Professional Development Program for Educational Institute

Table of Contents

Question 14

Use of Data4

Issues for Faculty Members5

Issues for Administration and Support Staff Members6

Addressing the Issues6

Teachers6

Administration and Support7

Needs for Implementation7

Short-Term Goals8

Long-Term goals8

Recommended Strategies to Make These Decisions and Reach These Goals10

Aims and Objectives of Plan10

Professional Development Evaluation Methods11

Participants Evaluations11

Participant Assignments Evaluation11

Direct Instructions11

Practical Demonstrations12

One-on-One Assistance12

Direct Implementation12

Communication Plan12

Change and Leadership Models15

Behavioral Model of Leadership15

Hybrid Model of leadership for Special Education Schools16

Decision-Making Strategies That Support the Timeline18

Budgetary, Human Resources, Legal, and Ethical Implications18

Question 321

Change Theory and Leadership21

Change Management22

Role of Leadership in Successful Change Plan23

Implementing a Change Management Plan25

Key Actions in Change Plan26

Change and Innovation26

Knowledge Management28

References32

Professional Development Program for Educational Institute

Question 1

This question addresses the development and implementation of a professional development plan. The perception of professional, individual development has diverse significance and importance, depending on whether it gets used by analysts, developers of techniques for New Age, trainers, educators and labor specialists, such as the International Labor Organization (ILO) which include the goals of higher education and decent work. The personal development objectives can be referred to the enhancement of self-knowledge, talent and potential, improvement of the quality of life, and the realization of its aspirations and dreams.

Use of Data

For developing the plan, the institution will need sufficient details of the pros and cons of the professional development plan implementation. For this purpose, secondary data are most suitable.

A need assessment is important for analyzing the growing issues and problems that faculty, and other staff members are facing. This may be done through a survey process induced by the administration of human resource management. The data will be collected from a wide range of teacher from pre-school to secondary level. Further to this all the support staff member will be analyzed for the improvement of professional development process. The results of assessment will make the teachers feel that there is a need for enough training and information provision in relation to new techniques and procedures for teaching kids with exceptional education need (Vroom, 2002). They will know that there is a need of new technology in the class room teaching procedures for interactive sessions. Teachers need time and training (remained constant throughout the survey), therefore, training for personal development is important. Besides, motivation is required in term of social and financial security.

Issues for Faculty Members

The driving forces of IDCSN are the faculty members; who get appropriately trained, motivated and empowered to contribute and believe in teamwork for success and deliverance of care to students with SEN in line with their Credo as part of their work philosophy. Most of the issues developed in the last five years are due to the environment and political status of the country. Some of these issues are low pay, high working hours, special training hours, no motivation, and students become overly dependent on teacher behavior of students (Vroom, 2002).

These faculty members of the institutes are professional, trained nurses, teachers (for disable students), volunteers (who are students), and interns. They believe that they get underpaid as compare to the type of attention they are ...