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Background
Background
Prior to making the decision to work in the L&D field, I was already engaging in it. In my school-based role, I work with educators to help them focus their existing skillset and develop other assets in support of diverse learners. To strengthen my work, I knew my department needed to develop a training plan. Although I did not identify it as such at the beginning, I worked to develop one using the ADDIE framework.
Analysis
Analysis
Our day-to-day work, which includes collaborative conversations and observations of our colleagues' work, ensured we understood some of the knowledge gaps. We used that to fill out some of our design, but we also needed to conduct an assessment to ensure training focused on the convergence of organizational goals and existing competencies.
One of the areas that both our organization and our colleagues expressed a desire to learn more about was related to strategies for the classroom. Using that as our emphasis, we surveyed all staff on high-leverages English Language Development practices. We asked staff members to rate their competency with each using a Likert-type scale.
Design
Design
The survey revealed specific training needs: there were several practices that a majority of staff members rated at a low-competency level. We paired that information with other baseline content to determine the topics of our trainings.
Having identified the "what", we developed a schedule that outlined our learning objectives and identified delivery methods.
Development & Implementation
Development & Implementation
Development and implementation are ongoing. We create quarterly newsletters, provide monthly small-group consultations, and weekly or bi-weekly 1-on-1 consultations in addition to semi-annual instructor-led trainings.
Evaluation
Evaluation
Evaluation is ongoing through systematic observations and individual teacher feedback.
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