The Principal as an

Administrative Leader
in Planning for Staff
Development
Discussant:
MELVIN D. SORIANO
Plan cooperatively with those
to be affected, a year round
staff development program
based on the needs and
problems analysis.
Why is there a need for
a principal to lead in
developing his/her
staff?
• It is the duty of the school principal to make sure that all
his/her staff are continuously growing and improving in
all aspects of their function in school.
• It is the responsibility of the school principal to train the
next set of leaders in school.
• It is the responsibility of the school principal to make
sure that the school stays relevant and responsive to
the changing educational atmosphere through capacity
building and strengthening among his/her staff.
Why is there a need for
staff development?
• Teachers and non-teaching staff need to improve to
better meet the ever changing demands of the
stakeholders.
• Teachers and non-teaching staff need to become
the best possible that they can be as they are
expected to model and to live those qualities
expected of the student.
• An overriding goal of staff professional
development is student achievement.
• An overriding goal of staff professional
development is student achievement.
• When people accomplish their goals, they have a
sense of fulfillment, a joy and satisfaction of having
made an effort and completed something well.
Why involve everyone to be
affected in planning for staff
development?
• Teachers and non-teaching staff themselves are
the ones who know exactly what they need to
improve on.
• Teachers and non-teaching staff must need to have
a sense of ownership to the plan so that they every
success that they would have no matter how little
will become a source of inspiration and will
increase their self-esteem.
Why based the plan for staff
development in the needs
and problems of the school?
• As mentioned, teachers and non-teaching staff are
needed to improve in order to better meet the ever
changing needs of the stakeholders.
• One goal for staff development is to train them in better
addressing the concerns that were identified during the
previous academic year.
• Another goal for staff development is to correct or improve
on all the identified shortcomings or area for
improvements during the previous academic year.
Why make the plan for
staff development year
long?
• Teachers and non-teaching staff development
requires time as changes or improvement are
things that cannot be expected to be mastered
immediately. Thus, a year-long of gestation of
integration and practices are needed to allow them
enough time to grow and mature.
In what aspects must the
school staff be
developed?
• Teachers and non-teaching staff are needed to
grow in terms of the following:
 Student Interaction - skills and techniques in
communicating, mentoring, and coaching
students
 Pedagogy - things needed for the effective ways
of teaching such as techniques in teaching,
classroom management, and academic planning
 School Membership - involves understanding the
school mission, teamwork, leadership, and extra-
curricular involvement
 Pedagogy - things needed for the effective ways
of teaching such as techniques in teaching,
classroom management, and academic planning
 Personal - involves the personal traits, skills,
and values
How best to proceed with
the staff development
plan?
• The first step that a principal must take before any plan
must be made is for him/her to initiate a so called “SWOT”
analysis involving the five aspects targeted to be
developed among the school staff.
• Conducting a SWOT analysis means a careful and honest
study of the Strengths, Weaknesses, Opportunities, and
Threats in order to come-up with a full picture of the
current situation of the school.
• The result of the SWOT analysis will allow the
planners to identify and prioritize what areas in each
aspects are needed to be developed.
• The principal will help each staff build his/her own
individual Annual Professional Development Plan.
• The Annual Professional Development Plan must include
the individual goal, means to achieve the goal, success
indicators, contingency plans, and resources/persons
involved, of each staff in order to specify how each of
them will carry-out their own development plan.
• The principal or through the other school leaders will then
guide each staff in carrying-out such plan through
coaching and mentoring all throughout the academic
year.
THANK YOU VERY
MUCH FOR
LISTENING!