Monthly Feature: Highlights From the Agency’s Professional Learning Redesign

February was another month full of exciting action for our Certified Staff and Classified Staff Professional Learning Cadres! A few highlights from each group are below. 

Classified Staff Update 
The work on the Classified Professional Learning Cadre continues with great progress occurring each month. 

• The Cadre previously drafted Areas of Learning by reviewing the Classified evaluation competencies and the Certified Areas of Learning. Last month, the drafted Areas of Learning were reviewed by the Agency’s leaders, and the Cadre used this feedback to further refine the suggestions. This month, cadre members worked in small groups to suggest and title the Areas of Learning and possible Key Components for all Classified staff. The Cadre has recommended four possible Areas of Learning. These four areas will be shared with leaders in March. 

• After the Areas of Learning are finalized, work teams will be identified for each Area. The work teams will be charged with aligning Key Components as well as foundational, concentrated and specialized competencies for the various roles of our Classified staff. Work teams will be made up of members of the Classified Professional Learning Cadre, leaders and other agency staff who have experience/expertise in the Area of Learning and professional learning design.  
• Remember, unique skills and knowledge required of specific roles will be supported by the Agency. The Cadre is working to identify the common skills, knowledge and beliefs needed for all Heartland AEA Classified staff. 

• The Cadre continued its study of the concepts of Fixed and Growth Mindset and made further connections between these concepts and the work of the group. The Cadre discussed learning opportunities around Fixed and Growth Mindset for all Classified staff--look for details of a learning opportunity coming in April! 

Certified Staff Update 
As was shared last month, the Certified Professional Learning Cadre is spending time focused on the vetting, design and alignment of differentiated learning opportunities for each Area of Learning. This work continues, with exciting online, face-to-face, hybrid courses, book studies and other options available soon for staff! 

In February the Cadre reviewed the survey data from over 100 staff and leaders currently involved in a pilot of our redesigned Professional Learning System. Their feedback is being analyzed, and the Cadre is determining and prioritizing specific changes it will make this spring. The Cadre notes that this feedback has been incredibly helpful and wishes to thank all those who provided feedback, as it will help shape the process for all staff going forward. As we prepare for additional Certified staff to engage with the refined Heartland AEA Professional Learning System in the future, we encourage you to review the key terms associated with our internal processes. 

• Areas of Learning: Eight Areas of Learning required at some level by ALL Certified staff were identified connected to our priority service areas. These eight Areas of Learning are: 
• Adult Learning, Behavior, Child Find, Data and Assessment, Early Childhood, Instruction, Problem Solving and Technology. All Certified staff roles require foundational skills and knowledge across these eight Areas of Learning. 

• The Agency recognizes not all learning required by Certified staff is explicitly included in these identified eight Areas of Learning. Certain required functions of staff are quite specific and are required by only limited numbers of staff. Growth and development in these areas will continue to be supported, and may be identified as additional areas of growth during PDP development between individual staff members and supervisors. 

• Key Components: Key Components are the critical learnings identified for each Area of Learning. 

• Competencies: Competencies are skills, knowledge and beliefs required to be successfully demonstrated and held by Heartland AEA Certified staff. Stated differently, competencies indicate what Heartland AEA staff should know and be able to do. Each Area of Learning has identified competencies for each of key components. Competencies have been classified into three depths of learning: 
• Foundational: All Certified staff should know/be able to do 
• Concentrated: More in-depth learning for staff whose job function is to be able to implement this learning as part of their job 
• Specialized: Deep and extended learning for staff whose job function requires more specialization 

• Although foundational competencies have been identified as key skills and learning for all Certified staff, that does not mean each staff member will be required to participate in each and every learning experience at the foundational level. We know staff have prior knowledge and experiences, and in many cases are sufficiently demonstrating foundational (and in some cases, concentrated and specialized) competencies. As foundational competencies are demonstrated and developed fully, staff will move into concentrated or specialized competencies and choose learning opportunities aligned with these deeper skill sets. Every staff member’s path of professional growth may look a little different. 

• Learning Maps: A learning map is a tool that provides a clearer picture of the competencies. Learning maps describe the variations of each key component of the competency on a continuum. Learning maps articulate what achieving the desired state looks like for the learner. 

• Professional Learning Profiles: A professional learning profile is a visual display of the competencies that have been identified for Certified staff members based on their job title and function in the Agency. Each profile was developed by a team of staff representing their role, with varying rigor of skills and/or learning based on the function of the role in the Agency. For example, certain roles and functions in the agency require concentrated or specialized knowledge of Child Find, whereas other roles and functions may only require foundational knowledge in this area. While the profile may not be an exact match to a staff member’s job function, but it will support the staff member and supervisor in narrowing the number of competencies and learning maps considered during ongoing goal setting and growth activities. Professional learning profiles are a “starting point” for staff and are intended to help each individual focus in on learning that is supportive of their own professional development plan. Individual adjustments may be made to reflect the unique aspects of a person’s role during the structured conversation between a staff member and supervisor. 

A visual representation of many of these key terms and how they interact in our Professional Learning System is below. 

Next month, additional information to support all Certified staff members’ understanding of our redesigned Professional Learning System will be shared. Continued thanks to all staff members and leaders as we continue to refine our Heartland AEA Professional Learning System. Look for continued updates through The Connection. 

If you have any questions or would like additional information, contact Martha Condon, Director of Professional Learning, at ext. 14416.