Peer Observation & Review of Teaching (P.O.R.T.) By (presenter) for (identity of group) (date and venue)

The aim of today is to answer the following questions …  What can be observed and reviewed?  What procedure can we use?  How do we give appropriate feedback? ACU PORT Program - Introductory Session2

P.O.R.T. aims to …  be a scholarly process;  to engender group and individual reflection on teaching;  provide genuine peer-to-peer dialogue;  emphasize development and collective responsibility;  be supportive;  avoid issues of duality (good/bad, praising/fault- finding);  allow for team reflection but also individual confidentiality;  be light on paperwork; and  enable the dissemination of good practice. ACU PORT Program - Introductory Session 3

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CharacteristicEvaluation modelReview Model Developmental model Who does it & to whom? Senior staff observe other staff Ed Designers/expert teachers observe practitioners Teachers observe each other Purpose Performance, probation, promotion etc Competency & assessment Engagement in discussion about teaching; reflection OutcomeReport/judgement Report/action plan; pass/fail Analysis, discussion, reflection Status of evidence AuthorityExpert diagnosis Peer shared perception Relationship of observer to observed Power Expertise/ mentor & mentee Equality/mutuality Confidentiality Between manager, observer and observed Between observer and the observed, examiner Between observer & observed; with PORT colleagues Judgement Pass/fail, score, quality assessment, worthy/unworthy How to improve; pass/fail Non-judgemental, constructive feedback Risks Alienation, lack of co- operation, opposition No shared ownership, lack of impact Complacency, conservatism, unfocused 5

The Scope of Peer Observation & Review of Teaching  Learning Outcomes  Choice of materials and readings  Learning tasks and formats  Classroom performance  Development and marking of assessment  Clinical, laboratory or field work  Counseling of students  Supervision of graduate students  On-line delivery  Contributions to the scholarly discourse on learning and teaching  (See appendix 2 in the Manual) ACU PORT Program - Introductory Session6

Operating Models … ACU PORT Program - Introductory Session7

Sample Procedure … 1.Development/Introductory Session (1 hour) - today! 2.Pre-observation meeting (30 mins) – observer(s) and observed meet to discuss what is being observed and the use of pro forma 3.Observation (1 hour) – pro forma can be used, or open responses could be given – need to agree beforehand 4.Post-meeting (30 mins) – as soon as possible (but within 1 or 2 days), observer(s) and observed meet to discuss feedback ACU PORT Program - Introductory Session8

Sample Procedure (cont.)… 5.Individual action plan (30 mins) – based on meeting observed completes brief action plan, focusing on 1 or 2 areas (optional) 6.Team discussion/debrief session at end of semester (1 hour) – after all observations members meet to reflect, highlight good practice and discuss any action necessary. 7.Reports – PORT coordinator compiles short report to Faculty Board highlighting good practice and areas for team development or action and your names. ACU PORT Program - Introductory Session9

 Think back to some time when you had to give or you received some difficult feedback. This may have been about conduct, performance, attitude etc. Try and think of a time when this process went particularly badly, when as a give or receiver of feedback the situation was uncomfortable, or one of the parties was upset, disheartened or even aggressive.  Think back to some other time when you had to give or you received some difficult feedback, but when this process went particularly well ; when as a giver or receiver of feedback the situation was resolved in a good natured or constructive way. Giving and Receiving Feedback … ACU PORT Program - Introductory Session10

When feedback goes wrong! ACU PORT Program - Introductory Session11

Feedback Session*  As soon as possible  Allow the observee to speak first  Allow the observee to raise problems & solutions first  Behaviour not the person  Be specific  Focus on good practice & areas for development  Focus on no more than 5 areas, with no more than 2 as ‘key’ * There is also advice on feedback in your PORT manuals ACU PORT Program - Introductory Session12

Dangers When Giving Feedback …  Lack of formalisation – fades under pressures of workload.  Lack of feedback – no individual or group benefit.  Lack of coordination – no insights shared, practice disseminated, death by inertia.  Lack of support – sabotage, no collegiality.  Lack of scope – focuses only on classroom performance.  Lack of purpose – becomes perfunctory. ACU PORT Program - Introductory Session13

What now? 1.Decide which team method you will adopt? 2.Discuss within your teams “what” you want observed? 3.Set dates and times. 4.Any other issues? ACU PORT Program - Introductory Session 14

ACU PORT Program - Introductory Session15 Any finalquestions?