Tag: Professional Development

  • AI Support for Teachers

    AI Support for Teachers

    Collaborative Classroom, a leading nonprofit publisher of K–12 instructional materials, announces the publication of SIPPS, a systematic decoding program. Now in a new fifth edition, this research-based program accelerates mastery of vital foundational reading skills for both new and striving readers.

    Twenty-Five Years of Transforming Literacy Outcomes

    “As educators, we know the ability to read proficiently is one of the strongest predictors of academic and life success,” said Kelly Stuart, President and CEO of Collaborative Classroom. “Third-party studies have proven the power of SIPPS. This program has a 25-year track record of transforming literacy outcomes for students of all ages, whether they are kindergarteners learning to read or high schoolers struggling with persistent gaps in their foundational skills.

    “By accelerating students’ mastery of foundational skills and empowering teachers with the tools and learning to deliver effective, evidence-aligned instruction, SIPPS makes a lasting impact.”

    What Makes SIPPS Effective?

    Aligned with the science of reading, SIPPS provides explicit, systematic instruction in phonological awareness, spelling-sound correspondences, and high-frequency words. 

    Through differentiated small-group instruction tailored to students’ specific needs, SIPPS ensures every student receives the necessary targeted support—making the most of every instructional minute—to achieve grade-level reading success.

    “SIPPS is uniquely effective because it accelerates foundational skills through its mastery-based and small-group targeted instructional design,” said Linda Diamond, author of the Teaching Reading Sourcebook. “Grounded in the research on explicit instruction, SIPPS provides ample practice, active engagement, and frequent response opportunities, all validated as essential for initial learning and retention of learning.”

    Personalized, AI-Powered Teacher Support

    Educators using SIPPS Fifth Edition have access to a brand-new feature: immediate, personalized responses to their implementation questions with CC AI Assistant, a generative AI-powered chatbot.

    Exclusively trained on Collaborative Classroom’s intellectual content and proprietary program data, CC AI Assistant provides accurate, reliable information for educators.

    Other Key Features of SIPPS, Fifth Edition

    • Tailored Placement and Progress Assessments: A quick, 3–8 minute placement assessment ensures each student starts exactly at their point of instructional need. Ongoing assessments help monitor progress, adjust pacing, and support grouping decisions.
    • Differentiated Small-Group Instruction: SIPPS maximizes instructional time by focusing on small groups of students with similar needs, ensuring targeted, effective teaching.
    • Supportive of Multilingual Learners: Best practices in multilingual learner (ML) instruction and English language development strategies are integrated into the design of SIPPS.
    • Engaging and Effective for Older Readers: SIPPS Plus and SIPPS Challenge Level are specifically designed for students in grades 4–12, offering age-appropriate texts and instruction to close lingering foundational skill gaps.
    • Multimodal Supports: Integrated visual, auditory, and kinesthetic-tactile strategies help all learners, including multilingual students.
    • Flexible, Adaptable, and Easy to Teach: Highly supportive for teachers, tutors, and other adults working in classrooms and expanded learning settings, SIPPS is easy to implement well. A wraparound system of professional learning support ensures success for every implementer.

    Accelerating Reading Success for Students of All Ages

    In small-group settings, students actively engage in routines that reinforce phonics and decoding strategies, practice with aligned texts, and receive immediate feedback—all of which contribute to measurable gains.

    “With SIPPS, students get the tools needed to read, write, and understand text that’s tailored to their specific abilities,” said Desiree Torres, ENL teacher and 6th Grade Team Lead at Dr. Richard Izquierdo Health and Science Charter School in New York. “The boost to their self-esteem when we conference about their exam results is priceless. Each and every student improves with the SIPPS program.” 

    Kevin Hogan
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  • PeopleAdmin A PowerSchool Company

    PeopleAdmin A PowerSchool Company

    Professional development is a huge factor in retention, but getting faculty and staff to engage with professional learning can be tough.

    Creating professional development learning communities (PLCs) within higher education institutions can lead to increased employee engagement, improved retention, enhanced collaboration, and personalized learning. Below, check out a few strategies to help your institution create effective PLCs that faculty and staff are eager to be a part of:

    Build Strong Relationships and Encourage Reflective Practices

    PLCs are designed to build stronger relationships between team members through regular meetings and a shared commitment to student learning. These communities encourage reflection on instructional practices and student progress, which can lead to a more cohesive and collaborative environment.

    Establish Clear Communication and Social Presence

    Effective communication is the backbone of any community. In an online setting, it’s crucial to create a plan for communication that includes real-time meetings and opportunities for information and expertise sharing. This helps in establishing a social presence and a sense of belonging among members.

    Engage Through Shared Goals and Interests

    Research suggests that participation in learning communities is more related to student engagement than to educational outcomes. Therefore, focusing on shared goals and interests can encourage a sense of belonging and commitment among faculty and staff, which is essential for retention and engagement.

    Emphasize Collaborative Learning and Professional Growth

    Learning communities should emphasize collaborative partnerships between students, faculty, and staff. They provide opportunities for professional growth outside the classroom in a supportive and non-judgmental environment, which can lead to improved teacher satisfaction and lower turnover rates.

    Utilize Collaborative Learning Techniques

    Incorporate collaborative learning techniques to allow members to share ideas and work on common professional issues. This not only enhances the learning experience but also encourages members to become more invested in their work and the community.

    Support Continuous Improvement

    PLCs should provide continual improvement opportunities, encouraging ongoing professional development rather than one-time-learning. Continuing growth and learning is crucial for keeping faculty and staff engaged and up-to-date with the latest educational practices.

    Prioritize Personalized Learning

    Personalized learning within PLCs can cater to the individual needs and interests of faculty and staff, making the community more appealing. By allowing members to pursue their unique professional development paths, PLCs can enhance individual engagement and contribute to the overall success of the community.

    Conclusion

    Building learning communities that faculty and staff want to join requires a strategic approach that focuses on fostering strong relationships, clear communication, shared goals, collaborative learning, and continuous improvement. By creating an environment that values professional growth and personalized learning, institutions can ensure that their PLCs are engaging and beneficial for all members. If you’re interested in a tool that supports engaged professional development and learning at your institution, check out PeopleAdmin’s software or reach out to our team.

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  • PeopleAdmin A PowerSchool Company

    PeopleAdmin A PowerSchool Company

    Are you ready to tackle the HigherEd HR challenges coming in 2024?

    As we approach 2024, the landscape of higher education human resources is poised to encounter a new set of challenges. Anticipating and preparing for these challenges is crucial for HR departments to navigate the evolving demands of the workforce. In this blog, we’ll dive into some of the challenges your team should anticipate, as well as innovative solutions to tackle them head-on.

    Anticipated HR Challenges in 2024

    1. Talent Acquisition in a Competitive Market

    The competition for top talent is expected to intensify in 2024, making it challenging for higher education institutions to attract skilled professionals, especially in niche industries. To address this challenge, institutions should consider investing in employer branding, providing growth opportunities, and offering attractive compensation packages. Leveraging technology like AI-driven recruitment platforms can streamline the hiring process and help in identifying and attracting top talent.

    2. Remote Work Management and Hybrid Models

    The shift towards remote work and hybrid models isn’t going anywhere, and will continue to pose challenges in managing and maintaining a cohesive workforce. HR departments should focus on developing policies and practices that support remote work, ensure effective communication, and foster a sense of belonging among remote and on-site employees.

    3. Reskilling and Upskilling the WorkforceQuote: Institutions should invest in continuous learning and development programs to equip employees with the skills needed to adapt to technological disruptions, on-campus changes, and retention challenges.

    Technology is continuing to disrupt industries, including HigherEd, making it important that your team focuses on reskilling and upskilling of the workforce to stay competitive. Institutions should invest in continuous learning and development programs to equip employees with the skills needed to adapt to technological disruptions, on-campus changes, and potential retention challenges.

    4. Managing a Multigenerational Workforce

    Your campus is already a multigenerational space, and the on-campus workforce is no exception. With Gen Z joining the workforce, and a tough economy that might discourage retirement, your faculty and staff come from multiple generations with unique work and communication styles and preferences. This can be a challenge, because it’s tough to please everyone, but embracing flexibility and dynamic communication styles can help create a positive work environment for everyone.

    How to Prepare for 2024

    As you consider the challenges to come, don’t get overwhelmed—there’s a lot your team can to do prepare. Here are a few ways to get started.

    1. Embrace Technology and Innovation

    Investing in HR technology solutions that facilitate talent acquisition, remote work management, and skills development will be crucial for higher education HR departments. Leveraging hiring and recruitment platforms, learning management systems, and communication tools can streamline processes and make your workforce more agile.

    2. Prioritizing Leader and Manager Development

    According to Gartner’s annual HR Priorities survey, leader and manager development tops the list of 2024 priorities for HR leaders. Institutions should focus on developing leadership capabilities to navigate the evolving work environment, build a talent pipeline, drive succession planning, and empower organizational success.

    3. Build a Culture of Continuous Learning

    In response to the need for reskilling and upskilling, higher education institutions should prioritize continuous learning and development programs. This includes offering relevant courses, workshops, and certifications to ensure that employees are equipped with the skills needed to adapt to technological disruptions

    Final thoughts

    HigherEd HR departments must take a proactive approach to the challenges of 2024, and that can make all the difference for their campuses. By embracing technology, prioritizing leader and manager development, creating a culture of continuous learning, and listening to the needs of employees, institutions can navigate the evolving HR landscape and ensure a resilient and adaptable workforce.

     

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