The probationary period is typically three to five years, depending on the school system. Once tenured, barring extenuating circumstances, teachers cannot be fired without due process.

While tenure is typically viewed as positive, there have been instances when it doesn’t always yield positive results. Let’s explore some examples from both sides.

Tenure and Teacher Effectiveness

In the ideal world, the tenured teacher has been seen multiple times by effective administrators/coaches/teacher leaders over the course of at least three consecutive years.

The observations would show productive teaching practices, student growth, classroom/behavior management, and the ability to adjust according to feedback.

That teacher would then have the luxury of not worrying about their job and could focus on the true task at hand, educating the youth. I can remember achieving tenure after my third-year teaching English and the relief I felt. I did not have to have a sit-down meeting with my administrators anymore about my contract.

I didn’t have to worry if my performance was “good enough” for them to keep me. I got to stay. I believed I was a good teacher, and tenure made me feel that it was true.

However, research is mixed as to whether teacher tenure is truly effective. While some teachers achieve tenure under the circumstances above, some teachers happen to land in the right set of events and end up tenured anyway. The school may be short of an administrator, and observations are not completed with fidelity.

Or the teacher may work in a building where there is high admin turnover, so they are constantly being observed by different people who don’t observe the same behaviors.

Either way, once obtained, administrators and school systems must demonstrate due process to prove that a tenured teacher needs to be fired. This can be problematic for teachers who are not meeting job expectations or who aren’t conforming to school beliefs.

Some would argue that tenure allows some teachers to get comfortable and lazy, not fulfilling their duties to the best of their ability.

At times teachers with tenure can be reluctant to improve or modify their classroom practices. Others would indicate that tenure would increase teacher effectiveness because the teacher would be putting positive (observed) behaviors into practice.

Behaviors that would provide positive examples to colleagues and students alike. And all practices in schools should work toward increased and improved student outcomes.

Tenure and Student Performance

Ideally a tenured teacher would be one who has a series of best practices to implement as they work with the delicacies of their student population.

This teacher would build positive relationships with the students and staff around them, therefore producing students who perform well on both local benchmarks and national standardized tests.

I worked in the same school for the first eight years of my career. It was a low-performing Title 1 School. Over the years I taught siblings and cousins, and various other relatives.

Parents built relationships with me and trusted me because they remembered experiences they had with me and their other children.

I didn’t have to worry about my job, so I was able to focus on my students and their academic performance.

I poured myself into research, the best practices, and new and alternative methods to bring my students to success. I had some of the highest test scores in school.

This same scenario could prove to be negative if said tenured teacher taught students who consistently performed poorly on standardized test, had a large number of students failing, or had constant behavior management issues, it would be difficult to get rid of that teacher to put a more qualified person in that space.

In that same vein, in low performing schools, tenure may protect high numbers of teachers who aren’t meeting expectations, making it almost impossible to make the changes possible to make improvements.

In ideal instances, tenure has allowed schools to keep strong teachers and created stable learning environments. Low teacher turnover is less disruptive for schools and for students and staff.

Teachers who stay learn the culture of their building, allowing them to foster the strong teacher-student and teacher-teacher relationships that often accompany improved learning outcomes.

Tenure and Teacher Motivation

Tenure enhances teacher motivation by providing a sense of security. Teachers may feel empowered to take academic risks or experiment with innovative methods.

They may also pursue professional development or even advanced degrees upon receiving tenure to continue to grow and flourish.

For some, however, tenure can reduce motivation due to a lack of performance incentives that the teacher thinks are lucrative. The teacher can feel as if they have reached their safety net and do just enough to not get fired.

I once worked with a colleague like this. She was tenured, academically brilliant, but had poor classroom management. She would give up trying to find best practices to manage her classroom in the first month of school.

Because she was tenured, she wasn’t fired, but she was moved around a great deal from school to school in our county. She was jaded and frustrated.

I believe that she wanted to do well but lacked the skills and training to be more than moderately successful. It’s not enough for teachers to possess knowledge; we must have the capacity, means, and skill to share it in order to be effective.

Tenure and Teacher Retention/Job Security

This is the be all to end all, right? Tenure should lead to the retention of strong teachers and enhanced job security.

Tenure should allow administrators to fill their schools with qualified staff and then work at their continuous school improvement model to continue to grow students. But teachers don’t always earn tenure and then stay in the building.

Tenure alone does not retain teachers. Positive work environments, supportive administrators, and active parents retain teachers.

Kids will be kids; good teachers know this and are ready to tackle the ever-evolving issues that come with educating today’s youth. However, tenure doesn’t tie a teacher to building, typically just to a school system.

So, in larger systems, a tenured teacher can move from school to school. What I have seen is that if an administrator wants to get rid of a tenured teacher, they may still provide a good enough recommendation, in the hope that the teacher will find a better fit at another school.

Moreover, tenure doesn’t guarantee a job for life. Teachers can and will still be dismissed for sheer incompetence, misconduct, or budget concerns.

Teacher tenure protects teachers from being fired for personal, political or discriminatory reasons. However, the teacher is still expected to adhere to expectations as laid out by their local school board and their assigned school. Tenure is like sunscreen.

In all seasons it offers beneficial coverage, but mostly, we feel as if we only really need it in the summer. Likewise, once earned, tenure is our sunscreen.

We should use and appreciate it more often. However, we know it’s there and when it’s hot and sunny out, it’s nice to have that protection.

Balancing tenure protections with evaluations and opportunities for professional growth is best for teachers and students. Tenure has its definite pros and cons.

While it can allow some teachers to experience job security and professional growth; it can also offer schools higher teacher retention and low turnover.

If you are fortunate enough to work in a state that still offers tenure, be grateful that you have a modicum of protection for the work that you do.

Teaching is becoming more controversial and in states that don’t offer this basic protection, teachers can and are being fired for their personal choices, political proclivities, religious practices, or race related issues. There is a lot to be said about whether tenure is justified.

However, offering good teachers the opportunity to work and not worry about job security seems almost like a basic human right.

If a couple of not so good teachers end up tenured, hopefully they land in a building that can nurture them and foster improvement before due process must take place and they are terminated.

When I first became a tenured teacher, I remember feeling valued and wanting to work hard to continue being valuable to the students and staff at my school.

I believe that tenure allows good teachers to get better. Good teachers are good for student achievement. Although I have seen the negative effects of tenure, I’ve only seen it a handful of times.

Those teachers just needed a little more support and guidance because they all loved learning and wanted their students to be successful.

I’m grateful that I have felt the protection and benefits that come with tenure. Just like sunscreen, I put it on every day and feel stronger, and safer because of it.

Educators never stop learning; check out our available graduate degree programs  to hone your skills and promote lifelong learning and academic excellence.

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If you decide to take on the role of mentor, it’s important to be ready to inspire and guide them. Those few months in your classroom will be unforgettable for a student teacher. The lessons they learn from you—both significant and minor—will stick with them for years and shape the kind of teacher they’ll become.

If you have ever wondered if having a student teacher is right for you, here’s a closer look. This choice has benefits for both you and your student teacher. You can also make a lasting impact on their teaching journey.

Why Should You Take on a Student Teacher?

Taking on a student teacher is your chance to pay it forward. Think back to when you were a student teacher, chances are someone guided you and now it’s your chance to do the same.

When a student teacher enters a classroom for the first time, they are full of enthusiasm and questions. They’re eager to soak up knowledge, observe, and gain hands-on experience. As their mentor, you can guide their enthusiasm. You can answer their questions and help them connect theory to real teaching.

A chance to shape their journey, just as someone once shaped yours, exists, allowing you to leave a lasting impact on their teaching career.

The Benefits for You

Taking on a student teacher doesn’t just benefit them, but it can also benefit you as well:

1. You’ll get a fresh perspective. Student teachers are learning all the new and innovative strategies so this can be to your benefit.
2. It helps you refine your own teaching skills. Explaining your choices requires you to think critically about what you do and why you do it. This helps you gain a deeper understanding of your teaching practices and identify areas for growth.
3. Having an additional person in the classroom can lighten your workload.

Once your student teacher feels confident, they can handle tasks like planning lessons, grading, and working with small groups. This will give you more time to focus on other important things.

The Benefits for the Student Teacher

By opening your doors to a student teacher, you’re giving them a safe space to learn, experiment, and develop their unique teaching style. Textbooks and lectures can only take them so far.

Your classroom provides the hands-on experience they need to understand what teaching looks like on a day-to-day basis. As a mentor, your role is to offer constructive feedback.

This helps them grow. From lesson planning to classroom management, your expertise is invaluable in guiding them through the learning curve. The teaching journey can be overwhelming, especially at first. Your encouragement and advice can profoundly help build their confidence and resilience.

Tips for Mentoring a Student Teacher

Being a mentor is a significant responsibility, but it’s also an incredible opportunity to leave a lasting impression. Here are some ways you can make a meaningful impact.

Ease Student Teachers into the Teaching Process

One of the best things that you can do is to ease them into the teaching process. Many teachers believe that student teachers should jump right in. However, others think it would help to ease them into the process.

Every few days give them a little more control of the classroom until they are ready to take on the day by themselves. Begin with one subject at a time. Slowly increase the teaching time each day. You will know when they are ready for more.

Give Both Positive and Negative Feedback

Offer your student teacher both positive and negative feedback. The more feedback that you give them, the more they will learn about themselves and what kind of teacher they are and will become.

Additionally, make sure that you word your comments in an appropriate tone. Try using the sandwich technique: start with a positive comment, then, add a comment about what needs improvement. Finish with another positive comment.

Explain Everything

Think of your student teacher as your shadow for the few weeks that they are in your classroom. As you move throughout your day explain what you are doing. The more tips and advice that you can give them, the better. It’s wise to encourage them to keep a notebook and fill it up with all of your tips, this way they can refer to these once they have their own classroom.

Allow Student Teachers to Deal with Students on Their Own

It’s tempting to step in when you see a student misbehaving. But if you do that, how will the student teacher learn to handle it? Instead of swooping in when you see something go awry, coach the student teacher through the situation.

Be an Inspiration for the Student Teacher

An easy way to make your student teachers feel comfortable is to encourage them every step of the way. The student teaching process is not easy, and it’ll take a lot of patience to get through it.

However, with your encouragement, you can make it a lot easier on them. Remember, you are their role model, their mentor, and the person they will rely on for tips and advice. Be as inspirational as you can be.

Mentoring a student teacher can be a wonderful experience for both you as well as the prospective teacher. When you invest your time, you will see that the next generation of teachers will create productive citizens. You will know that you helped make this happen.

Educators never stop learning; check out our available graduate degree programs  to hone your skills and promote lifelong learning and academic excellence.

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Review common questions and prepare thoughtful, reflective answers. Being well-prepared can significantly improve your chances of success as well as make you feel more confident going into the interview. Here are a few key questions you should be able to answer without hesitation, as well as some pointers on how to craft your response.

Why do you want to become a teacher?

You can guarantee that this question will be asked during the interview process. This question lets interviewers understand your passion and reasoning for becoming a teacher. This is the time to talk about any inspirational teachers you’ve had, your favorite subject, or any struggles you had as a child in school that you had to overcome. Being open and honest with the interview panel will allow them to see your personal side. Here is an example.

“I want to become a teacher because I want to make a difference in the lives of our youth. I have a passion for education and to be given the opportunity to shape the lives of young people sounds incredibly rewarding.” 

What is your method of classroom management?

Take some time to think about how you would like to handle classroom management. The interviewer is looking to see that you have put thought into an effective classroom management plan and have specific strategies that you plan to employ once in the position. Depending on your own beliefs as well as the age of your students, everyone’s method may look a little different. Here is an example.

“My classroom management plan starts by building a strong relationship with my students, setting clear rules and expectations, and maintaining a consistent routine. My classroom will be an inclusive, engaging learning environment where all students will feel valued. To address any behavioral issues, I will implement positive reinforcement strategies and use restorative practices to help students reflect on their actions.”

How will you incorporate technology?

Integrating technology into today’s education is essential. The interviewer is looking to see how familiar you are with technology and wants to know what specific pieces you will use in your classroom. Research what the school district already uses and become familiar with each tech tool. If you plan on using something they don’t have, make sure you know how to use it and how the school can get it. Here is an example of how you can answer this type of question.

“I would incorporate a variety of different pieces of technology into my classroom. The first tool would be a Smartboard. I would use the apps Class Dojo and Go Noodle. I’ve used these pieces of technology in the past and know firsthand the wonderful benefits they produce. The second piece of technology I will use in my classroom is an iPad or a Chrome Book. I will use several different apps, such as Google Classroom and Flip, to help enhance my students’ learning throughout the day. Lastly, I would like a class to set of tablets. If this is not feasible for the school district, then I will go to Donorschoose.org to try and get a free set.”

Describe a challenging teaching experience and how you handled it?

This question is testing your problem-solving skills and looking to see how resilient you are. Share a specific example of a challenge you faced while student teaching or working with children and discuss the steps you took to overcome that challenge. Here is an example.

“During my student teaching experience, I dealt with a consistently disruptive student. After several failed strategies in the classroom, I arranged a meeting with the parents. We discussed the changes in behavior and developed a plan together that included strategies both at home and in the classroom. This collaborative approach led to the support the child needed and improved behavior both at home and in school.”

How will you meet the needs of all students?

Today’s teachers are expected to meet the needs of each individual student. This question is looking for how you will specifically appeal to different learning styles. Here is an example of how to answer this question.

“To meet the needs of all students, I will differentiate instruction and regularly assess students and get their feedback. I will tailor my teaching strategies to accommodate the diverse learning styles and abilities of each student to ensure a personalized learning experience. Additionally, I will use assessment and student feedback to gauge student learning and understanding.”

If the interview panel asks a follow-up question on what specific strategies you will use to differentiate learning, make sure you have a few strategies, such as choice boards, flexible grouping, or tiered assignments.

A few other questions you should prep to ace your interview are:

• What is your teaching philosophy?
• What is your approach to communicating with parents?
• Why do you want to work in this school district?
• How do you access student learning?

As long as you’re well-prepared and honest with your answers, you should have a successful interview. Think of a few insightful questions you ask them during your interview, such as:

• What kinds of technology resources are available for teachers?
• How does this school support professional development for teachers?

This will help demonstrate your interest in the position and give you an idea of whether this school district is the right fit for you. Good luck! You got this!

The post Acing Your Interview: Essential Teacher Interview Questions and Answers appeared first on Graduate Programs for Educators.

Summer School Teacher

Securing a summer school teaching job can be a great opportunity for you; however, it’s highly competitive so if you manage to secure one, then consider yourself lucky. To increase your chances of getting a summer school position, it is advisable to begin your search early and ensure that your application reaches every school district you wish to apply to, especially if you are not yet a certified teacher. The best starting point is your local school district, where you can explore their website, check the bulletin board in the main office, or inquire at the teacher’s lounge.

Additionally, online platforms like Indeed, Craigslist, or local job finders can also be valuable resources. Don’t overlook the potential openings at your alma mater, as many colleges offer paid teaching positions for summer workshops or advertise vacancies on their websites, both on and off-campus. Lastly, announce your job search on social media or inform friends and colleagues, as word of mouth can often lead to promising summer teaching opportunities.

Tutor

Tutoring is another highly sought-after summer job thanks to its flexibility and the advantage of your experience working with children. Many opportunities exist for teachers to work as tutors in the summer months. To start your search, first, ask around and inquire within your network. If that falls short, the next step is advertising your services on social media. If you’re looking to work outside of the home you can check out test prep companies such as Huntington Learning Center or Kaplan, as they constantly seek experienced staff to support students during the summer months.

Personally, I have served as a tutor at Huntington Learning Center for several summers, and I can attest that the compensation and working hours were excellent. This allowed me to earn extra income while still enjoying precious quality time with my children throughout the summer. Another option is to become an online tutor. Numerous online tutoring platforms are available, with Varsity Tutors and Wyzant being two of the most popular choices. Working for these companies comes with the added benefits of working in your pj’s and not leaving your home.

Virtual Instructor

The demand for virtual instructors has been rising primarily due to the attractive benefits of a flexible schedule and the added benefit of not having to commute. Websites like Connections Academy have simplified the process of teaching summer school, offering a wide range of online teaching opportunities in public schools for students in grades K-12. One of the most remarkable aspects of this opportunity is that you can conduct classes right from the comfort of your own home, while also benefiting from the chance to enhance your teaching skills and experiment with new teaching strategies.

Another enticing option for online teaching is joining VIPKID, where you can teach English to Chinese children. This part-time teaching opportunity is especially suitable for the summer months because it allows you to teach from any location with a stable WIFI connection. Additionally, you have the added satisfaction of helping children learn English, which equips them with the skills they need to thrive in the world and lead better lives.

Selling Teaching Materials

If you’ve been teaching for a while and have accumulated a vast collection of unique lesson plans and activities. In that case, you can capitalize on them by selling them online to fellow educators. Platforms like Teachers Pay Teachers make it easy for you to share your lessons, classroom decorations, teaching strategies, and more. While it may not match your regular income, selling your materials online can be an easy and convenient way to supplement your earnings during the summer months.

If you are seeking to spend your summer at home while earning extra income, selling your lessons might just be the ideal opportunity for you. If you’re worried about how you will get through the summer having so much extra time or with much less income than you normally have, don’t fret because you have options. Whether it’s taking up a summer teaching position, tutoring, becoming a virtual instructor, exploring blogging or freelance writing, or selling educational materials online, you now have an array of options to choose from.

Freelance Writer

Becoming an educational writer is another great idea for summer jobs for teachers. While you may have to do a little bit of work to find a website to write for, can be an easy and fun way to get paid to share your knowledge and expertise. To get started as a freelance writer you must have exceptional writing skills as well as be prepared to pitch article topic ideas. If you are especially knowledgeable in one particular area, then it’s wise to highlight that. Some websites will pay you around $100 for a 500–700-word article if your submission is chosen. Start reaching out to education websites today and see if they could use another freelance writer!

Blogger

Have you ever felt like you needed to put all of your experience and knowledge out there for everyone to read? Well, now you can and get paid for it! While it may take some time for it to become lucrative and take research to get the ball rolling, it can be a great source of passive income if you put in the work over the summer months. Most of the money to be made as a blogger comes from partnering with companies and becoming an affiliate. So, if you have a lot to say and a lot to share, then starting a blog may be the summer job for you.

Educators never stop learning; check out our available graduate degree programs  to hone your skills and promote lifelong learning and academic excellence.

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It’s essentially your chance to showcase yourself and your skills and show how those skills can benefit the school district you’re applying for. Before you hit the ground running, follow these tips to ensure you have the best teacher cover letter that will help you move to the next step, an interview!

How to Write a Great Cover Letter

Short and Sweet

The first step to writing an excellent cover letter is to make sure it’s short and to the point. According to an ex-Amazon recruiter as told from CNBC, you only have about six seconds to capture the attention of a hiring manager when they are looking over your resume. Now imagine how much time they spend looking over your cover letter. Just like your resume, your cover letter should be formatted so it’s easy to read. Take this time to convince them why you are the best candidate for the job.

Why Are You a Great Match?

Emphasize what makes you the best contender for the job. Read the job description closely and match your expertise to what they are looking for. For example, if you’re applying for a middle school teaching position and the job description reads “communicates regularly with parents” and you’ve recently used a communication app that you love while student teaching or in a previous job position, then now is the time to talk about that.

Individualize Each Resume Cover Letter

Do your research. If you’re applying for a teaching position at three different school districts, then you need to write three different cover letters. You must tailor each cover letter to each school district to which you are applying. You can use specific examples that you know apply to their school district, culture, philosophy, or demographic. Market yourself as a candidate that can address their school district needs or demonstrate how your experience can help contribute to their school culture inside and outside the classroom.

Format Correctly

Since you only have a few seconds to capture the job recruiter’s attention you need to ensure your teacher cover letter is formatted correctly. A typical cover letter is three to four paragraphs and never exceeds a page. Make sure your font style and size are consistent throughout the letter as well as use the same type of paper as your resume. Try to capture the reader’s attention by starting the letter off with something more eye-catching: “It is with great excitement that I submit this letter…” then discuss the position you are applying for. Then close the letter with something like: “Thank you for your consideration, I will eagerly await an opportunity to discuss this role…” followed by a professional closing like, “sincerely” or “best regards” and then your name, email, and phone number.

Proofread and Edit

The last thing you want to do is not a job because you forgot to proofread your cover letter. Even the smallest typo may prevent you from getting an interview. Therefore, you must take the time to edit your cover letter. Simply putting it through spellcheck will not do the trick, because it can miss things like “you’re” versus “your.” You can use a program like Grammarly, but reading it aloud a few times, then handing it off to several people to give it a double check is your best bet to having an error-free cover letter.

To recap, your teacher cover letter for resume should highlight your qualifications. This means showcasing your skills and experience that are relevant to the specific job description you are applying for. If you are applying to several different school districts, tailor each cover letter to each specific job description.

You only have a few seconds to capture the hiring managers’ attention to be sure to format your letter, so it’s easy to read and free of errors. Lastly, try and demonstrate your passion and enthusiasm for teaching by giving your soon-to-be employer a sense of your personality through your writing style.

Teachers never stop learning; check out our available graduate degree programs to hone your skills and promote lifelong learning and academic excellence.

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You may have even heard about schools going to four-day school weeks or back to remote learning. These are just a few of the many effects schools are dealing with because of a lack of staff. News coverage has warned of these teacher shortages, and the reality is, it has been a long-term challenge. Individuals everywhere are often wondering: how bad is the teacher shortage?

The Continuing Teacher Shortages

Why are educators leaving or not entering the field? This is not the first-time schools have had trouble filling positions. After the Great Recession in 2008, many schools had a hard time finding qualified teachers, especially for students with disabilities or in low-income areas.

Today, a few theories as to why America’s schools are so short-staffed includes:

• Low pay
• New policies
• Laws restricting what teachers can say and do
• Pandemic-related sickness or exhaustion

The president of the American Federation of Teachers, Randi Weingarten told the Washington Post that he thinks the political situation in the United States, combined with the after-effects of the COVID-19 pandemic has contributed to the teacher shortage 2022.

How Schools are Bridging Gaps from Teacher Shortages

What are school districts doing to address teacher shortages and high demand jobs in education? Here are a few ways schools are strategically addressing this crisis.

Increasing Incentives for Prospective Teachers

Offering more competitive compensation is what many school districts are now doing in hopes of recruiting prospective teachers and keeping their current ones. According to a research report, public school teachers who voluntarily left teaching during the pandemic cited stress as one of the main reasons why they left. Among the teachers surveyed in the report, about one in five of them sited: “The pay was not sufficient to merit the risks or stress.” These results suggest that increasing salaries is something many teachers desire and need.

Offering bonuses is another key strategy some school districts are employing. California and Texas are now offering new hires a sign-on bonus, while states like Florida and Georgia are using federal relief funds to keep teachers in the classroom.

Some areas are even trying to expand recruitment of new teachers by offering apprenticeships for those stepping into the career.

Relaxing Qualifications

Some states like Arizona are relaxing teachers’ qualifications to help fill the teacher shortage gap. Arizona’s governor signed a bill that prospective teachers can now begin to work in the classroom and get paid before they even finish their bachelor’s degree.

In Alabama, teachers who let their licenses expire are now offered a one-time renewal option without any academic requirements. Many other states have also loosened their job criteria to combat the teacher shortage. Some aren’t requiring a college degree and will supply training on the job because out of desperation to fill teaching jobs.

Moving to Four-Day Week Schedules

Some schools that lack the staff and who can’t afford to offer bonuses are now switching to four days of school per week because they feel they have no other choice. According to The Wall Street Journal, at least 800 U.S. school districts turned to four-day school weeks to keep schools open. The goal was also to attract new hires and retain current staff.

If you’re wondering if this four-day school week is attracting teachers, it is. According to a research study conducted by the RAND Corp., the four-day school model versus the five-day-a-week model does indeed help attract and retain new teachers.

Remote Learning

This past year the pandemic forced many schools to go to remote learning multiple times because of an uptick in sickness. While many schools were already short of teachers and substitute teachers due to the pandemic, temporarily going remote was the only option for many districts. Today, many schools, yet again, must resort back to remote learning because the staff is thin.

Supporting Current Staff

Another strategy school districts are employing to help tackle the teacher shortage is to support their existing staff. The demands of teaching during a pandemic caused many teachers to leave or consider leaving their jobs. Some schools are trying to make the workload more manageable for their staff by investing money or using relief funds to hire more staff.

Other schools are supporting staff by using early release days for teachers to get more work down and using what funds they have to create mentoring programs and additional training for teachers.

These are just a few strategies school districts are doing to address the immediate crisis of teacher shortages felt heavily in specific states, areas, and districts. There’s no time to lose. We must invest in our teachers. This is just a reminder of how important a role that teachers play.

Interested in continuing your education or taking the first step into this career? Check out our educator’s blog and 190+ available masters, doctorates, endorsements, and certifications to advance your career today!

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Summing up what ensures a high percentage of student mastery on academic content is one of the most debated issues in education. So, what makes a test and instructional design effective?

• Increasing student engagement
• Ensuring the presence of learning objectives
• Common formative assessments
• Periodic checks

The list goes on to what has been argued as the magic bullet for guaranteeing academic mastery. While I agree that all of the aforementioned items are essential, they all lie under the umbrella of instructional design. This leads me to believe that presenting those things in an intentional systematic format produces far greater results than them functioning in silo.

Tests should be developed to measure the students’ content acquisition and teachers’ material delivery. Effective student testing should highlight their strengths and weaknesses. They provide information on areas where the student needs additional support and where enrichment will be beneficial. For students, tests should be similar to a doctor’s prescription; following the steps and symptoms should improve what is lacking or not quite right.

For teachers, tests can be multifaceted. They can reveal areas in which remediation and enrichment are needed for their students, and strengths and deficiencies in their presentation of the curriculum. The effective utilization of tests will prompt teachers to ask themselves how they can change the way they previously taught the material to provide opportunities for a greater number of students to grasp the concept.

In stagnation, where teachers fail to make the appropriate adjustments according to testing data, assessments lose their power to be effective.

What is Instructional Design?

Instructional design is the development of curriculum presentation in a manner that leads to understanding and application of the content. It encompasses the “what” and the “how” of teaching and learning. The design process takes the “what”, which is the subject matter, and develops the “how”, which is the roadmap, that leads to a deeper understanding.

I would say that an effective instructional design and learning technology provides the greatest return in student learning. This is especially true when the design of instruction is constructed with the needs of all learning styles and abilities considered. The growth that I have referenced can be measured by student performance on tests apart from the instructional design. I believe that tests are the most crucial component of the instructional design in that they validate the strength of the process.

Using Instructional Design to Create Effective Tests

Research on instructional design models is varied in terms of components. However, certain elements are present in most models that could cause one to reason that those pieces are pertinent to the overall effectiveness. Therefore, I assert that careful consideration should be given to how they can be used when making assessments for students.

Objective Is Key

Knowing where you are going is the first step to getting to your destination. The objective in the design process provides that. It informs the teacher and the students of the lesson’s desired outcome; the objective clarifies what they should be learning and what they should accomplish.

For the teacher, it outlines where the instructional focus should be and what the students should be able to do after successful presentation. Well-written objectives are usually measurable and concise. The measurable portion of the objective should be used as a guide when developing tests.

An effective test must be constructed to mirror what the objective is stating. It directly measures how well the objective has been mastered and taught. When creating a test, the developer should first dissect the objective into small manageable parts and create questions that align to each part of the objective. The questions may vary in style and complexity but should not focus on content not directly related to the objective.

Identify Resources

After determining what students should know, identifying how to teach the material is a natural next step. Having materials and strategies that engagingly present the information is essential to content mastery. There should be an extreme commonality between instructional practice resources and the assessment that is used to assess mastery.

Therein, the resources that are used in teaching the content are essential to the development of tests. The importance lies in the style of questioning from the resources. When developing tests, it is important to be mindful that the goal isn’t to trip the students by surprising them with material and questioning styles that they have no exposure to. The goal should always be to develop tests that are identical to the resources and strategies you have used to teach the lesson.

I encourage pulling questions from your resources and formatting them into test questions. This adds validity to the assessment as it directly correlates to your learning objective, which directly aligns with your teaching resources. When your test questions mirror the information and style that the students have been exposed to, it provides a translucent glimpse into what they have indeed learned during the teaching and learning cycle. Furthermore, it allows the teacher to gauge how best to tackle remediation and enrichment.

Remediation and Enrichment

Remediation and enrichment are often overlooked as essential in the initial presentation of the information. Although remediation and enrichment can occur before final tests, they are vital parts of the instructional design process. I assert that as teachers explore what moves the needle for student learning, remediation and enrichment should be considered essential.

When designing instruction, it is important to plan for those students who will not master the content and those that will exceed your expectations. You must make sure that your test is married to the remediation and enrichment process; “married” in the sense that there is a direct correlation between the information you are remediating, enriching, and the final test. The goal is always to have the students demonstrate mastery of the assessment content.

When developing your tests, explore your plans for remediation and enrichment. Ensure that the goals are aligned and the information covered with the students is used on the assessment. Remediation and enrichment should be the practice shots you take before stepping up to the line with one second left in the game. There must be clear links between the remediation and enrichment process when building an effective test.

Test questions should be reflective of those practice shots. As remediation and enrichment directly result from student performance on formative and summative assessments, tests should be constructed to allow the students exposure to “test-like items.”

We do our students a disservice when we construct assessments filled with “gotcha!” test questions instead of thoroughly taught concepts. There should be minimal to no surprises when students take the game-winning shot!

Are you interested in instructional leadership and instructional technology as an educator? Check out our available instructional leadership and instructional tech graduate programs and advance your career today!

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For divisions to successfully recruit new teachers, school leaders must research and develop a key understanding of the teacher shortage and its root causes. All over, the teacher shortage situation is very prominent.

Avoiding difficult conversations regarding this issue is a mistake, because filling critical positions worsens rather than going away. School leaders must examine the shortage and provide sound reasons for candidates to apply, select the division, and remain with the division long-term.

Two overreaching themes seem to surround the teacher shortage: appreciation and marketing. Society must understand the vital role that teachers fill, and schools must market the career as a profession to enter. All persons need to believe they are valued, supported, and that their efforts are making a difference.

School divisions need to work with community leaders and state leaders to continue growing understanding of the pivotal role educators play in society. It is vital for everyone to understand how the teaching role has expanded and how the profession is the key to the future.

Schools can market teachers as professionals who make a difference in students’ lives. In addition, salaries, benefits, and support systems need to be advertised. The job market is now a teacher’s market in which a candidate can pick a division of choice, and because of this, divisions need to advocate for their schools and share why their program is the best.

In addressing the teacher shortage, leaders need to focus on two priorities: recruitment and retention. Retention is critical because the best way to combat teacher shortages is to be proactive and invest in your greatest resource: your people.

The Importance of Recruiting New People into Teaching

Schools must embrace that the process of how to recruit people has become a competitive task. Gone are the days when openings were listed in the local paper or on the division website. With fewer students entering teacher education programs, a division needs to be a destination for prospective teachers.

Research indicates most job searches now occur online, thus leaders need to embrace online marketing. Divisions should post openings on consolidated websites that ease the job search process for candidates. While candidates outside the immediate area are not as likely to look at individual division websites frequently, these same candidates often review these consolidated sites daily.

Posting to only well-known sources is not enough. Divisions must develop a brand that attracts candidates and gives them a reason to apply. High-quality resources and links should be included that sell the division and the surrounding area as a destination.

Once candidates apply, the teacher hiring process should be thoughtful. Questions and protocols need to be standardized, yet feel welcoming, to allow candidates equal hiring opportunity while also making the prospective teachers feel inspired with the possibility to be a part of something meaningful.

Looking outside the box to include meet and greet receptions for all candidates before the interview process can help leaders gauge soft skills. While academic skills can be taught, schools need to invest in getting the right people to make students feel connected and drawn to school. This is an investment as teachers set the tone for a school; it is crucial that everyone in the process finds the right fit.

Focus on Retention

Recruiting new teachers into the field is just one factor regarding the teacher shortage. Teachers are leaving the classroom for other professions at an alarming rate. Because of this, many leaders instantly set goals related to the salary piece alone. Although salary does assist in hiring teachers, it is only one of several factors that play into retention.

In fact, most studies do not have salary as the primary indicator of retention. Workload, support, and climate are often cited as equal to or more important than having the highest salaries regarding teacher retention. Teachers leave when stress, burnout, lack of appreciation, and resentment overshadow passion, joy, and connection to students.

Alternative Pathways to Licensure

School leaders need to look at innovative ways to fill key positions and hiring teachers. Working with university partners to streamline career change programs should be considered. Support and satisfaction are still essential for retaining these professionals. Divisions can look at strategic ways to provide these individuals a working wage while they pursue initial certification as an investment in the long-term stability of the district.

School Climate and Support

New teachers need to feel welcomed by the school and the division. Faculty retreats and new teacher induction processes can be critical. A family-like atmosphere needs to protect teachers as they venture into the field. Leaders should have high expectations coupled with tremendous support to reach those high expectations.

The climate should also align with the brand and be consistent across the district. Whereas leaders need to make tough decisions regarding personnel when the person in question does not align with the school climate and expectations, questions should arise regarding leadership when turnover is significantly higher in select schools.

Micromanagement and unreasonable expectations can quickly hurt a division’s brand. Further, implementing too many new programs can lead to increased turnover. Leaders need to invest and take care of people even in times of abundant candidates. With leadership, doing the right thing pays off in the long run.

Team building, faculty retreats, and mentorship programs are essential to the retention of all teachers but are most critical to new teachers. Yet, the program must be relevant and support to succeed; otherwise, the program becomes a burden. Quality induction programs help teachers build relationships and become invested in the community.

Financial Considerations

Although studies do not consistently list salary alone as the most significant indicator of teacher retention, salary and benefits are consistently in the top three factors related to teacher retention.

Teachers typically choose the field based on admirable intentions to make a difference and give back to the community, but everyone has to make a living wage. It is hard to see others with equivalent education who work fewer hours and make significantly more money.

Strong salary scales and comprehensive benefit programs are essential. Advanced degree stipends must also be competitive to show the division’s investment in continuing education.  In addition, education needs to look at how other fields are handling shortages, and retention bonuses should be considered.

Interested in becoming a teacher? Check out our available programs and get started on your next journey today!

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An educational consultant is a resource to schools who coaches educators through initial implementation and improvement planning. Consultants bring expertise that allows them to improve educational processes through feedback and advice. These experts specialize in areas of interest to districts, schools, and individual educators.

Educational consultant jobs consist of being paid fees to assist, support, and coach educators when outside advice is beneficial. While consultants mainly traveled to provide services in the past, many services are now provided through distance options working as part of a team or as an individual. The U.S. Bureau of Labor Statistics reports an education consultant salary being $64,450 annually.

Consultants provide professional development opportunities through keynotes or small-group breakout sessions. Further, many of these experts review data and strategic plans and offer advice to school teams. These individuals often support and coach entire districts or schools while providing larger-scale professional development. Educational consultants have substantial knowledge of best practices within the field of expertise. Most importantly, highly successful educational consultants have passion for their specialization and an authentic desire to help.

Educational consultants help educators, schools, and districts with both short-term needs and continuous strategic initiatives. Most consultants have experience as teachers and school leaders. Although this piece is not always required for success, experience and work in the trenches builds credibility. Consultants are not always limited to working with educational agencies, as some advise parents to navigate the educational system.

Types of Educational Consultant Jobs

There are several types of educational consultants, but two commonly found include:

Special Education

Consultants are common in special education, as this field is constantly changing. A special education consultant can advise schools regarding writing effective Individualized Education Plans (IEPs) and Behavioral Intervention Plans (BIPs). Further, special education consultants often provide professional development regarding co-teaching, explicit instruction, and goal setting. Some consultants also advise parents of students with disabilities. In this field, knowledge of state and federal regulations is imperative.

Technology

An educational technology consultant advises schools about possibilities with the use of new products. In addition, these professionals train staff about the effective use of technology and help to monitor progress with new initiatives.

Best Practices in Specific Subjects or Grade Span

Many consultants advise and train educators regarding specific subject areas or grade spans. These individuals often work with curriculum development and implement effective teaching methodologies. These consultants must stay current regarding state and federal policies in addition to research-based best practices.

Behavior, Classroom Climate, and School Culture

Climate and culture offer many possibilities for consulting services as research continues to reaffirm strong connections to student achievement and engagement. In addition, services related to ways to maximize positive behavior are in strong demand.

School Improvement and Strategic Planning

Schools and districts continually focus on ways to improve. Educational consultants frequently assist educators in developing sound goals, research-based initiatives, and aligned measures of data. Further, consultants help schools reflect upon both formative and summative data.

How to Become an Educational Consultant

Prerequisite skills for developing a sound name as a consultant include dynamic communication skills, critical thinking with an eye for potential solutions, relationship skills, and strong strategic and financial-thinking skills. Of all the necessary skills, strong communication skills are likely the most important. A consultant needs to be an authentic and captivating public speaker while also possessing professional and timely written communication skills.

Examine an Area of Interest

With almost limitless potential specializations as an educational consultant, a person wanting to enter the field needs to examine areas of interest. While deciding on a specialization that you are passionate about, set incremental goals. It is okay and somewhat advisable to start part-time. If you continue with your primary full-time job while refining your skills as a consultant part time, it can be less stressful having less engagements, and you will be able to start with smaller fees.

An excellent way to start part time is to have an agency manage bookings, such as speaking agencies. In addition, many colleges have teaching centers that promote professional development services. Another way to build connections is through providing services to regional organizations by developing resources, assisting in conference development, presenting, and simply attending. District task forces, regional assessment committees, curriculum development groups, and state testing review boards offer many opportunities to build connections. Joining and actively participating in these and other professional organizations make connections. As you build your clientele, you might decide to jump in full time and start your practice.

Establishing a Name for Yourself

Once a specialization is selected, an aspiring consultant will need to establish a name as an expert within the field. There is no one way or a consistent set of steps to become a known consultant. While entry into the field can have varied paths, some typical milestones are often similar. Being viewed as an expert does not usually happen overnight but rather takes commitment, strategic planning, and initiative. No specific degree is required to be an educational consultant, but a person who has earned a master’s degree or doctorate within the field of specialization will often be viewed as more credible.

Building a Following

Next, a person needs to build a following. In today’s world, a following is normally built through connections on social media. Gone are the days when a successful educational consultant would make an established practice solely through word of mouth or mailers. Today, successful consultants often have larger followings on Twitter and other platforms. These followings are built through actively engaging in professional development and building connections within the expertise area. Following and conversing with other consultants within the field and attendees seeking professional development will help build a valuable base. Follow educators you met at educational consultant conferences on social media, and in turn, these individuals are likely to follow you back. In addition, search out current educational hashtags and use them to promote yourself.

Being a published author within the field helps establish a reputation as an expert. While writing a successful book would undoubtedly be a milestone for an educational consultant, aspiring consultants can start small with articles and blogs.

Teaching a college class based on your ideas and research is also an excellent foundation piece. As the individual builds this foundation of work samples, they should invest time and resources into developing a user-friendly website that showcases articles and blogs. Your website should showcase your relevant and valuable knowledge related to the specialization; the site needs to be professional and speak to your expertise. Contact information needs to be easily found so that a prospective client can ask questions.

Like most other aspects of education, building strong relationships and strategic connections is essential. Investing the time necessary by responding to prospective clients and those simply interested in the topic and making it a point to respond to social media comments and questions is very beneficial in being successful. Further, follow up with districts, schools, and individuals after the service has been provided. All of these efforts can lead to recurring work and referrals to other schools and districts.

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A school librarian is a key individual in promoting literacy in K-12 education, especially in elementary and middle school. In both high school and higher education, librarians support the student population in literature appreciation, gathering information, and understanding research. They truly create an environment that promotes life-long reading and learning.

School librarians at any level are responsible for instructing students and teachers to acquire information, demonstrating the use of technology for research and writing, and introducing readers of all ages to new books and resources. Daily, librarians teach literacy and library lessons for elementary school classes. They introduce children to new books through regular read-aloud experiences, constantly order new books to increase their school’s inventory, and catalog the books daily and weekly so that a substantial number and variety of titles are always available for check out.

Librarians are the educators responsible for bringing book fairs to the school, promoting family literacy, and having the capacity to add financial funds for the library and school. They organize schedules for every classroom to visit the library weekly and train parent volunteers to help facilitate student checkouts and returns, and run the book fair before, during, and after school hours.

Librarians are often the school contact and administrator for technology-based reading incentive programs, including Accelerated Reader (AR) or Star Reading. In this capacity, the librarian assists students in selecting a title to read, visiting the library to take the online comprehension quiz, and distributing prizes associated with AR guidelines. School librarians often organize book clubs like Battle of the Books to introduce novel studies to support higher-level thinking for upper-grade level avid readers and compete in a comprehension challenge.

Finally, school librarians are often the ones in a school that bring in guest authors for school assemblies, book signings, and writing workshop models for students of all ages. The library is often the hub of oral language communication, reading, research, and information for students and teachers alike.

What Skills Does a Librarian Need to be Successful?

Communication

Librarians need a variety of skills and personality traits to be successful in the field. Communication skills are essential since librarians constantly interact with readers of all ages, teachers, authors, parents, and book fair companies. Interpersonal skills are also valued because librarians should collaborate with teachers in the building and parent volunteers from the school community.

Oftentimes, a library assistant or a part-time librarian is assigned to a school with a large enrollment. Therefore, the head librarian is responsible for creating a schedule and duty list that outlines the expectations for this hired individual.

Organization and Time Management

Librarians have to be highly organized. Organizational skills are essential in planning schedules for parent volunteers, book fairs, author visits and assemblies, and weekly classroom library visits. Librarians are responsible for ordering new books and inventory, cataloging, maintaining book and resource inventory, and running an efficient check-out and return system. Writing grants and adhering to budgets are also desired skills for librarians.

Time management skills are also imperative for completing organizational tasks. Planning a classroom library visit includes a read-aloud experience, lesson, and book check-out time for students.

Tech-savvy

Technological expertise is also desired skills for school librarians, especially as technology continues to advance. This includes utilizing the platform for book check-outs and returns as well as the inventory catalog system and technology-based reading incentive programs such as AR or Star Reading. Maintaining and having access to updated technology, including computers, laptops, and tablets, around the library is also necessary to support the students and staff.

Librarians should consider regularly attending library conferences to meet and connect with new authors, learn about new books and recommended titles, and acquire the latest information in both technology and research to bring back to their schools.

Library Resources

In addition to desired skills and personality traits, school librarians need several resources to be successful in any school. The most essential resource is books, of course. When libraries have shelves filled with a diverse selection of popular titles, new books, and books that match the interest levels and reading levels of the students, librarians can increase reading engagement. Culturally relevant titles that represent the student population are also essential in increasing literacy success.

How to Become a School Librarian

School librarians are in demand today more than ever. Colleges and universities have created a straightforward path for someone to become a school librarian. A bachelor’s degree in library science or a related subject matter is the first step in becoming a school librarian. Many schools and districts now also require librarians to have a master’s in library science. States also have a required standardized test for librarians to take until they pass to earn their license to be a librarian.

Once an individual is a fully licensed librarian, they should apply for any open positions in schools and districts of interest to them. Every librarian should find the best school library to meet their own personal and professional goals to promote a culture of literacy and love of reading among the school community.

Ready to impact students through a love of reading? Explore our available literacy programs and start your next journey today!

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