Over a 5-week period 43 typical trainers in a nationwide corporation were observed to determine uses and abuses of training techniques. The adult educators who were observed were technically expert, but otherwise untrained. Factors that enhance or detract from training effectiveness were identified, specifically as regards organizing and…

Films, filmstrips, and videotape cassettes portraying a variety of multicultural experiences are listed in this catalog. All are educationally appropriate for use in the classroom and/or for staff development. Each entry in the alphabetical listing contains the length of the item, the date it was made, the target audience, and a brief description…

The primary goal of this practicum study was to provide opportunities for Head Start teachers to become knowledgeable of community resources that would encourage their aesthetic awareness and enhance their creative growth. A total of 16 teachers and teacher aides visited a local Dali Museum, a fine arts museum, a planetarium, a historical museum,…

The guidelines are intended to help districts design, implement, and evaluate educational programs for gifted and talented students in Minnesota. Educational components of a gifted education program plan are listed, followed by analysis of the following topics: development of a gifted education program plan (a two-stage process involving initial…

The state mandated Tennessee Career Ladder program has five levels: (1) the probationary certificate for the first-year teacher; (2) the apprentice certificate, issued upon satisfactory completion of the probationary year; (3) the Career Level I certificate, issued upon satisfactory performance at the apprentice level; (4) the Career Level II…

This manual incorporates the Clinical Teacher Education Guidelines which grew out of a program of research studies conducted by the Research in Teacher Education (RITE) program from 1980 through 1985. Three major studies covering preservice, induction, and inservice contributed to a better understanding of the nature and effects of clinical…

This workbook presents a process by which teachers and administrators can take responsibility for their own professional development and plan for a particular project in a systematic and thoughtful way. Users will first identify an "area of focus" (job-related project, responsibility, professional interest, or district goal) and then formulate a…

Since 1979 collaborative activities in continuing education for human services workers in Montana have shown that combining training efforts among agencies and higher education units provides better instruction at a considerable savings in cost and particularly suits rural agencies with small training budgets and small, widely dispersed staffs.…

The Marcus School staff feels that the best approach to discipline is a preventive one--the provision of a variety of educational and environmental alternatives that will interest, challenge, and motivate the pupil. (Author)

The director of a school for the gifted explains strategies used to promote positive attitudes toward gifted education among parents, school staff, the public (in regard to funding), and students. (Author/DB)

Describes the Birmingham (Michigan) Public Schools' morale-boosting program. First the superintendent established a district communications team (composed of administrators, teachers, and noncertified staff members) to plan morale-building events. The district also hired a consultant to work with staff and students to improve specific aspects of…

Describes a staff development framework having four main components: a definition, a mapping sentence, a description of participant roles, and an evaluation perspective. Conditions are discussed for judging the worth of staff development activities, and examples of such activities are analyzed to show how the evaluation perspective is used in…

Presents several arguments in favor of the involvement of school librarians in the planning and implementation of school-based staff development. Five steps in program planning are also discussed: needs assessment, analysis of responses to formulate objectives, identification of resources, implementation, and evaluation. (7 references) (MES)

Discusses improving attendance of staff and administrators by providing various financial and recognition-oriented incentives including savings bonds, plaques, and a year-end trophy. Rewards for perfect and near-perfect attendance resulted in a 16 percent improvement in total staff attendance and improvement in 90 percent of individual schools.…

Describes a staff evaluation program based on Gordon's (1977) model. Presents a system of monthly individual conferences where child care staff discuss their productive work areas, what they or their supervisors perceive to be problems, and ideas for improvement. Many suggestions are given for planning and conducting conferences. (CB)