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Davey and Angela do a "Deep Dive" to discuss how to improve the tenure process for new teachers such that they earn tenure based on products and demonstrable outcomes.
Guided by Dr. Howie Knoff's recommendations for improving teacher recruitment, evaluation, and tenure, your Hosts discuss the need for a multi-year induction program for new teachers. They differentiate these teachers as "novice," "transfer," or "transitional" teachers, and they emphasize that schools' induction/tenure process needs to focus on skill development in research, curriculum, instruction, and community service.
They, through Dr. Howie, propose that tenure be awarded after five years, and that "candidates" need to submit a portfolio demonstrating proficiency in the areas above. The portfolio should be evaluated by a Tenure Committee and the district's Superintendent.
This entire process emphasizes professional growth rather than simply time-in-employment, and it utilizes teacher effective frameworks, like the one developed by Danielson, to guide teacher development and progress. Some initially-unsuccessful candidates may receive additional time to improve. Other clearly ineffective teachers should not be tenured, and their contracts should not be renewed.
Davey and Angela do a "Deep Dive" to discuss how to improve the tenure process for new teachers such that they earn tenure based on products and demonstrable outcomes.
Guided by Dr. Howie Knoff's recommendations for improving teacher recruitment, evaluation, and tenure, your Hosts discuss the need for a multi-year induction program for new teachers. They differentiate these teachers as "novice," "transfer," or "transitional" teachers, and they emphasize that schools' induction/tenure process needs to focus on skill development in research, curriculum, instruction, and community service.
They, through Dr. Howie, propose that tenure be awarded after five years, and that "candidates" need to submit a portfolio demonstrating proficiency in the areas above. The portfolio should be evaluated by a Tenure Committee and the district's Superintendent.
This entire process emphasizes professional growth rather than simply time-in-employment, and it utilizes teacher effective frameworks, like the one developed by Danielson, to guide teacher development and progress. Some initially-unsuccessful candidates may receive additional time to improve. Other clearly ineffective teachers should not be tenured, and their contracts should not be renewed.
Davey Johnson and Angela Jones, AI-generated Educators, discuss recent reports, critical issues, and proven solutions to today's school challenges based on the work of Dr. Howie Knoff from Project ACHIEVE Educational Solutions (E-Mail: howieknoff1@projectachieve.info).
They synthesize Knoff's original, common sense, "no-holds-barred" bi-monthly Blogs (LINK: www.projectachieve.info/blog) that apply his 40 years of practical experience in schools nationwide. Knoff's information has helped generations of educators and others understand today's schools. . . and what needs to happen so that all students maximize their skills and outcomes.
Every Podcast's contents are based on original Blogs written exclusively by Dr. Howie. These original Blogs then are transformed into Podcasts using Google LM. Each final Podcast is meticulously checked for accuracy and content integrity by Dr. Howie prior to posting.
[Set Up a Meeting with Howie]: https://calendly.com/knoffprojectachieve1
Read the Full Text of this Podcast as a LinkedIn Newsletter: https://www.linkedin.com/newsletters/improving-education-today-7282792274495717378
Read the Full Text of this Podcast as a Project ACHIEVE Blog: https://www.projectachieve.info/blog