Adam Young

Adam Young is principal of White Pine High School, a professional learning community in Ely, Nevada. Under Adam’s leadership, White Pine has consistently earned numerous honors, including recognition as a Nevada Model School.

Adapting the PLC Framework for Small Schools

The professional learning communities approach (a collaborative focus on learning with the yardstick for success being the results obtained) resonates with so many educators right off the bat. Sometimes, however, making it happen in your school can seem overwhelming. This is especially true when your school, at first glance, appears significantly different from other schools.

The White Pine High School team that attended a PLC conference during the summer of 2004 felt this way. While the philosophies, strategies, and suggestions made at the conference resonated with all who attended, we quickly ran into some problems. Most of these problems stemmed from the fact that being a small school (420 students), we found it difficult to adopt the common assessment framework so important to PLCs because there was only one teacher of English 9, one teacher of Biology 1, one teacher of Geometry, and so on. Since the “focus on learning” questions are centered on common assessments (What do we want our students to learn? How will we know when they’ve learned? What will we do when students do not learn?), we struggled to understand how to adapt this framework with limited numbers of job-alike teachers to collaborate.

However, we felt strongly enough about the benefits associated with collaboratively focusing on learning that we decided to learn by doing. We formed content teams as most schools do—English, math, social studies, science, career and technical education, fine arts, and foreign language. Even though the teachers on these teams taught multiple singleton courses, the teachers developed common essential outcomes for their classes. Rather than being content driven, the essential outcomes focused on the common skills that students were expected to learn while in the classes taught by the teachers on the team. For example, the social studies team developed essential outcomes like “Students will read and interpret historical text by inferring, predicting, drawing conclusions, and formulating questions” and “Students will relate situations in the past to situations today.” The fine arts team developed essential outcomes like “Students will communicate to their audience using expression.” The career and technical education team developed essential outcomes like “Students will demonstrate employability skills through effective communication, work habits, and problem solving.”

These common skills based on essential outcomes allowed teachers to then craft common assessments that addressed students’ levels of proficiency and progression. In English classes, for example, the common assessment focused on persuasive writing, a skill that all members of the English team felt was important. Rather than being a content-based assessment that gauged students’ progress in a specific course, the common assessment measured all students’ persuasive writing progress. This allowed the English team to engage in the dialogue that occurs as a result of the common assessment approach—asking questions like “What are we going to do with our struggling writers? Why did the students in this class outperform all of the others? What strategies did my colleagues use to promote student success on the assessment? How can we stretch the students who have already demonstrated proficiency?”

An analogy that helped us understand how to focus on what we did have in common stemmed from the math team. When math students try to add fractions, they must find the least common denominator. With such a small staff, it was not possible to have true collaboration among all of the world history teachers (there’s only one!). So we had to find the least common denominator among world history, U.S. history, government, and other social studies courses. Once this least common denominator was found and we understood what we had in common, we could collaborate about learning in meaningful ways. It has also allowed teachers, who sometimes felt their content was sacred, to focus on skills that are in alignment with our school-improvement plan and our mission of helping students prepare for life in the real world.

Comments

b11vdale

After reading this post, I realized that we as a World Language Department are not the only ones struggling with the concept of the PLC. I believe that it is a wonderful approach for colleagues to share ideas but we are facing a similar issue. I am the only Italian teacher at my school, we have one French teacher, and twelve Spanish teachers. The teachers of Spanish have greater ease with discussing strategies to improve learning, however the myself and the French teacher find it slightly more difficult, as our texts are different and the time we cover concepts is also different. It was comforting to read about not focusing on content driven, but skill driven. I look forward to sharing this idea with members of my plc as I believe we have been fixated on being content equals- which is singleton subjects proves quite difficult! Thank you!

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Dick Dewey

Thank you for writing.

My first reaction to your question is that you have one important tool that is already in your “tool bucket.” That tool is YOU! Permit me to set the stage with a bit of research; then, I will respond directly to your question.

Dr. Richard DuFour often says, “The people who tell the stories determine the culture.” Winston Churchill reminds us that, “First we shape our culture and then it shapes us.” Toward that end, Dr. Thomas Sergiovanni helps us understand that to run a school, you need technical expertise, human expertise and educational expertise. To run a GREAT school, you further need to progress with intentional symbolism that is based on the stories that you tell and that to which you pay attention. Intended symbolism repeated over time, influences and eventually becomes intentional culture. Stated otherwise,



The Pareto Principle, often referred to as the 80/20 Rule, reminds us that 20% of a set is generally responsible for 80% of the related result (e.g. 20% of the products and people generate 80% of the profit, and 20% of the product and systems cause 80% of the product or system problems). Translated to the change process on the PLC journey, we routinely find the 20/60/20 corollary unfolding as follows (do not get hung up on the exact percentages):



Anthony Muhammad, in his book on Transforming School Culture: How to Overcome Staff Division, helps us better understand why people resist change (persist in current behavior).

1. People resist (persist) when they are given no CLEAR REASONS to change.
2. People resist (persist) when they don’t TRUST the person who tells them to change.
3. People may keep their familiar tools (in a difficult situation) because an unfamiliar alternative….seems even more difficult.
4. People may refuse to change because change may mean admitting failure.

I’ll refer you to Patrick Lencioni’s books on The Five Dysfunctions of Teams and Overcoming the Five Dysfunctions of Teams to dig deeper into the importance of building TRUST. The matter of providing CLEAR REASONS to change can be addressed through constant efforts to build shared knowledge….build shared knowledge….build shared knowledge. Work collaboratively, provide modeling and share data and celebrate the successes in demonstrating the efficacy of the concepts, attributes, research-based best practices and standards for becoming a Professional Learning Community. Finally, the need to change is not about us failing in our work in the 20th century, it is about embracing a new job (as of a decade ago) – the appropriate challenge of quality learning for ALL students.

The last piece of research that I want to share deals with two comments on the importance of CELBRATION in your school setting:

“Well-constructed recognition settings provide the single most important opportunity to parade and reinforce the specific kinds of new behavior one hopes others will emulate”
(Tom Peters)

“An excellent predictor of the future behavior (of any learning community) is to examine the people and events it elects to honor.”
(Marcus Buckingham)

Putting all of this research together, I come back to my first comment. I can tell, just by reading your contribution to the discussion on this website, that YOU are a key leader in your learning community. I would further predict that many other members of your learning community listen very carefully to your words and watch your actions (even though the voice of “negativism” sounds so loud – it’s usually the same few people yelling louder and longer). You are not as far as you think from being able to energize that positive voice of the “Top 20’s” and move your learning community forward. The “Middle 60’s” are ready to listen. Formalize that guiding coalition and (intentionally) tell your positive stories – don’t frustrate about the negative story telling; rather, out-story-tell the negative story tellers!!

Have that discussion with your administration. Show them the contents of this blog discussion. Gather some of this research that I have referenced and bring it with you to the meeting.

Work together as a guiding coalition to identify and master the characteristics of high-performing collaborative teams. Model for others and celebrate your successes in formal and informal building settings, once again reminding everyone why collaboration is Big Idea #2 on this journey. Build shared knowledge. Tell stories with intention; act with intention. Then, be intentional again!!

Of course, you want to bring ALL faculty/staff members along on this journey. Toward that end, you might also consider posts tagged with the keyword ‘motivation.’ You might find these helpful, as well.

I wish you the very best on this important journey of quality learning for ALL students.

Solution Tree offers many outstanding resources to support these efforts. Some of my favorites that would really serve you well in the early stages of growth include:
1. DuFour, Richard, et. al. (2002). Getting Started: Reculturing Schools to Become Professional Learning Communities. Bloomington, IN: Solution Tree.
2. DuFour, Richard, et. al. (2008). Revisiting Professional Learning Communities at Work: New
Insights for Advancing Student and Adult Learning in our Schools. Bloomington, IN: Solution Tree.
3. DuFour, Richard, et. al. (2010). Learning By Doing: A Handbook for Professional Learning Communities at Work (2nd Edition). Bloomington, IN: Solution Tree.

Thank you,

Dick Dewey, PLC at Work Associate

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Dick Dewey

Thank you for writing.

Although you did not mention the grade levels within your school, your description sounds like a secondary school. In any case, the very nature of quality special education teacher’s job has always demanded a collaborative, results-oriented focus on learning. These, of course, are the Three Big Ideas that drive the Professional Learning Community journey. As a department, your focus should continue to mirror the Four Critical Questions of Learning:
1. What is it you want your students to learn?
2. How will you know when each student has learned it?
3. What will you do if they have not learned it?
4. What will you do if they already know it?

To the extent that your guaranteed curriculum (in answer to question #1) is common with department colleagues (or colleagues from another school), you can make use of common formative assessments to answer question #2. Your collaborative examination of the data will then, of course, help you identify students who are experiencing both success and difficulty, as you move forward to collaboratively answer questions #3 and #4. Likewise, your collaborative examination of data will also provide you with opportunities to examine comparative pedagogy, and explore the strengths and growth opportunities for your program.

I would also encourage you to re-examine the value and potential of your collaborative work with your other departments, particularly as it relates to the inclusion of your special education students and the concomitant co-teaching opportunities that arise. This scenario is unfolding in very powerful ways and can be further examined by contacting targeted schools (seek out your level, size and demographics) listed on the www.AllThingsPLC.info website.

Best wishes.

Dick Dewey, PLC at Work Associate

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Dick Dewey

Thank you for writing. And, thank you for your passion and professional zeal to get better.

The great news is that there are tens of thousands of educators who want exactly what you want. Plan to attend a PLC Institute in 2011 and meet a few hundred of these excited educators, while listening to some of the brightest minds in North America share their stories and the supporting research. Toward that end, let me also direct you to the www.Solution-Tree.com website wherein you will find the calendar of PLC Institutes for 2011, along with many other quality professional development workshop opportunities. Likewise, you will discover a tremendously rich selection of written and audio resources to support your professional growth.

Look to other schools nearby (within or outside your district). This could be done face-to-face or on-line. You can make use of the www.AllThingsPLC.info website to make connections and generate conversation. There are a variety of other technology tools that can support your efforts (e.g. Skype, Google groups, etc.).

Where do your students matriculate after their classroom experience with you? You might also consider these vertical articulation opportunities.

Again, thank you for wanting the best for your students. Enjoy the journey!

Thanks,
Dick Dewey, PLC at Work Associate

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Adam Young

@Emily.Kloter

The PLC framework is driven by teams. The work of teams is driven by a focus on learning and results. The focus on learning is where maybe a "least common denominator" could be helpful in your case. The focus on results comes in the form of common assessments designed to measure students' learning on the common learning.

Sometimes regular old meetings are called PLCs because of a lack of shared knowledge about what a professional learning community really is. Book clubs, professional development, meetings where concerns and administrative items are discussed are all important and necessary. However, they do not constitute a professional learning community.

Maybe some building shared knowledge is necessary. Using the "Learning by Doing" book is a great place to start. Bring one of these to your next meeting and ask if you can share a scenario or even share one of the templates designed to promote the team's self-reflection.

You're right that grade level collaboration is only part of what needs to happen. Vertical alignment of skills and content is essential and it is so important for fourth grade teachers to know what is expected at the fifth grade etc.

Good luck!

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Adam Young

@mmromer10

Negativity is contagious, unfortunately. However, so is positivity. As individuals, we only have control over ourselves. Do you have a like minded colleague that you can form the beginnings of your own high performing team with? If so, the first thing to do is establish norms. Our norms encourage us to gently confront each other when we fall into negativity. When the climate of a building or district is overall negative, falling into the status quo is so easy. Hang in there and be an army of one until you can form your own high performing team. Then, you're an army of two! Begin to challenge the culture of negativity by pointing out the positive whenever possible. Ask your colleagues how their attitude is helping to find a solution.

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Adam Young

@robin

On this very website, Bill Ferriter has begun a site devoted to extremely isolated educators to link together. He is using Twitter to link educators separated by large geographical distances but united by common problems and seeking common solutions. Check it out!

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Adam Young

@pape

At our school, special education teachers are part of regular content teams. They assist the regular education teachers in crafting essential outcomes, common assessments, and most importantly, devising interventions for students who have not learned what was expected.

Another idea is to have special educaiton teachers be part of a team dedicated to helping all struggling students. At WPHS, we call this team the Student Support Team. This team's functions and roles are a bit different than most teams because they spend the bulk of their time dealing with the third PLC question: What do we do when our students don't learn. Teams and teachers send the SST referrals for intervention and then SST members find ways to work with these students before they fall too far behind.

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Emily.Kloter

I was excited to read this post, since I too teach at a small school (we have under 250 students in all of K through 8). In all grades we have only one or two teachers. Elementary classes are self-contained, with each teacher teaching all subjects, while middle schoolers switch between four different subject teachers throughout the day.

We were recently discussing the concept of PLC and how it is implemented at our school, and some concerns came out about how our PLC framework does not allow for cross-grade level collaboration. Basically, right now, collaboration only occurs between the administrative team and each pair (or single) of grade level teachers. To be honest, frequently our "PLC" meetings are basically "sit and get" meetings from administrators to teachers, which starts to become monotonous over time. Essentially, I do not think what our school is calling "PLC" is actually a true professional learning community, because not all team members are actively involved in the process.

I believe that in order to improve our framework, we need to find a sort of "least common denominator" as you referenced, Adam. We need to improve our use of time by allowing teachers to be actively involved in decision-making, data analysis, and curriculum use, with teachers outside their own grade level. Maybe allowing teachers to meet with teachers in the grade level below and the grade level above would be a more beneficial way to use our PLC time. Either way, our school needs to begin implementing an improved form of PLC in order for teachers to have meaningful, successful experiences and see the positive results of PLC.

If you have any advice for my school situation, please share!

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ut98az04

I teach second grade in a small private school of one class per grade PK3- 8th grade. I have recently been learning about PLCs and think it would be something to try in my school. However, how should we be grouped? PK-K, 1-3, 4-5 and 6-8? I know there are some topics we probably could discuss and it would be very helpful, however I would still love to find a group of other second grade teachers, possibly in my state to be able to discuss second-grade specific curriculum and challenges. Any suggestions on how to go about that?

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mmromer10

I work in a school of only 300 students. Every time the admistration approaches the teachers about starting a PLC, all they do is complain about how much work they have to do and do not need anything else on their plate.

I really want to know how does your administration get you motivated to do the PLC. My school district really needs to do something because we are so unattached and the building is full of negative attitudes.

Thank you for any help that you can send my way!

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justintes

I find myself commenting on this post a few months after the most recent addition, but am hoping to possibly reinvigorate the discussion. I have found my current program situation distinctly related, but uniquely separate in dynamics.

From my experience, PLCs can be incredibly difficult to get started, but once you have a community engine going it can take you to great heights. I currently work for a HeadStart program out of Oregon, which is roughly the size of a small school district. However, a problematic difficulty is that our school is broken up into multiple smaller satellite sites. This makes meeting for any professional development in groups larger than 5 to 7 difficult between schedules and time.

A second compounding concern is that the program as a whole is very unfamiliar with the notion of PLCs. While a good number of peer teachers already have belief in the concept, creating a successful implementation is quite difficult, and thus far unsuccessful.

Our program is currently investigating and developing an online system for communication and collaboration, which has great potential to bridge the geographical gaps. The framework would system will be somewhat similar to the online blackboard system used in college courses. The counterpart to this is that many of our teachers are not technologically confident.

I'm curious if, looking at many of the previous comments, anyone could offer any guidance or insight into productively guiding our growing PLC.

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robin

I agree that every member of a school needs a supportive team to bounce ideas off of. In a small, unique school, such as the day care/preschoole/kindergarten that I work in it is very difficult to bounce ideasd off of everyone. As the only school age classroom in the school, I feel very alone. I try to reflect on the state standards and what the children should know going into grade 1 and do my best to continue reshaping my curriculum to help students progress to their limits. As far as PLCs are concerned, it sounds heavenly to me. What do you do when you are the only one in the school to need academic support? Where do you go for professional development beyond a college? Who do you bounce concerns and ideas off of?

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pape

Our school started PLCs last year. It seemed teachers really struggled with dedicating another morning to this approach but with making some changes over the year things seem to be going better this year. Our staff meets as a whole group the first Thursday of the month, the second/third Thursday we meet as departments and the last we meet as grade level. It seems that staff think the whole group and grade level are effective but the department meetings have different opinions depending upon whom you talk to. The questions I have for anyone is how do you incorporate special education teachers? Our first year they were dispersed among the departments but I as a special education teacher myself and along with my co-workers we did not find it effective. This year we started our own department. The area we struggle with is the focus. It seems we end up talking about students who are struggling, ways to offer more classes etc instead of coming up with common assessments, lessons etc. Any ideas or thoughts to help my school make the department meeting times more effective for the special education department?

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MB

The school that I currently work for is small as well. Three years ago, we implemented PLCs into our weekly schedule. Each grade level meets once a week for thirty minutes to discuss student progress and develop a plan for students who are struggling. This Title teacher and Intervention Specialist are involved in these meetings as well. These meetings allow for the teachers to collaborate together to produce a plan for meeting the needs of the students.

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preschool

The district I work in has just recently started to do PLCs. We do whole faculty study groups once a month to meet with other team members about test scores and such. I feel we need to work much harder than this. We do have some other teams that meet such as RTI and grade level meetings but like others have stated they are turned into frustration sessions and little work gets done. I am hoping by joining this blog I can help my school continue to head in the right direction. Preschool

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Tim Brown, PLC at Work Associate

@ehardee There are several tools that we have found to be helpful in moving schools through the issues you have portrayed. Call it “confronting the brutal facts”, “checking your current reality”, “assessing your place on the roadmap”, or “reflection in order to move forward”. There necessary steps to take when there are misunderstandings, misconceptions, or missed steps.

In your participant's binder from the Institute, you can find the document, “Critical Issues for Team Consideration” (also found in the book "Learning by Doing, page 130 of the second edition). It is reproducible and can be accessed by simply going to:.go.solution-tree.com/PLC books. We have used it with teams by having each team member rate their team’s work and understanding on the critical issues. Team members compare their responses, discuss discrepancies, star and celebrate their successes, clarify tasks that are unclear, describe actions to move forward. Then, a team may seek additional support, understanding, and models of the work from the Leadership Team of the school. Remind each other, that the goal is not to be okay, or pretty good with the work and products, but rather, it is to be to great at acting on the critical issues as a team.

We have also used the Roadmap that Solution Tree came out with a couple of years ago. The Roadmap is another reflection tool that can be used by the Leadership Team or with the entire staff, working in small groups, to report on the positive work that has been happening and also formulate ideas for some next steps. The book, "Learning by Doing," is helpful when using the Roadmap. There are chapters, explanations, guiding questions, and continuums that provide useful reflection and direction that steer schools in a purposeful direction.

The authors note, “It is disingenuous to suggest that the transformation will be easy or to present it with a rosy optimism that obscures the inevitable turmoil ahead.” (Dufour, Dufour, Eaker, Many, Learning by Doing, p 22) The word “turmoil: meaning a state of great disturbance, confusion, or uncertainty”, is somewhat typical when members of an organization are steered in a different or uncommon direction from what they have been doing. To isolate the effort of this movement to one subject or one grade, or area of academic concern, portrays the model as one that is solely about small school teams, rather than the idea that the whole school is a professional learning community. The whole school should engage in an understanding of the purpose, the goals, the inputs and the outputs that lead to best practices.

It seems that since several staff members have attended PLC events there was an initial desire to make it a school-wide process. It would not be a recommendation to stray from this course. Instead, consider the opportunities that exist within the problem. We know that some teams need more help and support. The reason for this varies and needs some examination by the Leadership Team. Identifying the problem then leads to the opportunity for movement in a direction that is in concert with the goals and primary purpose of the school and of the teams. Consider the possibilities that exist with something as simple as a “Share Fair” by teams. This is a chance to recognize the work of teams. A chance to consider SMART Goals, describe best practices for identifying essential outcomes, look at how they create formative and summative common assessments, examine data, design first level and second levels of interventions, set goals with students, feedback strategies, grading practices, etc... This requires that schools schedule these reflection, celebration, and “now what” opportunities. They reinforce the “collective inquiry” characteristic of the Professional Learning Community model.

It is clear from your comments and question that you wish to help your colleagues with their frustrations, practices, understanding and purpose. Clarity and movement forward is only achieved through the sharing of ideas, examining frustrations, addressing barriers, and making a workable plan that creates the push in a forward direction. The school cannot just hope for clarity or assume that it will eventually reveal itself. Look for and schedule opportunities for sharing, provide models when necessary, build rationale when the work is in question, and set reasonable timelines.

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ayoung1

@david

Our school has a librarian and a counselor but no curriculum specialists or reading specialists due to our small size. Our librarian is part of the English Team as well as the Student Support Team. This is a team devoted to supporting the needs of struggling students. The counselor is a member of this team as well as the Career and Technical Education Team. Her role on the CTE team is one of facilitation and how to help CTE teachers address employability skills and helping students plan for the future.

I really think that each and every member of the school needs to be part of a team that is devoted to student learning. But that's not to say that every team has to be devoted to curriculum, assessment, etc. Some, like our Student Support Team, can have a specific role designed to provide intervention to struggling students.

Adam

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davidloertscher

What I understand about PLCs is that they are usually groups divided either by grade level or by discipline. There are other folks in the school that could contribute a great deal and these are the specialists. They might be teacher librarians, teacher technologists, reading specialists, curriculum specialists, counselors, etc. Each of them has an agenda of their own plus they see across grade levels and across department. They complain that they are locked out of the curriculum when they could collaborate and co-teach along side the classroom teacher(s). Must we continue to pressure an isolated classroom configuration? Aren't two heads better than one?

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Carol Trainor

Incorporating the PLC philosophy into a small school is a place I am extremely familiar with. I am the administrator of a small elementary school of six teachers which includes a part-time Resource teacher and myself as the Grade 3/4 Numeracy teacher and an enrollment of 65 students.

When it came to implementing the PLC our issues were similar to yours Mr. Young with regard to common assessments and therefore we to went in a similar direction as you. However, the school district is also extremely small with more than one school in the same situation as ours. So to overcome this bump on our path to becoming a PLC school we as a district became organized allowing our singleton schools to communicate with each other through technology and created a singleton site on our district portal allowing our teachers to upload documents that could be shared for discussion such as common assessments.

This year our district provided four half-day sessions (Wednesday afternoons-students leave school by noon) giving our singleton teachers the opportunity to meet in a designated area to discuss and create common assessments. Each grade level was given an outline on the aspects of a PLC that included the establishment of meeting norms, pre-agendas and collecting minute. Once the teachers had an understanding of how and what was expected from their meetings they began the process and as these items were submitted to the administration all agendas, minutes and documentation were uploaded onto the singleton site for access by all grade level teachers include the drafts of their common assessments.

As we all know it takes time to implement change and therefore time is of the essences when working toward the establishment of becoming a PLC school. Our journey began four years ago and it is only in our 5th year that the east end of our district has come to the realization of the importance of having our singleton teachers come together to communicate and meet regarding common assessments. And at this point it has been successful.

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ayoung1

@leslie:

I think we are sabatoged by the system sometimes. Just when an initiative gains momentum, there's a new principal or a new superintendent or a new teacher. I have been the principal at WPHS for eight years now--that's certainly longer than the average tenure. We only started to gain momentum after two years. It took another two for things to really get exciting. In the meantime, I had a turnover of 50% among teachers! (This was a mixed blessing as I lost some tremendous leaders but also lost some who did not want to engage.) My point is that it takes time and concerted effort. Too often we change directions when the wind blows. We have to have the patience, persistence, and fortitude to stay the course.

Adam

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ayoung1

@neif22:

I think we can all relate with your struggling with negative teachers. To me the very most valuable resource with this goes back to the PLC framework of Mission, Vision, and Values. We established these at the outset of the journey. Every year we discuss these and "grade" ourselves according to our adherence to and embracing of these pillars. When I have a staff member who behaves in a way inconsistent with these values, it makes it very easy for me to have a discussion with that person because, after all, they values apply to all of us.

Similarly, I have challenged my colleagues to gently confront anyone who violates one of our values. I admit that I have been confronted on more than one occasion! But there's great power in mutual accountability.

One of my favorite sayings is relates to change and goes something like this "There must be more pressure for change than resistance to change." This implies that change takes lots of time and kind of charts its own course. It's easy to confront a negative teacher when there's only one! It's a lot harder when there's 50.

Adam

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ayoung1

@nswisher:

Solution Tree has a website with a zillion resources--DVDs, books, online courses etc. My favorite of these is "Learning by Doing," DuFour, DuFour, Eaker, and Many. In the book are useable resources and scenarios that resonate with all of us who have been in schools for any length of time.

Best of luck!

Adam

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ayoung1

@adamsweets:

We meet for staff wide professional development every Monday at 3:45. We meet in our content teams every Thursday at 7:00 am. Our content teams have a kind of scripted agenda that they follow every week which directs their focus to that of student learning. Accompanying the agenda is a set of statements about the team that helps them self-assess their progress and their fidelity to the PLC model. These statements can be found in DuFour, DuFour, Eaker, and Many's "Learning by Doing." The agenda and self-assessment statements have helped the teams be clear about what their role is and exactly what they are supposed to be learning.

Adam

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ayoung1

@Snowcat:

Congrats on the professional learning that's occurring at your school. What are your school's goals with PD? Is there a specific focus? Are there outcomes or objectives established that help measure staff members' learning at the end of the year? I know for us, we found it necessary to sometimes trim down the amount of PD and focus more clearly on quality. It has helped us to have a few clear PD goals for the year (always driven by our students' needs based on common assessment and other data) and to really be strategic about eliminating anything that conflicts with these goals.

Adam

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ayoung1

@Stephanie:

Have you considered using digital tools to find schools in similar circumstances? Skype is a great tool! Even with that, though, all schools have different needs and you may struggle finding a school where the focus is the same as yours.

What are your goals as a school? Is literacy a focus? Technology? You might try starting with a discussion about what skills you want your students to graduate with and then talk about what those skills look like in each grade/classroom. This is a discussion that can involve all staff members.

Best of luck!

Adam

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ayoung1

@Susan:
I think it's always a struggle to stay motivated. Passion and persistence are key. We try to stay motivated through periodic celebrations, a staff lunch here and there, and regular discussions that help us remind ourselves where we began, where we are now, and where we want to be ultimately. Simetimes it can be difficult to keep the "higher achieving" teachers who feel like they are constantly trying to bring others on board. These are some of the values of our Leadership Team that help us keep in mind the big picture.
? We will recognize and always remember that change in general and bringing to pass our vision in particular are slow, difficult, and sometimes painful processes; but also that our passionate commitment to student success will ultimately give us the will to persist.
? We will actively promote, protect, and defend the Leadership Team Framework and the WPHS Mission, Vision, Values, and Goals.
? We will all commit to be change agents as we promote the positive culture of our school.

Hang in there!

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doas

PLCs are very active in my building. My grade level team meets every Wednesday and our staff meets regularly throughout the school year. In addition, we have late start days integrated into our schedule that allow even more time for us to get together and collaborate.

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mrsrollins08

PLCs are a new concept to me at my school. I think that the goal and purpose of a PLC model are good in nature. I commend your schools for having the commitment to actually try to make this model work.

In my own school I feel as though the PLC model is not really working as well as it should be. The main reason I think is because there is not enough commitment and by in from my colleagues. I teach in a fairly average sized school and it is hard for teachers to have common time to plan, have a master schedule that will allow for common preps, and to have the maturity to share your weaknesses as a professional. I think the thing that I have learned from reading this blog post is that this school is looking at a bigger picture of the overall students content.

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Jess

PLCs sound like a wonderful idea especially if all staff members are on board with it. At my site, we are currently working on developing true PLCs. Right now we currently meet once a month for our staff meeting. We meet again a week later during our minimum days. Sometimes we are in grade levels and other times we are meeting across grade levels.

I really believe that everyone, teachers, students, and administrators can benefit from PLCs. I really like the idea that teachers can work together, share strategies and keep things similar so that our kids are getting exactly what they need. At our site, our students switch classes so that they are getting instruction at their level. If we are not on the same page, our students are the ones that will suffer. I only hope to see PLCs continue to grow and everyone can help each other grow and learn.

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Susan

I want to encourage you to continue your PLC journey. It sounds as if you are well on your way and are committed to the students you teach. My school has been on this journey for a few years. I am afraid many teachers have lost their focus. I'm not sure how many are "on board" any more. I have the same question-how do you stay motivated?

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kdray81

I really enjoyed this article. I currently sub for a very small school district. I hope to have a full time teaching position there as soon as one becomes available, and I would love to see PLCs implemented there. I was curious as to how well this could work within a smaller school, but your article reassures me that it can be done.

@lms2908 I think you (and the students) only get back what everyone is willing to put into them. If teacher motivation is high, then I'm sure the results will be greater and more noticeable. If everyone is going in with a negative attitude, then teachers and students probably will not benefit from the program. Maybe it's not the PLCs themselves, but the way they are set up at that school district that is so discouraging for the teachers.

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jledo

In my past experience, PLCs have not been used at the schools I've worked at. Fortunately, my current school is using some PLC strategies and the implementation is going very well thus far. As educators we tend to be a bit closed off to colleagues in other departments or grade levels, but sharing strategies across disciplines really leads to great things. Not only do we as educators benefit from the wealth of knowledge each of us can share, but the student ultimately benefits from our shared experience and strategic planning.

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leslie

My school is somewhat larger and while my department has always shared assessments and lessons, other departments are really struggling. I am impressed by the buy in by the teachers at this school. Our school seems to have pushed this agenda without really getting the staff to buy into it first. For the departments that didn't already work together, this has been a battle and there is quite a bit of resentment.

I don't understand why you would not want to work with others in your department. Not only does it cut some of your workload, you have someone else to bounce ideas off of when something isn't working. Every time a new initiative is introduces the idea of buy in comes up. Even when the initiative is positive, like PLCs, I have never seen that buy in by the majority of the staff. I would love to know how other schools manage it.

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math2by2

PLCs are new to me. I first heard about them last year when teaching at a school in Durham, NC. I was not impressed with how the PLC program was run. Although the idea that was supposed to occur sounded wonderful. The group was not well organized, most just wanted to use the time to vent their frustrations. The work that was supposed to be done never came to fruition.

I think that if we are going to have PLCs in our schools, we must educate our staff to help them understand what a PLC is meant to accomplish, then have everyone work toward that goal.

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smith

My school has really tried to institute PLCs. The teachers continue to be overwhelmed because of the time factor. I really believe that one factor that is hindering an effective PLC in my school is ignorance. I really believe that many of the teachers are not aware of the benefits of PLCs. We need a lesson in PLCs and how to stay motivated. Thanks for sharing your information about your school.

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sschumacher

My school implemented PLCs last school year. We get one hour every Wednesday morning. The decision was a rush decision and when school started nobody knew what we were to do with the time. Administration was just jumping from week to week on what they wanted us to do. After a couple of months we got into a rhythm. This year it is more organized on what we are supposed to be doing. Each PLC has to deconstruct standards and develop a common formative assessment. I do like the idea of doing something different every week like a previous post stated. PLCs are a huge benefit for our district and highly suggest all districts consider it.

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neif22

Adam,

I really enjoyed reading your blog. I can relate to PLC in a small school. I worked in a small primary school for two years and really enjoyed experiencing a PLC. I have a suggestion for your struggle of only having one teacher to teach a particular subject. Maybe it would be possible for your high school to team up with another high school in the area and work together on identifying “Power Standards” and developing common assessments. At my school I struggled with working in an environment with some negative teachers. I wondered if you had experienced this problem or had any insight into what I could do to make the PLCs more effective and have greater impact on student learning.

Jennifer K.

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Celeste

I think PLCs would be easier to implement on the elementary level. In most cases, teachers are required to teach all subject areas. If they are to collaborate amongst each other to plan out learning maps and make common assessments to benefit students. If the teachers are on the same page, the students will be also.

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wtk23

I really enjoyed reading this post. It was very enlightening in regards to the difficulties smaller population schools deal with in regards to implementing a PLC. I liked the reference to math and finding the least common denominator, and once you found that you guys were collaborating effectively to promote learning in a meaningful way.

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mb2010

PLCs are the norm in my school. Each team meets on Tuesday during their planning time. It is a time to reflect on our accomplishments and to develop strategies to help our struggling students. Over the years, my team has become a very cohesive group.

Although we work well together, I feel that my team has lost focus on the purpose of PLCs. How do we stay motivated?

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Hobbs44

I have been taking part in PLCs for the last three years. At first teachers were very apprehensive about meeting and sharing strategies and data from their classrooms. It has now created a community of teachers that are all aligned with one another. We all are able to use the same terminology in our classrooms. It gives the students some consistency in their learning language. For example all content teachers are using reading strategies with appropriate terminology. We each discuss, text organization, fiction or non, type of text, as well as literary elements. PLCs have become a norm in our school and has really aided in student success.

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nswisher

I am currently a student through Walden University and I am studying PLCs. I have enjoyed seeing how the focus is where it should be—on each individual child rather than averages—and am eager to learn more about how to incorporate it into my daily practice. Although my other two teammates and I collaborate together three days a week during our 45-minute plan time, and have weekly staff meetings, we have never used the term Professional Learning Communities.

Our time together is spent on planning and reflecting on what is working for us. I am particularly interested in how to get my entire school on board with coming together on something like this. We do meet already on literacy with our coach and principal three times a month, but I would love to see PLCs implemented across the curriculum. Our school has three classes per grade level and services K-5, so I am confident this would be rather easy to incorporate. Are there any professional development opportunities such as DVDs or websites that you would recommend using as a jump start?

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lms2908

Last year I completed three months of student teaching followed directly by three months of a long term sub job at an elementary school in Frederick, MD. Every Friday we had something called double specials. This meant our planning period was 90 minutes rather than 45 minutes. Once a month, 45 minutes of this planning period would be dedicated to what the school called PLC. Before my first PLC I asked the teachers what it stood for. Out of three teachers none of them could tell me what it stood for. They had very negative attitudes about PLCs, explaining they were wasted time that they could use to prepare for classes. In six months I sat through 4 math PLCs, 1 science PLC, and 1 language arts PLC. In almost all of these PLCs we talked about the same thing, assessments. While that sounds beneficial, it wasn't as helpful as it sounded. During these PLCs we took the first few minutes to discuss parts of the assessments that we did not like, and the remaining time was left for us to grade the assessments and file them in the students portfolios. While it is nice to have time set out to do things like this, it is not the point of a PLC. After reflecting on my experiences with a PLC I did not see a point in them.

It was not until this week when I was studying PLCs, and other professional development ideas that I realized the point of a PLC. In my past experiences with PLCs there was hardly any interaction, and very rarely did we talk about the students, their success and struggles, and ways to help them. As a new teacher, I wish we would have put PLCs to their true use. It would have been very beneficial to sit down with common teachers to discuss what I am experiencing with different students and the curriculum as a new teacher. This would have been a great time for them to share ideas and experiences. I truly missed that interaction and the adult conversation that could have occurred during PLC.

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marfroggy19

We are a small K-8 school located within a larger Regional School Unit. We have mandated PLC time for one hour every Friday. However, we find it difficult to build a successful PLC because we are a small school and we can not travel from one school to the other. The other schools that are larger in our RSU do not understand the issue that we face with our PLCs. Also, the RSU wants to align all of the curriculum across this giant of an RSU and has found it to be difficult. I do like how the article discusses how to use an inter-curriculum approach.

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antonia

Our elementary school currently has a PLC which is called Team Building Meeting. Each grade level has been previously assigned a date as we collaboratively engage in activities teachers feel are essential, appropriate, and effective for student learning in either core subjects or content areas. Before each meeting begins, teachers are reminded to focus on the purpose of the collaboration and to provide feedback or comments to the facilitators.

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D. Edwards

I'm currently teaching in inner city Las Vegas, NV...but 8 years ago I was finishing up my 5th year of teaching in Eastern OR at a 2 room school (2 teachers and 16 children in grades K-8).There were 7 rural schools, each of which was its own school district, in a 200-mile area. We were certainly out in the sticks, but I think we did a pretty good job of working together considering the times and the distance. Twice a month, our rural school boards hired subs for all the teachers at all 7 schools and we met for a full day at Burns, OR at our ESD building with ESD facilitators whom we had all worked closely with on curriculum development. At these meetings we shared what we were doing in our schools; each teacher was the "department chair" for every subject so everything said was relevant to all. We developed standard tests to be given to all 3rd, 5th, and 8th graders, worked on the eventually-scrapped CIM/CAM preparations for our 8th grade students and shared ideas and visions for developing a GATE program that recognized every curricular area, including art, music, and P.E. We developed wilderness science camps, organized riparian stream work,set up programs together to monitor stream temperatures for local ranchers concerned about the effects of their livestock on fish populations, plus planned music, art, and sports festivals. We were small; we were rural; but we were right on track. I miss the people and the willingness to undertake big projects together.

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adamsweets

We have a collaborative group of our own in my high school. We have divided the days up into technology day, data day, lesson planning day, professional reading day, and lab preparation day. It has a good basis. The time of day is late in the afternoon. I still have yet to embrace the learning that is gained from he collaboration. What time of day is your collaboration?

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Snowcat

I enjoyed reading your post. Currently, our school has so much time planned out for teachers to get together and plan, assess data, get trainings, and other teacher development things (to name a few). Right now, I feel overwhelmed with all the meetings and trainings. I know it's good for our development but I sometimes feel like it is "information overload." We get so much "good" information and ideas, there is just so much you don't know where to start! Any suggestions, let me know! Thanks for sharing.

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Stephanie

I teach at a very small school. Even your 400 students seems like a lot to me! We have 130 students in our K-12 private school. Our elementary classrooms are separated as K, 1-2, 3-4, 5-6, 7-8. High school has 8 teachers that each teach their own subject. Nobody teaches the same class or type of class. I have been thinking about how constructive PLCs could but have not been able to come up with a suitable system of implementing it in such a small environment. Any ideas?

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pmannfury

Although we don't have a formal PLC at my school we often meet regularly to discuss problems and new ideas each us have had. Our district is very supportive in this and "cross classroom interaction." Without the support of my fellow staff members I wouldn't enjoy my job as much and probably wouldn't get the results I am now.
I think it may be important for us to set up something more formal in our district. Although we are dedicated to our meetings things can change and if you don't have a system to follow it is easy to let go. I think I'll bring this up at our next meeting.

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kabriche

I am teaching in a K-4 school of about 240 students, but part of a district-wide PLC. Our district first introduced PLC's two years ago, as a forum to discuss our teaching strategies and to provide evidence of student learning. After two years of doing this, I was beginning to feel that it was an exercise of organization and paperwork management for teachers. However, my district has now introduced the next level of the PLC, which is working together on a common learning objective, designing a lesson together, and then determining as a team, how well the object was met. I am looking forward seeing the effects of the deeper reaching PLC. The only draw back is that the district seems not to trust the teachers, requiring an administrator to be present at each PLC, along with copies of worksheets and student evidence. I am wondering what other districts require from PLC groups in regards to "reporting."

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rrc

I really enjoyed your post. I also work in a small school and we have just started the process of developing a PLC within our school. We are a K-9 school and have formed four groups. Each staff person had to sign up in one of the groups. Our goal was to have teachers from primary, elementary and junior high as well as educational assistants and specialists in each group. At our next PLC meeting each group will begin to create our objectives and then start planning. PLC's can work in small schools, we just need to be creative.

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secretanique

I enjoyed reading your blog about PLC. My school is small but we are huge in collaborating. My principle has scheduled all grade levels to meet three times a week to collaboratively plan. We have to meet as a grade level, with ELA Lead Teacher, and Math Lead Teacher each week.

I think in one aspect it is good because we come together to share innovative ideas and strategies that work and don't work. In another aspect, it is hectic because we as teachers don't get much time to reflect. Every week this is due and we have to meet with this consultant and it gets overwhelming at times. I love to learn new strategies and ways to differentiate through professional learning communities. I am the Departmental Chair for the first grade and try to meet with second grade to reflect and discuss gains and areas of improvement.

What do you think would be the correct response to a mother of a child that has many A.D.H.D. characteristics but doesn't acknowledge any? I have asked fellow co-workers and their responses have been interesting. This student is just a little below grade level but can not focus for 5 minutes without being everywhere at one time.

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rosebudd

I work at a local high school who went to a trimester schedule approximately 3 years ago. The system has worked really well for and has given us the chance to work together with members of our department. We each "own" a grade and can collaborate with each other in regards to lessons, tests, and other matters. As a group, administration is working towards having us be a PLC, obviously the first step being the trimester schedule. This school year we've initiated co-teaching which seems to be working so far. We will see. Baby steps!

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ehardee

I am in a large county school system that requires PLCs. The schools are extremely different and have different needs. I recently transferred within the county. In my previous school, PLCs ran efficiently and were productive. My current school is struggling. We have a very large population of English Learners and Free/Reduced Lunch students. We have missed AYP by our LEP Reading for 4 years in a row. Many teachers see the potential of PLCs and others still see it as a waste of time or just another meeting. I am struggling to find ways to help. Many teams feel so pressured to "get it all in" so they really don't have the opportunity to finish one task/conversation before they are on to another.

Is it best to start with one subject in a struggling PLC school?

How do you get things going in the same direction when most staff members have gone to different PLC trainings and have their own "understanding" of what to do in a PLC?

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tammy.williams3

I teach at a very small school. We have been doing PLC's for two years now. Each year we fine tune our meetings to meet the needs of the current students we teach. During our meetings we may analyze data, share student work, review a journal article, do a book study, etc. Our administrators come to the meetings every once in a while. However, we must submit minutes from our weekly meetings.

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rtran

I just returned from a grueling day of vertically aligning our Math curriculum with teachers from Kindergarten to fifth grade. This new PLC we formed looked at the language of our curriculum and found a common algebraic link that ran from K-12! It was amazing to "see" that and have discussions about what that looked like from grade level to grade level. It helped us to see that everyone is doing their job and that fingers should not be pointed at the grade level below if students are "not getting it". Today helped to refuel the desire in me to teach with intention and thorough knowledge of my curriculum and inspire my team to do the same.

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tony_w

I teach in a small district as well and we have began to develop more formal PLC's. The main problem that I see with our PLC's is the lack of time that is focused for PLC's. We are working to continue to strive for successful student learning in all subjects.

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L Howes

Currently, we do not have a formal PLC at our small school. Most of our professional conversations are done when we pull each other aside and ask, "Can I have your input on this?" We are all so busy that we usually save formal group meetings for specific outcomes, such as accreditation, curriculum guides, or county-wide workshops. In fact, this year we are tackling accreditation and we will be developing some new writing rubrics. Your conversations about what is essential among each discipline is a good approach for our task. I will take your ideas with me to our meeting. Thanks!

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envy717

@Sara I am pretty much in the same boat as you. I currently sub in a small school that houses Pre-K to 8th grade and there are only a few teachers here. I have found that in talking to a few of the teachers here that PLCs are conducted but not in a serious way, simply because there are not enough teachers in each level. I think that a few teachers are genuinely interested but do not have enough information or means to get an effective PLC started. While student teaching last year I got to experience a PLC in its true form. While this school had many teachers per grade level they ended up mostly going off topic and discussing either problem students or things they were unhappy with in the district. Though I have subbed in many districts I have seen almost none that incorporate PLCs for their schools. I have to wonder why more schools have not caught on to this. I would think that PLCs can really be beneficial to teachers who may be struggling or just have issues they need to discuss, perhaps this type of thing would help reduce teacher burn out.

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Sara

I was very impressed with your post. Where I am living currently and looking for a job I am surrounded by small schools. The school district where I graduated from was K-12 and had 430 students total. Currently I am substituting within this school district and I often eat in the teacher’s room. When I am in the teacher’s room I always hear the teachers talking about how awful the students are and how they have no respect. After reading your blog I decided to ask one of the teachers if they have a Professional Learning Community (PLC) in place. To my surprise the teacher said they do not have any resources in place at the school. I talked to the teacher about if they would want to start a PLC and they stated it would be a great idea but it would be too hard. I have been told there is a teaching position within the school. I have contemplated if receiving employment how I would bring a professional learning community into the school. I know and understand now that as a small school I could help to develop a PLC. I desperately believe this school needs resources for teachers and now I have the help to support that a PLC can be done. Thank you.

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gail pinckney

I have the same problem with the small school situation. My school is a small middle school with only three regular education math teachers and two special education math teachers and a math coach, the teacher in regular education are all different levels. After reading your blog, I have gained some great ideas. Our school can use to bring together some collaboration among our math teachers.I hope this will grow even more with other concentrations. The idea of having key components that are the big ideas for all math grade levels will help with students improvement in math. We are also giving the students summative assessments that look like the state assessment. This is to have the students familiar with the question and answer format of the assessment. I will say that the school is working together a lot more this year and I can see the difference in the students and staff. I would like to have PLC to get more ideas to help my school even more for school improvement and student success.

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mcarril

After attending one PLC conference, I left believing that this is what is truly needed to realize academic success for ALL students. I knew that "collaboration" was key to move the school community forward. Now I'm in a middle to high bilingual school and I'm wondering what tools or strategies would best serve our population? Are there like schools that have successfully implemented the PLC methodology?

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Barbie

I was intrigued with your entry from the beginning - I work in a small school as well. This is the first year my district has attempted PLC. We have approached forming groups differently. The staff generated a list of topics that are of interest and concern. Each staff member signed up for a two groups. The administration then narrowed the number of groups, and we each made a final selection. (We are allowed to change groups and to change the focus of our group once we met.)

We have met as PLC four times so far. Groups contain members from a variety of disciplines and grade levels. (The one I am in happens to be all four teachers that teach at my grade level.) Each PLC created a list of objectives and makes an agenda for the upcoming meetings. so far, so good!

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freddiec

My department strongly supports the benefits associated with collaboratively focusing on learning. We have formed a content team and in the beginning we had to iron out the "me" mentality and focus on "us". Collaborative focused learning is great if you have people are not worrying about upstaging each other. It starts with respect for and understanding of each person involved.

In fact, I stole an idea from my instructor. We plan "across the curriculum" for example, when we are doing a unit of instruction on English Poets in Language Arts (Literature), the Science teacher could be doing a unit on English Scientists or discoveries, the Math teacher a history of Math in England. Other departments eagerly accepted it and I hope we can continue to make use of this concept.

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