Simple quick tips to impress as an NQT
Robert Aitken, ex-teacher and education technology specialist at ONVU Learning, has some advice for the NQT in your school… Step one is complete; you’ve found an NQT job for next year. It’s only natural to feel a little scared by the prospect. You’ve spent the last year training and now it’s just you at the front of the class, and there are 30 students staring back. There’s no need to panic though. Here are eight ways to build confidence as an NQT and to be your best self. 1. Get to know your new school before your first day Once you know you have a job with a school try to visit several times and learn as much information from the team. Gather as many resources as possible. If you’re based a long way away, try to visit at least once and then follow-up with some probing questions. That will allow you to spend your time over the summer holidays planning effectively and gaining confidence in your approach. 2. Learn and follow school policies from the outset Each school has its own way procedures and it is vital that you follow them wholeheartedly as an NQT. Reading them carefully is the task number one, but if you can spend time shadowing a class or a student before the summer break you’ll get to know how such policies and approaches are delivered by teachers in the classroom in practice. That will make all the difference in your ability to assimilate and thrive in the new environment. 3. Look for respect, not to be liked There’s a saying: “You shouldn’t smile until Christmas”. That’s a pretty big challenge. A smarter version is to look for respect. Don’t fret about telling students off when needed, but at the same time you can laugh when the situation comes up. Just remember who is in charge and the goals everyone is there to achieve. 4. Stick to the basics of teaching – explain, model, question Alex Quigley’s book ‘The Confident Teacher’ has a tip: Don’t think of trying to deliver overly complex ‘wow’ lessons every lesson every day. Just ensure that you have a core process of explaining new ideas, showing how they work in practice, and then using effective questioning to assess the learning delivered and if it has translated into understanding. 5. Look after your voice A study by Greenwich University found that 50 per cent of NQTs suffer from voice loss during the year. What a problem to have! The NUT2 advises teachers to take a range of steps to avoid this, from warming up the voice at the start of the day to finding a comfortable range of pitch to drinking enough water. It’s a real problem, so take steps to address it so that the risk is minimised. If it should happen, do the right thing right away so the episode passes as fast as possible. 6. Don’t agree to do too much too soon – even under pressure It’s easy as a new member of staff in a school to want to throw yourself into a wide range of new activities. Everyone wants to be respected and relied on. But everyone needs time to prepare lessons, do their household chores, sleep, AND have a life beyond teaching. As you become more experienced, teaching and preparation will take up less time and you can take on new roles. A teaching career can last over 40 years! Don’t try to conquer the task at the expensive of your life. 7. Use networks for help and support early and often As an NQT you’ll have a network of people within your school to help you – usually a mentor and an induction tutor as well as a peer network of NQTs and RQTs (2nd year teachers). You may also be part of a wider network through a multi-academy trust or local authority – and you’ll probably be in touch with fellow students from your initial teacher training programme. It’s important to use them – and to remember that no question is too silly to ask! Ask the question before you run into the problem. 8. Take time to reflect on your lessons in a positive way Take a moment out of each day and reflect on your lessons. Notice the critical incidents within them, and use reflection and external coaching to continually improve. Some schools make this easy with technology and structured techniques that improve the effectiveness of such self-reflection. Certainly think back after each lesson and ask ‘what would I do again?’ – identifying the key things that you did right. If anything could be better, think about what happened to drive that outcome, the internal and external factors. It’s an exciting time, and as in all aspects of life, proper planning prevents poor performance. Every student deserves a great learning experience and every NQT is able to deliver one, with the right attitude, training, and support. Self-reflection and a growth mind-set focused on continuous professional development will get a committed NQT through day one, week one, and year one, and onwards for a rich career.
Incorporating autism into lessons via VR technology
Bilikis Banire is a Ph.D student in computer science and engineering at Qatar Foundation member Hamad Bin Khalifa University. She is currently leading Qatar Foundation’s innovative project to non-invasively measure the attention spans of children with autism spectrum disorder (ASD). Q&A on autism research using VR technology 1. Why are attention spans important? What issues arise when teachers fail to recognise signs that children with autism need a break or are frustrated, for example? The ability to pay attention directly influences how an individual acquires skills and when children aren’t able to pay attention it can be a clear sign that they may react negatively to certain tasks. When teachers fail to recognise this, it makes it extremely difficult to identify which learning materials can be productive and increases the likelihood of the child becoming frustrated. This can result in either poor or no assimilation of content and lead to the child refusing to learn in subsequent sessions. Understanding attention spans is central to improving learning experiences for children with ASD. Children with ASD typically have shorter attention spans than other children, and their learning pace can be different. To be successful, teaching methods must recognise and be tailored to these nuanced differences. 2. You’ve been working on a virtual reality-based project to explore attentions spans further. Why virtual reality? The essence of virtual reality is to mimic real-life scenarios and it can be a very useful tool for evaluating responses based on mock environments. The core advantage of the technology is that if we encounter any issues, it has little or no impact on the user compared to a real environment. Virtual reality is also particularly well-suited to those with autism, as they often prefer three-dimensional formats to traditional learning modes. Turning to virtual, perception-driven experiences to develop our attention test allowed us to navigate real world problems in the comfort of an implied setting. 3. Could you outline the virtual reality which will help teachers to understand the needs of pupils with autism? Working with Texas A&M University in Qatar, we developed a mixed reality attention test for children that can be viewed on a 3D or conventional monitor. The children who took part were expected to pay attention to random letters and click the keyboard when a particular letter appears. Their scores were used to evaluate their attention level. While taking the test in our preliminary study, the children were monitored with a webcam so we could analyse their facial expressions in a non-obtrusive way. From this, we identified 4 facial expressions and movements that give a clear indication of the subject paying attention: brow raise, lip suck, lip press, and mouth open. The raw data collected from this is fed into an algorithm used to design a model to predict and monitor attention. Once complete, teachers will be able to use the model to inform their own teaching practices. With the right equipment, they could also use the same method to receive individual results, specific to each student. 4. How will the VR work in day-to-day teaching – is there a camera/monitor needed, for example? Our study can aid in the design of technology and learning programmes for children with ASD. It could also be possible for teachers to conduct the study when beginning to work with a new student with ASD, to learn more about what works best for them. They would need a webcam, eye tracking device and a 3D or conventional screen to run the test, as well as the application software. 5. How can the VR help students to work more independently? The test is designed to increase students’ awareness of their attention spans, as much as the teacher’s awareness. Changes in facial expression and eye-tracking can trigger a warning that alerts students when they are distracted, encouraging them to refocus on the task at hand. This will help them to learn more independently in both the short and long term. 6. What are the next steps for the project? Another common metric of measuring attention is task performance. One of the next steps for our project is to analyse the data we have on facial expressions and see if it correlates directly with task performance. We’ll also be doing more work on the model we’re developing to identify when children with ASD best pay attention based on machine learning algorithms. 7. Is there scope for the VR to be rolled out into the home or workplace, to help adults with autism focus on a task? At the moment, we’re focusing on children with ASD based on a VR simulated classroom. Further studies will consider more specifically how we can help children to focus both at home and in physical classrooms. We also hope to conduct future research into assisting adults with ASD in the workplace. For more information on Qatar Foundation, see qf.org.qa
Top 5 iPad teaching tips
Craig Smith, Education Sales Manager UK & Ireland, Jamf, has some pointers for using the iPad when teaching to ensure the effectiveness of the technology’s use… Technology is becoming an integral part of the classroom, for students and teachers. However, a recent survey found that 37% of teachers want to use technology in the classroom, but aren’t sure how to do so. Crucially, the success of iPad devices and other classroom technology begins with teachers. To empower teachers, schools must offer training and provide a strong technology foundation to build off of. Here are five top tips for teachers to get the most out of the iPad: 1. Keep students focused: Integrate Apple’s Classroom to iPad devices so teachers can manage classes effectively and guide students’ attention by adjusting access to learning apps such as GeoGebra or Tynker. Taking this a step further, with a mobile device management (MDM) solution like Jamf Pro, teachers can grant access to native Apple apps on students’ devices or block others to refocus students on learning. 2. Manage your classroom: Apple’s Schoolwork app is a great tool for teachers. Schoolwork turns the iPad into a powerful teaching assistant, designed for teachers to create and tailor assignments for students according to their unique needs, track progress of those assignments and collaborate with students in real time. 3. Configure automatic updates: Coupled with an MDM solution, teachers and students can get the best out of Apple software updates on their iPad devices from Day 1 and benefit from new user functionality and security updates. It also gives teachers the autonomy to determine when they’d like to upgrade software through a self-service portal. 4. Organise classes more effectively: Create managed Apple IDs on the iPad with Apple School Manager, ensuring the student roster is always current with up-to-date student information. This prevents duplicate work and helps organise classes through integration with the school’s Student Information System (SIS). 5. Facilitate communication with students and parents: Provide real-time comments or audio feedback for students with Apple’s Classroom on the iPad. Through implementing a MDM solution, teachers can also access a variety of school-approved apps which can be used to share update on students’ progress with parents and enable parents to see their child’s updates at home. The primary goal of implementing iPad devices is to enrich the learning experience for both teachers and students, in and outside of the classroom. With the right MDM solution, schools can fully reap the benefits of mobile technology initiatives and further students’ learning, while minimising admin for teachers.
Google for Education partners up with itslearning
A partnership between itslearning, Europe’s most widely used learning platform, and Google for Education was announced recently, enabling teachers to plan, deliver, communicate and engage. The partnership will also allow educators to formatively assess student learning against academic goals, all within one platform, in any location and from any device. The ability to collaborate at any time, anywhere will help to maximise the benefits of both itslearning and Google’s G Suite products. The integration between G Suite and itslearning will combine users’ favourite Google tools alongside those of itslearning. Benefits include Google Drive integration and file uploading, Google file collaboration, giving feedback in real-time on Google Docs, creating Google document templates, Google Hangouts within Instant Messaging amongst others, all seamlessly within itslearning. Additional integration features will be released throughout 2019. Liz Sproat, at Google for Education, said: “We are looking forward to working with itsLearning who share a similar approach to us in the solutions they provide to schools. Both Google and itsLearning work closely with teachers to create tools to help enrich and streamline the teaching & learning experience in the classroom.” Matthew Jordan at itslearning UK said: “The best features of Google Classroom will be a prominent place in itslearning’s LMS and vice versa. The learning environment is easy to use for both students and teachers, and it makes the learning platform an even stronger educational tool.” The interaction between the itslearning platform and Google’s “G Suite” is intended to benefit teachers and students worldwide. These benefits will also be extended to Fronter customers (which itslearning acquired in 2015) via a free upgrade path to itslearning. For more information on Google for Education, see the website.
Zoom video platform improves communication in education
Jane Ross, head of public sector at the Zoom video platform, discusses how it’s helping schools both in meetings and in the classroom… Could you explain what the Zoom video platform is, and how it helps teachers? Zoom is a unified video-first communications platform that provides remote communications services using cloud computing. It offers software for video, voice, chat, and content sharing. Zoom was named a Leader in the 2018 Gartner Magic Quadrant for Meeting Solutions. The Zoom solutions also have the benefit of being available for procurement through the UK government’s official G-Cloud Digital Marketplace framework. This accreditation provides full access to Zoom’s range of solutions, including its Zoom Rooms, which implements its high-quality video, audio and content sharing in rooms of all sizes. Zoom services are available in cloud or hybrid deployments, and the solutions are available on the G-Cloud version 10 of the framework, in the Cloud Software category. Zoom also benefits the ease of sharing critical information, with the one-click activation, the school board can hold meetings, students can join classes, teachers can bring in remote guest lecturers or host office hours online, and so forth. We are living in a digital age, and more and more schools are looking for ways to adapt to this transformation while being conscious of their budget restrictions. Zoom can bolster any eLearning initiatives, by providing a secure platform for online tutoring, online parent teacher meetings, teacher conferences etc. The possibilities for Zoom to positively impact and transform the way a school works is only limited to what they can imagine doing with it! What is the effect on pupils’ attainment when Zoom is used? Zoom can be the next step in introducing synchronous activities into school’s existing or future eLearning programs, it can work to build stronger relationships and better learning experiences for students and teachers alike. For example, webinars and online teaching sessions hosted via Zoom can bolster the engagement of pupils whether at home or at school, providing alternative outlets for those students who are hungry to learn. This will not only build their academic confidence, but also give them a chance to hone this confidence in situations outside the comfort of a classroom, by giving them vital experience of a technology and a way of communicating that they will most likely be using when they come to enter the working world. How does Zoom save the school money? With unique but straightforward pricing structure, Zoom offers affordable and attainable solutions for organisations with even the strictest of budgets. That is why over 17,000 educational institutions are using Zoom for virtual and hybrid classrooms, office hours, administrative meetings, and more. Does Zoom help students prepare for higher education and the world of work? Zoom can play a huge part in helping students understand the tools available to keep up with the modern world of work, and the often-remote experience of attending a University far away from home. Zoom can teach students how to work effectively from anywhere, a skill that will be vital in the world of work as more and more companies offer a flexible working structure. Not to mention, that most companies, even if based in the office 5 days a week, will need to use some form of conferencing software to communicate with other parts of their business, customers, or clients. Using Zoom at school gives students this exposure to collaborative working from a remote environment. What do you see in the future of video technology: what will students be using next year, for example? Today’s students are mobile first. We are talking all the time about the benefits and pitfalls of Bring Your Own Device (BYOD), and so we are now seeing schools and universities addressing the need to integrate this into a learning environment in a productive way. Teachers are now realising they need to meet the students where they are, with synchronous engagement that goes straight to their mobile devices with real-time video, audio, and content sharing. The future of video technology is bright and totally mobile, and is sure to become something that students, teachers and school boards see as a seamless and entirely essential part of learning in the modern era. Could you give an example where the Zoom video platform has really made an impact on a school? The University of San Francisco was looking for a solution to support its growing online programs, and it decided that the answer was Zoom. The impact that Zoom has had at the organisation is real and palpable; not only does Zoom create an easy and accessible way for teachers and students to connect no matter where they are, it has also expanded the University’s ability to share knowledge globally. This is demonstrated by its collaboration with remote hospitals in Vietnam, with whom the University’s faculty and researchers share healthcare knowledge and best practice to ensure patients are receiving the right treatment – all through Zoom. The University has credited the ease of clicking to connect, and simplicity of deployment and usability as some of the reasons why Zoom has made such an impact. See www.zoom.us for more details on the Zoom video platform.
How should heads cope with rising mental health issues within teaching?
Robyn Johnstone, Chief Executive Officer of Education Placement Group specialists in teacher recruitment, recently partnered with Education Support Partnership (ESP). ESP is the only UK charity dedicated to improving the health and wellbeing of teachers, and its free and confidential 24-hour helpline receives over 7,500 calls a year from education staff who have reached breaking point. Here she answers some questions about the rising mental health issues within teaching… What issues are teachers facing in terms of their mental health? Teachers are currently facing high levels of stress, resulting in behavioural, psychological and physical symptoms. Behavioural impacts cause teachers to be more prone to procrastination and mood swings, which may affect their teaching ability. Psychologically, increased work pressure can lead to anxiety and panic attacks, leading to cases of depression. There are also physical impacts of raised blood pressure, tension and regular headaches affecting their performance. How are schools affected when teachers leave the profession due to mental health issues? Mental health issues result in teachers suffering from long term sickness, meaning that temporary members of staff are required to cover these absences. This creates stability issues for pupils as children do not have regular and familiar teaching staff, impacting both their performance and behaviour. Schools may also face challenges relating to the recruitment of new member of staffs, particularly for STEM subjects. How does the Education Placement Group’s (EPG) new partnership with Education Support Partnership (ESP) work? Our partnership aims to raise the issue of mental health and how it impacts the retention of staff in schools. We want to ensure all teachers have access to a support network, whether that is professional or social, in order to help them remain within the profession. It will also help school leaders to understand how their school can support teachers suffering from these issues. ESP and EPG will be working together on a number of events to raise awareness and provide wellbeing advice and support for teachers. We will also be working collaboratively on a Teacher Community which proactively provides trainee teachers and newly qualified teachers with a peer community, professional coaching and guidance with ‘real time’ wellbeing advice. What can heads do to reduce the number of teachers leaving the profession? Head teachers need to recognise that a supportive school culture should be at the forefront of their agenda. A strong and positive culture where teachers are often rewarded and recognised will help with both recruitment and retention of staff. School leaders need to be supported by the senior management team to address the issue as a team. Head teachers also need to provide sufficient guidance and advice about health and wellbeing for their staff, through well communicated formal policies. Teachers are less likely to seek support from their employer when experiencing mental health issues related to work. A school culture which positively addresses mental health, rather than seeing it as a sign of weakness, will be better equipped to address issues early, before staff inevitably leave. What should policy makers be doing to ensure that teachers feel valued in their roles? Policy makers need to understand the current level of mental health issues teachers are experiencing and thus how policy changes can contribute to exacerbating these issues. Unsustainable workload and work-life balance are the two top causes of poor mental health, yet many policy changes, particularly if they are made rapidly, often increase the workload and only make the situation worse. This is particularly prevalent as a major stress for senior leaders in schools, who report that the rapid pace of organisational change is one of the major reasons for leaving the profession. For further information on mental health support see educationsupportpartnership.org.uk and for the Education Placement Group, please call 0114 2572700 or email info@educationplacementgroup.com.
Being a Primary Deputy Head, This Much I Know…
Laura Knight When I was 11 years old I knew that I wanted to be a primary school teacher. It wasn’t just the influence of having parents as teachers (they didn’t put me off!) I just knew that I liked doing pretty much everything. I loved learning and I loved the day-to-day variety of being busy doing different things at school. It’s this sense of being into ‘everything’ that has seen me progress from class teaching into my current role as a Deputy Headteacher. Being a Deputy Head is an ‘everything’ job. Teaching commitments aside, not that this is in any way a small part, the sheer range of tasks that a Deputy may be required to perform means that the role is a very unique one indeed. Spinning Plates The job title signposts that on some occasions, when the Headteacher is out, you have to do all of the things they do. And then some. I have worked with a number of Heads who say that the Deputy Head role is harder than their own. Whether this is accurate or not, it is certainly true that as a Deputy you have your fingers in a great many pies. First and foremost most Deputies teach! Teaching children and the reward you gain from watching them learn is central to why we do what we do. It’s what stands teaching apart from so many other run of the mill jobs. I no longer have a whole class teaching commitment. Instead I continue to interact with the children through cover, intervention groups and mentoring. Now the highlight of my day can follow a tentative knock on my office door, when a small person brings me their best work to celebrate. I know that when you are a Deputy, balancing fuller teaching responsibilities alongside your leadership role can be a demanding and challenging task. Maintaining high quality planning, preparation and marking whilst ensuring you fulfil other strategic and supporting roles as well as the day to day business of helping to lead the school can require skill, organisation and a persistent drive. In many schools it can be the Deputy Head who is on the ground, involved in developing effective practice, focussed on improving teaching and learning. As such, much of a Deputy’s time can be taken up with coaching, support and discussion. Working with staff can be as rewarding – and frustrating! – as working with the children. After the children the school’s greatest resource is the teaching staff and the relationship you develop with them is fundamental to the success and happiness of the school. I know that a crucial part of a Deputy, or any Senior Leader’s role, is nurturing the staff, training them and facilitating development opportunities and trusting people to do a great job. Taking the time to reflect upon and appreciate the positive impact you make as a Deputy is important whether that be with the progress children or other teachers make. “Have you got a minute?” ….And the answer, although sometimes I dearly wish to say ‘no, sorry’, is always ‘yes, of course.’ As a Deputy you find yourself in the middle of everything, the go-between, bridging the ‘gap’ between the teaching staff and the Head. This can be quite an interesting place to be to say the least. At times, in any school, hard questions have to be asked and you can find yourself having challenging conversations. Finding the best way to deliver a difficult message takes diplomacy and sensitivity, the more constructive you can be the better. Remembering to temper tough issues by reinforcing the positive and using praise can make the difference when trying to support others. Sometimes this can make you popular and sometimes, well, not so! You have to resolve yourself to the idea that you cannot always get everything right for all people but I know that you always need to have an open door, a box of tissues and a listening ear. I once worked with a Head who explained to me the 80:20 rule. In schools this translates to the way in which you spend 80% of your time focussed on 20% of children, staff or parents. For example I spend 80% of my time supporting 20% of our teachers, specifically the NQTs. Sometimes it means that I don’t always get to see all staff regularly and out of the classroom this can be quite isolating. Popping into classes, getting into the staffroom and being a presence around school or the playground can be important to ensure that you are accessible and approachable for all. The one person you can probably spend more time working with and have a far greater understanding of than anyone else in the building is the Headteacher. Now I have worked with many, many Heads in my career and they have all had their special foibles, talents and quirks. The reciprocal relationship between Head and Deputy is a distinctive partnership in any school. With a great Head you can learn what can make a really great school and be cultivated into a great senior leader yourself. The place of a Deputy Head to support and challenge the Head can also be an exceptional position to be in. And whilst you can be the buffer for the staff to share their worries with, it’s important that you and the Head are there to back each other up too. Relieving tension by having the occasional moan can be supportive, as can be finding things to laugh about. As a Deputy I know that from listening to woes, to answering questions, to sharing jokes and relaying tricky messages being a good communicator really helps. To do or not to do? Like many teachers I love a good to-do list – I have long handwritten ones, colour coded ones with deadlines on my iPad, collections of scribbled Post-it notes and even a bedside notebook or two. In truth, at my school, my Girl Scout preparedness and slightly OCD organisation is a cause for
How can schools improve their recruitment and retention of teachers?
It is common knowledge for everyone with an interest in education that primary and secondary schools across the UK are finding it more and more difficult to attract and retain teaching staff. The route of the problem is evident: numbers of pupils in schools are increasing year on year whilst the DfE’s targets for recruitment of new teachers are not being met. In addition to this, last year alone 42, 000 teachers left the profession and the pull of sunshine and tax free earnings culminated in 18,000 teachers leaving for schools abroad. It is not surprising that adverts for teacher vacancies are not yielding the same success as they were 5 years ago. So how can schools improve their recruitment and retention of teachers? Key Skills Education is an inner London based education recruitment agency providing teachers and support staff for schools and education centres across London and the Home Counties specifically for long term and permanent positions. The success of Key Skills has been achieved by understanding the problems faced by schools in recruiting high-calibre teachers and improving retention of the teachers once they are in post. Search and Selection Process – Advertising can still be an effective way of attracting teachers for any specific teaching role, we here at Key Skills Education advertise for teachers and support staff all year round – if there are good teachers actively looking for work then we want to know about them! However, with the current teacher shortage this however is no longer a sufficient way of finding quality teachers within restricted timescales. We have pioneered innovative search techniques that enable us to tap into passive teachers, who may not be actively looking for a new post immediately but will be at some point in the future. We continually invest heavily to attract the highest quality teaching staff, focusing on keeping in contact throughout the year, listening to their career motivations and understanding when they might be looking to progress their career. Through our extensive network we are able to reach high-calibre teachers and support staff looking for positions in London and the Home Counties that are not available to our competitors. It follows that many of our staff work exclusively with us and have done for some time – schools that work with Key Skills Education as their education recruitment agency will have access to this exclusive network of teachers and considerably improve the schools chances of finding good to outstanding teaching staff for any given vacancy. Retention of Teachers – Recruiting the right personality for your school plays a significant part in creating an ethos for success and ensuring a harmonious working environment, which in turn improves staff turnover. Having a successful strategy for retaining teachers starts at the recruitment stage – this is where schools can benefit from using recruitment experts. All our consultants here at Key Skills have completed or are working towards specific qualifications in recruitment to ensure highest quality of practice. Interviewing teachers is an integral part of a recruitment consultant’s day-to-day responsibilities. We have therefore made it paramount that our consultants are highly trained interviewers, experts in uncovering the right character attributes that will ensure they are a good match for schools we are working with. We are not just looking for teachers with a consistent work history, we are also looking to uncover classroom practitioners who have the right character attributes to fit into the unique personality of the schools we are working with and have the drive and enthusiasm to compliment the ambitions at the school. Our proficient team of consultants aspire to meet all the schools that we work with so as to accurately understand the kind of individual that will be a success at the school. Once teachers are in post, schools benefit from our continuous dialogue throughout the academic year which allows us to resolve any minor issues before they escalate. If you would like to learn more about Key Skills Education and the services we provide, please check out our website at www.keyskillseducation.co.uk.