Reporting, Pathways and Streaming

Students are commonly placed in Pathways in schools commonly known as streams.  These streams set the level of teaching to ensure students are successful at the work that they attempt.  One class may focus more on the higher conceptual ideas leading to higher grades and other may focus on lower ability work.   All from the same year level syllabus, just at different difficulty levels. 

Students that succeed at a high level in their Pathway are given the option of promotion to a higher class and those underperforming are placed into a class where they are more likely to find success.

Many considerations are made when examining Pathway changes:

• Whether swaps are available to maintain classroom size (and would also benefit from change)
• Maximum class size restrictions
• Content being delivered (where courses are not aligned)
• Gender balance
• Pastoral care
• Reporting periods
• Student aspirations
• Demand for seats (whether other students are seeking the place in the class desired)

Reporting plays a large part in deciding who may be moved between Pathways.  An evidence base is required before a student is moved.  Once identified, success of the student in the new pathway is influenced by the preparation done by the recommending teacher prior to the move.  This would normally involve:

• Warning guardians and student that a move is imminent without improvement 6-8 weeks before the move.
• Talking to the parent about the need for the move when the decision has been made
• Discussing with the student what would be required to return to the class if desired
• Examining the impact on aspiration and possible grades of the move
• Identifying the difference in expected behaviour/work ethic required in new Pathway
• Discussing that the first 4-5 weeks to be difficult during transition
• The student discussing expectations with the new teacher
• Indicating the required classroom behaviours and study habits
• Introducing the student to the new teacher

Where this has not been done, it can cause considerable additional difficulty, angst, anxiety and resistance to the Pathway move, instead of relief or welcoming of a new challenge.

Self Sabotaging or inhibiting your career in Education

Self sabotaging is something I've watched a lot in education, it can be devastating to a career.  Self sabotaging is doing things that will inhibit your progression as a teacher or administrator.  One of the self sabotaging criteria is underperformance and a lack of reflective practice. This is at the heart of doing things that are the opposite of what is desired as a teacher or administrator.

Signs that a teacher is underperforming:

- Hiding performance / resisting transparency measures

- Student performance is lower than standardised metrics or moderated results with other classes

- Attempting to deflect/criticise/identify/draw attention to other teachers that may also be underperforming

- A lack of self reflection / lack of evidence that underperformance is being addressed

- An inability/unwillingness to collaborate effectively with all members of the team

- Student/Parent complaints

- Requests for others to do their work or be paid extra for work that is part of their job description

- Unwillingness to contribute outside of 8.30 to 3.00 

- Requirements for admin to regularly intercede due to conflict 

- Lack of modification of identified undesirable behaviours

- actively seek to avoid classroom teaching

- personalising criticism rather than seeking to address an issue

- Fear and discipline is the main motivator to encourage learning

If someone is seeking promotion to HOLA, Student Services or Administration they need to have support that they have the ability to perform in that role and evidence that they have recently performed in that role.  Staff don't often realise that when a leader is requested for a recommendation they cannot over inflate the negative and need to identify what they can do as well as any weaknesses.  All staff have weaknesses that can be addressed over time.  That notwithstanding, underperforming staff seeking promotion are typically unable to show the qualities that would make them competitive for promotion and have some of the following qualities:

Signs of self sabotaging:

- Alienating those whose support is required for promotion

- Creating factions seeking to undermine initiatives to improve student performance 

- Promoting the good old days without promoting the changes that have been successful 

- Being inflexible / cantankerous / obstinant / passive aggressive / passive defiant / avoidant

- inflated opinion of ability

- Not seeking or taking opportunities to display skills and attributes

- low self esteem (depression) / highly inflated self esteem (narcissism) 

- are not clear about their career aspirations

- have not sought assistance with their application / have attracted few mentors

- Seeking to get their own way by "bullying", aggressive or emotional language

These behaviours need to be discouraged as they are not good for the health of the organisation, or the person exhibiting these behaviours as they will often be unaware of why they are not getting the recognition or promotion they believe they deserve.

Bullying is an important one. In today's society no-one should promote someone known for bullying.   This is an absolute headache for admin as a bully will create work for those working around them for the sake of "efficiency" benefits that rarely exist or put people down to raise their own self esteem causing anxiety, low morale and turnover of staff.

Good leadership requires making it clear what desirable and undesirable behaviours are and providing a clear organisational vision. Management is required for compliance issues, where leading staff willingly fails and/or where corrective instruction is required.  Leadership tends to focus on macro decisions regarding the pathway of a faculty (relying on professionalism to interpret correctly the direction given), "micro" management should be minimised to what is absolutely necessary to get a person to fulfil their responsibilities.

Unmanageable staff need to either be limited in scope (typically because they are highly functional in a subset of roles needed by an organisation) and/or be informed that their behaviours are unacceptable, informed as to why, the possible consequences of these behaviours and given a period of time to rectify their behaviour. It should be clear that Management is not bullying, but management should be underpinned by an evidence base, clear communication or an instruction from higher in management.