Ongoing professional development contributes to building and sustaining an effective service that improves learning outcomes for all mokopuna in the cluster.
The cluster manager is responsible for ensuring that each RTLB has a professional development plan that is reviewed annually as part of the performance appraisal cycle. This role may be delegated to practice leader(s).
Performance coaching should be available to all RTLB through the cluster manager or practice leaders.
Coaching should be distinguished from the performance appraisal process.
Professional learning is planned, based on identified needs and evidence-based. It is both formal and informal.
Funded at cluster level through the RTLB administration grant, professional learning is responsive to the cluster’s strategic plan and identified RTLB needs and linked to national curriculum initiatives and Ministry priorities.
Ensure that it is led by credible facilitators and identified both with the appraiser and from the cluster’s strategic plan.
Consideration should be given to whether RTLB undertaking study can access wider professional development during this time.
The process of identifying, planning, doing, recording, sharing, and reviewing professional development is a cyclical one.