Continuing Professional Development a Vocational Education Teacher in West Java

Continuous professional development of vocational teachers is a strategic effort to increase the competence of professional vocational teachers in a planned and structured. Professional vocational teachers have mastery of competencies demands a comprehensive multi-dimensional. Competency professional standards based on juridical regulation, which includes professional competence, personal competence, social competence and ped-agogical competence. Multi-professional competence of vocational teachers increasingly complex, because the substance of technological and vocational extremely varied and has very wide dimensions. The dynamics of technological and vocational education has a high acceleration, in line with the development of business and industry. The substance of the subject matter and learning model developed adaptive and portable, so as to synchronize the changes that occur. This paper will identify a comprehensive identity-based teacher professional culture-based model \u27Raymond Gagnon\u27. Teacher professional identity associated with the technical efforts undertaken vocational teachers in West Java in an effort to improve the mastery of basic prerequisite\u27s professional teacher competency standards. Descriptive analysis was conducted to describe the specific technical efforts in improving professional skills had been done, either individually, or in groups of formal institutions. The final result can be seen mapping profile in a structured continuous professional development and conceptual provide strategic impact to the renewal of knowledge and the improvement of teaching practices in the classroom teacher. Implications of the study of the issue of continuing professional development provide a conceptual input to various relevant parties on the professional development of vocational teachers in a more comprehensive, systemic and structure

Continuing professional development : putting the learner back at the centre

Continuing professional development (CPD) is changing. Once seen as flexible on the basis of personal choice and mainly consisting of conferences and lecture style meetings, it is now much more likely to be specified, mandatory and linked to specific regulatory or quality improvement activities. This may not be well aligned with how adult professionals learn best and the evidence of resulting change in practice is limited. Also there is a danger of losing out on serendipity in learning by pushing experienced professionals into focusing excessively on mandatory activities that seem to be increasingly ‘ticking the box’. However, the previous impression of flexibility may have hidden poor education practice. This paper defines CPD and asks whether there are problems with CPD. It looks at how adults are thought to learn and places this in the context of current practice. It considers practical models of how to deal with a series of common challenges met by those who provide and undertake CPD

Continuing Professional Development and Workplace Learning

Reviews trends in the continuing professional development (CPD) of library and information staff in relation to contemporary university library practice in the digital world, highlighting the impact of technology on content and delivery. Discusses current drivers of CPD, multiple routes to professional development, technological impacts on work and learning, mentoring and reflection as professional meta-competencies, leadership institutes and organisational development programmes, and practitioner doctorates as advanced professional development. Concludes that CPD is particularly important because of continuing rapid technology-driven change and that education, research and development activities should be seen as a continuum informing, enhancing and advancing university library practice

Peer observation : a tool for continuing professional development

Peer observation has been advocated as a means of monitoring and improving the quality of teaching within Higher Education, whilst peer support and review have been used to provide feedback and monitoring within the clinical context. The process of peer observation of practice within educational, managerial and clinical settings could facilitate improvements in all aspects of practice, have relevance as a tool for continuing professional development (CPD) and help improve the quality of care for service users. This article presents the background and relevance of peer observation to health care professionals, suggests a process that can be implemented and considers relevant contextual issues. Finally it suggests that peer observation has potential benefits for all areas and levels of health care practice

Primary physical education, coaches and continuing professional development

This is an Author's Accepted Manuscript of an article published in Sport, Education and Society, 16(4), 485 - 505, 2011, copyright @ Taylor & Francis, available online at: http://www.tandfonline.com/10.1080/13573322.2011.589645.Physical education (PE) in primary schools has traditionally been taught by qualified primary teachers. More recently, some teaching of PE in primary schools has been undertaken by coaches (mostly football coaches). These coaches hold national governing body awards but do not hold teaching qualifications. Thus, coaches may not be adequately prepared to teach PE in curriculum time. The purpose of this study was to evaluate the perceptions of a group of community-based football coaches working in primary schools for the impact of a Continuing Professional Development (CPD) programme on their ability to undertake ‘specified work’ to cover PE in primary schools. The programme focused on four areas identified as important to enable coaches to cover specified work: short- and medium-term planning, pedagogy, knowledge of the curriculum and reflection. Results showed that for the majority of coaches the CPD programme had made them more aware of the importance of these four areas and had helped to develop their knowledge and ability to put this into practice in covering planning, preparation and assessment time. However, further input is still required to develop coaches’ knowledge and understanding in all four areas, but especially their curriculum knowledge, as well as their ability to put these into practice consistently. These findings are discussed in relation to the implications of employing coaches to cover the teaching of PE in primary schools and, if employed, what CPD coaches need to develop the necessary knowledge, skill and understanding for covering specified work in schools

Challenging the orthodoxy: union learning representatives as organic intellectuals

Teacher education and continuing professional development have become a key areas of controversy in England since the period of school sector restructuring following the 1988 Education Reform Act. More recently teacher training and professional development have often been used to promote and reinforce a narrow focus on the government’s ‘standards agenda’. However, the emerging discourse of ‘new professionalism’ has raised the profile of professional development in schools, and together with union learning representatives, there are opportunities to secure real improvements in teachers’ access to continuing professional development. This paper argues however that union learning representatives must go beyond advocating for better access to professional development and should raise more fundamental questions about the nature of professional development and the education system it serves. Drawing on Gramsci’s notion of the ‘organic intellectual’, the paper argues that union learning representatives have a key role as organisers of ideas – creating spaces in which the ideological dominance of current policy orthodoxy might be challenged

Continuing Professional Development and Farm Business Performance

Economic and social pressures are transforming farm businesses and the structure of the agricultural industry, consequently it is presumed that farm management skills are under intense pressure. This creates a need for effective interaction between knowledge management and the actions taken by farm decision makers. However a definition of “successful farm business performance” is not easy to find and this, combined with literature that deals with managerial tasks in isolation, does not provide a clear picture for the farm manager pursuing self development. Farm businesses vary considerably in their attributes and resource base and the plethora of measurable factors mean that the manager needs to be able to identify what to measure and why on his own farm. In the UK it appears that most of the measures used in farming do not take into account the customer or human factors alluded to in other industries. Development of the skills and abilities of the decision makers to utilise techniques, interpret measures and relate them to their own business needs is increasingly important. The preliminary investigations described in this paper indicate that farmers and farm managers are aware of business management techniques but do not appear to integrate them fully into their own businesses.Farm Management, Teaching/Communication/Extension/Profession,