Rolling Along on My Action Research Project...

Everything is going great with my action research project.  I gave out my first official "Teaching Assistant of the Month" award at the end of September.  She was truly beaming when I announced her name as the recipient.  I then decided to print another copy of her award and put it in a picture frame along with another smaller frame underneath with her picture in it.  I hung these both in our front office.  She was very excited about this as well.  Our next award will be given on October 20th. 
Another thing that I am very excited about is my new implementation of a Google Doc.  This thing is amazing!!  It was recommded by a fellow student under comments -- the great power of networking and helping each other out.  Before, to submit staff commendations,  the teachers had to type in on a pre-made document, e-mail it to me, and then I would save it to a file on my computer.  Then as the award date approached I would print them all out and tally them up to see which staff received the most commendations.  Now I created a google doc form with very simple and easy to use check boxes.  The teachers just click a couple of boxes and click on Submit and they are done.  Then, not only can I view them all, but I can get a summary of all of the compiled data and it clearly shows me in bar graph form and percentages who has the most commendations.  The teachers love it!  And so do I!!  It is so much easier to do now for the teachers and myself.
So all in all, a great couple of weeks on my action research project!

Week 5 of Action Research

I decided to post my complete summary of highlights from this Research course due to the fact that the majority of it addresses how I was able to develop my action research plan and get to where I am now as well as implementing my course of action from here.  Here are my highlights from EDLD 5301: Research:

There are so many highlights of this course that it is difficult to address them all.  First and foremost seems to be a reoccurring theme discussed by many students in this class.  I was pleasantly surprised to find out that this class does not focus on traditional research, but instead on a new concept to me, action research.  Basically, I am now able to put a name to the challenge of identifying problems to be addressed on campus and how to go about finding solutions in an organized manner. I have truly enjoyed it!

Secondly, I now have a newfound respect for revision.  When I first set out to complete the template for my action research plan, I felt that I had it all figured out and no changes would need to be made.  However, I have now revised my action research plan not once, but twice, and I am certainly open now to the possibility that it still may need revisions in the future.

This brings me to my next highlight of the course.  Due to part of our assignments being the need to reply to discussion boards and comment on blogs, I have gained new insights into my action research plan which also led to some of the revisions that I made to it.  These suggestions have been invaluable.  These comments ranged from how to relay my research information to staff, how to achieve better buy in from my staff, how to go about specific activities within my research plan, as well as even recommendations of types of technology to use in regards to my evaluation process. 

Now in regards to specifics that I have learned in this class that I feel are strategies that I will continue to use throughout my career in regards to action research. I especially feel that I have gained new insight into strategies to support and sustain action research. These are the three concepts that we learned about last week: Force Field Analysis, Delphi Method, and Nominal Group Technique. I think all of these three strategies are definitely effective in determining school needs that need to be addressed and improved upon.  I feel that I could use all of these strategies to sustain improvement on our campus.  The Nominal Group Technique is a great way to first get some ideas together that need to be addressed.  The Force Field Analysis can then help to determine if these changes are truly possible or can help to decide which issue might be the best one to tackle first.  The Delphi Method would then be a great way to reach the masses and narrow down exactly what areas of the change are the most pressing or important in their opinion. 

I have learned so much from the readings that we have been assigned from both texts for this course, but one is certainly my favorite.  Dana (2009) provides great insight into what administrator inquiry is and what all it involves.  The book then explains the differences between traditional research and action research as well as the benefits of engaging in inquiry.  Then areas to look into in regards to finding an inquiry are given as well as wonderful examples in each area.  The specifics of the action research plan are discussed and it concludes with the importance and how to share your work with others as well as how to assess the quality of the inquiry.  Dana summarizes it well, “Through engagement in principal inquiry, you replenish and invigorate your work as an educator…you become head learner, the most important role any principal could ever play…” (p. 186). 

References

Dana, N. (2009).  Leading with passion and knowledge: The principal as action   

     researcher. Thousand Oaks, CA: Corwin Press.

Action Research Plan -- Revised

I decided to only change one thing on my action research plan so far.  Due to great replies and comments that I have received from my discussion board in class and my blog, I have decided to not only have separate meetings with the teaching aides and teachers, but also have meetings with all of them present together to anonymously make suggestions/comments/concerns that I can read aloud and then we can all brainstorm on.  I am hoping that this group collaboration will be helpful for all involved.  I also received great suggestions for different types of programs that I can use for my staff commendations that I still need to look into more.  I am certainly willing to consider anything that will make these easier and less time consuming for the teachers.  Please keep all of the great comments coming -- they are so helplful and I am truly greatful for them all!!

P.S.  I do not know why it continues to do this silly goal repetition of words that it keeps doing!!  When I try to edit it looks normal, but once it is published it keeps doing this --- uugghh....technology!?  If anyone has any suggestions, I'm all ears!!

 

 

 

 

 

 

 

Action Planning Template
Goals: Develop positive working relationships between teachers and teaching assistants. Improve campus climate. Decrease the occurrences of negative student behaviors.
Action Steps(s):	Person(s) Responsible:	Timeline: Start/End	Needed Resources	Evaluation
Research adult motivation techniques.	Myself—Rachel Blankenburg	September 2011 - October 2011	Will find on-line articles as well as look for books that address this topic.	Discussion with site supervisor.
Research the importance of positive working relationships between teachers and teaching assistants.	Myself—Rachel Blankenburg	September 2011 - October 2011	Will find on-line articles as well as look for books that address this topic.	Discussion with site supervisor.
Hold separate and joint staff meetings with teachers and teaching assistants to address expectations as well as concerns.	Myself – Rachel Blankenburg	August 2011-May 2012	Staff meeting agenda (with signature page for all to sign who attended the meeting). Staff surveys.	Completed staff surveys, questionnaires, personal one-on-one interviews.
Implement intrinsic motivation for teaching assistants via verbal praise and peer recognition through a "Teaching Assistant of the Month" award.	All 5 campus teachers and myself.	September 2011 -May 2012	Staff commendation forms submitted by teachers and myself.	Teacher and teaching assistant surveys, questionnaires, observations, and interviews.
Implement extrinsic motivation via a "Teaching Assistant of the Month" award accompanied by a $200 monetary award.	Teachers, myself, Executive Director and CEO of our residential facility.	January 2012 – May 2012	Staff commendation forms submitted by teachers and myself. Money given by CEO.	Teacher and teaching assistant surveys, questionnaires, observations, and interviews.
Analyzing the effect on campus climate and negative student behaviors.	Myself, teaching assistants.	September 2011 – May 2012	Restraint Log	Review restraint log to see if student restraints increased or decreased throughout the year, observations, student surveys and interviews.

Action Research Plan

 

   Designing my action research plan was actually much easier than I had thought it would be.  At first, when I saw the template I thought that it would be very complicated.  However, all of the items that needed to be addressed in the template were already lined out in my head.  I have been thinking over these ideas and changes that need to be made on our campus all summer.  This action research plan just helped me to get my ideas and plans organized and actually on paper. 

Action Planning Template
Goals: Develop positive working relationships between teachers and teaching assistants. Improve campus climate. Decrease the occurrences of negative student behaviors.
Action Step(s):	Person(s) Responsible:	Timeline: Start/End	Needed Resources	Evaluation
Research adult motivation techniques.	Myself—Rachel Blankenburg	September 2011 - October 2011	Will find on-line articles as well as look for books that address this topic.	Discussion with site supervisor.
Research the importance of positive working relationships between teachers and teaching assistants.	Myself—Rachel Blankenburg	September 2011 - October 2011	Will find on-line articles as well as look for books that address this topic.	Discussion with site supervisor.
Hold separate staff meetings with teachers and teaching assistants to address expectations as well as concerns.	Myself – Rachel Blankenburg	August 2011-May 2012	Staff meeting agenda (with signature page for all to sign who attended the meeting). Staff surveys.	Completed staff surveys, questionnaires, personal one-on-one interviews.
Implement intrinsic motivation for teaching assistants via verbal praise and peer recognition through a "Teaching Assistant of the Month" award.	All 5 campus teachers and myself.	September 2011 -May 2012	Staff commendation forms submitted by teachers and myself.	Teacher and teaching assistant surveys, questionnaires, observations, and interviews.
Implement extrinsic motivation via a "Teaching Assistant of the Month" award accompanied by a $200 monetary award.	Teachers, myself, Executive Director and CEO of our residential facility.	January 2012 – May 2012	Staff commendation forms submitted by teachers and myself. Money given by CEO.	Teacher and teaching assistant surveys, questionnaires, observations, and interviews.
Analyzing the effect on campus climate and negative student behaviors.	Myself, teaching assistants.	September 2011 – May 2012	Restraint Log	Review restraint log to see if student restraints increased or decreased throughout the year, observations, student surveys and interviews.

Week 2 of Action Research Project

These last two weeks have been very productive for my action research project.  I had my first staffing last Thursday where I met with all of the direct care staff (teacher aides) to inform them of their classroom expectations for this year.  I made sure to encourage them to voice any of their questions or concerns.  I also informed them of new restraint forms that they needed to fill out for any restraints that occur during the school day.  I explained that I also need to be notified immediately after a restraint occurs so that I can fulfill all of my legal obligations in regards to the restraint.  Sure enough, we had restraints occur the next day.  I worked with staff to guide them on the correct way to fill out the restraint forms, and I gave out many positive compliments and kudos to the staff for doing such a great job.
I met with my site supervisor this week on Tuesday to discuss possible ideas in regards to my adult motivation concept in regards to fostering positive working relationships between teachers and teacher aides.  We discussed possible methods for studying intrinsic vs extrinsic motivation.  Craig and I discussed the implementation of intrinsic motivation the first semester and extrinsic motivation the second semester via a "staff of the month" award.  He offered a monetary award be given to this title holder to begin in January to compare the classroom effort put forth in response to intrinsic vs extrinsic motivation.  I am really excited to get the ball rolling on my project, and I can't wait to see what changes might occur!

EDLD 5301-1281: Week One Blog Assignment

                                                 What I Have Learned about Action Research

     I have learned a lot about action research over the past few days.  As mentioned in many of our texts, when I first discovered that my next class was going to be a Research class I was not looking forward to it at all.  However, one of the first things that I discovered was that action research is very different from traditional research.  Traditional research involves getting instruction and guidance from researchers working from the outside.  They have done extensive research that is broad based, but it is definitely not based on your particular situation. 
     However, action research is done by those actually involved in the situation at hand.  A problem is addressed that could benefit from action research.  Then one person, a few people, or a team of people can then work together to find solutions for the problem.  Data is collected, discussed, and reviewed by all.  Then some type of solution is implemented.  Once in place, this idea will then be evaluated to determine it's effectiveness, and then these results can be shared with others.
     Action research is definitely more beneficial than traditional research.  Instead of simply relying on expert, outside ideas, the people directly involved by the problem at hand are able to actively participate in the research and implement a solution.  Therefore, they are able to actually "own" the task at hand and "buy in" by others involved will be much easier to achieve.

                                How Educational Leaders Might Use Blogs

     Blogs are a great tool for educational leaders.    It allows them to build interactive relationships with others that have similar interests via posts, comments, links, etc. Blogs allow them to share news about any current research they might be doing and also enables instant feedback on their research.  By posting current research ideas and results it can then inspire and motivate others with similar problems at hand.  Blogging also allows educational leaders to reflect on their own thought process by capturing thoughts and recollections.  Overall, blogs allow for great personal and professional growth via personal reflection as well as fostering important relationships with other educational leaders.