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Collaborative Peer Coaching That Improves Instruction

The 2 + 2 Performance Appraisal Model

By: Dwight W. Allen, Alyce C. LeBlanc

Dramatically enhance teaching and learning by reviving teacher collaboration!

The 2 + 2 method--a practice where teachers visit each other's classrooms and provide two compliments and two suggestions for improvement--not only enhances teaching skills and student learning, but also increases job satisfaction. Discover how 2+2:

Restores the vital connections between teachers and students, teachers and administrators, and teachers and teachers
Encourages teaching and learning to develop beyond what standardized tests reveal
Provides a low-cost, easy-to-implement program that is realistic, given teachers' time constraints and limited school budgets
Transforms schools into cultures of collaborative teaching and learning

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Product Details

Grade Level: PreK-12
ISBN: 9781412906098
Published By: Corwin
Year: 2004
Page Count: 136
Publication date: October 28, 2004

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Description

"This book should be required reading for all teachers and administrators seriously seeking ways to engage teachers in their own professional development and learning."
Rudolph F. Crew, Former Chancellor
New York City Schools

"The book is an action-oriented game plan to improve teachers' performance-designed, initiated, and implemented by teachers. It tackles one of education's toughest issues-teacher isolation."
Anne Bryant, Executive Director
National School Boards Association

"The authors present a wonderfully simple idea for turning a school into a learning community. It is a powerful, growth-oriented strategy for creating instructional focus in a school."
Roy D. Nichols, Jr., Superintendent of Schools
Troup County (GA) Board of Education

Dramatically enhance teaching and learning by reviving teacher collaboration!

Behind a simple equation, 2 + 2, lies a rich yet realistic approach to enhancing teaching and learning. As Collaborative Peer Coaching That Improves Instruction demonstrates, the current method of job appraisal consists of sporadic classroom visits from school administrators that frequently serve to reinforce teacher isolation rather than promote professional development. In contrast, the 2 + 2 method, a practice where teachers visit each other's classrooms long enough to provide two compliments and two suggestions for improvement, has not only been proven to enhance teaching skills and student learning, but has also increased job satisfaction by reviving productive teacher collaboration.

Through the presentation of detailed case studies that illustrate the authors' actual experience implementing the program at an inner city school, this work chronicles how the 2 + 2 method:

Restores the vital connections between teachers and students, teachers and administrators, and teachers and teachers

Encourages teaching and learning to develop beyond what standardized tests reveal

Provides a low-cost, easy-to-implement program that is realistic, given teachers' time constraints and limited school budgets

Transforms schools into cultures of collaborative teaching and learning

The 2 + 2 program is much more than a simple equation; it is a powerful tool that can revolutionize a school's approach to teaching and learning.

Key features

Simple to implement, and no additional funding is required!
2 + 2 has been tested, modified, and used with success in several school districts
Highly readable story format that clearly illustrates how the 2+2 process should unfold, from initiation to institutionalization.
FAQ section
Reproducible classroom observation forms, teacher surveys
Sample 2+2 teacher comments and suggestions

Author(s)

Dwight W. Allen

Dwight W. Allen, Ed.D., is the Eminent Professor of Educational Reform at Old Dominion University in Norfolk Virginia. He received his A.B. (with Distinction) in history, with honors in Humanities, from Stanford University in Palo Alto, California. He continued at Stanford and completed both his M.A. and his Ed.D. in Education.

Dwight is also heavily involved in global concerns and for more than 10 years served as the International Technical Advisor for the United Nations Development Program in China as well as a consultant to the Department of Defense Dependent Schools in Germany. He also serves or has served as a consultant for schools and universities in Zimbabwe, Botswana, Zambia, India, South Africa, Israel, Uganda, Malawi and Greece.

He is the co-author (with his son, Douglas B. Allen, Ph.D.) of a companion volume to Making the 2 + 2 Performance Appraisal Connection that is being developed based upon the application of the 2 +2 model in the corporate sector. He is also the co-author of AMERICAN EDUCATION: The 100 Billion Dollar Challenge, (with Bill Cosby, Ph.D.) which was "ePublished" by Time Warner in 2000, and was named one of six non-fiction finalists in the International eBook Awards. In 2002, Dwight was named University Teacher of the Year by the State Council for Higher Education in Virginia 1n 2001, and the University of Massachusetts, Amherst, has honored him by establishing the Dwight W. Allen professorship of Educational Policy and Reform, also in 2001.

Dwight is known as a leading proponent of reformed educational systems for the future, and has written literally scores of influential papers and magazine articles on all aspects of the topic. He is an in-demand speaker and has delivered hundreds of lectures on national and international platforms. He has been the recipient of numerous grants for studies of educational systems.

Alyce C. LeBlanc

Alyce C. LeBlanc, Ph.D., is the Curriculum Specialist for the School of Education at Capella University. In addition to teaching, she has developed numerous instructor-led graduate courses for web-based online delivery in the School of Education. Alyce has a particular interest in teacher preparation programs and currently has a lead role in the development of a new teacher leadership masters program at Capella University.

Alyce initially studied music at Oberlin College in Oberlin, Ohio, and later at the Staatliche Hochschule für Musik where she graduated with distinction in Piano Performance. She was a prizewinner in several international piano competitions.

She furthered her studies at the University of Southern California, where she earned an M.S. in Systems Management, later completing her Ph.D. in Urban Services/Education at Old Dominion University. She has subsequently taught at Oberlin College, Old Dominion University, and National-Louis University in Germany. She has been active in teacher preparation programs, school reform issues, and has been a consultant to teachers and education leaders in the Czech Republic and China, as well as in the US. She was awarded a Fulbright Scholarship and was recently presented the Harold Abel Outstanding Faculty Award at Capella University.

Table of Contents

Foreword

Prologue

Acknowledgments

Introduction

About the Authors

1. The Performance Appraisal Paradox

2. The Fine Art of Feedback: An Interlude

3. What Is 2 + 2 Anyway?

4. The Feedback Dilemma

5. The 2 + 2 Pilot

6. 2 + 2 Takes Shape

7. 2 + 2: A Matter of Leadership

8. 2 + 2 Takes Off

9. Beyond the 2 + 2 Basics: A Second Interlude

10. Institutionalizing 2 + 2

Epilogue: Two Years Later

2 + 2 for Teachers: Frequently Asked Questions

Index

Reviews

The authors present a wonderfully simple idea for turning a school into a learning community. It is a powerful, growth-oriented strategy for creating instructional focus in a school.

Roy D. Nichols, Jr., Superintendent of Schools
Troup County (GA) Board of Education

The book is an action-oriented game plan to improve teachers' performance--designed, initiated, and implemented by teachers. It tackles one of education's toughest issues--teacher isolation.

Anne Bryant, Executive Director
National School Boards Association

A refreshing dose of what the educational world (and others, too) needs for joyful accountability.

Jack Canfield, CEO
Chicken Soup for the Soul Enterprises

The authors present a powerful idea with the potential to transform schools by tearing down walls between teachers.

Rudolph Crew, Fomer Chancellor
New York City Schools

The 2+2 system fosters collegiality and contributes to professional development by reducing teacher isolation and encouraging collaboration among teachers.

James Cooper, Commonwealth Professor of Education
University of Virginia

Encouraging teahcers to visit each other's classrooms and create an environment of sharing and mutal trust has the potential to transform the profession.

William Lee
United States Commissioner of Education

Sharing ideas and feedback leads to teaching improvement and helps create valuable discourse on the learning process. A 2+2 program is a powerful way to change the culture of isolation. Education majors would experience a shared teaching culture--a model to emulate one day in their own classroom.

Evan Dobelle, President
University of Hawaii

"Collaborative Peer Coaching That Improves Instruction: The 2 + 2 Performance Appraisal Model provides a simple method for performance apraisal for teachers that could be used by either peer teachers or administrators...The model provides feedback, encouragement, discussion, discourse, perspective, and collaboration in the improvement of instruction...model has been effective...The components of the model can be applied to other professions, especially those in the fields of social service and customer support."

Susan Catapano
American Psychological Association

Other Titles in: Coaching | Professional Learning Communities | Staff Supervision / Evaluation / Retention

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