The most recent example of where my experience, specialist knowledge and skills have been combined with a mature awareness of the process of strategic change, is the research, collaboration and design of a ‘Learning Circle’ for Department improvement. I have been keen to focus the use of learning walks by Directors of Learning and Assistant Principals to raise standards.
In partnership with my lines, we have discussed and re-configured three whole-school performance communication models I captured on school visits (Redbridge School, Tynhams School and Bohunt School). The models have been reconfigured to address the new Ofsted framework and a Department focus. With the procedural systems written our final task is to pilot the model. As the ‘Learning Circle’ is a visual tool, our aim is that it will first, communicate expected professional standards, and second, feedback and share Department performance to staff. With each subsequent learning walk recorded and transferred to the ‘Learning Circle,’ it affords Directors of Learning the opportunity to monitor and communicate progress towards our goal, Outstanding learning and teaching. The final step will be to address the pilot feedback before presenting the model and Senior Leaders and Directors of Learning. It is worth noting at this point, that the ‘Learning Circle’ has been designed to monitor and communicate Department progress, however it has been designed so that it can be replicated and up-scaled to monitor and communicate whole-school progress towards our goal, an Outstanding school.
Following a number of conversations with middle leaders colleagues, the six segments of the learning circle were finally agreed upon and an assessment record sheet designed. The second set of conversations centred on the rubric of the learning circle and how grades were awarded and calculated.
The next step was to introduce the draft model to teaching colleagues, to spark debate and discussion. The learning circle certainly sparked discussion. The key discussion points focused on the purpose of the learning circle. Understandably it was seen as an assessment tool, and to a degree it is, but its primary aim is to focus and share department targets, and second, to communicate progress towards those targets.
With the final design adjusted to reflect the staffs comments and the subjects areas, I am looking forward to seeing how effective the tool is in improving communication and developing our learning focus.
With each target set by the line manager and their team, observations are coded green, amber and red. These sections are then used to create a department grade, again coded green, amber and red. The aim is to trial run the Learning Circle this summer term.