University of Perpetual Help System Laguna – JONELTA

City of Biñan, Laguna, Philippines, 4024

Graduate School

Course Title: Supervision of Instruction

Professor: Dr. Jovito M. Barcenas

I. Title: Supervision Strategies

II. Module Overview

This chapter reviews areas of focus for teacher evaluation and some

basic strategies and procedures for data gathering and conferencing, and

steps administrators should consider in the effective preparation of

conference memorandums and letters of reprimand. Approaches that are

discussed which differ from existing procedures in the district should be

used to stimulate discussion and prompt a review of current practices. This

process may lead to a restructuring of practices and procedures that could

result in the enhancement of student learning.

Through the effective supervision of instruction, administrators can

reinforce and enhance teaching practices that will contribute to improved

student learning. By skillfully analyzing performance and appropriate data,

administrators can provide meaningful feedback and direction to teachers

that can have a profound effect on the learning that occurs in each

classroom.

1
 University of Perpetual Help System Laguna – JONELTA
City of Biñan, Laguna, Philippines, 4024
Graduate School

III. Objectives

After completing this module, colleague will:

a. Learn some basic strategies and procedure for data gathering and

conferencing.

b. Identify the main sources of information in gathering data.

c. Know the process in conducting teacher conferences.

IV. Lectures

SUPERVISION STRATEGIES

Supervision of instruction must be built on the observer's thorough

understanding and in-depth knowledge of instructional theory, not on a check list of

what should be in a lesson.

A. Gathering Data

Three main sources of information help identify a teacher's competency.

 Observations

 Interviews

 Documents

Observations

2
 University of Perpetual Help System Laguna – JONELTA
City of Biñan, Laguna, Philippines, 4024
Graduate School

A. Walk-throughs

- Conducted on at least a weekly basis; lasting only 1-2 minutes

- Provide a quick look at teacher performance and classroom environmental

factors

B. Informal Observations

- An unannounced visit; lasting more than 10 minutes

- Teacher’s behaviors or classroom factors may be observed to document

consistent trends or patterns of behavior

- Can be followed by a written summary or conference with the teacher

C. Formal Observations

- An announced visit lasting an agreed-upon amount of time

- Administrator records what was said by the teacher and the students

- Also includes a pre- and post-conference and a written summary

Interviews

- Helpful source of obtaining information

- Can include discussions with students to verify perceptions

- Parents may request a conference to discuss their perceptions

3
 University of Perpetual Help System Laguna – JONELTA
City of Biñan, Laguna, Philippines, 4024
Graduate School

Documents

- Can be helpful in identifying trends or behaviors

- Include written parent and student letters or complaint forms

- Individual pieces of students' work, folders, or portfolio assessments which

contain a number of samples of students' work also provide helpful information

on their achievement

- should include both formative (ongoing assessment measures) and summative

measures (culminating assessment) including homework, practice exercises

completed in class, examinations, and student projects

B. Teacher Conferencing

- Conferences throughout the year provide a means to communicate the evaluation of

the teacher's performance.

4
 University of Perpetual Help System Laguna – JONELTA
City of Biñan, Laguna, Philippines, 4024
Graduate School

- Decisions shared during the conference are based upon the data collected through

observations, review of documents, and interviews that relate to the assessment and

evaluation of the teacher's ability.

- The conference should provide the teacher with the means to change unsatisfactory

behavior or options for enhancement of performance.

- The conference should provide an opportunity to expand the teacher's knowledge and

concepts and reinforce his or her understanding of the missions of the school.

Pre-Conference

- Held before a formal observation

- Provides the administrator with the opportunity to obtain as much information

about the upcoming observation as possible

Post-Conference

- Can be collaborative, guided, or directive in nature

- Each type of conference is planned by the supervising administrator to achieve

a different goal

A. Collaborative Conference

-is effective when the teacher is able to identify problem areas, suggest

alternatives, develop a plan, and is ready and willing to grow

professionally, needing little support.

5
 University of Perpetual Help System Laguna – JONELTA
City of Biñan, Laguna, Philippines, 4024
Graduate School

B. Guided Conference

-is effective for teachers who have difficulty identifying problem areas and

alternatives to current practices and need support to carry out the action

plan.

-conference is effective with a teacher who has little or no difficulty

identifying areas that need improvement but is unwilling or not committed

to making the necessary changes.

C. Directive Conference

-is effective for teachers who cannot identify problem areas, require a great

deal of support, and are unwilling or unable to change.

Teacher Conferencing

During the Conference…

it is important to stay on the topic and focus on the data and

documentation regarding the lessons observed. If the data collected clearly

indicate a change must occur to increase student learning, a directive for

change is appropriate.

After the Conference…

there should be an agreed-upon or directed statement clearly outlining

the changes expected in the undesirable patterns of behavior, and

where appropriate, the specific professional growth activities that will be

utilized to achieve the desired changes. The statement should include the

6
 University of Perpetual Help System Laguna – JONELTA
City of Biñan, Laguna, Philippines, 4024
Graduate School

support and assistance, monitoring process, time lines for skill transfer,

observable changes, and which data will be reviewed.

Planning the Conference

Planning the Conference…

- In preparation for the conference, the administrator will need to review the

data and identify the strengths and areas of concern.

- The administrator should select only one or two behavioral changes and the

professional growth activity or activities that will have the greatest effect on

the learning for the largest number of students.

During the Conference…

- the teacher and/or administrator should cite purpose, strengths, and areas of

concern with reference to supporting data. A follow-up plan with the desired

specific outcome, activities, and a summary of decisions should be developed.

Evaluation Conference…

- The evaluation conference should be held at the close of the evaluation period

or at the end of the year. The purpose of the conference is to communicate the

7
 University of Perpetual Help System Laguna – JONELTA
City of Biñan, Laguna, Philippines, 4024
Graduate School

teacher's rating based upon the performance criteria adopted by the district and

should include any commendations for exemplary performance.

- The teacher and administrator should develop plans for enhancement or

improvement. Following the conference the administrator should prepare a

legally sound evaluation conference memorandum following the format

suggested in the next section.

Memorandum and Letters of Reprimand

Memorandum

- In education, a memorandum is often defined as any written material given to a

teacher regarding his or her performance or conduct. There are a wide variety

of administrative correspondence that qualify as memoranda. These include

observation checklists, letters regarding an observation or conference, and

letters summarizing a conference.

- must be written in a timely manner, should include a reference date, and state

specific facts.

- These actions should be described in an explicitly factual and objective manner

using sensory facts (what was seen, heard, touched, tasted, or smelled).

- Subjective opinions, conclusions, or educational jargon should be avoided.

- The consequences of the performance or action on students, teachers, classified

staff, administrators, or the work unit, should be described.

8
 University of Perpetual Help System Laguna – JONELTA
City of Biñan, Laguna, Philippines, 4024
Graduate School

Letters of Reprimand

- Letters which cite unsatisfactory behavior should reference the contract

provision, rules, regulations, students' rights, guidelines, and curriculum guides

that were upheld or violated. Previous oral or written commendations or

reprimands or warnings, including compliments or complaints from students or

parents that are related to the actions described in the memo, should be noted.

- If it is a letter of reprimand; it must be specifically stated.

- If this is the case, the letter should indicate that the staff member is being given

another opportunity to improve their performance with the hope they will be

successful.

- The letter should state that if the staff member does not improve, further

disciplinary action will follow, although the specific action should not be

noted.

Memorandum & Letters of Reprimand

- On both the memorandum and letter of reprimand it must indicate that the staff

member has the right to respond.

- The letter should be handed, not mailed, to the employee with a copy

forwarded to the personnel office for inclusion in the staff member's personnel

file.

9
 University of Perpetual Help System Laguna – JONELTA
City of Biñan, Laguna, Philippines, 4024
Graduate School

Wrap up!

The supervision of instruction is by design a developmental process

with the main purpose of improving the instructional program, generally and

teaching, specifically. Only when this process is carefully planned and

executed can success be assured.

The supervisory function is best utilized as a continuous process rather

than one that responds only to personnel problems. Administrators with

supervisory responsibility have the opportunity to have tremendous influence

on the school program and help ensure the benefits of a strong program of

instruction for children.

Prepared by:

KATHERINE P. PASTORAL
MAEd- EdM

10