Proposes three concerns for an effective professional development program. First, both the institution's and individual's goals must be incorporated. Second, the program design should be grounded in adult development theory. Finally, implementation strategies must capitalize on the adult staff member as a self-directed learner. (Author/RC)

Evaluated the effectiveness of a U.S. General Accounting Office communications training program. Employees who underwent training reported more positive attitudes about communication skills and performed better on knowledge and recognition assessments, otherwise the relative amount of change on the measures was not very large. (Author)

Outlines the design and implementation of an elementary school curriculum development project in Lesotho, Africa, which stressed the central role of the teacher. Curriculum design took into account extreme educational conditions including inadequately trained teachers, high student-teacher ratios and attrition rates, and insufficient supplies. (AM)

A model of staff development is presented which applies inservice education methods to the special conditions of rural Alaska. An individualized, field-based training program is cooperatively planned with those receiving the training. Ultimately, each trainee constructs an implementation plan. A follow-up assesses whether the program objectives…

Staff development activities are most likely to succeed when the characteristics of those affected by the proposed changes are taken into consideration. Some teacher characteristics with related questions for administrators when planning staff development activities are discussed: traditionalism, need for recognition and participation, fear of…

Describes the steps that should be incorporated into planning for inservice efforts with teachers of handicapped students and presents several models for presenting inservice training for teachers and school support personnel. (LRA)

A personnel development plan is suggested in which training specialists (1) help employees with career development, (2) change the job or transfer employees to a more suitable job, or (3) go through role negotiation, goal setting, or some other exercise designed to create a new job perspective. (CT)

Presents a model for generating knowledge that will allow the student personnel workers to understand and to intervene in environments they consider important. Examples of created knowledge are presented. (Author)

Findings from a study of 16 school districts reveal that teachers are less satisfied than administrators with school districts' efforts to improve instruction in the areas of curriculum development, clinical supervision, staff development, and teacher evaluation. (Author/MLF)

Question clusters related to staff development content delivery are used to develop programs that will result in more productive professional development. The questions determine the focus of programs, analyze the target audience, discuss the selection of delivery modes, and identify future directions. (JMF)

Maintaining that year-round programing can increase program efficiency and environmental utilization, this article notes advantages and disadvantages of winter programing; suggests 30 pointers for instructors to help manage the disadvantages of teaching in a cold climate; and presents a cold weather program strategy. (SB)

Describes a project involving teacher educators and related support personnel in a curriculum change process designed to teach preservice students how to implement career education programs with a special emphasis on needs of exceptional students. Deals with considerations that must be made for staff development in a university setting. (CT)

Discusses the managerial skills necessary for community college administrators in a time of collective bargaining, declining enrollments, and scarcity of public funds. Analyses three community college cases that exemplify successful planning processes developed by education leaders to promote staff development. Stresses the importance of…

The author reviews the goal setting and action planning stages of the management by objectives process in employee performance appraisal, and discusses behaviorally anchored rating scales to describe job-specific behaviors associated with getting results with personnel who need more help in raising individual and organizational effectiveness. (MF)

Creative use of future planning as a staff development tool can have short- and long-term benefits for the individual and the organization. Its potential for stimulating creativity, reducing crisis management, and developing staff cohesion is unequaled. The individual, the organization, the technology and the manager are the important factors.…