Education management

In many countries, a ‘fire brigade approach’ to teacher training and deployment has been introduced  with entry requirements and minimum qualifications being lowered and training time reduced in order to meet the growing demand , with the inevitable result of declining teacher quality.

 A strategy for filling posts and improving teacher performance without inflating the teacher education budget or the salary bill is to institute different combinations of training and experience to produce the same teaching proficiency at lower levels of the salary scale. This usually includes extended internships for student teachers and discrete in-service schemes that have no bearing on salary or career.

 Performance management has become the key instrument used by policy-makers to improve the education system, to raise levels of attainment and to increase the accountability of teachers. Performance management uses indicators such as pupil test scores to rank pupils, schools and counties and to generate Performance Targets that are then are used to manage performance in different subjects.

Training should reach as many stakeholders as possible and involve participants from each category of stakeholder: senior management, lecturers, tutors, field-based support agents, delivery and administration staff, etc. Ideally, contact sessions should include opportunities for these people from diverse jobs and locations to meet together and build relationships and a sense of teamwork throughout the decentralized system.

 It is clear that the consultant in the Teacher Development program will collaborate at the different levels of the whole program (policy, curriculum, infrastructure development). 

 

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