Professional Development Policy

Purpose

The purpose of this Professional Development (PD) plan is to align staff training and development initiatives with the needs of the school, the professional growth of the staff, and the priorities of the International Baccalaureate Organisation (IBO). This plan ensures that our educators are equipped to deliver high-quality teaching within the framework of the school’s core pillars: Outdoor Education, Service, Wellbeing, Entrepreneurship, and Sustainability.

Vision and Commitment

Romerike International School is committed to:

  1. Providing quality education aligned with IBO standards and practices.
  2. Supporting staff growth through tailored professional development opportunities.
  3. Enhancing the learning environment to benefit both students and staff.
  4. Developing programs that support the school’s five pillars.

Professional Development Objectives

  1. Compliance with IB Training Requirements: As an IBO-authorised school, Romerike International School will prioritise all professional development related to the IB curriculum. This will include:
    • Initial IB training for new staff.
    • Ongoing Online IB workshops for experienced staff in areas such as assessment, inquiry-based learning, and interdisciplinary teaching.
    • Annual IB conference participation for curriculum coordinators and school leaders.
  2. Supporting School Initiatives: Professional development will also focus on enhancing teaching practices related to the school’s five pillars. Staff will have opportunities to engage in specialised training related to:
    • Outdoor education and experiential learning.
    • Social-emotional development and wellbeing initiatives.
    • Sustainability
    • Entrepreneurship education.
    • Service-learning projects.
  3. Meeting Individual Staff Development Needs: Romerike International School values the unique growth needs of each staff member. As such, staff will be encouraged to identify areas of personal and professional growth that align with school priorities. A budget allocation of 5,000 NOK per staff member for training of their choice will be considered, subject to the school’s overall budget constraints. This could include:
    • Additional certification programs.
    • Specialised pedagogical courses.
    • Professional conferences.
  4. Collaboration and Sharing: To foster a culture of collaboration, staff who participate in external professional development will be expected to share their learning through:
    • In-house workshops for colleagues.
    • Mentoring programs where experienced staff support newer teachers.
    • Reflection and feedback sessions within meetings.

Needs Assessment

School Needs:

  • IB Compliance: Full alignment with IB teaching and assessment practices.
  • Integration of the Five Pillars into curriculum planning and delivery.
  • Support for innovative teaching methods that foster student independence, inquiry, and critical thinking.

Staff Needs:

  • IB Curriculum Mastery: Continued training on best practices in IB pedagogy.
  • Specialisation in School Pillars: Training in outdoor education, wellbeing strategies, and sustainability initiatives.
  • Technology Integration: Training on the effective use of technology to enhance teaching and learning.

Staff Interests:

  • Staff will be surveyed annually to gather their professional interests and to match development opportunities that balance both personal growth and school needs.
  • Staff may request additional training in areas of their interest if aligned with the school’s objectives.

Implementation Strategy

  1. Annual Training Plan:
    • A professional development calendar will be created each academic year, with key IB training and school initiative workshops scheduled.
  2. Budgeting:
    • The school will allocate the majority of its PD budget to required IB training. The remaining budget will be reserved for staff-specific training requests, up to 5,000 NOK per person, as long as the school’s finances allow.
  3. Monitoring, Planning and Evaluation:
    • All professional development activities will be monitored for effectiveness, with feedback collected from staff after each session or course.
    • Staff will have meetings registered in Huma to plan PD for the year.
    • A yearly review of the PD plan will ensure that it continues to meet the evolving needs of the school and its staff.