This final report discusses the activities and outcomes of the Oregon Building Capacity for Sustainable Change (BCSC) Project. This project provided a unique and comprehensive alternative professional development strategy for increasing the capacity of families and educators to effectively design, deliver, and continuously improve supported,…

At the direction of the Maryland K-16 Leadership Council, the K-16 Workgroup addressed this school year's critical issues facing the K-16 Partnership as a result of the passage of "No Child Left Behind." The Workgroup decided to divide its work into three major committees. Those three committees are: (1) Highly Qualified Teacher Committee; (2)…

The Talent Development High School model is an education reform initiative that aims to improve the academic achievement of students in large, nonselective, comprehensive high schools. In operation at 33 high schools in 12 states across the country, the approach encompasses five main features: (1) small learning communities, organized around…

The nation's culturally and linguistically diverse (CLD) classrooms face a critical shortage of high-quality teachers. Representatives from dozens of major national educational associations and institutions convened September 24-26, 2003, at the Wingspread Conference Center in Racine, Wisconsin, to grapple with this issue. The conference marked…

Included in California's comprehensive plan for professional development in vocational education is the introduction of new concepts in learning management. (Editor)

Health education issues that need intensive examination concern: (1) future of the profession and of its individuals members; (2) work settings; (3) leadership within the profession; (4) professional education; and (5) professional associations. A task force should produce answers, definitions, and guidelines that are acceptable to the profession…

The authors describe a systematic process for prerequisite course evaluation in a baccalaureate nursing program. A task force involved faculty and students in determining the usefulness of current prerequisites. Evaluation was in terms of consistency with program philosophy and relevance to nursing science course concepts. (Author/CT)

Describes individualized professional development activities for rural teachers based on plans developed from taking the Job Motivation Assessment Survey, analyzed by the program coordinator, and then set forth on a brief worksheet document for reference. (AH)

The Houston Plan for Excellence in Education aims to achieve quality in staffing and in education by recruiting and rewarding excellent staff, initiating a competency-based selection process for all school personnel, and providing renewal and professional growth opportunities. (SK)

Discusses general reasons why career patterns should be considered by library administrators, presents the findings of the Committee on the Status of Women in Librarianship (COSWL) study, and makes recommendations for library administrators concerning personnel policies as they are affected by an understanding of career variables. Included are 19…

Describes a method of improving teacher performance by making the instructor more aware of the consequences of his/her teaching. The system uses a Pet microcomputer with student response pads and an interface box to gather and summarize student reactions during ongoing instruction for comparison with a tape of the presentation. (JJD)

Evaluates mandatory continuing education in social work and suggests alternatives for ensuring continued competence. Current programs under development show a trend toward real-life practice simulations instead of paper and pencil tests. Continuing education will be the result of self-motivation instead of simply meeting a requirement. (Author/JAC)

Attention needs to be given to the developmental psycho-social needs of young adult learners, as they impact development of professional identity. Suggests a modification of traditional curriculum to include experiential growth groups to help accomplish this purpose. (Author/RC)

Two surveys on administrator evaluation practices at Ohio University and other institutions are reported, focusing on faculty and administrator perceptions of the processes. Significant gaps were found between the systems' objectives and perceptions of them. A need is seen for greater clarity of expectations, measurement methods, and use of…