Académique Documents
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Introduction .........................................................................................................................................4 1.1 ELS Language Centres.................................................................................................................4 1.1.1 The Director of Academic Affairs...........................................................................................4 1.1.2 The Centre Administrative Staff .............................................................................................4
1.1.2.1 1.1.2.2 1.1.2.3 1.1.2.4 The Centre Director ......................................................................................................................4 The Academic Director (AD)........................................................................................................5 The Student Advisor .....................................................................................................................5 The Centre Manager .....................................................................................................................6
1.2 1.2.1 1.2.2 1.2.3 1.2.4 1.3 1.3.1 1.3.2 1.3.3 1.3.4 1.3.5 1.3.6 1.4 1.5 1.5.1
Supporting Services and Resources .............................................................................................6 The Academic Planning and Training Unit (APTU)...............................................................6 The AD Listserv......................................................................................................................7 Academic Directors Report....................................................................................................7 The Human Resources Department.........................................................................................8 The Instructional Staff .................................................................................................................8 Associate Instructor.................................................................................................................8 Instructor .................................................................................................................................8 Senior Instructor......................................................................................................................8 Instructional Specialist ............................................................................................................9 Substitute Instructor ................................................................................................................9 Part-time Instructor .................................................................................................................9 The Students ................................................................................................................................9 The Curriculum..........................................................................................................................10 The English Programs ...........................................................................................................11
Intensive English Course ............................................................................................................11 Semi-Intensive English Course ...................................................................................................11 Special Projects...........................................................................................................................11 Special Programs ........................................................................................................................12
The First Week ..................................................................................................................................13 2.1 2.2 2.2.1 2.2.2 2.2.3 2.2.4 2.3 2.3.1 2.3.2 2.4 2.5 2.5.1 2.5.2 2.5.3 2.5.4 2.5.5 2.6 2.6.1 2.6.2 2.6.3 2.6.4 2.6.5 The Session Calendar.................................................................................................................13 Level Testing And Placement ....................................................................................................13 New Students ........................................................................................................................13 Transfers from Domestic Centres..........................................................................................14 Transfers from International Centres ....................................................................................15 Students Returning from Vacation or Extended Leave .........................................................15 Scheduling .................................................................................................................................15 Continuation..........................................................................................................................15 Combining/Splitting Classes .................................................................................................16 New Student Orientation............................................................................................................16 Instructors ..................................................................................................................................16 New Hire Paperwork.............................................................................................................16 Benefits .................................................................................................................................17 Personnel Records.................................................................................................................17 Separation..............................................................................................................................18 Letters of Recommendation ..................................................................................................18 Instructors Responsibilities.......................................................................................................18 Level Objectives....................................................................................................................18 Speaking Evaluations ............................................................................................................19 Instructional Materials...........................................................................................................19
Lesson Plans ...............................................................................................................................19 Test Files.....................................................................................................................................20
2.6.3.1 2.6.3.2
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The Fourth Week...............................................................................................................................35 5.1 Surveys.......................................................................................................................................35 5.2 Evaluating Students ...................................................................................................................35 5.2.1 Exams....................................................................................................................................35
5.2.1.1 Standardised Final Exams ...........................................................................................................35
5.2.2 5.2.3 5.3 5.4 5.5 5.6 5.6.1 5.6.2 5.6.3 5.6.4 5.7 6
Bypassing Levels ..................................................................................................................36 Fail/Repeat/Incomplete .........................................................................................................36 Cooperative Program .................................................................................................................37 The ELS Language Centres Guarantee ......................................................................................38 End-of-Session Reports..............................................................................................................39 Student Certificates ....................................................................................................................40 Certificates of Attendance.....................................................................................................40 Certificates of Promotion ......................................................................................................40 Certificate of Completion......................................................................................................40 Certificate of Proficiency ......................................................................................................41 Instructors Preferences..............................................................................................................41
Appendices .........................................................................................................................................42
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Introduction
The Director of Academic Affairs reports directly to the President of ELS Language Centres.
supervises both the administrative and instructional staffs interprets company policy to staff and students prepares and administers the annual budget promotes the Centre within its geographical region
and, among other duties, generally ensures that the operational aspect of the Centre runs smoothly. The Centre Director reports directly to the Managing Director.
Some classroom teaching may be required depending on enrollment. In larger Centres, there may be an Assistant Academic Director (AAD). In general, the Assistant Academic Director (AAD) relieves the Academic Director of some of the additional, non-supervisory responsibilities created by administering the academic program of a larger Centre. The AAD may be asked to be responsible for curriculum development, teacher training, scheduling, placement, materials review, calling substitute teachers, and so forth. As the AD, you report directly to the Centre Director (CD); you need to ensure that your CD is kept informed of your activities. You should meet with your CD as needed during the session to keep him/her up-to-date regarding the academic program, instructional personnel, book budget, and instructional hours. Refer to the Human Resources Department for your job description and that of the AAD.
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Assist students in their basic needs Arranges student activities and trips Is available to students when they have a crisis at any time
The Centre Manager reports directly to the Centre Director. Note that, in some Centres, some of the above administrative positions may be combined.
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The APTU also works with the Director of Academic Affairs on various curriculum-related projects. Ideas for changing, improving or supplementing the curriculumwhether from teachers or ADsare always welcome. To ensure compliance with current curriculum standards, please follow these steps: The person with the suggestion or idea should first present it to his/her immediate supervisor, i.e., teachers should discuss it with their ADs; ADs should discuss it with their CDs. The AD or CD should submit a brief proposal to the APTU. The APTU will review the proposal. If the proposal is accepted, the APTU will make suggestions for maximising participation on the project; requests for participation from specific individuals with expertise in the area; a determination of the final responsibility for the project; and a determination of deadlines.
The ADR is due on the second Wednesday of each session. The APTU is responsible for monitoring the ADRs and ensuring that all Centres are reporting. The APTU may ask for additional details in order to share the information with other Centres.
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1.3.2 Instructor
An Instructor is responsible for teaching most structure and support classes offered at the Centre and for learning the entire ELS Language Centres curriculum. Instructors must have a minimum of one years ESL experience, six months of which has been at one of the ELS Language Centres.
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the world, and their cultures and languages will play an important role in their learning. For new teachersdepending on their previous experienceyou may have to do a workshop on how these factors might affect their students learning. The workshop should include how the students are taught English in their countries: for example, in Japan, the instructors usually teach in Japanese and the emphasis is on grammar and translation. The classes are large, and the students rarely have a chance to have conversation in English or to hear a native speaker. The result is that many Japanese students have good passive knowledge of grammar and generally read well, but they are weak in speaking, listening and writing skills. how students native language grammar may affect their learning English: for example, in Arabic, there is no verb to be, so many Arabic speakers have a hard time learning how to use that verb correctly. how students native language pronunciation may affect their learning English: for example, in Spanish, there is no phonemic difference between [b] and [v] (although these sounds in Spanish are articulated slightly differently than in English), so Spanish-speaking students may have difficulty hearing the difference between these sounds in English. how the students cultures may affect their classroom behavior: for example, in many Asian cultures, the students do not actively participate in class, while in most Western and Middle Eastern countries they do. This will have the effect that many Asian students will be quiet in class and not participate unless the instructor calls on them. They may also feel overwhelmed by the other students. For this reason, we often put students in pairs and small groups, where the Asians, especially, feel more comfortable and will participate. In addition, instructors should not allow students to call out answers; they should let the students know that they should only answer when they are called on.
As the AD, you have probably had experience with many different language groups and should be able to convey these concerns to your teachers. Please contact the APTU if you need additional information.
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to train new teachers, place students into the appropriate levels, and counsel students regarding their progress.
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The first week of the session is your busiest week. There are new students to place, new teachers to oversee, and reports to be submitted.
lower level than expected because they had not demonstrated that they were able to use the language at a higher level. Note, however, that the placement test may not be representative of some students true abilities for a variety of reasons (e.g., the students had just arrived from the airport and were suffering jet lag, they placed in the lower end of the range for that particular level and would benefit more by moving down, etc.) While disparities in abilities frequently show up on the placement test, sometimes they only become apparent after the student has been in class for several days. During the first week of the session, therefore, instructors should observe all of their new students in all classes and make recommendations to you as soon as a problem is noticed. Its important, when teachers recommend that students move up or down, that they give you concrete reasons why this should be done. They need to be able to specify to you why the student was not placed in the correct level. For example, the student doesnt understand the teacher when he gives directions for a task, or the student responds to questions at a significantly higher level than his classmates. You should adjust students levels down as soon as a problem is detected. Students who want to go to a higher level should be informed that they need to demonstrate to all of their teachers that their abilities are higher than the level in which they were initially placed. You should wait until the students teachers have had a chance to observe the student in all classes and can make a decision about whether or not the student should be moved. In some instances, students will come to you after they see what their level isand sometimes before they have even gone to any classesand tell you that they have to move up because they either dont have enough money to study all of those sessions or that they are supposed to begin their studies on a certain date and they will not have finished their ELS courses by then. Students should never be moved up in level solely for either of these reasons. In both cases, you can first remind the students that they have the opportunity to move up one level during the first week if they can demonstrate that they have abilities at a higher level. However, you need to emphasise that the students teachers need to see these higher abilities in class, and that the students need to demonstrate stronger skills in all areas, not just reading or grammar. Also, you should remind them that you want what is best for their English. You have a responsibility to them and to their prospective school to ensure that their English is strong enough for them to be successful in their classes. There should be an established procedure for adjusting levels during the first week of the session. In most Centres, this is done during a leveling meeting with all of the instructors. Changes in level (moving up only) or in elective classes should not be permitted after the first week of classes because students will have missed too much work. Also at this meeting, you should check the numbers of students in each class to make sure that all of the students who have registered have shown up for classes.
transferred. For example, a student who successfully completes Level 106 in one Centre should be placed in Level 107 in the Centre to which s/he transfers. These students should not be given the placement test.
2.3 Scheduling
One of the most important regular duties of the AD is to schedule classes. When designing the schedule, there are several important factors to consider:
2.3.1 Continuation
Each Centre must have a specific procedure and form for tracking students who are continuing, leaving, transferring, or going on vacation in the upcoming session so that you can begin to get a picture of the size of the enrollment for the coming session. Students should be asked about their intentions as early in the session as feasible. Centres have developed their own forms and reporting procedures for continuation. Since students change classes or may register late, you must constantly monitor enrollment so that none of the classes exceeds the class size limits.
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2.5 Instructors
All instructors will be recruited as Part-Time Instructors for at least one month before being offered a full-time contract. They will serve a minimum of six months probation before being confirmed on their position. Please refer to the Human Resource Department for further details.
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Application for Employment (Academic) - Be sure that the candidate signs the form. If a rsum is attached, it is not necessary for the instructor to complete the education and experience sections; they can just write "See resume" in those areas. Interview evaluation form. Salary Computation Form (Instructor)
Subsequently, forward all the above, together with the following documents to the Human Resource Department: Rsum, candidates photograph and photocopies of IC Copies of diplomas and/or transcripts showing degree granted Any other supporting documents provided by the candidate.
Master copies of the relevant forms may be obtained from the Human Resource Department. N.B.: Benefits should not be offered until the employee has completed the probationary period and the employees job performance meets Centre standards.
2.5.2 Benefits
Please refer to the Instructors Handbook.
All other materials should be kept in the ADs office in files separate from the employees personnel file, including, but not limited to, the following:
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Observation notes Observation reports* Opinion mailers referencing that particular employee* Instructional survey results Student survey results or specific survey response sheets referencing that particular employee*
* These materials should be filed in the employees local personnel file with the Performance Appraisalor some other formal document such as a thank you note or counseling report only if and when they are used in support of the formal document. If you have any questions, please contact the APTU.
2.5.4 Separation
At any time in the sessionbut most often at the beginningyou may find yourself in the unenviable position of having to either lay off or terminate one or more of your instructors. When instructors separate from the companywhether by termination, resignation or permanent layoffit is important for you to report this fact to the Managing Director.
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of the levels in the class and show students how their work is tracked on lab sheets. Master copies of the objectives and lab sheets should be kept in your office. If there are combined levels for which no objectives exist, you should ask the instructor teaching that class to prepare objectives and a lesson plan to keep on file. As the size of enrollment will change over the course of the year, it is important to be able to schedule different arrangements of combined levels and not have the students repeat materials they have already covered. If different combinations occur during the year, keep track of which classes were combined each session and which materials were used. If combined levels especially in Conversationare a common occurrence at your Centre, set up modules for those levels and rotate them in the same way that the Reading and Writing modules are rotated. For students who are going on vacation, on their end-of-session report, your or their instructor should record which modules they studied so that they do not have to repeat them when they return. Refer to the Academic Objectives and Evaluation section on the corporate intranet for master copies of the standardised objectives for all classes except locally-developed electives.
Whenever an aspect of the curriculum is changed, the instructor who first teaches the new curriculum should keep lesson plans during the first and second session. These lesson plans should be kept in an easily accessible file or binder. Decide how extensive or abbreviated the lesson plans should be depending on their purpose and on the class being documented. For example, the plans for the SSP classes may only need to include what pages of the text are covered and which exercises are either included or eliminated. Specific techniques used that were not part of the regular curriculum should be documented more completely. Teacher-generated exercises and other materials should also be included in the file. At your discretion, lesson plans may be required of all teachers for all classes every session, or of some teachers, e.g., Associate Instructors during the introductory period, although this is not mandated by our corporate office.
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Video monitors on video and computer equipment should be cleaned frequently with a soft, lint-free cloth to prevent dust build up due to static electricity generated by the unit. Ear pieces on headsets should be cleaned frequently with alcohol to keep them sanitary since they will be used by many students.
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During the second week of the session, things start to quiet down, so it is time to start taking care of other business. Reports for students, book inventory and orders, and, possibly, hiring and training some new teachers.
Level and title of each class taken Pass/fail assessment for each level taken Dates of each session attended Grade achieved in each class
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Total class hours and number of hours attended for each class and session Comments on the students progress
This report is available to Intensive Program students only. A summary of the ELS Language Centres program, a typical daily schedule, and our grading policy can be found on the reverse side of the Academic Report. The students endof-session report should be used as the reference for completing the Academic Report. Since this is an official transcript, there should be no errors or changes made with correction fluid anywhere on the Academic Report. The report should be printed out on the official ELS Language Centres Academic Report form. After you have printed it out, you should sign it and emboss it with your Centres seal.
After completing a form for a student, you should print it out on your Centres letterhead, sign it, and affix a emboss it with your Centres seal.
3.5 Textbooks
All texts used by students are designated as either consumable (given to students to keep) or class sets (given to students to use for the duration of the class period and then collected by the teacher).
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3.6 Instructors
3.6.1 Recruiting
There will come a time when you need to recruit new instructors. It is imperative that you plan far enough in advance so that you have a chance to interview prospective teachers as well as to train them before the start of the new session.
Every effort should be made to hire teachers with native-quality English language skills. It is recommended, when there is enough time beforehand, that the applicant give a demonstration lesson in an actual class where you can observe. You should have a list of questions prepared beforehand to ask each applicant. All applicants should be asked the same questions, and all questions must be relevant to the teaching position for which the person is applying. You may ask questions that are pertinent to their experience as it relates to the position they are interviewing for; however,
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you need to be careful to avoid any questions that might be construed as discriminatory, including anything that has to do with their personal lives. More extensive information about how to recruit and interview new teachers is available from the Human Resources department.
Note that this program is only available to instructors who are actually hired. Candidates for instructional positions who observe classes, etc., and who are not subsequently hired, will not be paid.
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3.6.4 Mentoring
The Mentoring System is a logical outgrowth of several of the job duties for each successive level of instructor, from Instructor to Senior Instructor to Instructional Specialist. It is a valid and reliable method of teacher training that increases the comfort level of new hires, involves senior staff in a mentoring process, and eases the burden of Academic Directors during periods of peak enrollment. This system has been reported as successful by 100% of those that have used it. Mentoring (also called The Buddy System in some Centres) can be defined as a pairing of two teachers for the specific purpose of assisting in teacher training. It is especially useful for those programs that experience enrollment peaks which necessitate the all-at-once hiring of a number of new teachers. The basics of the system are simple: Briefly orient staff to the mentoring system Assign a senior teacher to be a mentor to a new teacher, and provide them with the new teacher's phone number Provide the mentor with a checklist Evaluate the system, if you wish.
The benefits are simple too: New teachers have a designated person to turn to in addition to you; their comfort level will increase Senior staff are involved with teacher training and orientation and may become mentors Both new and seasoned faculty are better integrated The task of new teacher orientation is no longer yours alone, but is shared by the entire faculty
Your assignment of mentors can be random, based on proximity of rooms, or on shared teaching assignments; all methods work. Mentors are not teaching new teachers how to teach, but rather how to cope with a new and different work environment, required paperwork, Centre-specific grading criteria, etc. Teachers of the same course or level are already asked to share information and to stay in step, but they are not necessarily mentors. The mentor is the one who provides assurance, answers the "dumb" questions, reminds the new teachers when various reports are due, and teaches them how to do them.
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You can orient new staff to the system when you bring them in for training. If you can, schedule a staff lunch or workshop at the very beginning of the session, and do some "bonding" activities. The key to success is to have all participants make the initial contact as early as possible, and then follow the time-line of the checklist.
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Because the third week of the session is relatively quiet, it is a good time for you to do planning for in-service workshops and to observe and evaluate your instructors.
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4.2 Observations
The Academic Director should observe all instructors on a regular basis although not all observations need to be evaluative. Both unannounced and planned observations should be made. If you plan to take copious notes during the observation, you should advise the instructor that these notes are about what is happening during the class and not necessarily an indication that there is anything wrong. Seeing you writing a lot during the lesson could make the instructor very uncomfortable if s/he doesnt know that this is your method. Before the actual observation, if it is by arrangement, make sure that the instructor you will be observing is aware of what you are looking for in the observation. You should discuss with the teacher what the lesson will be about and what specifically you will want to see during the lesson. Even if you prefer to use a narrative style for the evaluation, you should give the instructor a list of criteria used for the evaluation so that the instructor knows what is being measured and evaluated. Non-evaluative observations may target specific skills in which the instructor is either very proficient or needs assistance. If observations are to be unannounced, you should distribute a sample observation form to all instructors prior to beginning observations, so that instructors are clear about what you will be looking for. As soon as possible after the observation, meet with the instructor to discuss it. The instructor should always be given a chance to state his/her own assessment of the lesson first; then, your own observation should be discussed, focusing on both strengths and weaknesses. And, finally, file a report of the observation and follow up, signed by both the instructor and you, in the instructors local personnel file, with a copy going to the instructor. Peer to peer, non-evaluative observations may also be scheduled. If there is a technique that an instructor does exceptionally well, you may want other instructors to observe this teacher demonstrating this technique. This may be done in an in-service workshop. Alternatively, you may want an instructor who is weak in a particular technique to observe another, more experienced instructor during an actual lesson. In that case, you may teach the instructors class while one instructor observes the other.
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To ensure that each employee has a dialogue with the immediate supervisor regarding the employee's performance. To identify and highlight the employee's performance strengths. To identify areas to develop the employee's performance. To develop the employee's performance through performance objectives. To support decisions regarding pay increases, promotions, transfers and other employment actions.
(You yourself will be undergoing the RAP process with your CD. All administrative staff have their RAPs at the beginning of each year regardless of their hire date. Instructional staff have their RAPs completed upon their anniversaries. For new instructors, you should schedule a RAP at the end of the six-month introductory period. For other instructors, RAPs should be scheduled to be completed by their anniversary date, which means that you should start the process about a month before that date. Here are the steps to follow for the RAP: You should have a number of observations on the instructor done prior to your first meeting for the performance appraisal. If it has been more than a couple of months since your last observation, you should schedule one a couple of weeks in advance of the first meeting. Before you meet with the instructor, it is a good idea for both of you to complete the Pre-Appraisal Worksheet. This is a simple check-off list that will give both of you a starting point for your discussion. This form should not be included in the final RAP report. You may discard it as soon as you have finished using it. You should also give the instructor a copy of last years RAP so that s/he can review it prior to your meeting. During your first meeting with the instructor, you should discuss: any differences in scoring on the pre-appraisal worksheet objectives from last yearthese should be classified as either exceeded, met, not met or no opportunity to observe/complete. In the case of the last two, not met or no opportunity, you should discuss with the teacher whether or not s/he wants to forward those objectives to this year. The designation of no opportunity should be used when either you have not had the opportunity to check whether this particular objective has been met, or the teacher has not had the opportunity to work on that particular objective. For example, the instructor may have had an
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objective to teach a particular course, but was not scheduled for that coursefor whatever reasonduring the period covered by the review. your assessment of the instructors performance as a teacher, co-worker, colleague and employee. Focus on strengths first, and give a detailed account of what that instructors strong points are. Then discuss perceived weak areas and how the two of you can work towards improvement. Finish with a summary of the discussion, reiterating the areas that need improvement and finishing with a recap of the strong points. You should use your observations as well as the teachers results on the instructional survey as the basis for your evaluation. objectives for the current year. After you and the instructor have discussed performance, the two of you may find that some objectives are naturally generated out of that discussion. The instructor, or you, may also want to add some other objectives that have been mutually agreed upon. The instructor may want some time to think about adding other objectives.
Ask the instructor to write up his/her comments for the review. Encourage him/her to emphasise the things that have been done during the year that reflect dedication and commitment to teaching and professional development. This is a good place for the instructor to "blow his horn" and summarise what s/he has learned over the past year (for new teachers, especially) and/or what s/he has contributed to the Centre. You should set a date to meet again, within the next week or so. Write up what you spoke about with the instructor under "Supervisors Comments". When you write up your comments, there should be no surprises for the instructor. Everything thats in there should be things that you have already discussed. When the instructor is ready, meet again to review his/her "Employee Comments". If they have been hand-written, check to make sure that you can read them so that you can transfer them to the RAP form. At this time, you may want to show the teacher your comments. Once these comments have been reviewed, prepare a draft of the RAP and submit it to your CD for comment. Once your CD approves the RAP, make any changes necessary and meet with the instructor again, to present the final RAP for signing. Note that, on the RAP, there is a section which the employee may check that states that the instructor does not agree with the appraisal. If the employee
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chooses this option, s/he should submit a rebuttal to you to be included with the RAP. Once you have completed the RAP, and both you and the instructor have signed it, make copies for the local file and for the instructor, and send the original to Human Resources.
Thus, an ideal objective might be : To improve conversation activities so that students have more opportunities to speak, within the next two sessions, as indicated by an increase of at least .5 on the instructional survey. Some instructors have trouble thinking of objectives which they would like to include. Here are some suggestions: To do a specific number of peer observations within the next year. To participate as a mentor at the next available opportunity. To organise and revise my existing handouts to make them look more professionali.e., typing them into the computer, preparing new originals of old, distorted copieswithin three sessions.
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To be able to assist my students with their research on the Internet by learning how to "surf" and how to use search engines, within the next six sessions. To learn more about computers by taking a course at the local community college, within the next 6 months. To attend a local TESOL workshop during the next scheduled conference. To do reading in a specified field and then lead a teacher workshop on the topic, within the next year. To meet (or exceeddepending on the instructors current standing) Centre (or system-wide) Averages in Instructional Survey results by the next administration of the survey.
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The session has gone by pretty fastit is time to start gearing up again. The fourth week of the session will grow more hectic as it progresses. Surveys on Monday, final exams, teacher meetings and graduation all take place this week.
5.1 Surveys
We use the Student Survey to measure student satisfaction with our programmes. Student Surveys are always administered on the 4th Monday of the Session (or on 4th Tuesday, if Monday is a holiday with Centres closed). Student surveys are conducted once every two months. Student Surveys are administered in the class. It is very important that the correct type of survey be administered each session. The Student Survey is always administered in the morning so that all students may participate. Some Centres administer the Student Survey in SSP Classes. Other Centres choose a specific class period, for example 4th, and administer the survey to every student that period.
5.2.1 Exams
All students should be given mid-session exams and final exams. Normally, the midsession exam is given on the second Thursday or Friday of the session; the final exam should be given during the fourth Wednesday and Thursday of the session. All other classes on those days should proceed as normal.
In addition, students may not bypass a transition level (i.e., 103, 106 or 109). Please also note that Semi-Intensive students may not bypass levels. Keep in mind that, just because some students do well in one level, it does not necessarily follow that they should bypass the next one. The students need to demonstrate that they know and can use the skills of the level they want to bypass.
5.2.3 Fail/Repeat/Incomplete
Students who fail a level due to excessive absences must repeat the entire level if they choose to continue. Students who do not attend enough classes to be evaluated or who do not take their final exam should be marked as "incomplete". If they continue, however, they will have to repeat the level they did not finish. Some students will, understandably, be upset when they find out that they have not passed their level. After they have met with their instructors, they may come to you. Some of them will want comforting and reassurance. Others will want you to allow them to pass, even though they have not earned it. These students should be given a sympathetic ear, but you need to be careful not to let their tears or anger sway you. Here are some typical reasons that students give for wanting to pass in spite of having failed: Their parents will make them go home: This is rarely the case. You can offer to send a letter to their parents explaining why the student did not pass and what the student can do to be more successful in the future. They wont be able to start college/university on time: In most cases, students will be able to begin their studies on time or may have to begin part time until they complete 112. In some rare cases, students will have to notify their prospective school that they will not graduate when they thought they would and that they will need to change their entrance date.
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The teacher doesnt like them: Again, this is rarely the case and should only be taken seriously if you have other, direct evidence that there is a problem with a particular teacher. You can assure the student that the teacher is a professional and does not play favorites. They will do better if you just give them the chance: Although this is a good argument on the surface, you need to remind the student that they had several opportunities during the session during which they could have proved that their abilities were strong enough for them to pass. Since they have been unable to demonstrate that ability so far, they need to repeat the level so that they can. They didnt know that they were failing: The student should have received a warning notice and/or some kind of counseling from their teachers as soon as it was recognised that the student was in danger of failing. Ask the student if they received any such warning. Sometimes they will deny it because they are embarrassed. Occasionally, especially if you have a new teacher, it is possible that the teacher neglected to officially let the student know. However, you should remind the student that he has been receiving grades from all of his teachers throughout the session and, depending on what those grades were, should have recognised that he was in danger. If the student failed due to excessive absences, you might want to make the student aware of how many hours he had actually missed and find out why he missed them. There have been, on rare occasions, students who just stopped attending class because it was too easy for them and they were bored or it was too difficult and they were struggling too much. Rather than speaking to one of their teachers or the AD, they just stopped coming to class. These students should be re-tested in order to ensure that they were not placed in the wrong level to begin with.
However, they should also be told that their behavior was not acceptable and that, in the future, you expect them to come to you immediately if there is a problem with their classes. In all cases, you need to assure the student that we have their best interests in mind and want to do what is best for their English learning.
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While the ELS Language Centers Guarantee is promoted as a feature of the intensive program, it is, of course, preferable to graduate students with English skills that are sufficient for them to be successful the first time that they try to use them. Therefore, standards for promotion from one level to another need to be sufficiently strict so that students are not just passed along. The ELS Language Centers standardised tests are designed to assist you and your instructors in evaluating whether students are ready to be promoted, but it is important for you to ensure that instructors are evaluating students carefully enough so that students are not promoted to the next level before they are ready. If a former student returns to your Center to use the Guarantee, you should proceed as follows: Interview the student to find out what the problem is. Make sure that the student was having difficulties because of his English and for no other reason. Be sure to inform your CD of the situation as well.
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At several points during the session, consult both the student and his teachers to determine his progress. If the student is not making good progress, it is imperative to find out why. If he is not studying, he needs to be counseled that he will not be permitted to continue unless he takes his work seriously. If he needs additional help, encourage him to attend Bonus Lab and ask his teachers to give him additional work in the areas where he is weak. The students progress should be re-assessed at the end of the session. You should keep a list of students who return on the Guarantee and, if a pattern emerges, target areas in your program where teachers may not be recognising students problems early or well enough.
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Note that, because these reports are considered official documents which the students may be presenting to their sponsors, parents, another ELS Language Centres location or another ESL school, there should be no errors or changes made with correction fluid on the report.
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This concludes the main portion of the Academic Directors manual. We hope that this manual will serve not only as a good foundation for new ADs, but also as a constant reference and resource for more experienced Academic Directors. If you have any suggestions for additions or improvements to this manual, please contact the APTU.
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Appendices
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