1986, nearly 300 principals and teachers have participated in the Techniques of Responsive Intervention to Validate Effective Teaching program (TRIVET), which has been offered as a graduate course and year-long…

This article discusses a supervisory process built on three key concepts: trust, empowerment, and reflective problem solving. For these concepts to become operational, supervision must be restructured and reconceptualized. The "supervision" concept is outmoded and should be supplanted by more collegial and reflective terminology. (53…

Discusses the lack of teacher training provided for teaching assistants in history departments. Argues that emphasis on research and publication is misplaced because most new Ph.D.s will be teaching rather than publishing. Urges teacher training to prepare graduate students for their chosen profession and to improve undergraduate education. (DK)

To help beginning teachers succeed, principals should identify individual teachers' strengths and weaknesses during the interviewing/hiring stage, balance neophytes' workloads, limit their extracurricular activities, establish expectations, select veteran mentors, offer informal formative assessment, be specific about classroom observations, and…

Given the current need for collegial interaction among teachers, a teacher collegial group (TCG) was designed and implemented as a participatory structure in an elementary school. An interpretive research design was used to: (1) identify interactions occurring among the six participating teachers during TCG meetings; (2) improve the TCG meeting…

The Florida Beginning Teacher Program was evaluated in 1985-86 to determine its impact on teacher performance and to study problem areas identified in the 1984-85 evaluation. A sample of 43 beginning teachers and their support team members (a peer teacher, a building-level administrator, and one or more professional educators) completed surveys.…