Peer Observations

Dr Andy WilsonUK Staff Development Advisor

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.

Why teaching observations?

Quality Assurance – yes, and see Updates Quality Enhancement – YES Capture and share good practice.

How teaching observations?

Procedures Paperwork Practices – observation and feedback.

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.

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.

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.

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

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

Feedback

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

Johari window

Known to self

Known to others

Yes No

No

Yes

Feedback

Dis

clo

su

re

Public Blind

Private Hidden

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.

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.

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.

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.

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.

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.

Discussion…