1. Peer Observations Dr Andy Wilson UK Staff Development Advisor

2. Purposes To explain the reasons for teaching observations and peer review of teaching To share good practice in their implementation To provide updates on the scheme Initial application to all new staff, then extend later. Dr Andy Wilson UK Staff Development Advisor to the BUE Director of Capability Enhancement at Loughborough University in the UK.

3. Why teaching observations? Quality Assurance – yes, and see Updates Quality Enhancement – YES Capture and share good practice.

4. How teaching observations? Procedures Paperwork Practices – observation and feedback.

5. Procedures Faculties have some freedom, subject to review by Learning Resources & Teaching Committee Observers appropriate and trained Observation agreed, at least 45 minutes Pre-meeting and paperwork Observation Feedback meeting afterwards.

6. Pre-meeting Where, when, how long etc Explaining it to the students Purposes of the teaching session Any particular issues Paperwork – more later Feedback arrangements Looking for good practice Reporting mechanisms – see Updates.

7. Paperwork Observer must have Module Spec and appropriate version of “weekly plan” and “session plan” Member of Staff must have faculty’s Observation Form Observer writes report Member of Staff comments and signs Shared with HoD and Dean.

8. Forms’ headings, such as… Teaching Planning Learning outcomes clear Differentiation Level, pace and time Subject knowledge Resources and handouts Interaction Layout Health and safety Learning Students’ learning checked Students participating Students understand what they are doing Students act upon advice Learning outcomes met. Faculties can develop their own

9. Observation Fade into the background Look for evidence Observe student responses Appreciative inquiry – look for strengths Take notes – unobtrusively Recognise that what works for you doesn’t necessarily work for someone else. Objective – Knowledge – Inexperience

10. Feedback Can be really helpful… …if handled well Can be really dreadful… …if handled badly The Johari Window is a useful concept.

11. Johari window Known to self Known to others YesNo Yes Feedback  Disclosure  PublicBlind PrivateHidden

12. Feedback agenda At least 45 minutes Evidence-based Overall comment from Member of Staff + items Overall comment by Observer Identification of strengths Discussion of strengths Identification of possible areas for improvement Discussion of possible improvements Discussion of other items Agreement on how to do anything differently How to share good practice Overview of report Reminder of actions.

13. Giving feedback No interruptions Build rapport Encourage self- analysis Draw upon evidence Promote discussion Be honest Put yourself in their shoes Own your feedback Describe behaviour Use “I” statements Look forwards Good and bad Feedback sandwich If good – share If bad – plan.

14. Receiving feedback Be open Listen carefully Avoid filtering Ask questions Be prepared to contribute Be proud of your achievements If you can improve then decide to take action.

15. Updates 1 Staff will be invited to choose the peer reviewing them from a panel of three reviewers of appropriate seniority. The panel will be chosen by the head of department, in consultation with the dean and faculty staff development coordinator. All reviewers will have attended a staff development workshop on peer reviewing. There will be a strong developmental emphasis with no final score or rating.

16. Updates 2 A successful review, or one with limited feedback, requires no follow up review for three years. Reciprocal reviewing will be encouraged as a confidence-building measure. There is the possibility of a second review if the reviewee feels that s/he has not done her/himself justice in the first review.

17. Updates 3 In the event of serious quality concerns there would be a further observation by another reviewer, but here too the focus would be on development. Observation evidence will be shared with the head of department and dean. The peer review of teaching will feed into the Performance and Development Review but only as one indicator of several.

18. Discussion…