Surviving exam season Part 1: helping students

Exam season is a stressful time, for students, parents and teachers. Emotions run high, tempers fray and seemingly small things can cause an explosion of epic proportions.

Helping students (and indeed sometimes their parents too!) manage the exam period effectively is incredibly important, as whilst a certain level of nerves is beneficial to performing in the exams, unchecked hysteria can lead to mid-exam melt downs and disappointments come results day.

So how can we help our students ‘Keep Calm & Carry On’ until their exams are over?

My coffee mug...good advice for a History teacher!
My coffee mug…good advice for a History teacher!

Organisation

  • When are the exams for each year group? How long until each one?
  • Do they have a revision timetable? What intervention sessions are available to them before/after school?
  • Are there an appropriate study spaces/a working environment in your school that is conducive to revision?
  • Will students get study leave? If so, how long before their exams?
  • How are exams managed? Is there a procedure to ensure a smooth start and finish? How do students know where to go? Who from ML /SMT will be supervising transitions between exams & lessons?

T.L.C

Emotions will inevitably get the better of some students during exam season, for good or ill, and it’s important that they have a safe (and manageable) outlet for that. Whether that’s you as their teacher, their Form Tutor/Mentor, the schools Pastoral Team or Counsellor, or even just a quiet space where they can sit and have some down time.

Also, never underestimate the power of wishing students good luck as they go into their exam, offering a smile or a word of encouragement, or indeed being there to ask how it went when they come out again (actually just being there, being seen to be there for them, is enough sometimes).

Tough love

Sometimes students need a tough message, delivered in the right way, to get them back on the right track. Tact is incredibly important here, as without it, a well-intended pep-talk could be interpreted as a prophecy of impending, inevitable failure!

They may not want to go to revision sessions, they may not want to be in school every day, but its our job to ensure that we’re firm but fair, and that every student gets the best possible life chances. Even if that means sometimes doing things they don’t want to do.

The necessities

At this time of year I always keep a stash of essentials in my classroom cupboard; things that students always seem to need but have forgotten and also some small comforts.

In terms of essentials, I keep a box of tissues, baby wipes, black pens & pencils, rubbers and highlighters. Students can borrow them for revision, or during the exam if they need to (usually I get it all back!).

In terms of small comforts; I keep water & plastic cups, cereal bars and fruit. It’s worrying how many students do not eat breakfast, and often go all day without eating! And it’s also important to remember our humanity – a small kindness goes a long way.

(Whilst I recognise this is not to everyone’s liking, it has served my students well over the last few years, and as I teach mostly A Level it works quite well. It’s important we do what works for us in our own context.)

Structure:to your lessons & to the school day generally

Even at this time of year, lessons should have a clear focus, and structured, purposeful activities. There is, of course, a time and a place for students to do independent revision, but spending whole lessons doing so, week-in, week-out, is not productive. If you’ve got lessons left until your exams, why not re-teach some of the most difficult content? Or add more depth to previously taught topics? What about spending time unpicking exam technique and practising timed work, or studying exemplar answers?

Keep your cool

Regardless of whether your class is of GCSE or A Level students, the chances are that they know you well enough by now to pick up on your mood. If you’re worried, they’ll worry. Of course we might well be worried, and with good reason, (Student A has been off sick, or Student B hasn’t done much revision, Student C is tracking below target…) but fear is infectious and it can also be paralysing.

Time to put on your poker face and bluff it out if you have to!

Never, ever give up on a student

It’s absolutely crucial that we persist with every student, right till the end, till the moment they walk through the doors of the exam hall. They need to know that whilst we can’t do it for them, we can support them every step of the way.

If we assume good intent from our students, and we assume that they want to do well (even if they hide it behind a surly exterior) then our persistence and our encouragement might just pay off. Maybe not in exam grades, but in other, sometimes more valuable ways.

As they say, it’s not over until the Exams Officer sings….

Embedding a research culture; new beginnings

In October 2014 I was appointed as Lead Practitioner for Research & Development at my academy; the first time such a post has existed, and the first occasion in which both money and time have been set aside purely for the purpose of research.

Fortunately my academy recognises the paradigm shift happening in education in the UK, which signals a conscious move towards evidence-based practise, with grassroots uptake on a significant scale.

What is my role?

My role as a Lead Practitioner is two-fold:

1) Collective responsibility alongside other Lead Practitioners, the Teaching & Learning team, and SMT for improving the quality of teaching and learning across the school.

2) Whole school responsibility for the development and implementation of research.

These two roles are not mutually exclusive. Research plays a vital role in developing effective pedagogical strategies and staff training methods, and it has always done so, whether we as classroom practitioners realise it or not.

Our vision

Ultimately, our goal is:

To embed the use of, and participation in, research into the culture of the academy

To foster a climate where research is an integral part of what we do on a daily basis, where it informs our classroom practice, helps us make crucial decisions, and is a driving force behind CPD.

But more than that, we want to develop staff who are able to question, interrogate and challenge, rather than blindly accept a new strategy. It’s crucial that we know that what works for someone else, won’t necessarily work for us, and thus its also crucial that we are confident enough to make changes and push boundaries to achieve more.

We have learned so much on our journey to ‘outstanding’ and we think we know what works, but research will help us prove that (or prove us wrong!). In doing so, we hope to support other schools and teachers in their own development, by sharing our findings, either through publication or training.

In the future, is a research conference, held in schools, driven by, and for, teachers an impossible goal? I don’t think so. Is it a worthwhile goal, undoubtedly.

What have we done so far?

Potential funding bid- the Impact of Coaching

The aim of our research is to investigate the impact of a structured coaching programme on staff performance and student attainment. The programme is in the process of completing its first trial, and we are due to evaluate it next half term. Our intention is to develop an effective and practical proposal, which has tangible benefits for staff & students, which will constitute a viable bid for funding.

 MA support group

We have a sizeable number of staff studying for an MA at the moment. We started an MA support group last term to assist staff. The group meets once per half term to:

  • share good practice
  • discuss dissertation and assignment strategies
  • monitor ethical guidelines
  • share resources and readings
  • troubleshoot any difficulties people are having.

 TRIG (Teacher Research Interest Group)

We have also introduced TRIG as a forum for the dissemination of research, and the discussion of new ideas. The TRIG will primarily:

  • discuss new ideas for research projects
  • develop ways of disseminating the findings of what has been done, out to all staff in an accessible way
  • act as a sounding board for staff research ideas

Research bulletins

Some research papers can appear a overwhelming and lengthy, thus potentially discouraging staff. To this end it is important to share research with staff in a more accessible and easily digestible format. Therefore we are trialling summarising new/key research into 1-page bulletins to circulate via email.

Example of a research bulletin we are trialling
Example of a research bulletin we are trialling

Research forums in directed time

In order to start disseminating research across the academy, and engaging staff with research, one directed time this term will be given over to the discussion of research / literature.

  • LPs will choose a piece of research and analyse it between now and the session- what are its implications? How might it be useful for their practice / across the school
  • LP will share the research they’ve chosen and lead departments in discussion of how the research may apply to their subject.

The intention is to build on this further in the summer term, having Middle Leaders and SMT disseminate research that they have engaged with/in at an INSET/Directed time, and finally end the year by having each department develop a research proposal for the new academic year 2015-16.

 Research & development blog

New for the spring term will be the launch of our R&D blog, which will offer a platform for staff to share their own research, as well as critically review literature and share their own theories related to pedagogy and education.

Teaching & Learning Twitter account

Using social media is an excellent way to share good practice across the school and let others have an insight into the high quality teaching and learning that happens in our classrooms. Twitter provides a fast, simple way of disseminating ideas out to a wide body of staff, and a good platform for professional debate. Staff are able to share images of students’ work, video clips links to resources & research, blog articles and news via the academy T&L Twitter account. Our goal for this year is to familiarise staff with using the account and get them sharing ideas/good practice as and when it happens.

Learning in lesson being shared via our T&L Twitter account
Learning in lesson being shared via our T&L Twitter account
Staff training for School Direct students, shared via Twitter
Staff training for School Direct students, shared via Twitter

 Staff research projects

Several members of staff are undertaking action research at the moment, with topics currently under investigation including: homework in Year 11, giving students ‘do now’s’ from the next key stage up, giving students only formative feedback, not marks/levels, and the benefits of mindfulness for staff wellbeing.

The challenges we face

Summarised, the biggest challenges we seem to be facing this year are:

  • Buy-in / perception of research held by staff– how do we convince staff research isn’t boring and unnecessary? How do we change the perception that research is just another fad? What is the best way for staff to be involved in research? Do we need to build in meeting time for it, or INSET time?
  • Time- Where do we find time to conduct research along side everything else we do? Will staff give up their own time to engaging with and in research? How can we realistically get staff involved in an effective way?
  • Money- although conducting research doesn’t have to be expensive or indeed cost anything at all, trying to embed a whole new culture requires some resources at least! e.g. books, journal access, training for staff, attendance at conferences like ResearchED  (I went to ResearchED London at the end of last year- well worth it for the networking and sharing of ideas. I’ll be attending Cambridge and Brighton this year too) Does this mean the school needs a distinct research budget?
  • Access to research materials- journal access is EXPENSIVE! Some providers of packages want £3000+ per year. As a school that just isn’t a sustainable figure. If we can’t give staff easy access to materials, how can we expect them to participate? (We have recently joined NTEN, which comes with whole school logins for a journal database,  as well as Lesson Study resources and a CPD audit for a smaller price tag – a smart move on our part, one we should have made sooner!)
  • Building partnerships– Will universities want to support us? What are the best organisations for us to join? Will there be significant fees involved? How can we ensure links made are sustainable?

How do we get access to educational research?

#rEDleads Absolutely agree. Accessibility for all is vital !

ResearchGHS's avatarResearching Teachers: what works, and why?

At the Research Leads conference on 13th December (see www.workingoutwhatworks.com) teachers raised the issues of their limited access to research, unless they are enrolled on expensive Masters courses.  The other problem is that there is so much research, busy teachers do not have time to sift through it all to find what is useful for their needs.
Here are some links for accessing research for free, and finding topics of interest to you:
Institute of Effective Education, York  York University curates and shares interesting education research.

SUPER Network , Cambridge University, blogs regularly about interesting education research and this blog post points to how to find more.
 
DfE research DfE regularly publishes educational research, worth a read.
Research in Teacher Education from the University of East London
 

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Why learning (and teaching) is like training for a marathon.

I’ve run two marathons this year.

In October 2013 I couldn’t run a single mile. It took me almost 20 minutes to cover the distance.

So how did I go from non-runner to double marathon runner, and why is learning (and teaching) just like training for a marathon?

Training for a marathon is hard. Really hard. It tests you physically and mentally. It pushes you to your limits and beyond. There’s a saying amongst marathon runners: ‘you run the first third with your legs, the second with your mind and the last with your heart.’ And it’s true. Learning ( and teaching) is very much like this.

 

Time

  • Marathon training can take over your life- following a schedule and hitting the right distances every week is exhausting and can be a real challenge to fit it into a working week alongside family life.

    There's never enough time...
    There’s never enough time…
  • Learning can be exhausting; how many times have you seen tired looking Yr11s stumbling in early (or staying late) before an exam to cram in some last-minute revision? Teaching is exhausting too- emotionally and physically. It demands our full attention, concentration and focus.
  • Proper learning takes good planning and time management, and not just in Yr11 or 6th form. For students, it is essential that they plan study time, homework time and lessons into their weekly schedule, as well as making sure they have time for a social life.
  • There can be no mistaking that good quality learning can be time-consuming as a teacher it can mean hours of lesson planning, resource preparation, marking, reporting and assessment. That’s not to mention the actual lessons. Equally, for students to master content or a task could to weeks- how often do we give them this quality time? Or more aptly, does our education & assessment system allow them this time?
  • BUT thorough preparation (not necessarily lengthy) pays its dividends later. Long and medium term planning are crucial for teachers to understand the learning journey students need to go on over the course of the academic year. What skills need to be developed? How can learning be broken down? How much time is needed to master the material?

 

Picking yourself up after a fall

  • Failure is a part of life. I was adamant that I was going to run the London Marathon in 5hrs 30mins. At 5hrs 52mins I crossed the finish line – at that moment did I care I’d missed my target? No. 20 minutes earlier did I care? Yes, massively. Then I realised that I was achieving something that most people never do, let alone within a target time, and for me, whatever time I finished, I would still finish. An achievement in itself. I ran again in Dublin in October and took 18 minutes off my London time.
Me crossing the finish line in Dublin, Oct 2014.
Me crossing the finish line in Dublin, Oct 2014.
  • Students find ‘failure’ incredibly difficult For example, I had a 6th form student tell me 6 weeks ago that if she doesn’t get A’s in her final exams her life would be over. Part of the function of a teacher is to help students prepare to ‘fail’ in life, in work and in their studies, and show them that the world doesn’t end.
  • Part of being a teacher is helping students understand that failure is an opportunity for growth and development, not a damning black mark against their name. This year I shared my marathon journey with my students, the good and the bad, and spoke openly with them about my experiences. They saw I was human and it was okay for them to be human too- they even wanted regular updates on my distanced and times!
Comments from a Yr13 student this summer
Comments from a Yr13 student this summer

Sense of achievement

  • The sense of achievement and pride when you cross the finish line is indescribable. I burst into tears as I came down the Mall in London, in April this year. Tears of pain, happiness, disbelief? All of that, and much more.
  • As a teacher, watching your students open their results and recognise what they have achieved is absolutely incredible. Same goes for seeing them achieve in sports or clubs, or overcome a personal challenge.
  • We shouldn’t underestimate the power and impact having a sense of achievement has on our students– it has the potential to win over a difficult student, or give them the push to take on new challenges, like completing that piece of coursework that only a few weeks ago seemed insurmountable. That feeling can restore a child’s sense of self worth. Priceless.
  • The same can be said for staff– witnessing a staff member pass a qualification, their QTS for example, is immensely satisfying. Being part of a persons professional, and personal development, is one of the most fulfilling aspects of the job – knowing that you have made a difference to another human being. For me this year, coaching and being coached has helped me re-connect with this feeling, and rediscover my core purpose.

 

Slow, incremental progress

  • When I first started running, reaching 1 mile seemed like an impossible task. But after several weeks, I found I could do 3 miles, and then I did 6, albeit with some walk breaks and a friend driving alongside me shouting encouragement! 26.2miles still seemed an impossibly long way off.
  • As a teacher it is easy to forget about the here and now, and only see the end goal – exams. Becoming fixated on summer exam results often blinds us to the growth of students on a weekly (even daily) basis, a lot of which is likely not academically related. Do we celebrate the fact that a student has, for the first time ever, travelled alone? Or passed their driving test? Or tried a new sport? Or shown kinds & generosity to others?
  • The things we do on a daily basis, the routines, the interventions, the strategies, are what drive incremental progress and growth in our students. Every intervention, every extra tuition session, every piece of feedback, every assessment task, every conversation, indeed every lesson contributes to the bigger picture of students learning – it is these seemingly small or routine (sometimes mundane) activities that growth & learning occurs, often so incremental or hidden that we don’t notice it until it quantifies into something larger, like improving test results.
Comments from an ex-student.
Comments from an ex-student.

Determination

  • I’m a very stubborn person, and no matter how long it took me, or how hard I found it, I was going to cross the finish line. Even if I had to walk the whole damn way. Some people doubted me, some even laughed when I said I had a place in the London marathon- their doubt fuelled my determination, and I was resolved to prove them wrong.
  • Teachers are incredibly determined. The very nature of what we do requires determination as a build it characteristic, as much a part of the fabric of a teacher as a love of learning, a desire to make a difference and a belief in young people.
  • To experience an academic year in a school is to witness determination as a living organism- the school and everyone who works in it embodies determination for their students. To recognise this as true, stop a moment and reflect on your school- what multitude of activity goes on, on a daily/weekly basis? How many people go above and beyond the call of duty? Consider for a moment the plethora of experiences we offer our students: enrichment activities, intervention & revision classes, after school clubs, trips, tutor time, parents evenings, school performances, assemblies, guest speakers & visitors, reading mornings, school council meetings, tuition groups, student societies, charity days and much more there is capacity to explore here. And that’s just for students.
  • What about for staff too? There are: meetings, coaching, CPD, mentoring, training sessions, university courses, exam board training courses, pupil shadowing, observations, feedback, book scrutinies, peer-observations, directed time, ITT training & mentoring, book club, leadership courses, mock interview days, shadowing a leader for the day, lesson studies, INSET, cross-federation/alliance training or meetings, inspections, promotion opportunities……
  • Lets not forget all those staff who, without a second’s thought, go above and beyond the call of duty: I am sure those of use who have taught for a few years will know of many examples- the staff member who works with one struggling student in all their free periods, stays late after school and comes in early to give extra support to students, comes in over the holidays or on weekends to give extra lessons, goes to all the sport fixtures and school plays just so students see that someone is on their side. If you think about it, this probably describes a lot of teachers you know.
  • Teachers, and students, are the most determined people I know.

 

All in all, the fundamentals of training for a marathon apply every single day in a school, and are part of what makes a school an amazing place to be:

  •  the dedication of time to the cause
  • the willingness to try again, however many times it takes
  • a stubborn refusal to accept anything other than a good outcome
  • the belief and perseverance to struggle on, long after others would have given up

 

“How wonderful it is that nobody need wait a single moment before starting to improve the world.”
― Anne Frank

 

Confessions of an anxious teacher

Confessions of an anxious teacher

This is a post I’ve been meaning to write for a while now, but one that I keep putting off in favour of less controversial (if there is such a thing in the world of education) topics.

For the last 2 years I’ve suffered with anxiety. I am an anxious teacher.

Screen Shot 2014-11-29 at 14.48.35

So what does that mean?

  • Does it mean I’m terrified of my students?
  • Does it mean I can’t manage my class / classroom?
  • Does it mean I can’t go to work?
  • Does it mean I never leave my classroom?
  • Does it mean I never speak to my colleagues?

No. Of course that’s not to say that those who have much greater anxiety than I don’t experience those things, and indeed much worse, but for me, that’s not the case.

This is certainly not a post that aims to justify or dismiss anxiety, or explain the multi-faceted nature of it, nor do I claim to speak for anyone other than myself.

This post, for me, is a liberation, an empowerment and a new beginning.

So here are 3 (liberating) confessions of an anxious teacher…

1. My anxiety is profession-related.

  • I was never anxious before I became a teacher; in fact I taught for 4 years before anxiety took hold.
  • I spent 4 years working at a million miles per hour (as do so many in the profession), taking on everything extra I could, all in a quest to have more impact and become a ‘better’ teacher.
  • I love teaching, and being a teacher. Fact. I would never want to do anything else. Problem is, I love it too much!

 

2. Nothing I do will ever be good enough, even if you tell me it is; I’m a terrible self-critic.

  • That voice that tells you, you could’ve done it better, or differently, or had more impact? That’s my inner-critic. We all have one; mine just lives on permanent over-drive.
  • By nature I’m very reflective, so naturally I evaluate my performance, and that of my students, and look for improvements to be made. I need to learn when good enough is. Scrutinising something to death isn’t particularly productive!
  • The child who still doesn’t get their grades despite months of support and intervention is enough to cause me a summer of sleepless nights. For example, my A Level History students for 100% A-C this summer, yet I was mortified by the student who got a B instead of the A he wanted.

 

3. There’s nothing I fear more than letting down my students and colleagues.

  • My thinking goes from ‘Student Y is getting a D at the moment…’ to ‘ I’m going to be fired as the whole class is going to fail…’ at a moments notice. It’s not a logical train of thought at all, and I know it isn’t. Doesn’t stop me worrying though.
  • I worry that being an introvert will stop me doing / saying what is necessary to help others. I fear it will also stop me furthering my career.
  • My brain has the ludicrous idea that the more time I spend physically in the school building, the more work I must be doing. Also, of course, there’s the view that I have to spend the same time in the building as other staff in order to be ‘doing my job properly.’

 There’s an undercurrent of humour in my writing here, as I’m sure you’ve detected, but the only reason is that after spending 2 years battling these notions, I’ve realised that a) I’m not that different to other teachers/ people all over the world and b) I’m only human!

 Thus, over the last year I’ve been on a steep learning curve about myself. I’ve had to learn to understand myself; the way I think, why I react the way I do to certain situations and people, how I interact with other people and the impression I give others. It hasn’t always been easy, or pleasant, but my goodness it’s been enlightening.

I’ve done a range of things to help me develop, including:

  • Professional coaching from a colleague
  • Talking therapy
  • Professional training via the NPQSL
  • Changing my job role and forcing myself out of my comfort zone
  • Reading: Chimp Management by Steve Peters  , Strategic Leadership by John Adair, Quiet by Susan Cain , Mindset by Carole Dweck and currently Leverage Leadership by Paul Bambrick-Santoyo.
  • Being honest about how I feel & speaking up in meetings
  • Blogging (hence this post!)
The Chimp Model by Steve Peters
The Chimp Model by Steve Peters

So what have I learned, and how does this help me be the best teacher, and the best person, I can be?

  • I’ve learned that my anxiety is actually a useful and necessary part of me; it keeps me sharp, keeps me focused and drives me to perform better. It’s what makes me develop my subject knowledge, try new pedagogical techniques, mentor and coaching staff & students, and go above and beyond the line of duty.
    Comments from one of my GTP mentees
    Comments from one of my GTP mentees

    If I can learn to manage my Chimp and get rid of my Gremlins, I can be successful.

  • I’ve learned that change is uncomfortable, difficult and takes time. We are all guilty of being impatient, and over the course of the last year I’ve gotten frustrated with myself, and rebuked myself, repeatedly as I haven’t changed as quickly as I wanted to. But actually, real change, change that matters, takes time to embed and develop. Quick fixes don’t weather the storms.
  • I’ve learned that my experiences over the last 2 years put me in a brilliant position to help others. I have had 3 students suffering anxiety during that time, and I’ve been fortunate enough to be able to understand and support them.

    Lovely email from a Yr13 student who left in the summer.
    Lovely email from a Yr13 student who left in the summer.
  • I’ve learned that taking charge of my development is both motivating and empowering.
  • I’ve learned that sometimes our greatest strength comes from our greatest weakness. I used to worry that if SLT/ my colleagues/ my students found out that I worry so much, that I’m naturally introverted, and that I don’t have all the answers, they wouldn’t ‘buy-in’ to me anymore. Actually, the reality is quite the opposite.

 Is this the end of my anxiety? I think not. Am I a better person because of my experiences? Undoubtedly.

 To those (you know who you are) who have supported and guided me over the last year, showing an unwavering belief in me and the patience of a saint, I owe you my thanks (and even that is not enough).

Why I’m no longer terrified of observations.

“You’re being observed next week…”

Such a simple sentence as this strikes fear and dread into the heart of teachers throughout the nation, regardless of whether they have been teaching for decades or are in their training year. But this should not be the case.

During my training and throughout my NQT year, I saw observation as a right of passage that I had to endure in order to become a ‘proper teacher.’

Not once did I question the feedback I was given, or did I query the judgements that were made.

I saw observers as fonts of knowledge who knew what they were looking for, and I believed that they were right, whatever their views. I was consistently a ‘good’ teacher for these two years and settled into the thinking that that was it; I was a good teacher and that’s how I was going to stay.

My second year of teaching brought the rude awakening that as your classes change year on year, so too does the experience you have with them. My status as a ‘good’ teacher was seriously in peril having received ‘satisfactory’ (on the old framework) judgements in several observations. But again, I never questioned or queried those observing me and the judgements I was given. I naturally assumed my teaching had gotten worse and that perhaps I had never been ‘good’ in the first place.

Thus, over the coming year or so I participated in numerous programmes designed to improve my teaching and make me a ‘good’ teacher again. Examples as follows:

  • Coaching
  • Good to Great
  • Voluntary CPD sessions
  • Peer observations
  • Teaching books full of activities and strategies

For the following 2 years I was consistently a ‘good’ teacher, never once dropping below that crucial threshold in any judgement. Quality of teaching = good. AFL= good. Learning & progress= good. I’m pretty sure I could’ve reeled off the entire Oftsed descriptor for ‘good’ if I’d tried.

So why on earth did my first Year10 GCSE class received 36% A*-C in their Paper 1 exam if they were getting a consistently ‘good’ experience in my lessons? scream-clipart-0511-0703-1212-5853_Secretary_Screaming_and_Squeezing_Paper_clipart_imageThe answer is simple;

  1. I didn’t understand that observations are not about ME per se
  2. I was trying to use every strategy and new policy idea under the sun to impress observer!
  3. I forgot the most important thing: LEARNING
  4. I didn’t realise what an amazing CPD opportunity observations essentially are- I saw them as a threat to my career.

Reorganising those points, these were my revelations:

  1. LEARNING is the absolute goal of any lesson/observation/activity
  2. Good quality observation & feedback provides a real-time form of CPD– it is not done to you, it is done with you.
  3. I’m not interested in the observers judgements but rather WHY they have made those judgements- more often than not, that’s got nothing to do with me as a person.
  4. Gimmicks are just that, and they have no place in an outstanding learning environment.

Since my revelatory moment, I have been graded as consistently ‘outstanding’ across all Key Stages. Impressive right? Wrong. The observation records on a  piece of paper tell only a fraction of the story- what is far more important is the typical experience of students, day-in day-out in our lessons.

Typicality

The notion of typicality has been championed by @TeacherToolkit (http://teachertoolkit.me/2014/10/04/typicality-and-support-by-teachertoolkit/ ) and he has shared some excellent views on how to understand and achieve it in schools.

For me, typicality in lessons is about the reality of the classroom and the learning experience students have every single day they are at school. It’s about consistency, routine, expectations and relationships. (Note: typicality isn’t always positive!)

When looking for typicality, the best places to look include:

  • Students books: does marking differ over time? Is it absent? Do students respond to it? Is marking moving learning forwards? Is there an absence of learning evident in books? e.g. almost no written work in subjects like History or English for example.

    Yr12 politics student's first assessment
    Yr12 politics student’s first assessment
  • Behaviour: how much time is spent on managing behaviour? Are expectations embedded in the lesson? Do student behaviours reflect the standards and expectations of the teacher?
  • Tracking data: does the data indicate progress over time? Are there inconsistencies? Does assessment data correlate with observation gradings and student surveys?
  • Observation data: how does the teacher perform on average across an academic year? Are there recurring areas for development? Does the teacher have clear strengths?
  • Student- teacher relationships: what are the characteristics of the relationship? Warm? Hostile? Distant? Over-friendly? How well do students & staff respond to each other? 

    Lovely email from a Yr13 student who left in the summer.
    Lovely email from a Yr13 student who left in the summer.
  • Student surveys: what do students think about their lessons/learning/teacher/school? Do their views change depending on year group/time of year/ Key stage?

What is crucial to understand is that these features of typicality cannot really be investigated in isolation– typicality is a combination of all of these things (and a hundred more that there just isn’t room to explore here) on a daily basis. If you want to gain a real sense of the typicality in your classroom, do what Bill Hybels calls ‘taking a flyer’ (Axioms; 2008) – find out what other staff and students really think about the learning in your lessons. It may not be comfortable viewing/listening, but it certainly will facilitate reflection and growth.


observation as a process

Since becoming a Second in Department and then later a Lead Practitioner I’ve been fortunate to experience the observation process from the other side. I am also very fortunate in that my academy firmly believes in all staff understanding and benefitting from the observation process.

How I now see the observation process.
How I now see the observation process.

So to come back to the overall theme of this post- why I stopped being terrified of observation- I want to share my thoughts on how I now see observation (see diagram above).

Key points:

  • The focus of any observation is the LEARNING and the STUDENTS– not the teacher. For example, if the feedback is that the teacher needs to improve their questioning, then such a comment must be based on concrete evidence from the learning in the lesson, and only when such a comment would drive the learning forwards.
  • Once the condition of the learning has been established, then the observer can consider what the teacher has done/is doing to cause this learning to happen (for good or ill)
  • Reflection/diagnosis must then take place regarding what would have helped push the learning on even further, whether that means something the teacher needed to do or not do, or something students themselves need to do/not do.
  • Feedback absolutely must help the teacher develop and cause greater learning in the future– if this doesn’t happen, the feedback is pointless. But it is not enough just to feedback; the nature, timing, and level of dialogue in the feedback are all crucial.
  • Feedback should be a two-way conversation, an adult-adult conversation, and not a parent-child conversation involving blind acceptance of what is being said. Professional dialogue and collaborative reflection are an essential part of productive feedback.
  • Feedback is more important that the grade given- I have made it a habit to ask for feedback first and grade last; after all it is the feedback which helps me improve and helps me understand the experience my students are having.

I’m immensely proud that my academy is this year experimenting with a range of alternative forms of observation, rather than the oft-used 30 minute, thrice-yearly endurance test. It’s only now that the academy is in the position to be able to do this; training is targeted and well delivered, CPD is plentiful and 92% of teachers have delivered an outstanding lesson(s). It is right for us that we now find a way to make observation even more meaningful and draw more value from it. I myself am taking part in the ‘Standards over time’ trial, involving 3 shorter observations with the same class over a 3 week period. This process will be repeated at several points throughout the year.

If I’m honest, I would rather be observed every week of the year than have my quality as a teacher judged on 3 x 30 minute blocks of time with 3 different classes- in my view, an observer is more likely to see the typicality of my lessons on a weekly basis, than on 3 snapshots of time.

So to sum up, I stopped being terrified of observations when I started truly focusing on the learning of my students. My moral purpose is to improve the lives of my students and help them become better; how can I be scared of something that helps me help them?

Thinking points:

  • How can schools help staff overcome their fear of observation?
  • What can be done to ease the burden/stress of observation cycles?
  • Ultimately there still needs to be accountability, and observations form part of this. But, is there a way to have the rigours of accountability and a positive relationship with observation?
  • Why does the quality of feedback given after observations differ so much?
  • Do all observers actually focus on learning?
  • What if all observations were no-notice?
  • What if observations were purely developmental and had no formal grading attached? Is this feasible as a whole school model?

Learning to be a Senior Leader: reflections on beginning the NPQSL

Screen_Shot_2013-04-18_at_10.00.22

In September I embarked on the NPQSL, having completed the MLDP several years ago when I was 2 i/c Humanities. Back at the start of September I wrote a post about 10 lessons I’d learned last year, and one such lesson was that we need to take charge of our own CPD and career paths. This is what the NPQSL represents for me.

I have been both excited and nervous about writing this post. For me, this is a journey into previously uncharted territory and a glimpse into my heart & soul as a leader.

So why do I want to obtain the NPQSL?

For me the answer is simple; the higher position I attain, the greater influence I can have on the betterment of the lives of my students and colleagues. The NPQSL is a stepping stone on my path to being able to offer more than I currently do, and being able to serve on a wider, more holistic scale.


 My initial worries

When I first discovered I’d been accepted onto the NPQSL through our teaching school alliance, I must admit to my first thought being: perhaps they’ve made a mistake? Why would I be accepted when there are more suitable candidates than I? (This is of course despite the fact that I had actually applied!)

Once I had contacted them and confirmed that I did indeed have a place, I fretted about sending out the pre-programme 360 diagnostic to my colleagues: what if they thought I was awful? What if they didn’t think I should be doing NPQSL? How could I justify it if I rated myself against the competencies higher than they rated me?

Finally, prior to attending the first face-to-face training day, I was plagued by concerns that the other candidates would figure out that I didn’t have as much experience as them, that they’d think I was too young to be on such a course, or that they’d look down on me as I’m not already in an SLT position.

It would be logical at this point to ask why on earth I would proceed if these fears were the case.

However, there has to come a point when your goals and desires outweigh your fears; deep down I believe, in spite of my fears, that I have more to give.


Receiving my 360 feedback

Printing off my 360 Report was both daunting and enlightening. Some of the insights I gained after reflecting on my results include:

  • I rate myself lower than my colleagues do.
  • I need to raise my self-awareness, or rather recognise when I am deliberately sabotaging myself or being overly self-critical.
  • My core purpose of dedication to students/colleagues is recognised by those at all levels. e.g. peers, direct report & SLT.

My highest scoring competencies:

  1. Modelling excellence in leadership of T&L
  2. Learning focus
  3. Integrity
  4. Information seeking
  5. Serving others

My lowest scoring competencies:

  1. Resilience and emotional maturity
  2. Relating to others
  3. Self-awareness
  4. Inspiring others
  5. Partnership working

Undoubtedly I have some key areas of leadership to focus on over the coming year and I look forward to exploring and developing those aspects of myself as a leader.


NPQSL: the first day

Luckily a colleague of mine is also undertaking the NPQSL at the same time as me; there was no way I could talk myself out of attending with her driving me to the venue!

The first session began with introductions by the course facilitators, an outline of the course and a brief overview of the final assessment requirements. We also had to introduce ourselves; my inner-critic was on full volume as I listened to the rounds of “I’m Assistant Principal at….” or “ I’m director of KS5 at….” My own announcement of “I’m a Lead Practitioner at…” just didn’t have the same ring to it

We were then given some time to review the paperwork we had been given and start filling out our action plans for our school development tasks. (Mine involved primarily a series of vague ideas, but nothing concrete- I was assured that at this stage that is quite normal)

Following this we split into groups of 5-6 people from a range of schools – we were essentially forming an SLT for the time being. Our facilitator Carrie presented us with 20-odd scenarios in a ‘what would you do?’ activity. Carrie assured us that these were all real life scenarios that members of her SLT had encountered in the course of their careers.

Some notable examples are as follows:

  • You return late from a evening meeting at another school and on your way in see a senior member of staff in a compromising position with a female NQT.
  • A member of staff has claimed for a hotel stay on a course you know they did not attend.
  • A new (young) member of staff comes to you to report that over the summer holidays they had a ‘fumble’ with a girl they met in a club, who they have just discovered is now attending the schools 6th form as a student.
  • A member of staff telephones you to say that they have sold their departments textbooks on Amazon and they resign with immediate effect.

The conversation generated by these scenarios was lively, and brought up a range of issues that many of us had not had to consider before. I became acutely aware that SLT need to have sound knowledge in a range of policy areas in order to deal with such issues appropriately.

Looking back on the discussion we had, I can now see how each of us brought something different to the table: policy knowledge, experience, caution, decisiveness, a willingness to consider other options, a strong sense of morality, and constructive criticism. I have come to realise since the first session that any SLT is an amalgamation of talents, personalities and skills, and only by utilising our ‘opposites’ can we (and the team) fulfil its full potential.

The final aspect of the day related to us as leaders- our individual motives, values and traits. In an independent activity we were encouraged to select, from a range of values presented to us, 10 that we felt best describe us. Challengingly, we then had to narrow this to the most crucial 5- the 5 that form our core.

 My final 5 & my reasons why:

  • Love– the most powerful and motivating emotion; the strongest bond
  • Service– stems from my faith and my desire to help others be better (in whatever way ‘better’ means to them). This gives me purpose.
  • Advancement & promotion– stems from my belief that everyone can be more than what they currently are & that age, class, faith, background and attitude are not insurmountable barrier to growth.
  • Integrity- I aim to live as honestly as possible & live truly as a good person. What I do reflects what I am.
  • Learning– leads to growth and betterment.

My leadership style

The theory of Situational Leadership argues that leaders can analyse the situation at hand and then select the most appropriate leadership style to suit the purpose. However, we all have tendencies to lean more towards one style or another. This in itself does not overly matter; what matters is one’s self-awareness and skill in shifting their behaviours to adopt a suitable style as needed.

Situational Leadership model
Situational Leadership model

http://www.selfawareness.org.uk/news/situational-leadership-and-developing-great-teams

My leadership traits:

  • Perfectionist
  • Introverted
  • Self critical
  • Contemplative
  • Logical
  • Planned

On the face of it, I am naturally quite directive. Not necessarily the most inspiring, motivating and encouraging of styles. There are, of course, times when being directive is essential; in lifting a school from special measures, or in challenging troubling behaviour for example.

In this instance, my self-awareness is crucial, perhaps even more so considering how I lead is most certainly not how I like to be lead. As a result I can now actively take steps to adapt my reactions to different situations, and hopefully I can learn to adopt a more coaching mentality. To this end I am now seeking formal coaching training to try and bring greater balance to my leadership skills.

Rob Goffee and Gareth Jones are Europe’s leading experts on organisational culture, leadership and change. They are past winners of the prestigious McKinsey Award for the best article in the Harvard Business Review, entitled, “Why Should Anyone Be Led by You? Their work on Authentic Leadership is renowned and they fittingly hit right at the heart of the matter when they encouraged leaders from all professions to:

“be more of yourself, with skill.

http://www.whyshouldanyonebeledbyyou.com/index.html

development-model-2

It is with this goal in mind- to become an authentic but situational leader- that I have sought professional coaching to support me on my journey to Senior Leadership.

Coaching

Alongside undertaking the NPQSL I am being coached by a member of SLT. Suffice to say that the 2 coaching sessions I have had since beginning the NPQSL have proven exhaustingly difficult, immensely emotional, profoundly thought provoking and ultimately extremely motivating.

Whilst not all of my insights have been pleasant ones (my inner critic is, as I said earlier, excellent at sabotaging me), the most useful have been the most profound.

My insights thus far:

  • My inner-critic is useful and not a total handicap- it keeps me focused on my purpose.
  • My reflective nature is useful and beneficial- it helps balance ‘yellow’ individuals (those with an extroverted nature, who tend to generate fantastic ideas but find it challenging to plan & implement them in a practical way)
  • I am not shy; I am however actually very sensitive to the opinions/views/emotions of others.
  • Engaging with my inner-critical too much causes a downward spiral of negative thinking.
  • Developing my coaching skills really fascinates and excites me, and I really believe it will help bring balance to my skill set.
  • My core purpose (to serve others and be useful) is more important to me than I’d recognised.
  • The traits I admire in other leaders relate to purpose, conviction and authenticity.
  • The vulnerabilities other leaders show only endear me to their cause more, yet my view my own as a weakness never to be revealed.
  • My greatest fears: that perhaps what I currently do is all I have to offer and that by becoming a leader I may make a decision that ultimately makes life worse for those I have dedicated my life to serving.
  • I am a lot more self-aware than I thought.

So after a month of revelations, challenges and anxieties, I can honestly say that exploring ‘me as a leader’ is more exciting and more fulfilling than I thought. The journey the NPQSL will take me on over the next year will undoubtedly bring greater challenges than those I have faced before, but I am confident that I will develop my ability to ‘be more of myself with skill.’

Thinking points:

  • What are the greatest fears of other leaders?
  • What can I bring to an SLT?
  • How will my core values assist me in becoming an effective Senior Leader in the coming years?
  • Why are some leaders more successful than others?
  • How can I create a vision which reflects my values and articulate it to others?
  • Why do I lead so differently to the way I like to be lead?
  • How do my values translate into my day to day actions in school?
  • To be an authentic leader, how much of ‘me’ should I let others see?

Exploring AfL- my research findings

This next post focuses on the research that I conducted at my academy and the findings of that research. The research itself was conducted on a small scale; only focusing on Yr12 Humanities lessons, which at the time had a small uptake due to being a new 6th Form.

For my research itself I used two methods; observation data and questionnaires for both staff and students. The limitations of my research will be discussed later on.


Approach to data analysis

It is most prudent to conduct a thematic analysis of the data collected rather than discussing each method individually; this is especially so in light of my use of two questionnaires, which ultimately produced significant amounts of both qualitative and quantitative data. Additionally, the observational data provided information which links to both questionnaires, whilst also itself raising some intriguing questions.


Defining and understanding AfL- staff responses

The responses to Question 2 on the teacher questionnaire indicated that generally the Year 12 teachers in Humanities are aware that AfL is designed to check the progress of students, and monitor their current learning, with all respondents including this concept in their written response in some way. All respondents make reference to the idea of checking students learning, with Respondent A describing it as “Assessment for learning- checking progress throughout the lesson”; similarly Respondents B, D and E also accurately identify the phrase ‘assessment for learning’ in their responses. Only Respondent C fails to state what the term ‘AfL’ actually means; this may be due to ambiguity in the question, with the respondent believing that a description of what AfL means to them is sufficient. This does however imply that the phrase is recognised by teachers, and that KS5 Humanities teachers have at minimum a basic grasp of the underlying function of AfL. As the Humanities department as a whole have all experienced the same whole academy initiatives this year, as well as on site INSET training, we can assume that for the most past they have received the same information about AfL from the academy itself.
Interestingly however, only Respondents A and B identify that AfL also involves an adaptation of teaching pedagogy in direct response to the information received from students. Respondent A shows awareness of “making adjustments as necessary” after checking progress, whilst Respondent B crucially states that AfL is “real time which enable[s] a teacher to ‘read’ the level of progress/understanding.” When considering why Respondents A and B show a better understanding of the function of AfL it is plausible that they have received different experiences in training in addition to whole academy INSET, as the academy runs weekly voluntary training sessions (VT), at which attendance is not compulsory. They may therefore have attended more /different VT sessions than other Respondents. Nevertheless, in spite of the small sample size, what the responses do indicate is that the process of AfL is what is not understood by many, and the crucial need to change ones teaching, to be reactive to student feedback is often missed. Assessment cannot truly be formative without this change. This is reflective of Wiliams’ (2009; 13) perception, as he argues that “adapt[ing] teaching and learning activities in order to meet student needs. This sounds straightforward but it is far from common even in the best classrooms.”

assmt4learning

The fundamental purpose of AfL is to further students progress by accurately diagnosing where they currently are, and what needs to be done to move them forwards; without the adaptation of teaching, or indeed of student action, there can be no progression, and AfL becomes merely another classroom activity.


Students and AfL

What is more is that it is very clear that students are in no way familiar with the expression ‘AfL’, and one might ask why they should be. It is however surprising, seeing as student engagement with and involvement in formative assessment is crucial for its success, that we as teachers do not share its purpose with them. The same could not be said of summative assessment however, with the importance of GCSE and A Level exams instilled into students as soon as they begin their programme of study. Why do we as teachers therefore seem to value formative assessment less, or perhaps, we value it secretly?

UnknownSurely, by sharing the purpose of formative assessment with our students, and emphasising its value to learning, this would have the cumulative effect of increasing both the effective use of formative assessment in the classroom, and of raising attainment in summative assessments.

Based on students responses to the questionnaire, 43 respondents out of 44 were unaware of what the term ‘AfL’ means, nor had their teacher ever explained it to them. Yet, when asked specifically about a range of AfL activities in their Humanities lessons, students were able to recognise their use, thus suggesting that AfL had been occurring often. Interestingly, Respondent 29, who was able to recognise the term, defined AfL as “assessment for learning is where the teacher assesses what you learn through answering questions,” accurately naming the term, and correctly identifying that learning is being assessed. However, Respondent 29 harbours the misconception that AfL only takes place through questioning; this may be due to questioning being the most common strategy used in this respondent’s lesson, according to their responses, and also the respondent rating questioning as the most effective strategy for a teacher to assess progress


Observations and AfL strategies used in lessons

In July 2013 73% of lessons observed were judged as ‘good or outstanding’ for the use and effectiveness of AfL during the lesson. This implies that those staff observed had a sufficient grasp of AfL to be able to ensure at least ‘good’ progress for their students according to the Ofsted criteria. However, this figure does not narrow down the difference between ‘outstanding’ and ‘good’ AfL, but presents a generic picture. This difference is crucial as the ‘good’ criteria stated at the time that “teachers assess pupils’ learning and progress regularly and accurately,” whereas the ‘outstanding’ criteria posited that “teachers systematically and effectively check pupils’ understanding” (Ofsted; 2012).

In relation to the use of AfL strategies across Year 12 Humanities, there was some correlation between teacher and student responses. For instance, 30 out of 44 student respondents identified questioning as being used often or regularly in lessons, with 27 respondents identifying questioning as being effective or very effective to understand student progress. Comparing this to the teacher questionnaire, all 5 respondents stated that they use questioning in their lessons, and all ranking the use of questioning as being very effective in order to understand student progress in lessons. It is evident then, that the perceived value of questioning is shared by both students and teachers. Questioning is an integral part of any lesson, and can be used to clarify, stimulate, engage and consolidate.

Intriguingly, despite teachers and students placing immense value in verbal feedback, with all 5 staff claiming to use it, and ranking it very effective, as well as 34 out of 44 students claiming it to be effective or very effective, only 22 students reported its use often or regularly in lessonUnknowns. Feedback itself can be defined as “as information provided by an agent (e.g. teacher, peer, book, self) regarding aspects of one’s performance or understanding” (Hattie and Timperley; 2007; 81), expounded in an array of formats, verbal being one. Within a lesson, verbal feedback could be in the form of a response to a question, comments on a piece of written work, or even questioning designed to elicit reflective thinking. Overwhelmingly students considered verbal feedback most vital. The Sutton Trust (2011) echoes the view of students at the academy, reporting that effective feedback adds an additional 9 months onto the learning of students.

Why therefore it verbal feedback not used more commonly in lessons? With regards to targets set during teacher observations, 3 observees were targeted to improve either written or verbal feedback, with verbal not necessarily to come from the teacher. For example, the target for Observee 8 suggested that they “allow them [students] to explain how they reached the correct answer to ensure that they fully understand.” It is the reference to how students reached their answer which is crucial here; the process of student learning should be under analysis by both students themselves and teachers, rather than solely a focus on the ‘right answer.’

When asked to suggest how teachers could better understand students’ progress and understanding in lessons, 9 out of 44 student respondents proposed ideas. Their suggestions can be categorisclip-art-interviewing-414559-620x 180-1ed as follows: verbal feedback (3 respondents), one-to-one sessions (4 respondents) and marking (2 respondents). What is obvious here is that it is direct contact with the teacher, with interaction individually targeted to each student, which students seek the most.

marking_2443763b

All 3 categories involve providing feedback to the student, either verbally or in a written form. Whilst the Sutton Trust (2011) argues that effective feedback can add 9+ months onto a students learning, it reports that one-to-one sessions only add 5+ months, for a cost which is considerably higher. Yet students feel this is what they need. Is this because they feel they do not receive sufficient feedback during lessons? Or is it because in a one-to-one setting they are more willing to ask questions they would not in front of their peers?

Quite accurately, Minton (2005; 115) argues that “the feedback must be as close as possible to the learning for it to have any useful effect” and quite rightly that “it is not much use knowing that we need to do something differently once the point of need has passed.” What use is it to assess what students have learned long after they have left your classroom? By then, the opportunity to address misconceptions and advance learning is missed.


Answering my research questions

From examining teacher responses it is evident that Humanities teachers were aware of the term AfL, and recognised its purpose to ascertain students’ progress and understanding. However, there evidently was a  lack of understanding that the teacher must adapt their pedagogy in response to information obtained from students- those staff who responded indicate that this fundamental aspect of AfL is missing for several teachers. On behalf of students, there was no widespread comprehension of the purpose or form of AfL.

Most commonly the strategies of questioning and model answers are seen in Year 12 lessons, with mini whiteboards used the least. Interestingly all 3 of these strategies have been promoted in voluntary training sessions since 2011, yet only 2 of them have been consistently adopted by teachers at KS5. There seems to exist the perception that some strategies are more valuable than others, with mini boards deemed the least valuable. Yet I would argue that teachers are under-estimating the impact they can have in lessons by providing a quick, whole class assessment method (if used effectively).

question-mark

Reviewing the data obtained from students and teachers, the trend appears that the more frequently a strategy is used in lessons, the more value it is afforded by both parties.

The question is, does this value result from usage, or is usage a direct result of attributable value?

Exploring AfL- a literature review part 2

 What is assessment ?

Black and William (1998b; 2) subsequently defined assessment per se as “activities undertaken by teachers, and by their students in assessing themselves, which provide information to be used as feedback to modify the teaching and learning activities in which they are engaged.” It is plausible to argue that almost every activity undertaken in a lesson fits into this category; if nothing is learned from an activity, why therefore is it being done?

Assessment wordle

The problem this presents is that the information to be gleaned from a single lesson may become overwhelming and thus the effectiveness of the information lost in vain attempts to ascertain meaning from every activity, student comment, or written piece of work. However, importantly Black and Wiliam (1998b) then qualify this statement, positing that formative assessment only occurs “when the evidence is actually used to adapt the teaching work to meet the needs.” Wiliam (2009; 13) later further qualified this theory, emphasising that for true formative assessment to take place the teacher must “adapt teaching and learning activities in order to meet student needs.”

Evidently, the overarching emphasis here is on the act of changing and modifying teaching in order to best suit the needs of individual students; a conscious decision, made based on clarity of student progress and understanding and possession of a range of pedagogical tools to allow adaptation of lesson content and materials.

Gardner (2006; 104) echoes this sentiment, arguing that “AfL is used in making decisions that affect teaching and learning in the short-term future.” From this we can establish that AfL relies heavily on the professional skills and judgement of the teacher and their ability to make instantaneous decisions in response to a comment, question or an unexpected issue. Indeed, Lambert and Lines (2000) highlight the need for teachers to have “the ability…to analyse the pupils work within the bigger picture of the disciplinary context,” (ibid; 121) suggesting that as well as being decisive, in order to effectively employ AfL, teachers must also possess firm subject knowledge and confidence with their subject matter; without it, how can a teacher truly know the progress of their students? This point is strongly supported by Bennett (2011;15), as he argues “that a teacher who has weak cognitive-domain understanding [poor subject knowledge] is less likely to know what questions to ask of students, what to look for in their performance, what inferences to make from that performance about student knowledge, and what actions to take to adjust instruction.” As the majority of Year 12 teachers at the academy had not previously taught the KS5 curriculum, it may seem obvious to expect their subject knowledge to be weaker than at KS3 and KS4, and thus adversely affect their use of AfL. Considering this, I am inclined to agree with Gardner’s claim that “the importance of subject knowledge may have been underplayed in some of the earlier writing on AfL.” (2006; 139)

The role of students in formative assessment

Whilst Berry (2008) echoes the sentiment that AfL is vital in identifying progress and areas for development, and the teacher plays a vital role, she places the onus of using AfL squarely on the shoulders of students, alongside their teacher, giving them equal responsibility and independence. She argues that “students need continuous information about their learning, information that describes what they are succeeding at, where they should pitch their efforts to make improvements in their current level of performance, and what strategies that may need to consider in moving their learning forward.” (Ibid;1) Ultimately, Berry (2008) suggests that whilst teachers are important in providing this learning information, they are not entirely responsible for the learning of their students (an outlook that in many ways is wholly opposite to the perceived role of a teacher); the students themselves need to make decisions and choices related to their learning. So rather than the only teacher adapting their teaching activities or behaviours, Berry is implying that the students themselves, when armed with learning information derived from AfL, can adapt their own activities and behaviours to ensure their own progress.

Considering the focus of my research was Year 12 students and their progress in Humanities lessons, at a time when they had selected specific subjects to study, and had chosen to continue with their education rather than it being a legal requirement and therefore mandatory, the role of student responsibility and independence in learning cannot be ignored.

Issues for teachers in putting AFL into practice

Despite many teachers seemingly recognising the value of formative assessment, its actual use in the classroom leaves much to be desired. This is due to a range of factors; preconceived ideas regarding formative assessment; teacher resistance to the introduction of new initiatives, a lack of practical and easy to use strategies for teachers and the pressure of external summative examinations are some such examples.

Gadsby (2012; 1) insightfully noted that “many well intentioned teachers are engaging with the letter of AfL rather than the spirit of it,” summarising the age-old problem of teachers simply ‘ticking the boxes’ by paying lip-service to what is seen as yet another new initiative introduced by the Government or SMT and foisted upon staff, rather than buying wholeheartedly into the usefulness and rigour of AfL. Indeed Wiliam (2009;22) commented on the frustration experienced by Leadership in schools, who, after implementing a new pedagogical initiative involving AfL, find them seemingly adopted by staff “only to hear that as soon as they [the observer] have left, the teachers revert to their former practises.” This can be largely due to two explanations; teachers are unwilling to comply, or they are unable to comply.

Let us assume for a moment that it is because they are unwilling to comply. Firstly, teachers, by the very nature of their profession, are creatures of habit and routine; to suggest that they should change their practice, which they may have been doing for years, can be both unsettling and frightening; it understandable that some teachers may feel hostile towards new initiatives which impose change. Black et al (2006) conducted a 2 year research project, involving 36 teachers from Medway and Oxfordshire, focusing on putting AfL into practice in the classroom. In their findings they reported on the fear shown by the teachers involved in the project, stating that “the teachers described the changes on which they were embarking as scary;” (Ibid; 96) given that these individuals had voluntarily involved themselves in Black et al’s project and yet still found the pedagogical change scary, one can empathise with teachers who have come to experience formative assessment as a ‘top-down’ initiative, over which they have little control. Similarly, in a later work, Wiliam (2009; 21) (who collaborated with Black on the project) noted that “in traditional ‘top down’ models of teacher professional development, teachers are given ideas to try in their classrooms, but the response is too often ‘I tried what you told me and it didn’t work’.” Such a negative response is arguably due to some staff feeling “coerced and hostile to yet more change,” as a result of schools enlisting all staff in a new initiative, rather than selecting the most suitable candidates, or requesting volunteers. (Clarke; 2008; 161)

As previously discussed, the subject knowledge of the teacher can impact heavily on their ability to successfully implement formative assessment in the classroom, yet their pedagogical knowledge is just as important, and cannot be overlooked. As such, it may be that teachers are unable to comply with new formative assessment initiatives as they simply do not possess the skills to do so. Bennett (2011;18) rightly affirms that “intentionally trying to develop pedagogical knowledge, deep domain understanding, and measurement fundamentals simultaneously may be more than any one professional-development programme can reasonably deliver.” The key issue here which Bennett emphasises, is that changing or developing pedagogy is not a simple issue, nor easy or quick to achieve, especially not on an institution or profession wide scale, and that often training programmes try to achieve too much all at once. In short, all this pedagogical over-load achieves is teacher disillusionment and disengagement, not a pedagogical revolution.

It is clear therefore, that for formative assessment to be integrated effectively into the curriculum, teachers need support and guidance in a number of areas; pedagogy, subject knowledge, and time management. What else is clear, is that although the idea behind AfL is not unheard of in schools, and undoubtedly most teachers have dabbled with ‘AfL strategies’, knowing that formative assessment exists and is important is a very different thing to figuring out how to implement it successfully in one’s own classroom (Leahy, Lyon, Thompson and Wiliam; 2005). imagesThis is why, therefore, that teachers need practical, sensible strategies demonstrated to them, to enable them to apply AfL in their own context; by providing teachers with, if you will, a toolkit for formative assessment, not only would they have practical basis from which to work, but they would also develop the confidence to experiment with these strategies in their lessons. This is the underlying concept behind the academies provision of voluntary training sessions twice weekly, which offer short, focused sessions outlining both theory and practical application of key pedagogical aspects. Bennett (2011;20) goes slightly further arguing that “teachers will need useful classroom materials that model the integration of pedagogical, domain, and measurement knowledge,” thus suggesting that, in addition to practical strategies, it would be more beneficial for such strategies to fit cohesively with external and internal summative assessment, as well as be suitable for the subject matter at hand. This is something that the academy has not yet achieved.  Whilst there is now undoubtedly a wealth of literature available and educational specialists who claim to have expertise in formative assessment, teachers still find the effective implementation of such processes challenging and unsettling. If prior training, CPD and academic research had been successful, surely this barrier would not exist?

There’s never enough time…

Furthermore, teachers may find it difficult to comply due to time constraints. Whilst the process of AfL itself occurs mostly within the classroom, when adapting pedagogy and lesson planning, it can be time-consuming. We must not forget the other aspects of a teacher’s role, such as being a form tutor, or break and lunch time duties in the playground, or indeed family commitments, all of which place demands on their time. Weeden, Winter and Broadfoot (2002; 28) recognised this constraint, explaining that “teachers may need to spend more time marking work, and feeding back comments,” although they do make the explicit point that such additional demands are only transitional when beginning to use AfL routinely. Having delivered training sessions myself for KS5 teachers, I have been frequently asked how AfL might be used in different subjects. To try to alleviate this frustration and uncertainty, some training sessions at the academy have been subject-focused, allowing discussion in departments, but most are generic offering basic, adaptable strategies; my research aimed to examine the extent to which these strategies are used at KS5 in Humanities, and with what effect.

(TBC….my research)

AfL jigsaw

Thinking points:

  • Are AfL and summative forms of assessment actually mutually exclusive or could they be used simultaneously?
  • Why does AfL persist to be a bolt-on to lessons or ‘magic bullet’ in many schools rather than an integral part of learning?
  • What do we need to do to make pedagogical change easier for staff?
  • How can we develop a working partnership with students in our lessons in order to facilitate greater used of formative assessment feedback?
  • How do we ensure that information received from formative assessment is acted on ASAP to guide the rest of the learning taking place?

Exploring AfL- a literature review part 1

Following on from my previous post which set the context for my research into AfL in Post-16 lessons at my academy, this next series of posts will explore some of the relevant literature related to AfL and my thoughts on their concepts. The obvious place to begin is an outline of formative and summative assessment and how these relate to the oft used terms ‘assessment of learning’ and ‘assessment for learning.

Thoughts on formative and summative assessment

principles
The AfL strategy, based on research by the Assessment Reform Group (ARG) 2002

The term ‘Assessment for Learning’ (AfL) is in itself ambiguous to many within the teaching profession, often being mistaken as assessment of learning, and whilst the two terms are connected, almost inextricably so, fundamentally they are different, in terms of function, form and outcomes. Gardner (2006) notably pointed out that the phrase ‘AfL’ only actually came into regular use during the 1980s and early 1990s, coinciding not surprisingly with the influential work of Black and William (1998;a&b). It is unlikely that the process of AfL failed to exist prior to the 1980s, yet its place within the classroom and the recognition of AfL as a keystone of effective teaching had not yet occurred on a profession-wide scale. This did not really occur until the implementation of the Assessment for Learning Secondary Strategy (2002) and increased focus from Ofsted on its use in lessons. Yet Lambert and Lines (2000) argued that AfL remains a “relatively undeveloped field but one with dramatic potential impact” (Ibid;106). This is difficult to accept when one notes the wealth of literature available on the subject of AfL, albeit in its various guises, one such being the interchangeable term of formative assessment. It is more likely therefore that the education profession has failed to obtain a firm grip on the concept, and to identify specifically what is meant by the term. Indeed, Lambert and Lines (Ibid; 107) recognised this, claiming that AfL holds an “ambiguous and uncertain position in the world of education. It is not well understood…..practice is found to be patchy.” Such an assessment of the condition of AfL in education is hardly surprising considering the amorphous nature of assessment itself, and the surfeit of literature claiming to summarise the matter.

Assessment can typically be categorised as being either formative or summative in nature (Harlen; 2006). Summative assessment, in my experience at the academy, is the type with which most individuals have familiarity; the giving o3868ad2f6a97da3d94f797ade0dbcd11_zps6ba06d72f grades or results, or a test given to students at the end of an academic year, the most recognisable of such being GCSEs and A Levels. (Tuttle; 2009; 3)

 

This type of assessment produces mostly qualitative data in ratio of pass: fail grades and focuses student attention on the percentage, mark or grade they have been given. Ultimately when undertaking summative assessment students can become fixated on achieving a certain grade, arguably neglecting the learning and thinking behind the attainment of such grades. Whilst striving to attain a specific grade can be immensely motivating, the reverse is also true for the student who does not attain their desired goal. Yet summative assessment remains the manner by which schools are judged in England, with league tables recording the percentage of 5 A*-C grades students attain at each school. (obviously at the time of writing, the imminent 1-9 GCSE grading system has not yet been introduced)

Understandably, teachers, parents and politicians place great emphasis on the results of summative assessment.images Significantly though, summative assessment is flawed. (Leahy, Lyon, Thompson and Wiliam, 2005; Tuttle 2009). The information it provides is mainly used for retrospective analysis, allowing changes to the curriculum for the following academic year, but having little immediate impact on student progress or attainment. With this in mind, it is appropriate to see summative assessment as assessment of learning,’ a method which whilst essential in the modern climate, is ultimately not fruitful in facilitating immediate modifications to teaching and learning. At the academy, the beginning of the academic year is spent reflecting on percentages of % A*-C grades, discussing the performance of sub-groups against targets, yet this fails to facilitate modification in teaching strategies. Instead teachers pour over data, discussing what should have been, rather than focusing on what happened in their classroom which led to those results in the first place. Admittedly, this year our INSET has been geared more towards analysing what happens in the classroom and how we teach, yet discussions in the department groups I participated in still were drawn towards data tracking, grades and communication across the school, rather than classroom experiences.

Conversely, formative assessment provides a continuous flow of information regarding student progress and attainment, and is based according to Tuttle (2009) on a process of diagnosis (of the students’ response), feedback (based on their response) and use of feedback (by the students themselves to progress further). Simply, formative assessment is “frequent, interactive assessments of student progress and understanding” and it is the purpose of this frequent interactivity which differentiates formative assessment so clearly from summative; “information gathered in the formative process is used to shape improvement, rather than serve as a summary of performances.” (OECD; 2005; 13)

Mini whiteboards are often used in classrooms to give immediate feedback on tasks
Mini whiteboards are often used in classrooms to give immediate feedback on tasks

In short, formative assessment is responsive to the situation at hand, offering teachers the opportunity to ‘go with the flow’ so to speak, and modify their teaching in order to provide the best learning experience possible for their students. Consequently, formative assessment is quite aptly frequently termed assessment for learning’ as its application in the classroom does just that; facilitate learning.

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The Sutton Trust-EEF Teaching and Learning Toolkit is an accessible summary of educational research which provides guidance for teachers and schools on how to use their resources to improve the attainment of disadvantaged pupils.

However, Swaffield (2011) distinctly disagrees, arguing that AfL and formative assessment are separate concepts. This is supported by Higgens et al (2011) who discuss many formative assessment methods separately in the Sutton Trust Report into Pupil Premium.

Swaffield (2011) goes so far as to say that the interchangeable use of the terms has resulted in the misappropriation of AfL, arguing that “Assessment for learning is a learning process in itself, while formative assessment provides information to guide future learning.” However, I would argue that Swaffield confuses the matter, where in reality, no confusion exists. By applying preconceptions to AFL and formative assessment, as all researchers are at risk of doing, she fails to recognise that the learning process of AfL is designed to provide information for the adaptation of future teaching and learning. AfL is quite clearly formative assessment, and whilst it is recognised that defining AfL (as has been previously discussed) can be challenging, there is not sufficient argument to justify the complete separation of the two terms.

Despite Swaffields’ misgivings, these terms, summative and formative, as well as their counterparts of assessment for and assessment of learning have, since the 1990s, been used interchangeably by the education profession and Government agencies (Gardner; 2000). For the sake of continuity, the same will occur for formative assessment and AFL in my research.

Arguably the most seminal work on AfL is that of Black and Wiliam (1998b), who conducted an extensive literature review of existing research into assessment and used their findings to suggest practical strategies, in ‘Inside the Black Box: Raising Standards Through Classroom Assessment.’ In their treatise on classroom assessment Black and William moved into largely un-championed territory, providing a cohesive and easily-digestible summary of the types and purpose of assessment used in the classroom. Their work brought assessment into the educational spotlight in a way that it had not been before and stimulated professional dialogue regarding the nature and function of assessment in education. They argued that “this feature [formative assessment] is at the heart of effective teaching,” suggesting that for teaching to fulfil its core purpose, formative assessment must be used (Black and Wiliam 1998b; 1.) Moreover, they proposed that the classroom should not be left solely for teachers to deal with, but rather that policy makers and Senior Management teams should seek to provide support and direct help to those who essentially are ‘on the front line’ of teaching.

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