4) PRACTICUM

January 2009 – February 2010

Assessment is in the form of self and external appraisal of agreed actions and targets. The process is outlined below.

The Practicum is divided into three parts as follows:-

a) Trainee Schedule 1 – Annual Work Plan
In conjunction with the Master Trainer, the trainee prepares an annual work plan over a period of three terms, setting him / herself a series of targets with associated actions. A form will be made available for recording the plan. Success indicators are described to go with these targets. The management responsibilities identified are as follows:-

i. Professional Leadership
ii. Delivery of the process of teaching / learning
iii. Accountability re: financial and material resources
iv. Staff development sessions
v. Teacher / pupil welfare

b) Trainee Schedule 2 – Self Appraisal Monitoring Scheme
Using the same management responsibilities identified above and for which targets have been set, the trainee evaluates his / her success based on the previously agreed success indicators. He / she should indicate the factors which facilitated the achievement or the reasons for non-achievement of the targets. A form will be made available to record the self appraisal. Space will be provided to indicate the necessary follow up action for the next term and by whom it will be done. The Master Trainer will assist in this process.

Overall, over the three terms, the trainee will award him / herself a maximum of 5% towards the final marks and grade for the Programme.

c) Trainee Schedule 3 - Trainee’s Management Capability
The Master Trainer rates the progress of the trainee in each of the targets based the five areas outlined above on the following scale:-

· Full achievement = 3
· Moving towards achievement = 2
· Minimal achievement = 1
· Non achievement = 0

The grades are added together to form a mark out of 15. This mark forms the percentage for the External Appraisal of the Practicum. A form will be provided for recording these marks. The Master Trainer will provide justification for the ratings and will have consulted with the Headteacher in the case of a middle manager / senior leader or the DEO / REDO in the case of a Headteacher.