Ofsted: Curriculum impact

SecEd ◽  
2021 ◽  
Vol 2021 (2) ◽  
pp. 36-37
Author(s):  
Matt Bromley
Keyword(s):  
Pupil Outcomes ◽  
Performance Development

As part of Ofsted's focus on curriculum impact, evaluating the pace of pupil progress, pupil outcomes, and their preparedness for their next steps are vital considerations – as is the ‘performance development’ of teachers. Matt Bromley advises

Mental Skills Training to Improve Soldier Performance: Development and Implementation

2010 ◽  
Author(s):  
Bernie Holliday ◽  
Louis Csoka ◽  
Coreen Harada ◽  
Jon Hammermeister ◽  
Michael A. Pickering ◽  
...  
Keyword(s):  
Skills Training ◽  
Mental Skills ◽  
Mental Skills Training ◽  
Performance Development

HUBUNGAN PROFESIONALISME PENDIDIK TK DENGAN KINERJA PENDIDIK DI TK RAYON IV KOTA DUMAI

2019 ◽  
Vol 3 (3) ◽  
pp. 660
Author(s):  
Ranirizal Ranirizal
Keyword(s):  
Learning Process ◽  
Subject Matter ◽  
Significant Relationship ◽  
Teacher Performance ◽  
Teacher Professionalism ◽  
Learning Material ◽  
The Subject ◽  
Performance Development ◽  
Kindergarten Educators ◽  
Academic Qualifications

Performance is the performance shown by educators, both in quality and quantity in carrying out their duties in accordance with the responsibilities given to them professionally. Educator performance development is a very decisive factor in the success of the education and learning process. In fact, in Kindergarten Rayon IV, Dumai City, there is still a low level of competency standards possessed by educators. The intended competency standard is from the standard academic qualifications and four competencies that must be possessed by a kindergarten educator, namely pedagogic, professional, social and personality competencies. This is evidenced by educators not yet mastering learning material with the maximum known when the learning process educators are not able to explain well the subject matter, and educators have not shown maximum performance in carrying out their duties and functions. The purpose of this study was to see whether there was an influence on teacher professionalism on teacher performance in Dumai IV Rayon Kindergarten. The results of the study prove that there is a significant relationship between the professionalism of Kindergarten educators and the performance of educators in Kindergarten Rayon IV, Dumai City. This is evidenced by the value of Sig (2-tailed) professionalism on educator's performance of 0,000, so the calculation shows 0,000 <0.05. This means that Ha is accepted, that is, there is a significant relationship between the professionalism of Kindergarten educators and the Performance of Educators in Kindergarten Rayon IV, Dumai City.

Spiritual development in executive coaching

2019 ◽  
Vol 38 (10) ◽  
pp. 796-811 ◽  
Author(s):  
Stuart Allen ◽  
Louis W. Fry
Keyword(s):  
Spiritual Development ◽  
Executive Coaching ◽  
Spiritual Needs ◽  
Executive Development ◽  
Leadership Coaching ◽  
Executive Management ◽  
Executive Leaders ◽  
Content Type ◽  
Executive Coaches ◽  
Performance Development

Purpose Spiritual topics emerge in executive leadership coaching. However, the scholarly literature has emphasized the performance development aspects of executive coaching (EC) more than the development of executives’ inner lives, although there is some evidence of practitioners addressing spiritual topics. Executive leaders have spiritual needs and executive coaches may be well positioned to address the intersection of the leaders’ work and spiritual lives, provided coaches observe skill boundaries and the limitations of the coaching context. The purpose of this paper is to discuss the merits of including spiritual development (SDev) in EC and how executive coaches can incorporate it in their practice. Design/methodology/approach EC, SDev and spiritual direction are compared, drawing attention to conflicting and complementary aspects of SDev applied in EC. Organizations’, clients’ and coaches’ likely concerns about such integration are explored and addressed. Suitable contexts, principles, a basic developmental framework and practical steps for executive coaches considering the inclusion of SDev in EC are proposed. Findings The paper provides coaches, consultants, executives and those charged with executive development with a foundational understanding of the role of SDev in EC. Originality/value A framework is provided for professionals involved in executive management development to address executive leaders’ spiritual needs through EC.

Of frameworks and the goals of collegiate foreign language education: critical reflections

2012 ◽  
Vol 3 (1) ◽  
pp. 1-24 ◽  
Author(s):  
Heidi Byrnes,
Keyword(s):  
United States ◽  
Foreign Language ◽  
Language Education ◽  
The United States ◽  
Learning Goals ◽  
Educational Goals ◽  
Modern Language Association ◽  
Multiple Literacies ◽  
Performance Development ◽  
Viable Approach

AbstractThe paper suggests that among reasons for the difficulties collegiate foreign language (FL) programs in the United States (and most likely elsewhere) encounter in assuring that their students attain the kind of upper-level multiple literacies necessary for engaging in sophisticated work with FL oral and written texts may be the fact that prevailing frameworks for capturing FL performance, development, and assessment are insufficient for envisioning such textually oriented learning goals. The result of this mismatch between dominant frameworks, typically associated with communicative language teaching, and the goals of literary cultural studies programs as humanities programs is that collegiate FL departments and their faculty members face serious obstacles in their efforts to create the kind of coherent, comprehensive, and principled curricula that would be necessary for overcoming what are already extraordinary challenges in an educational environment that provides little support for long-term, sustained efforts at language development toward advanced multiple literacies. The paper traces these links by examining three such frameworks in the United States: the Proficiency framework of the 1980s, based on the ACTFL oral proficiency interview, the Standards framework of the 1990s, part of a more general standards movement in U.S. education, and the most recent document, by the Modern Language Association (MLA), which focuses on the need for new curricular structures in collegiate FL education. Specifically, it provides an overview of the U.S. educational landscape with an eye toward the considerable influence such frameworks can have in the absence of a comprehensive language education policy; lays out key characteristics that would be necessary for a viable approach to collegiate FL education; probes the complex effects the three frameworks have had in collegiate FL programs; and explores how one department sought to counter-act their detrimental influence in order to affirm and realize a humanistically oriented approach to FL education. The paper concludes with overall observations about the increasing power of frameworks to set educational goals and ways to counteract their potentially unwelcome consequences.

Pengaruh budaya organisasi, pengembangan karir dan self efficacy terhadap kinerja karyawan pada PT. Pos Padang

2021 ◽  
Vol 5 (3) ◽  
pp. 539
Author(s):  
Putri Azizi ◽  
Ai Elis Karlinda ◽  
Mardhatila Fitri Sopali
Keyword(s):  
Organizational Culture ◽  
Regression Analysis ◽  
Career Development ◽  
Data Collection ◽  
Correlation Analysis ◽  
Multiple Regression ◽  
Analytical Method ◽  
Self Efficacy ◽  
Employee Performance ◽  
Performance Development

This study aims to determine how much influence Organizational Culture, Career Development, and Self Efficacy have on Employee Performance. The analytical method used is correlation analysis and multiple regression. The method of data collection in this study is to use a questionnaire filled out by respondents, namely employees of PT. Padang Post. From the results of multiple regression analysis, it shows that: (a) organizational culture has a partially significant effect on employee performance, (b) career development has a partially significant effect on employee performance, (c) self-efficacy has a partially significant effect on employee performance development, (d) ) organizational culture, career development and self-efficacy together on career development, (e) the contribution of organizational culture, career development, and self-efficacy variables together on employee performance is 71.4% while the remaining 28.6 % influenced by other variables not examined in this study. 

Strategic Management Teacher Performance Development to Improve Learning Quality

2019 ◽  
Vol 7 (2) ◽  
pp. 333-345
Author(s):  
Abdu Syahid ◽  
Iim Wasliman ◽  
Hendi Suhendraya Muchtar ◽  
Nanang Hanafiah
Keyword(s):  
Strategic Management ◽  
Performance Monitoring ◽  
Teacher Performance ◽  
Monitoring And Evaluation ◽  
Research Approach ◽  
Strategy Formulation ◽  
Performance Coaching ◽  
Quality Of Learning ◽  
Performance Development

Strategy Management for Teacher Performance Development to Improve the Quality of Lessons is a response to the quality of learning that still needs to be improved, by developing teacher performance, is a solution to improving the quality of learning. Focus of the problem: How to Implement Strategic Management of Teacher Performance Development to Improve the Quality of Learning. Specific objectives of this study are to identify and analyze: (1) Internal and External Environments, (2) Formulation of Strategy Formulation, (3) Strategy Implementation, (4) Teacher Performance Monitoring and Evaluation Management, (5) Strategic Steps to Overcome Problems and Weaknesses. Research methods and procedures refer to the qualitative research approach. The theories that underlie this research are strategic management theory, performance coaching theory, higher order thinking learning theory and madrasah culture theory. The main findings of this study are: (1) The principal of madrasah has not analyzed and combined strengths, weaknesses, opportunities and challenges into a strategic assumption conclusion that can be used as a basis for further strategic planning, (2) Strategy formulation is not based on strategic assumptions that maximize strength factors and minimizing the weakness factor by taking advantage of opportunities in facing challenges.

The role of motivation in talent selection and ­development in competitive sport

2021 ◽  
Keyword(s):  
Measurement Instrument ◽  
Psychological Characteristics ◽  
Advantages And Disadvantages ◽  
Current State ◽  
Talent Selection ◽  
Comprehensive Picture ◽  
Performance Development ◽  
The Right

The early and long-term development of promising young athletes is a decisive factor in being internationally competitive in top-level sports. Among the multitude of talent criteria suggested in the literature, motivation plays a prominent role in the area of psychological characteristics. It is recognised in practice and research as a relevant criterion for performance development across all sports. This article provides an overview of the current state of talent research in the field of motivation. First, the most common theories of motivation in competitive sports are described, then different measurement methods and their advantages and disadvantages as well as the predictive value of motivation for athletic performance are discussed. Finally, implications for practice are suggested. It can be summarised that motivation in sport is conceptualised and operationalised in different ways and that the decision for the right measurement instrument depends on the goal of the assessment. To get a comprehensive picture of an athlete’s motivational status, it is useful to assess several aspects of motivation through different methods.

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