Training and professional development is not only a vital part of learning how to properly administer, score, and interpret the assessments you depend on, it’s also a critical part of our own professional growth. Obtaining that training directly from the source is the best way to ensure you’re using each measure with fidelity.
Creating a budget for your team’s training and professional development is imperative but knowing where to start can be challenging.
Here are some helpful tips and tricks on how you can build training into your budget:
1. Consider training costs, funding, and how much you will allocate for training.
- How will the training be delivered? (e.g., webinar, in-person, etc.)
- How much time will the training take for staff members?
As you look for sources of funding to pay for your professional development, make sure you take a look at your district’s Title 1 budget. Title 1 allows districts to spend money not only on curriculum and instructional resources but also the training necessary to implement and support the ongoing use of these resources. Additionally, many states have grants specifically targeting professional development opportunities.
2. Identify your short- and long-term implementation goals.
- Build capacity: What’s your support plan as users engage with the product?
- Capacity planning: Be very clear about who will support the training for your staff.
The key to any successful professional development plan is making sure your training aligns with your school or district’s needs and strategic plan. When thinking about professional development, we never want to take the “one and done” approach to training. A comprehensive professional development plan should include reteaching and diving deeper to develop skill sets within your staff around a given instructional resource or practice.
3. Work within your budget to optimize training options, but also think about how to make the training impactful.
Things to keep in mind:
- Implementation time: Set milestone dates and set a follow-up check-in with your staff.
- Participants: Who will attend the training? District, central office staff? Classroom or support staff? Think about a coverage plan for the time your attendees will be away from their normal duties and the impact on your staff and budget.
- Live Q&As: Use them wisely! Schedule one after your team has been practicing and using the assessment.
- Audience: Set expectations for your users and communicate the needs of your audience to your trainer ahead of time.
4. Measure the improvement of your staff and track the results of the training programs.
Training isn’t something that should only be completed once; it should be continuously improved and revisited over time.
Also, take into consideration:
- Over time, employees will leave, and new employees will be hired.
- New products and tools will continuously be updated and introduced.
It is always good practice to solicit feedback from your staff on the training they have participated in, find out what worked well, and where opportunities to improve are identified. Additionally, solicit topic suggestions from your staff at all levels within the district in order to make your professional development plan more well-rounded and encompassing of your entire school or district’s needs.
Contact your Pearson Assessment Consultant to identify training that aligns with your needs.