teacher magazine 2011_04

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一一一一、、、、美国学校教师岗位聘任改革美国学校教师岗位聘任改革美国学校教师岗位聘任改革美国学校教师岗位聘任改革············································································ 2

二二二二、、、、美国中小学教师岗位聘任所涉及的主要资历条件美国中小学教师岗位聘任所涉及的主要资历条件美国中小学教师岗位聘任所涉及的主要资历条件美国中小学教师岗位聘任所涉及的主要资历条件········································ 3

三三三三、、、、美国学校留住高素质教师的重要策略美国学校留住高素质教师的重要策略美国学校留住高素质教师的重要策略美国学校留住高素质教师的重要策略···························································· 4

四四四四、、、、新加坡教师教书育人的核心能力新加坡教师教书育人的核心能力新加坡教师教书育人的核心能力新加坡教师教书育人的核心能力···································································· 6

五五五五、、、、英语语音和读写训练英语语音和读写训练英语语音和读写训练英语语音和读写训练、、、、智能化评价单元学习智能化评价单元学习智能化评价单元学习智能化评价单元学习················································ 7

六六六六、、、、国际英语外语教师协会国际英语外语教师协会国际英语外语教师协会国际英语外语教师协会 YLSIG团队提供的团队提供的团队提供的团队提供的 10个英语学习网站个英语学习网站个英语学习网站个英语学习网站················ 8

编辑编辑编辑编辑：：：：广东韶关吴老师广东韶关吴老师广东韶关吴老师广东韶关吴老师 QQ: 380143811 Edited by John Wu April, 2011

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美国教师岗位聘任改革美国教师岗位聘任改革美国教师岗位聘任改革美国教师岗位聘任改革美国学校吸纳明星教师美国学校吸纳明星教师美国学校吸纳明星教师美国学校吸纳明星教师新加坡评价教师能力新加坡评价教师能力新加坡评价教师能力新加坡评价教师能力国际英语学习资源国际英语学习资源国际英语学习资源国际英语学习资源

Teacher Tenure Reform Shooting for Stars Competency Clusters YL SIG Resources

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美国教师岗位聘任改革美国教师岗位聘任改革美国教师岗位聘任改革美国教师岗位聘任改革美国学校吸纳明星教师美国学校吸纳明星教师美国学校吸纳明星教师美国学校吸纳明星教师新加坡评价教师能力新加坡评价教师能力新加坡评价教师能力新加坡评价教师能力

一一一一、、、、美国学校教师岗位聘任改革美国学校教师岗位聘任改革美国学校教师岗位聘任改革美国学校教师岗位聘任改革

1. Teacher Tenure Reform Almost all professions today lack the job protections that tenure provides for the civil

service and higher education. As in K–12 education, employee quality largely determines

the quality of the civil service and higher education. To support strong organization

performance, these sectors must attract good people despite relatively lower pay. Tenure

thus provides a key benefit, lowering risk and thereby helping to attract high-quality

candidates who could work elsewhere.

In both, “tenure” or its functional equivalent is not a one-dimensional policy. Instead, the

systems comprise several design elements that affect who receives tenure and what

protections it affords, including:

� Time to tenure: the length of time required to become eligible for tenure

� Criteria to earn tenure: the standards an employee must meet to receive tenure

� Process for conferring tenure: the process by which eligible candidates are

evaluated

� Tenure protections: the job security that tenure affords.

� Other career and reward opportunities: the other inducements that institutions use

to encourage recruitment, retention, and high performance of top employees.

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二二二二、、、、美国中小学教师岗位聘任所涉及的主要资历条件美国中小学教师岗位聘任所涉及的主要资历条件美国中小学教师岗位聘任所涉及的主要资历条件美国中小学教师岗位聘任所涉及的主要资历条件

2. Key Design Elements of Tenure in k-12

Since tenure policies differ across states, one cannot generalize fully about the design

elements. In addition, many states are reviewing their tenure policies as this report goes to

press. Still, the following description provides a high-level view of how tenure generally

works in K–12 education.

Time to tenure. （（（（聘期资历聘期资历聘期资历聘期资历））））All 50 states mandate probationary periods before

teachers are eligible to receive tenure (the District of Columbia does not). Thirty-four states

mandate periods of three years; most other states range from one year to five. Only Indiana

and Missouri require five-year probationary periods; Ohio requires seven. In Hawaii and

Mississippi, teachers may receive tenure after only one year.

Criteria to earn tenure. （（（（获得聘期的标准获得聘期的标准获得聘期的标准获得聘期的标准））））States and districts typically do not follow

formal processes for making tenure decisions beyond mandating probationary periods

before teachers become eligible. In most districts, continued service during the probationary

period is the primary criterion for earning lifetime job protections. In 2007, for example, 98.7

percent of New York City teachers eligible to receive tenure did receive it. Three states

(Colorado, Delaware, and Rhode Island) and the District of Columbia now make evidence of

student learning the preponderant criterion in tenure decisions. Process for conferring

tenure. During each year of their probationary period, most teachers receive one or two

formal evaluations by principals or other building-level administrators. The evaluations are

not typically part of a formal tenure-granting process, however; after a teacher finishes her

probationary period, tenure is the default. At most, school leaders consider whether

teachers should be deemed ineligible for tenure.

Tenure protections. （（（（聘期内安全保护聘期内安全保护聘期内安全保护聘期内安全保护））））Tenure protects teachers against arbitrary or

unfair dismissal, which includes the processes required to attempt and complete a dismissal.

State laws or collective bargaining agreements typically include three requirements:

teachers’ right to “notice” of the reasons for dismissal, a hearing, and rights to appeal.37

Most states specify “incompetence” or “inadequate performance” as grounds for dismissal,

although these terms are typically not defined and lead to widely different interpretations

during the dismissal process.

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三三三三、、、、美国学校留住高素质教师的重要策略美国学校留住高素质教师的重要策略美国学校留住高素质教师的重要策略美国学校留住高素质教师的重要策略

3. Key Strategies for Retaining High Performers � Pay with Purpose 按照按照按照按照目标目标目标目标支付薪水支付薪水支付薪水支付薪水

� Give High Performers Mountains to Climb 给高素质教师指明努力方向给高素质教师指明努力方向给高素质教师指明努力方向给高素质教师指明努力方向

� Design Flexible and Challenging Work Roles 给教师安排灵活且具挑战性的工作给教师安排灵活且具挑战性的工作给教师安排灵活且具挑战性的工作给教师安排灵活且具挑战性的工作

� Build Lasting Teams 创建能持久的教师团队创建能持久的教师团队创建能持久的教师团队创建能持久的教师团队

� Pay with Purpose

1. Differentiate pay based on performance1. Differentiate pay based on performance1. Differentiate pay based on performance1. Differentiate pay based on performance How it works. When employees’ performance is not tied to compensation, high and low

performers both tend to quit more frequently than their average performing peers. 2222. Provide competitive compensation and timely raises. Provide competitive compensation and timely raises. Provide competitive compensation and timely raises. Provide competitive compensation and timely raises

How it works. Competitive compensation and timely raises act as “carrots” to

attract and retain high performers.

3. Customize compensation3. Customize compensation3. Customize compensation3. Customize compensation

How it works. Tailoring compensation packages to individual needs and desires

increases an organization’s ability to meet diverse preferences among its top employees,

lowering the likelihood of voluntary departure.

Customizing compensation packages may help organizations find winning combinations

that encourage more high performers to stay.

� Give High Performers Mountains to Climb

Achievement, recognition, advancement, and growth have long been regarded as keys

to building and sustaining employee motivation. All employees are more likely to stay

where they have opportunities to advance. High performers care more about advancement

opportunities than low performers.

� Design Flexible and Challenging Work Roles

High-performing employees who are challenged by their work are more likely to remain

with an organization.

1.1.1.1. Offer chOffer chOffer chOffer challenging workallenging workallenging workallenging work

High performers stay where they have opportunities to shine . . .

2.2.2.2. Tailor jobs to individualTailor jobs to individualTailor jobs to individualTailor jobs to individual----specific needsspecific needsspecific needsspecific needs

“Sculpting” jobs can retain high performers.

Customizing work assignments can also increase retention among high performers by

aligning jobs with their interests, personalities, and passions.

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� Build Lasting Teams

Once new employees are on board, researchers have found that high performers want

to work with other high performers. Organizations that assign work in ways that maximize

that interaction, therefore, are more likely to retain their top talent.

1. Increase retention through smart hiring1. Increase retention through smart hiring1. Increase retention through smart hiring1. Increase retention through smart hiring

Organizations can increase retention by hiring candidates who are more likely to stay.

Managing applicants’ expectations can lower turnover rates. Research suggests that

retention can have a direct relationship to the employer’s communication during the

hiring process about the organization and the job.

2.2.2.2. Group high performers togetherGroup high performers togetherGroup high performers togetherGroup high performers together

Grouping high performers together improves retention and performance. Stars perform

better and are more likely to stay with their organization when they are surrounded by

other high performers.

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四四四四、、、、新加坡教师新加坡教师新加坡教师新加坡教师教书育人的核心能力教书育人的核心能力教书育人的核心能力教书育人的核心能力

4、、、、Singapore’s Teaching Competency Clusters

� Cultivate Knowledge 培养知识的能力

� Working with Others 与别人一道工作的能力

� Knowing Self and Others 认识自我和他人的能力

� Winning Hearts and Minds 赢得心智的能力

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五五五五、、、、英语语音英语语音英语语音英语语音和和和和读写训练读写训练读写训练读写训练、、、、智能化评价智能化评价智能化评价智能化评价单元学习单元学习单元学习单元学习

5. The World's Best Beginning Spelling Program!

ClickN SPELL is a research based spelling program for PreK through 5th grade that teaches the

800 most commonly used words in the English language. The program may also be used as an

intervention curriculum for struggling spellers regardless of age or grade level.

http://www.clicknkids.com/Creative/SampleLesson15.php

http://www.clicknkids.com/Creative/SampleLesson78.php

"OUTSTANDING! I am a stay at home mom and have a Masters Degree in

Elementary Education. My son has been using the program for only four months and

he has had an incredible amount of improvement in his reading ability! The lessons

are engaging, research based, and can benefit all types of readers!"

Cayla Maraist, M.Ed

Gainesville, FL

http://www.clicknkids.com/SampleLessonCNS10.php

http://www.clicknkids.com/SampleLessonCNS75.php

英语语音训练课程英语语音训练课程英语语音训练课程英语语音训练课程（词汇结构：辅音+短元音+辅音）

http://msateaches.com/1011/typing/keyboard.html

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六六六六、、、、国际英语外语教师协会国际英语外语教师协会国际英语外语教师协会国际英语外语教师协会 YLSIG提供的提供的提供的提供的 10个英语学习网站个英语学习网站个英语学习网站个英语学习网站

6. Top 10 Websites recommended by IATEFL Young learners SlG

http://blog.sina.com.cn/s/blog_5f1cdbc60100kf1m.html

（1）Language Guide （趣味视觉工具支持的词汇学习网站）

（2）Writing Fun （教师必备的网站，激发学生提高他们英语的写作技能。）

（3）Listen and Write （提高英语新闻听力的网站，自动生成英语意群段落听写训练。）

（4）English Central （有效的语言学习所需要的流行视频素材，学生喜欢反思自己的错误发音，学生可以通过各种视频素材接触到各种不同的发音。）

（5）Lyrics training （听喜爱的歌曲学习英语，青少年非常喜欢这个网站。）

（6）Breaking news （通过该网站的教案和播客及时了解和学习当日突发事件的新闻，

捕捉有趣的新闻提高学生的听力、阅读、写作和口语能力。）

（7）How to teach Phrasal verbs （通过短语动词的学习激发学生的学习兴趣。）

（8）10 days in Manchester （与旅行同步学习英语，学生能学会如何入住酒店、询问

方位、与酒店老板电话联系、注册参加会议等。）

（9）Vocabulary exercise and word order （该网站提供词汇训练和组词成句练习。）

（10）Nonstop English （该网站提供语言训练以及互动语法和词汇的测试积累词汇，每

周更新练习题。）