Professional Documents
Culture Documents
An alternative to Intensive
supervision
Presented by
Lynn White
Why Intensive
Supervision?
The Intensive Supervision Procedure has been established
to assist those tenured teachers who have been identified
as not satisfactorily fulfilling the duties and responsibilities
of their position. The goal of the procedure is to provide a
structured environment in which these tenured teachers
will have the opportunity to improve their performance.
River East Transcona School Division
Intensive Supervision Procedure GCOE - R
Action Research
Research was conducted in the Spring 2009
Interviews were conducted with 5
Administrators and 2 Classroom Teachers
from 3 School Divisions in Winnipeg, MB
Questions focused on the participants
experiences with the Intensive Supervision
Process.
Responses were grouped based on
similarity
Participant Responses
Administrators described the process as:
Labour intensive
Time consuming/Costly
Detrimental to relationships
Not leading to sustainable change
Stressful
Exhausting
Harmful to their relationship with
Administration
Not leading to sustainable change
Things to Consider
Why are we continuing to use the Intensive
Supervision Process if both administrators and
teachers are not finding it a helpful process?
Is there another method that School Divisions
could implement that would assist in bringing
about sustainable change in teacher practice
that would help teachers feel supported
instead of judged?
What are some other factors that should be
considered when deciding how to best support
a struggling teacher?
Teacher Career
Characteristics
Tom Skinner
Supervisory Policy and Practice
Mid-Life Variables
Growing sense of mortality
A need for self-assessment
Transformation in family structure
Generativity/Mentoring
Reduced drive and competitiveness
Security and stability become a priority
Strong need to enjoy work
Growing sense of obsolescence
Marginal Teachers
Flotsam
Jetsam
Clubmed
Mentoring
Vital and necessary for increased
teacher retention
Increases the knowledge base and
general awareness of best practice
Increases collegiality, collaboration and
continuous professional development
Encourages reflective teaching practice
James B. Rowley
The Good Mentor, Educational Leadership May 1999
Qualities of Effective
Mentors
Mentorship Proposal
Through Supervisory Process a struggling teacher is
identified.
Collaboratively the struggling teacher and the
administrator decide to initiate mentorship as a strategy
to assist with teacher growth and development.
Master teacher is brought in as mentor.
A timeline is set up and collaborative time is scheduled
for planning, mentoring, co-teaching, and reflection to
occur.
Administration continues to perform formative
assessments to track performance and growth as the
mentorship is occurring.
A summative assessment is done by administration at
the completion of the mentorship timeline.
What Next?
Teacher Performance
Improves:
Teacher Performance
Does not Improve:
-confidence in ability
increases
-dignity is restored
-relationship between
administrator and
teacher is maintained
-teacher feels
supported in the
process
Recommendation is
made to
Superintendent for
further action such as
Counselling
Transfer
Change of assignment
Professional
development
Termination
The Future
It is time to be reflective about
the process that many
school divisions have in
place for working with
struggling teachers. If the
Intensive Supervision
Process is not bringing
about sustainable
improvement in teaching
practice, we need to be
looking for other options.
The bottom line must always
be what is best for the
children in our classrooms.
Mentorship may just be one
viable option.