Planning long-term professional development (a minimum of one academic year, but preferably more) allows school leaders to strategically align training with the school’s academic goals. Embedding the school’s academic goals into every stage of professional development, school leaders can create a clear and consistent path toward success. By taking a long-term view, principals can ensure a cohesive and progressive learning experience for teachers, reinforcing teaching skills development throughout the year while adapting to emerging challenges.
This approach fosters continuity, allows for deeper dives into important topics, and provides time for discussion, peer collaboration, self-reflection and growth. Moreover, it helps schools prioritize key goals, schedule effectively, and ensure that professional learning is not rushed or reactive, but thoughtful and impactful. If long-term planning seems overwhelming, approach your planning month by month.
Here is our monthly breakdown suggestions:
August
While there are many events that need to take place before the school year is underway, such as new teacher orientation, essential back-to-school or technology tool training, it is a good time to offer professional development towards the school’s academic goal(s). Review what faculty learned during the past year and how student learning was impacted, then explain and set the direction for professional development workshops for school improvement.
October
Once the school year is well under way, dive into data-driven instruction with workshops on analyzing student performance data to inform teaching practices. These can be accomplished in professional learning communities or regular team teacher meetings, as well as faculty meetings. Align these sessions with the school’s academic goals to ensure targeted interventions and strategies are being developed.
November
Provide differentiated teacher professional development based on teacher needs, such as classroom management techniques or differentiated instruction strategies, all tied back to improving student outcomes toward the school’s academic targets. Offering choices for faculty development can motivate and inspire teachers to take charge of their own learning. Self-paced learning modules, microlearning approaches, or personalized development plans can help meet individual needs and schedules.
December
Provide time for teachers to reflect on their teaching skill development throughout the first semester and invite them to share their successes and challenges. Use this reflection to assess progress toward academic goals and recalibrate where necessary.
January/February
Deepen instructional practices by exploring new pedagogies or enhancing subject-specific teaching strategies that directly support the achievement of academic benchmarks. A professional development session is successful when it balances learning meaningful new information with adequate time to ‘process’ it. Information overload can lead teachers to tune out or be off-task during PD.
March
Focus on student engagement and active learning methods to keep momentum strong in the second half of the school year. Encourage teachers to practice their newly-learned strategies and skills in the classroom. Ensure these new methods are tied to increasing performance and achieving the school’s academic goals.
April
Revisit technology integration, ensuring teachers are maximizing digital tools to support student learning, particularly in areas where progress toward academic goals may be lagging. Continue to provide teachers with time to discuss, share and reflect on their professional learning with their peers. NOTE: April is a good month to start working on next-year’s professional development goals.
May/June
Reflect on the year’s growth, celebrate achievements, and gather feedback to inform planning for next year. Evaluate how well professional development supported the school’s academic goals and identify areas of focus for future growth.
Conclusion
Strategically planning professional development throughout the year empowers school leaders to embed academic goals into every stage of teacher growth. By pacing professional learning month by month, principals can provide teachers with the tools, skills, and support they need to stay engaged and effective in the classroom. This thoughtful, long-term approach fosters a culture of continuous improvement and maximizes the impact on student achievement.
Engage KM Educational Consulting for your professional development and instructional coaching needs!
Let us plan your professional development for one year or more to help you meet your school’s academic goal! We will custom-design your faculty workshops to engage and inspire teachers with innovative approaches and practical resources. We will coach individual teachers on instructional methods and technology integration to enhance student engagement.