February 2016 Module 1: Outstanding Curriculum Programmes
This module was all about
- effective Teaching and Learning strategies
- what evidence inspectors want
- producing skills-based Schemes of Work
- New CIF – Personal development, behaviour and welfare
- Are you MAD? (Making a Difference)
Review the powerpoint here – module 1 – Full session content
A summary of top tips and learning from the module can be accessed here – module 1 – self study
Example of Student Skills Profile template – skills student profile
Complete your evaluation: https://www.surveymonkey.co.uk/r/CoordinatorsEvaluation
March 2016 Module 2: ‘Values in Action’ Essentials of Management
This module is about management style – the principles that underpin our management behaviour, and how we turn the College values into day-to-day practice:
- Use a set of ‘ways of working’ to turn the College values into practice.
- Understand the dilemmas of matrix management and how to resolve them.
- Analysis the connections between authority and responsibility, and between overly personalised and values-based management.
- Define and practice collaborative working and explain its advantages.
- Apply good practice to meetings so they are practical, purposeful and participative.
- Understand the function of a ‘meeting goers’ charter’
Workbook – Module 2 – Programme and handouts
Presentation and recorded delivery –
Complete your evaluation: https://www.surveymonkey.co.uk/r/CoordinatorsModule2
April 2016 Module 3: ‘Data Springboard’
‘Strength is Recognising Weakness’ – Managing data and self-assessment in FE
Delivered by Tony Davis – http://ccqi.org.uk/blog
The Data Springboard is designed to challenge the perceived data hierarchy in education and training. Retention and achievement rates simply tell the story of learners who have left. Any quality improvement information derived from this analysis cannot benefit the learners on whom the data was collected.
Using the Data Springboard, staff will drill down through progressively more reactive layers of data to find their most suitable hair-trigger indicators of underperformance – the very first signs that a learner is becoming at risk of underachieving or quitting.
The session will help staff to articulate the difference between indicators and causes. This information will enable them to precisely identify the weakest aspects of their provision and develop SMART actions that will impact on learners who are on programme now. The session will also introduce staff to a powerful development plan and quality improvement tool.
Complete your evaluation: https://www.surveymonkey.co.uk/r/CCLeadershipModule3
April 2016 Module 4 – Resilience and Aspirational Teaching
Delivered by Dr. Anna James
Anxiety, personality and social issues effect our resilience levels.
This session helped participants analyse how resilient they are and consider how to build emotional, physical resilience by considering methods to positively handle conflict and common workplace difficulties. Including aspirational teaching – considers ‘buy in’ from colleagues, teaching tips to share and preparing learners for the workplace in a fun manner.
Resilience booklet: Canterbury Resilience Booklet
Aspirational Teaching booklet: Aspirational
Starter and plenary activities:
Complete your evaluation: https://www.surveymonkey.co.uk/r/CoordinatorsResilience
May 2016 Module 5 – Ofsted Inspector Training
This session focussed on the changes in the CIF and developing ‘inspection’ skills. Participants considered a number of challenges about embedding key themes, observing teaching and learning, evidence based judgements and impact of learning. We also looked at our hopes, fears and ideas.
Presentation: Canterbury College
Resources: PDBW trainer copy
Complete your evaluation: https://www.surveymonkey.co.uk/r/CoordinatiorsOfsted
June 2016 Module 6 – Leadership, Reflection and Planning
This module combined the planned content from Advanced Leadership and the consolidation of learning module (7) to create a series of activities that ask Coordinators to look at themselves as leaders and the skills they want to develop to meet future needs and changes.
We also looked back at some vital learning points from the 2016 programme about Ofsted, using data and indicators and developing management skills and considered what made an immediate impact and what will take time to develop further.
As part of this process, everyone got a Personal Development Plan to complete.
For those who missed the session, here is the powerpoint presentation with audio guidance – this requires approximately one hour of study.