ReportWire

Category: Education

Education | ReportWire publishes the latest breaking U.S. and world news, trending topics and developing stories from around globe.

  • With reading scores slipping, Massachusetts is changing course. Some teachers aren’t happy

    [ad_1]

    WAKEFIELD, Mass. — One winter morning at the Woodville School in this town about 15 miles north of Boston, teacher Danielle Masse was guiding her class of kindergartners through a lesson on identifying the sounds that make up words. 

    She instructed her students to say aloud the word “said,” then explained how to separate it into two parts. The kindergartners repeated the “s” sound followed by the syllable “ed.” Then, Masse walked the students through how to make a new word from the severed sounds, telling them to substitute the “r” sound for the “s” sound and then combine the new “r” with “ed.” 

    “Red!” the kindergartners shouted in unison.

    Experts say that without skills like these, some students will struggle to become fluent readers because they often misidentify words. 

    In recent years, a movement known as the science of reading, which promotes explicit literacy instruction in five areas — phonemic awareness, phonics, fluency, vocabulary and comprehension — has influenced classrooms across the country, including Masse’s. It’s gained traction amid growing evidence that other approaches to teaching reading, such as balanced literacy, do not provide enough explicit instruction to help students learn to decode words, leaving some young readers with reading deficiencies that have snowballed into a nationwide literacy crisis. As concern has spread, more than 40 states have enacted some form of legislation to promote evidence-backed reading instruction.

    But while Massachusetts has taken some steps to advance literacy instruction — for example through an effort to invest millions in educator training and curriculum support — it is not among the states that have adopted a significant legislative fix. Now, though, the Bay State is poised to enact what its supporters call some of the strongest reading legislation in the nation — and some educators worry it goes too far in imposing new standards that override teacher control of classrooms. 

    Like most states, Massachusetts allows districts to make their own decisions about literacy curricula. That has meant that in many classrooms across the state, the kind of systematic skills instruction seen in Masse’s class in Wakefield is less common. In an email, the Massachusetts Department of Elementary and Secondary Education said it estimated that only about half of the state’s school districts “are using high-quality, evidence-based curriculum to teach early literacy.” 

    Meanwhile, just 42 percent of third graders in the state met reading expectations on 2025 state tests.

    The bill, which the Massachusetts legislature is expected to send soon to Gov. Maura Healey for her signature, would require school districts to use state-approved curricula that include phonemic awareness, phonics, fluency, vocabulary and comprehension. Under the legislation, districts can apply for a waiver, but the final decision comes from the state. Relatively few states — including Connecticut, Tennessee and Virginia — have mandated state-approved literacy curricula as the Massachusetts bill would do. More often, states that have passed legislation have focused on training teachers in the science of reading or other approaches.

    In an emailed statement to The Hechinger Report, the governor called the bill “another step toward ensuring every student has high-quality literacy instruction.” 

    Massachusetts Gov. Maura Healey called new reading reform legislation in her state “another step toward ensuring every student has high-quality literacy instruction.” Credit: Steven Senne/AP Photo

    Advocates of the bill say it is needed as Massachusetts, where students have long outperformed those in most other states in reading, has seen its reading scores dip in recent years. “We need to protect that lead, and that requires changing and evolving and advancing when it comes to ensuring that our public schools are teaching kids the fundamentals,” said Simon Cataldo, a state representative who sponsored an initial version of the bill in the House. 

    But critics, including the state’s largest teachers union, say it is overly prescriptive, especially since Massachusetts students still outperform their national peers. 

    “We should be building on that, not saying, ‘Okay, we no longer trust you teachers, we’re going to have you use scripted curriculum,’” said Max Page, president of the Massachusetts Teachers Association, which opposes the bill and helped to kill previous versions of it in recent years. “The way learning happens is with educators in classrooms supporting students, and having a one-size-fits-all type of curriculum is not conducive to that.”

    Page said the bill erodes Massachusetts’s “long tradition of localism,” which empowers local school committees and educators to make the best decisions for their students. Others note that states that have seen scores jump after adopting science of reading approaches, notably Mississippi, have not mandated specific, state-approved teaching materials, per that state’s education agency. And such a mandate comes with a financial cost, in terms of paying for new curricula. 

    Still, some experts say that as long as Massachusetts provides the necessary funding and support to teachers as it implements the legislation, it could bring positive change.

    “Given the well-documented use of curricula with fundamental weaknesses, it is understandable that lawmakers would want to put more guardrails in place,”said Phil Capin, an education professor at Harvard University focused on instructional practices for reading. “I see this bill as bringing Massachusetts in line with other states that have passed more comprehensive reading legislation, rather than as a particularly restrictive measure.”

    Related: Reading comprehension loses out in the classroom

    Teachers in Massachusetts districts that have introduced curriculum reforms on their own in recent years say the process has been relatively smooth and that they think the bill could help expand access to quality reading instruction across the state. In Methuen, near the New Hampshire border, kindergarten teacher Sarah O’Connor said she supports her district’s decision to adopt a new curriculum this school year that is more in line with the science of reading. 

    “I feel like the problem is a lot of older teachers aren’t willing to change, and they’re very stuck at their ways,” said O’Connor, who works at the Tenney Grammar School, a public elementary school, and has taught for more than 20 years. “But I feel like if you go in with an open mind and you learn how to do something new, it’s actually better than what you used to do.”

    Methuen superintendent Brandi Kwong said the district decided to transition toward evidence-based instruction after realizing kids’ progress in reading was plateauing. Kwong said she publicly supports the bill “because we’re doing it and we’re seeing the outcomes.”

    Parents say school districts need a legislative push to move away from discredited curricula. Dan Lluch, an engineer and a parent in the Lexington school district, said his three kids have all struggled to learn to read in public schools there, especially his child with dyslexia. Luch blamed the district’s use of a curriculum that doesn’t align with the science of reading, which he said did not give his children foundational skills. 

    “One out of five or six kids have dyslexic issues, and so serving literacy in a way that’s known to not align with their needs is a really big disservice,” he said. But he worried that even with legislation, his district might resist changes, given that its superintendent, Julie Hackett, co-authored an opinion piece in the Boston Globe last February critical of the science of reading movement. (Hackett declined an interview request, but Sara Calleja, the district’s K-5 English Language Arts and literacy department head, said in an email that Lexington is moving away from the curriculum Luch criticized.)

    Leaders of the teachers union raise criticisms similar to those expressed by Hackett, arguing that the science of reading movement and its backers are overly prescriptive and not open enough to new research and approaches. Deb McCarthy, the union’s vice president, called the science of reading “basically like a buzzword.”

    “This state is trying to rush into this idea,” said Page, the union president. “All science is evolving. There’s no such thing as, like, ‘the science of reading,’ as if it’s boxed and done.” If you take only the idea of a movement that’s in vogue now and impose a few specific curricula on districts for the next decade, he said, “you’re not allowing for the development of new techniques.”

    Susan Neuman, a professor of early childhood and literacy instruction at New York University, acknowledged that “science is always evolving” but said that doesn’t mean it’s too soon to act on reading reform. “We know that there’s important new information coming out, but at the same time, we have 25 years of data indicating those five pillars really make a difference,” she said.

    Timothy Shanahan, a former member of the federal government’s 2000 National Reading Panel and a professor emeritus at the University of Illinois at Chicago, said that new research has developed over the last two and a half decades, but nothing has emerged that contrasts with the panel’s takeaway from 2000 that the five pillars are essential for most students to learn how to read. 

    “We don’t have some new finding that says, ‘Oh, we made such a mistake on that, don’t teach that,’” Shanahan said. “It’s largely the same, but with a few updates.”

    For example, Shanahan said, the 2000 panel didn’t consider the importance of building writing skills for learning to read, but “there’s overwhelming research at this stage” showing that writing improves reading ability. 

    The House version of the Massachusetts bill explicitly bans three-cuing and implicit word reading, controversial techniques that encourage students to guess words based on meaning and shape rather than sounding them out. That ban is absent in the state Senate’s version. 

    Related: A lot goes on in classrooms from kindergarten to high school. Keep up with our free weekly newsletter on K-12 education.

    Jill Pentimonti, an early language and literacy development professor at the Washington office of the University of Notre Dame, said an explicit prohibition is important because guessing techniques never help students, and even harm some.

    The Senate version of the bill, meanwhile, requires the state to provide a free approved curriculum to all districts that need it, which, if it survives reconciliation with the House version, may help ease the teachers union’s concerns that the bill would be an “unfunded mandate.”

    Joslyn Delancey, vice president of the Connecticut Education Association, the state’s largest educators union, said that funding was critical. When her state began requiring teachers  to use state-approved curricula, there was “a lot of frustration” among educators, and the costly curriculum also resulted in some staff cuts, Delancey said. 

    “Many districts in having to switch their programming had to make a choice between the materials from the program or classroom teachers,” she said.

    Legislators, meanwhile, want to move the bill forward quickly, to ensure that students aren’t left to languish with subpar curriculum and instruction. State Sen. Sal DiDomenico, who represents four communities near Boston, said he hopes it will go into effect by the 2026-27 school year. 

    “We don’t have a lot of time to waste,” DiDomenico said. “We’re looking for speed and efficiency here.”

    Back in Wakefield, the town near Boston where Masse teaches, Assistant Superintendent Kara Mauro said her district’s voluntary adoption of new teaching methods and curriculum is paying off. 

    “Change is hard and scary, but ultimately we made a district decision,” she said. “But it was backed with a lot of input from our teachers.”

    She was unsure, though, if the process would go as smoothly for other districts under a state mandate.

    “Sometimes I think initiatives fall flat when they’re too abrupt. There’s not enough groundwork laid for the understanding of why the change is needed,” she said. But if that initial work does happen, she said, “Everyone kind of just looks around and says, ‘Well, yeah, of course, we should do this.’ It just makes sense. It’s just in the best interest of students.’”

    Contact editor Caroline Preston at 212-870-8965, via Signal at CarolineP.83 or on email at preston@hechingerreport.org.

    This story about phonics was produced by The Hechinger Report, a nonprofit, independent news organization focused on inequality and innovation in education. Sign up for the Hechinger newsletter.

    The post With reading scores slipping, Massachusetts is changing course. Some teachers aren’t happy appeared first on The Hechinger Report.

    [ad_2]

    Julian Roberts-Grmela

    Source link

  • Supporting Teachers to Prevent Burnout and Finish the School Year Strong | TeachThought

    [ad_1]

    contributed by Vivian Ivey, Principal, Aloma High School, Orlando, FL

    It’s no surprise that teachers are facing growing pressures.

    They engage with diverse students, each bringing their own unique backgrounds, life experiences and personalities. In these potentially challenging circumstances, teachers often need support to prevent burnout, especially when facing personal hardships outside the classroom or navigating classroom conflicts.

    With 26 years of experience in education, I’ve seen firsthand how education leaders can best support teachers and reduce burnout, allowing them to focus on what truly matters: making a lasting impact on students.

    Throughout the years, I’ve learned a great deal about leadership by embracing the mistakes I’ve made and observing how different roles work together within the school environment. One standout lesson is that every student, teacher and staff member brings their own perspectives. Acknowledging this helps move away from a one-size-fits-all approach and creates an environment that supports teachers from all backgrounds, helping prevent burnout.

    Here are a few strategies I’ve learned over the years to best support our teachers: 

    We’re all Navigating Challenges Outside of Work

    Teachers, like everyone else, have lives outside of school. While I believe all teaching professionals arrive each day with the best intentions to teach and support their students, personal hardships can interfere and lead to burnout quicker. 

    When teachers begin to feel burnout approaching, they often need to feel understood and supported. This is where administrators need to meet them where they are to offer a helping hand. Support can look like providing a quiet space to regroup, offering a listening ear or showing empathy. 

    For example, a few years back, I noticed that a new teacher often arrived late, so I simply asked her if there was anything I could do to support her. From this question, I discovered she has a child with a disability who needs extra assistance in the morning. I then offered to stand in for the first 15 minutes so the teacher could focus on what’s important before she begins teaching for the day.

    Classroom Dynamics

    Discipline is key to preventing burnout. Teachers who face constant behavior issues are more likely to burn out. It’s crucial they don’t feel isolated. Quick intervention, such as removing a disruptive student or offering support, helps teachers regain control.

    Given the diverse backgrounds of students and teachers, matching them based on personalities and teaching styles is important. Some teachers excel in structured environments, while others manage behavioral issues better. School leaders must understand these dynamics and ensure the best fit.

    Recognizing Teachers for Their Hard Work

    Having a recognition program in place not only highlights outstanding teachers but also gives staff positive incentives. At our school, we award special trophies for achievements like best credits or highest attendance. While not everyone can earn a trophy, we make an effort to provide personal shoutouts and recognition, such as writing thank-you notes or using other ideas I’ve found on social media. Small gestures, like thanking a teacher for staying late to help a student grasp a difficult concept, can make a big impact.

    Leading by Example

    Teachers appreciate a leader who isn’t afraid to roll up their sleeves and dive in when needed. As a principal, I’ve had to step into classrooms to cover for teachers when they’re absent or overwhelmed, and I believe this mutual respect helps build a positive culture. Teachers who see their leaders actively engaged in the day-to-day operations of the school, whether it’s dealing with a challenging student or covering a class, are more likely to feel supported and appreciated.

    Encourage Problem-Solving and Ownership

    When challenges arise, I encourage teachers to bring solutions to me, not just problems. Empowering teachers to think critically about how to address issues, whether it’s classroom management, time constraints or student behavior, helps them take ownership of their role and builds confidence. This strategy also helps teachers meet leaders halfway by expressing their needs, enabling leaders to develop a solution faster.

    The pressure on teachers is real, especially as the school year winds down, but there are steps we can take as leaders and colleagues to provide the support they need to finish strong. At the end of the day, when teachers are supported, students thrive and schools succeed.

    [ad_2]

    TeachThought Staff

    Source link

  • Music teacher who was ‘absolutely plastered’ during drum lesson avoids classroom ban

    [ad_1]

    A music teacher who admitted smelling of alcohol has avoided a classroom ban after an allegation he was drinking on the school site was found not proven.

    Nicholas Smalley worked at Wimbledon Park Primary School as a drum teacher but was dismissed in December 2023 after he was found to be teaching with “alcohol on his breath”, a professional conduct hearing was told.

    A witness said she found Mr Smalley teaching a drum lesson with a pupil and noticed a “very strong smell of alcohol immediately”.

    In her statement to the Teaching Regulation Agency (TRA) hearing, the witness added that she told the teacher that the room “smelled of alcohol” and that “it looked like he had been drinking”.

    She said that he looked “shocked” and when asked if he had been drinking he said “yes” and proceeded to apologise.

    But a panel for the TRA hearing, whose members also heard from witnesses that Mr Smalley was “really friendly and very nice”, concluded that it would be a “loss to schools” to lose the specialist teaching provision which Mr Smalley offered.

    The panel also found the allegation Mr Smalley had consumed alcohol while on school premises or teaching pupils was not proven.

    During the incident, the witness had said she saw a can of Red Bull and a large 500ml bottle of tonic water on the piano which “contained clear liquid and had just under a half left”.

    When she asked what was in the bottle, Mr Smalley replied that it contained water, said the witness, who added that she didn’t think he “had capacity to understand what was going on” as he was “absolutely plastered and not coherent in anything”.

    But once he left the room she could not find any alcohol to show he had been drinking.

    Mr Smalley said in a statement: “I did arrive smelling of alcohol, however, I did not take it into the school. The plastic tonic bottle was filled with water (sometimes cordial), if it had been alcohol I wouldn’t have openly left it on the table. I think several of my students would vouch that I always brought water to lessons in the same yellow tonic bottle.”

    Although the panel accepted the witness’ evidence that Mr Smalley was under the influence of alcohol, there was insufficient evidence that he had consumed any alcohol on the school premises or whilst teaching pupils. The panel also noted that they had no convincing evidence that he had alcohol with him on the school premises that day.

    The panel did consider that his actions could “damage the public’s perception of a teacher” as he should not be on “school premises or teaching pupils whilst smelling so strongly of alcohol”.

    However, evidence also suggested Mr Smalley’s decision making and judgement was impacted by a number of personal pressures at the time of the incident, including being busy teaching and performing in the evenings. The panel added that he had a long previous history of teaching over 27 years without issue and found this action to be out of character.

    TRA chief executive Marc Carvey said: “A prohibition order is not proportionate or in the public interest. I consider that the publication of the findings made would be sufficient to send an appropriate message to the teacher as to the standards of behaviour that were not acceptable and that the publication would meet the public interest requirement of declaring proper standards of the profession.”

    [ad_2]

    Rebecca Whittaker

    Source link

  • Weekly Student News Quiz: Supreme Court, Winter Olympics, Lunar New Year

    [ad_1]

    Have you been paying attention to current events recently? See how many of these 10 questions you can get right.

    [ad_2]

    Jeremy Engle

    Source link

  • How Teachers Make Classroom Technology Work for Them – EdSurge News

    [ad_1]

    Walk into any school and you will find teachers using classroom technology in very different ways. One teacher builds interactive lessons with embedded videos and real-time polls. Down the hall, another uses technology more selectively, focusing on core features that support daily instruction. Both are effective educators. Both deserve classroom technology that works for them — and their students.

    The challenge isn’t that teachers need to change how they work; it’s that most classroom technology is designed with only one pathway in mind. When tools offer multiple entry points instead, they can meet teachers where they are while supporting a wide range of student needs.

    Recently, EdSurge spoke with three educators who use ViewSonic’s interactive display technology in distinctly different ways: Rebecca Ganger, technology coach and Chromebook coordinator, who also teaches high school students to repair devices and sponsors her district’s middle school Technology Club; Elena Clemente, technology trainer with 29 years of teaching experience in early elementary grades; and Brendan Powell, elementary STEM teacher. Their experiences illustrate what becomes possible when technology adapts to people rather than demanding that people adapt to it.

    EdSurge: Why is it important that classroom technology offers multiple ways to engage?

    Powell: Students need an engaging system to help them improve their understanding, and it makes learning more fun. Interactive technology helps a lot with coding, so my students can work through problems with me and are more engaged when they actually get to do the examples. Giving students choices helps them understand different concepts and piques their interest.

    Clemente: Students learn in different ways, and teachers bring different approaches to their classrooms. While some students may prefer the interactive tools already displayed, others might prefer to choose which tool to use to demonstrate how to solve a math problem. The same goes for teachers. Some may prefer to use ready-made slides, while others prefer to create on the canvas. By offering choices, we allow both students and teachers to use technology in ways that make learning engaging.


    Image Credit: ViewSonic

    What makes technology feel approachable rather than intimidating for teachers at different comfort levels?

    Clemente: As I have led several professional development sessions for teachers, I know that some want only the basics, such as writing on the canvas or projecting slides. Others have created engaging lessons that bring learning to life. All teachers are able to learn more.

    I have found that it is best to demonstrate how to use a tool on the interactive panel, have teachers practice and then discuss how they can use it in their lessons. When teachers take that learning back to their classrooms and apply it in a lesson, the tool feels more approachable.

    Ganger: Often, new technology requires you to learn so many things just to be able to use the basics and get started. Being able to use parts of the software and then incorporate more as you become familiar and comfortable is a huge plus. You can start with just a little bit of instruction and then learn more to incorporate additional tools into your lessons as you’re ready. You can use it at your comfort level, and it is also very user-friendly for student participation at the board.

    What changes occur when students interact directly with classroom displays?

    Powell: When students use the display in my classroom, they are more willing to talk to each other about the process and explain their ideas more clearly.

    Ganger: They become more focused on the activity and are excited to participate. Students are so accustomed to auditory and visual sources being their primary ways of obtaining information. Having the opportunity to interact with technology fits into their natural way of learning.

    Clemente: One of the big changes I have seen, or rather heard, is the amount of conversation that takes place. Students are able to express their thinking out loud while building speaking and listening skills. Students take pride in being able to share and navigate the interactive panel.

    How do you keep students actively involved during interactive lessons?

    Ganger: I personally enjoy adding a variety of interactive tools. I incorporate sounds, videos and links to other sites all within my presentation. I also enjoy using game boards with subject-specific questions as review activities. Varying the activities keeps things fresh and interesting for students.

    Clemente: One way I keep students actively involved is by having them use their [individual] whiteboards to participate while I am projecting. Students know that they are accountable and that I am looking to call on them to share good examples and demonstrate their learning. I also use partner talks so that students can share what they are learning and gain different perspectives. Students love being called up to engage with the interactive panel, so I call them up in groups. They line up and take turns, or sometimes they work as a team and collaboratively solve the problem.

    When it works well, how does technology change your teaching?

    Clemente: When technology works well, it makes my job as a classroom teacher easier. I am able to easily share material, provide visually appealing interactive slides and engage with my students using hands-on learning activities that build their technical skills. As a technology trainer, I use technology to demonstrate how teaching can come to life, creating engaging lessons that have a positive impact on student learning.

    Ganger: It frees up time typically spent lecturing in front of the room, allowing more one-on-one interaction with students. It provides immediate feedback and allows for easy differentiation of material. Being able to reach all types of learning styles with interactive boards and software is a game-changer.

    Powell: The technology that works well in my room has changed how my students access information and made learning more flexible for all of them. One thing I like to say in my room is that technology can help us learn new skills and ways of thinking that will benefit us in the long run. Technology is always evolving, so it helps to have my students involved with me as I’m learning as well.

    [ad_2]

    Abbie Misha

    Source link

  • Parents Trust Report Cards More Than Standardized Test Scores — With Consequences for Kids | KQED

    [ad_1]

    The findings appear in a draft paper that has not yet been published in a peer-reviewed journal and may still be revised. It was publicly circulated by the Becker Friedman Institute for Economics at the University of Chicago this month.

    As test scores have fallen nationwide while grades have risen, the researchers believe that parents may be underinvesting in their children. “Parents are the key to children’s success,” said Ariel Kalil at the University of Chicago. “What you need is for parents to be making investments in their kids’ skill development, and you need that parental effort to be happening early and often. Anything that depresses parent investment is a problem.”

    Kalil is concerned that this underinvestment in children is more pronounced in low-income communities, where, she said, high grades are often issued for below-grade-level skills. After the pandemic, schools struggled to persuade families to enroll in free tutoring and summer programs to make up for months of disrupted instruction. Many report cards showed solid grades, reducing the urgency for parents to act.

    Paired with other recent research on long-term academic and economic consequences, this study strengthens the case that grade inflation isn’t harmless. Inflated grades may feel encouraging, but they can send false signals both to students, who may study less, and to parents, who may see less reason to step in. Ultimately, it not only hurts individuals, but American labor force skills and future economic growth, the researchers argue.

    Kalil, a behavioral scientist, believes that parents have more confidence in grades because they are familiar and easier to understand. Meanwhile, score reports are complicated and even many well-educated parents are confused about scaled scores and percentile rankings.

    A survey that accompanied the online experiment revealed that a sizable share of parents don’t trust standardized tests. Forty percent of the parents in the study said that tests were biased. Almost 30 percent thought student scores were a reflection of family income. Fewer than 20 percent of parents thought tests captured their children’s skills.

    Kalil says there’s another psychological phenomenon at play even for parents who understand and value standardized tests: the tendency to ignore bad news when it is paired with good news. “If the report card is all A’s, there’s a cognitive bias towards sticking your head in the sand and rejecting the bad information,” said Kalil.

    There were hints in the data that Hispanic families were most trusting of grades and least trusting of test scores, while Asian families were more willing to heed test results. But few Hispanic and Asian parents participated in the survey, so these patterns were not statistically significant. (Almost 70 percent of the respondents were white and 20 percent Black.) Parents with at least a bachelor’s degree also paid more attention to standardized exams.

    Solving the problem won’t be easy. The researchers say schools can do more to explain what test scores measure and how to interpret them, but better communication alone may not shift parents’ instincts. Reversing grade inflation would be the most direct solution, but that would require a broader shift across schools — something that is unlikely to happen quickly.

    In the meantime, the burden is on parents to read report cards with a critical eye. When grades and test scores don’t align, it’s worth asking why. A strong report card can be reassuring, but it may not always tell the full story of what a child knows — or what help they might need.

    Contact staff writer Jill Barshay at 212-678-3595, jillbarshay.35 on Signal, or barshay@hechingerreport.org.

    This story about parents and report cards was produced by The Hechinger Report, a nonprofit, independent news organization focused on inequality and innovation in education. Sign up for Proof Points and other Hechinger newsletters.

    [ad_2]

    Ki Sung

    Source link

  • Parents trust report cards more than test scores — with consequences for kids

    [ad_1]

    Most parents want to help their children succeed. We check report cards, ask about homework and try to help our kids study. When that fails, we sometimes hire tutors. But in an era of rising grades, it’s easy to be misled. 

    A new study finds parents often assume everything is fine when their child’s report card shows mostly A’s even when standardized test scores slide. That assumption may underestimate the help and guidance their child needs.

    In an online experiment, researchers at Oregon State University and the University of Chicago created hypothetical fifth graders, whom they called Stacey and Robert, and asked more than 2,000 parents how they would advise the children’s parents to respond to different scenarios of grades and test scores. Test scores were expressed as percentile ranks on standardized tests, such as the annual state tests that public school children take each spring, so that parents could compare Stacey and Robert with those of other children nationwide. And study participants were given an imaginary $100 per week to “spend” however they wished. Options included enrolling the child in an after-school program, hiring a tutor or saving the money for a vacation or bills. They could also invest their own time, such as helping with homework or reading together.

    Parents advised increasing time and money spent when both grades and test scores were low. Parents were less likely to provide extra help or resources when grades were high and only test scores were low. The researchers found that parents were more likely to step in when grades were low but test scores were higher.

    More than 70 percent of the parents said they trust grades more than tests for making decisions about their own child, and fewer than 9 percent said they had more confidence in tests. 

    If you liked this story and want more, sign up for Jill Barshay’s free weekly newsletter, Proof Points, about what works in education.

    The findings appear in a draft paper that has not yet been published in a peer-reviewed journal and may still be revised. It was publicly circulated by the Becker Friedman Institute for Economics at the University of Chicago this month. 

    As test scores have fallen nationwide while grades have risen, the researchers believe that parents may be underinvesting in their children. “Parents are the key to children’s success,” said Ariel Kalil at the University of Chicago. “What you need is for parents to be making investments in their kids’ skill development, and you need that parental effort to be happening early and often. Anything that depresses parent investment is a problem.”

    Kalil is concerned that this underinvestment in children is more pronounced in low-income communities, where, she said, high grades are often issued for below-grade-level skills. After the pandemic, schools struggled to persuade families to enroll in free tutoring and summer programs to make up for months of disrupted instruction. Many report cards showed solid grades, reducing the urgency for parents to act.

    Paired with other recent research on long-term academic and economic consequences, this study strengthens the case that grade inflation isn’t harmless. Inflated grades may feel encouraging, but they can send false signals both to students, who may study less, and to parents, who may see less reason to step in. Ultimately, it not only hurts individuals, but American labor force skills and future economic growth, the researchers argue. 

    Kalil, a behavioral scientist, believes that parents have more confidence in grades because they are familiar and easier to understand. Meanwhile, score reports are complicated and even many well-educated parents are confused about scaled scores and percentile rankings. 

    A survey that accompanied the online experiment revealed that a sizable share of parents don’t trust standardized tests. Forty percent of the parents in the study said that tests were biased. Almost 30 percent thought student scores were a reflection of family income. Fewer than 20 percent of parents thought tests captured their children’s skills.

    Related: Easy A’s, lower pay: Grade inflation’s hidden damage

    Kalil says there’s another psychological phenomenon at play even for parents who understand and value standardized tests: the tendency to ignore bad news when it is paired with good news. “If the report card is all A’s, there’s a cognitive bias towards sticking your head in the sand and rejecting the bad information,” said Kalil. 

    There were hints in the data that Hispanic families were most trusting of grades and least trusting of test scores, while Asian families were more willing to heed test results. But few Hispanic and Asian parents participated in the survey, so these patterns were not statistically significant. (Almost 70 percent of the respondents were white and 20 percent Black.) Parents with at least a bachelor’s degree also paid more attention to standardized exams.

    Solving the problem won’t be easy. The researchers say schools can do more to explain what test scores measure and how to interpret them, but better communication alone may not shift parents’ instincts. Reversing grade inflation would be the most direct solution, but that would require a broader shift across schools — something that is unlikely to happen quickly.

    In the meantime, the burden is on parents to read report cards with a critical eye. When grades and test scores don’t align, it’s worth asking why. A strong report card can be reassuring, but it may not always tell the full story of what a child knows — or what help they might need.

    Contact staff writer Jill Barshay at 212-678-3595, jillbarshay.35 on Signal, or barshay@hechingerreport.org.

    This story about parents and report cards was produced by The Hechinger Report, a nonprofit, independent news organization focused on inequality and innovation in education. Sign up for Proof Points and other Hechinger newsletters.

    The post Parents trust report cards more than test scores — with consequences for kids appeared first on The Hechinger Report.

    [ad_2]

    Jill Barshay

    Source link

  • AI didn’t break homework: It exposed what was already broken

    [ad_1]

    Key points:

    Who among us has never copied a homework answer in a hurry? Borrowed a friend’s paragraph? Accepted a parent’s “small correction” that eventually became a full rewrite?

    Long before generative AI entered the classroom, homework relied on a quiet, fragile assumption that what was submitted reflected independent understanding. In reality, homework has always been open to outside influence. While some students had parents who edited essays or tutors who guided every response, others worked entirely alone. This unevenness was tolerated for decades because it was manageable and largely invisible.

    Generative AI has made that invisibility impossible.

    Tools such as OpenAI’s ChatGPT and Google’s Gemini can now draft essays, summarize readings, and solve complex problems in seconds. What once required a knowledgeable adult now requires only a prompt. AI did not invent the outsourcing of schoolwork; it simply scaled it to a level we can no longer ignore. In doing so, it has forced educators to confront a deeper, more uncomfortable question: What has homework actually been measuring–understanding or compliance?

    The design problem we avoided

    Homework has traditionally served as a catch-all for practice, accountability, and reinforcement. However, in many classrooms, completion gradually became a proxy for learning. Neatness signaled effort, and submission signaled responsibility. Whether the work reflected authentic reasoning was often assumed rather than examined.

    AI exposes the fragility of that assumption. If a task can be successfully completed through reproduction rather than reasoning, it was always vulnerable, whether to a search engine, a sibling, or a chatbot. This is not primarily a cheating problem; it is a design problem.

    From Product to Process: The Research Pivot Educational research suggests that the solution isn’t more surveillance, but a shift in what we value. Durable learning depends on metacognition, a student’s ability to plan, monitor, and evaluate their own thinking.

    The Education Endowment Foundation (EEF) identifies metacognitive and self-regulated learning strategies as among the most impactful approaches for improving student outcomes. Their research suggests these strategies are most effective when embedded directly within subject instruction rather than taught as a separate “study skills” unit. Similarly, John Hattie’s Visible Learning synthesis highlights that feedback and self-regulation have effect sizes that far exceed the gains associated with surface-level task completion.

    In other words, what drives long-term achievement is not the polished output, but the visible thinking that produced it. Yet, many traditional assignments remain stubbornly product-driven:

    •  Write a summary.
    •  Complete the worksheet.
    •  Submit a finished essay.

    In an AI-enabled world, polished products are cheap. Reasoning is the new currency.

    Levelling the field for ELL and SPED learners

    This shift toward “process over product” is a matter of equity, particularly for English language learners (ELLs) and students receiving special education services.

    Traditional homework often privileges surface-level fluency. An ELL student may grasp a complex scientific concept deeply but struggle to express it in perfect academic English. When grading centers on the final product, their linguistic struggle can overshadow their cognitive mastery. Similarly, many SPED students, particularly those with executive functioning or processing differences, benefit from structured reflection and chunked reasoning. A single, polished submission rarely captures the massive cognitive effort they put into the “middle” steps of a project.

    By redesigning homework to focus on the “how” rather than the “what,” we begin to ask more meaningful questions:

    • How did the student navigate a point of confusion?
    •  What misconceptions did they revise during the process?
    •  How did they use available tools, including AI, to clarify their own understanding?

    Draft comparisons, reflection notes, and verbal explanations reveal a landscape of learning that a perfected final draft hides. For linguistically and cognitively diverse students, this shift values growth and strategy over the “veneer” of a perfect assignment.

    Redesigning for the AI era

    The answer is not to ban the technology, as students will inevitably encounter it beyond the school gates. Instead, we can redesign homework to cultivate discernment. This might include:

    • Critique and edit: Asking students to generate an AI response and then use a rubric to identify its factual errors or lack of nuance.
    • Artifact collection: Requiring the submission of “thinking artifacts” such as brainstorming maps, voice notes, or early drafts that show how an idea evolved.
    • The “exit interview” model: Following a take-home assignment with a brief, two-minute in-class dialogue or peer-review session to verify the reasoning behind the work.

    A necessary reckoning

    AI did not destroy homework, but rather removed the illusion that homework was ever a pure measure of independent work. We are now in a period of necessary reckoning. We must decide if we are willing to design assignments that prioritize cognition over compliance.

    In an era where text can be generated instantly, the most valuable evidence of learning is no longer the finished product sitting on a desk or in a digital inbox. It is the human reasoning behind it. For our most diverse learners, this shift away from “the polish” and toward “the process” isn’t just a reaction to technology, it’s a long-overdue move toward true equity.

    Latest posts by eSchool Media Contributors (see all)

    [ad_2]

    Nesreen El-Baz, Bloomsbury Education Author & School Governor

    Source link

  • The comeback starts here: How university leaders are reclaiming the future of higher ed

    [ad_1]

    After the shocks of 2025, it’s time for a higher education comeback.

    Colleges get it. We need to protect the vitals of any higher education sector worthy of the name, but also to enliven old tenets and address new expectations. “Tell our story better,” and tell a better story.

    Take the Initiative

    The litany of challenges is familiar: softening enrollment, uninspiring completion rates, and concerns about value-for-money and return-on-investment; not to mention the headaches of politicization, federal rebuke, and the AI earthquake.

    Higher education and its leaders, faculty, and staff feel misunderstood and underappreciated. No one dismisses the problems, but palpable at the institutional level are also the gutsy innovations, the priceless relationships, and the student lives transformed.

    The current administration put forward a (widely rejected) “compact” in the fall, an attempt to reset relations and formalize priorities. But the strength of American higher education is decentralization, a multitude of models and institutional types — a cultural movement, not a bureaucratic or partisan instrument.

    A grand compact is unlikely to come to the rescue, but the pressures are real. Higher education leaders know they cannot sit back.

    Higher education is the victim of its own success. America was the first nation to embrace mass higher education, turning the sector into a ladder of opportunity for the many. College matters to everyone: who gets in, what type of school they attend, what is taught, what it costs, and what is the value for students, taxpayers, and society. Colleges are the targets of so much criticism because higher education is so important.

    Higher education still has a great story to tell:

    • Degree attainment continues to grow as a share of the adult population.
    • Contrary to the hype, non-degree credentials (as highest education attainment) are marginal (and losing share).
    • Average net tuition has been flat this decade.
    • College graduate unemployment and underemployment rates are stable (and similar to those of a generation ago when degree attainment rates were much lower).
    • Adults with a bachelor’s degree or higher are by far the most likely to have well-paid jobs.
    • Americans’ loyalty to “my” college is as strong as ever.

    Sources: Federal Reserve Bank of New York, College Board, Lumina Foundation.

    As we celebrate our nation’s 250th anniversary, what better time to recommit to higher education’s contribution to American exceptionalism through free inquiry, cutting-edge research, and access to opportunity?

    Colleges need to tell “this” story better but also acknowledge where the narrative must change.

    More data, yes, but the story must resonate with the intended audience. Degree + skills, yes, but the new offer cannot be longer and more expensive. More online learning, yes, but modality innovation must drive experiential transformation, not just convenience. Embrace AI, yes, but it’s a distraction if it does not boost learning and cut costs. Lower tuition, yes, but tuition that does not even keep up with inflation is not sustainable without demand and productivity breakthroughs.

    The Winds of Change

    What would it mean for higher education to take the initiative on some of the most strategic and contested topics at the top of the sector’s to-do list?

    Topics such as:

    • Class-Conscious Admissions: Could class-conscious admissions be the best and fairest way to diversify college campuses?
    • Higher Education, Workforce Development, & AI: How do we examine the shifting boundaries between higher education and workforce development, evolving demand for hard versus soft skills, and the truth of the impact of AI on education and employment? 
    • Strategic Storytelling: How do enrollment teams reach new heights of authenticity and distinction?
    • Navigating the Political Landscape: Where is federal higher education policy headed next, given the funding outlook, litigation prospects, plans of congress, and mid-term forecasts?
    • A New Campus Climate: Higher education leaders must begin to heal our nation’s fractured ideological landscape. Making college campuses cradles of dialogue and understanding is vital if higher education is to navigate back to the center ground.

    Join the Colleges Making the Comeback

    There are no easy answers, but colleges and universities must recommit to fundamentals, reframe contested issues, and find a firmer footing in our fracturing world.

    Again, “tell our story better,” but also tell a better story.

    Higher education endures, predating our nation’s founding and outlasting wars and depressions, nurturing leaders and shaping American identity despite perpetual change and uncertainty. American higher education is still great, and our future holds great promise.

    Leaders across the country are gathering in Chicago this June 15-17 for Eduventures Summit 2026, higher education’s premier thought leadership event, to take control of higher education’s narrative and pave the way for a brighter future.

    Join these leaders at Eduventures Summit with top-notch keynotes and discussions on — among other topics — class-conscious admissions, AI in the classroom, storytelling, federal policy, and campus climate. Learn more and register at encoura.org/summit.

    [ad_2]

    Richard Garrett, Eduventures Chief Research Officer at Encoura

    Source link

  • New Hire Orientation: A Strategic Foundation For Long-Term Employee Success

    [ad_1]

    What Is New Hire Orientation And How To Get It Right?

    Starting a new job is often an exciting chapter in an employee’s professional journey. However, the enthusiasm of a new beginning can soon be replaced with uncertainty and confusion if proper steps are not taken. New hires need clear guidance during their first days so that they can feel welcome and reach productivity as soon as possible. New hire orientation offers just that by serving as the first structured learning experience a new employee encounters. A well-designed orientation process sets the tone for how they view the organization, its culture, and their own future within it.

    In this article, we will examine what new hire orientation is, why it is important, and how organizations can create effective orientation strategies to improve new talent retention. Additionally, we will outline what to include in your new hire orientation checklist and highlight common pitfalls to avoid for the best possible results.

    In This Guide…

    What Is Orientation?

    Before we delve into the details of designing effective new hire orientation strategies, it is important to first define what orientation actually is. First of all, don’t confuse orientation with onboarding, as the former is part of the latter. Now, for the definition, new hire orientation refers to a structured introduction that provides employees with a comprehensive overview of the organization they have just joined. It usually takes place at the start of their employment and focuses on helping new employees answer questions that they typically have early on. These may include:

    • What does the organization stand for?
    • What are the values, mission, and vision that I am supposed to follow?
    • How does the organization operate?
    • What is my position in the organization, and how do I contribute to its goals?
    • Who do I turn to when I have doubts or questions?

    Orientation is not meant to make employees completely proficient in their roles. Instead, it provides context, clarity, and confidence to reduce uncertainty and empower new hires to engage more effectively in the upcoming stages of onboarding and role-specific training.

    Job Orientation Vs. New Hire Orientation

    Another distinction we need to clarify early on is between the terms “job orientation” and “new hire orientation,” which are often used interchangeably, yet are not identical. Let’s see the main differences that set them apart:

    Aspect New Hire Orientation  Job Orientation
    Primary Focus Introducing the organization as a whole Preparing the employee for a specific role
    Scope Broad and organizational Narrow and role-specific
    Timing Occurs around the start of employment Can follow or overlap with orientation
    Key Topics Covered Company culture, values, policies, compliance, tools, structure, etc. Job responsibilities, workflows, performance expectations, role-specific tools, etc.
    Audience All new employees Employees in a specific role or function
    Learning Objective Build context, confidence, and alignment Enable task readiness and role performance
    Ownership Typically led by the HR or L&D department Typically led by managers or functional teams
    Relationship To Onboarding It is the foundation of onboarding It is a component of the broader onboarding process

    Although these processes differ, high-performing organizations often connect them. In most cases, employees will first go through new hire orientation to gain a broad understanding of the organization, then move into job orientation and onboarding activities to build role-specific skills.

    What Is The Strategic Impact Of New Hire Orientation?

    New hire orientation is crucial for shaping employees’ experiences from day one. Besides, research shows that individuals form opinions about their new place of employment within the first few hours. As a result, it is extremely important to make a positive first impression. A well-designed orientation program can reduce early turnover by making new hires feel welcomed, informed, and supported, allowing them to reach satisfactory productivity levels more quickly. Additionally, new hire orientation fosters engagement, confidence, and a sense of belonging, as it helps employees understand their roles, feel connected to their colleagues, and align with the organization’s values and culture.

    Another important benefit of effective new hire orientation is reduced compliance and operational risks. When employees are well-informed about the policies, procedures, and compliance regulations their organization follows, they are much less likely to make mistakes that may lead to operational or, worse, legal issues. From a learning perspective, orientation also sets the tone for a culture of continuous development by establishing clear expectations surrounding growth and performance. It lets newcomers know early on that learning is a priority and actions that foster professional (and personal) growth will always be supported.

    Core Components Of An Effective Orientation Program

    New hire orientation programs differ across organizations, adapting to their unique learning needs. However, an effective orientation program must certainly include the following elements:

    1. Organizational Context And Structure

    New hires need to become familiar with the organization they are about to join on a foundational level to achieve connection and understand how success is defined. As such, they need to understand the following:

    • Organizational mission, vision, and values. Inform employees about the purpose and goals of the organization, which can motivate and guide their actions within the workplace.
    • Strategic goals and priorities. Align new hires’ personal performance with the company’s objectives, ensuring their contributions are relevant and impactful.
    • Leadership structure and decision-making norms. Showcase the leadership hierarchy and decision-making process, promoting transparency and encouraging new employees to engage effectively within their teams.

    2. Policies, Compliance, And Expectations

    Orientation is also a great opportunity to introduce:

    • Codes of conduct. Outline the expected behaviors and ethical standards for all employees, and discuss the importance of integrity, professionalism, and respect in the workplace.
    • Workplace policies. Provide a comprehensive overview of key policies, including attendance, dress code, and remote work guidelines. Ensure new hires understand the rationale behind these policies and how they contribute to a cohesive workplace environment.
    • DEI and harassment prevention standards. Highlight the organization’s commitment to Diversity, Equity, and Inclusion (DEI), educating new hires on harassment prevention, emphasizing respectful interactions, and providing resources for reporting incidents.
    • Data security and privacy requirements. Discuss the importance of safeguarding sensitive information and adhering to data protection regulations, and highlight best practices for data handling and the consequences of breaches.

    3. Tools, Systems, And Resources

    To reduce friction, improve confidence, and minimize early support requests, employees require clear guidance on:

    • HR and benefits platforms. Familiarize new hires with HR systems, helping them understand how to access their benefits, manage payroll, and navigate important employee information. This knowledge empowers them to make informed decisions regarding their employment.
    • Collaboration and communication tools. Introduce tools like Slack, Microsoft Teams, or Zoom to enable new employees to start engaging with their teams right away. Proper training on these platforms fosters better collaboration and ensures new hires feel connected.
    • Learning systems. Provide access to Learning Management Systems (LMS) to enable new hires to take part in onboarding training modules, access educational resources, and begin their professional development from day one. This promotes a culture of continuous learning and growth.
    • IT and security processes. Early training on IT protocols and security measures is essential to protect company data and ensure compliance. New employees should understand how to handle sensitive information, recognize phishing attempts, and use company devices securely.

    4. Social Integration And Support

    Orientation also plays a critical social role in helping new hires acclimate to the workplace. Here are some key elements to consider for fostering social integration:

    • Structured networking opportunities. Organize meet-and-greet sessions with peers, managers, and team leaders.
    • Team-building activities. Implement team-building exercises that encourage collaboration and camaraderie. You can also include informal gatherings, such as lunches or coffee breaks, to facilitate casual interactions.
    • Mentorship programs. Pair new hires with seasoned employees who can provide guidance and support.

    Designing Effective New Hire Orientation Strategies

    If you want to achieve maximum effectiveness, then you must design orientation as a learning experience instead of a continuous stream of information that new hires must learn by heart. In the following section, you will find 8 effective new hire orientation strategies you can implement to boost employee performance and retention.

    Align Orientation With Business Goals

    The first step in developing effective new hire orientation strategies is aligning the process with business objectives and talent management goals. Keeping overarching organizational goals in mind when designing orientation leads to a well-structured process that delivers measurable results. This can be observed in various ways.

    First, onboarding will be quicker as orientation reduces time-to-productivity. Additionally, retention will improve as new hires will experience a greater sense of connection and belonging. Moreover, compliance will improve, as new hires gain access to the guidance and support they need to avoid costly mistakes. Providing clarity through well-designed objectives ensures a tailored experience that prepares new hires for success while keeping them aligned with broader company goals.

    Make Resources Easily Accessible

    Another tip for effective orientation that you need to keep in mind is prioritizing resource accessibility for new hires. This means that employees need to be able to easily find whatever information they need during those critical few days of their employment. You can achieve that by establishing a user-friendly online portal where employees can find all essential materials, such as digital handbooks and training modules that support self-paced learning. Additional resources new hires will need access to include a comprehensive contact list of colleagues, team members, and supervisors, organizational charts, FAQs, and welcome videos to make them feel more comfortable and welcome. This way, new hires will be adequately supported, leading to increased satisfaction and retention.

    Create A Structured Agenda

    New hires need to know exactly what to expect when they enter a new workplace. This structure and clarity will be provided through an organized agenda that covers the key points of the orientation process. For example, it may include:

    • A warm welcome from leadership and introductions to key team members.
    • A brief overview of the company’s mission, vision, and core values.
    • Essential company policies and procedures, including attendance, dress code, communication protocols, and safety procedures.
    • An overview of the job-specific training the new hire will undergo.
    • The necessary technology and tools that new hires will use regularly, providing hands-on practice where applicable.
    • The schedule of meetings with the new hire’s direct supervisor, so that they can prepare their questions.
    • A checklist for the next steps of the onboarding process.

    Personalize The Learning Experience

    Although orientation is a structured process, you must always leave some room for personalization. This is done to foster engagement and retention as early as possible. Start by implementing role-based learning paths that ensure newcomers receive training that is relevant to their roles and responsibilities. Leverage adaptive learning technologies to allow employees to adjust the content and pace to their preferences. Moreover, include interactive activities, such as role-playing scenarios or group discussions, to keep engagement levels high and promote collaboration. Following these steps, you can make the workplace a more welcoming environment for new hires, ultimately making orientation more effective.

    Extend Orientation Beyond Day One

    Orientation is a crucial stage in an employee’s professional development and, as a result, should not be rushed. Extending orientation beyond the initial day is essential for fostering a deep understanding of the organization and its culture. Treat orientation as an ongoing process to help new employees gradually absorb information, thus reducing cognitive overload. Moreover, spacing out learning sessions over the first few weeks of employment allows new hires to connect topics like company values and role-specific skills to their daily tasks. This approach promotes engagement and encourages dialogue with colleagues and mentors, fostering a supportive environment and supporting long-term job satisfaction.

    Leverage Technology

    Until a few years ago, creating a new hire orientation PowerPoint was all HR teams needed to do. However, this highly digitized era requires much more. Organizations now use Learning Management Systems (LMSs), Learning Experience platforms (LXPs), and integrated HR systems to facilitate blended learning models, combining self-paced education with live sessions, coaching, and social interaction. This allows L&D and HR teams to access detailed data and analytics that provide valuable insights and support smoother design, delivery, and monitoring of orientation, onboarding, and talent development initiatives. Not to mention that such platforms make it that much easier to update content whenever necessary, so that learning materials always reflect current trends.

    Ensure Consistency With Checklists

    Checklists are a straightforward yet powerful tool to ensure that the orientation process progresses without any issues or inconsistencies. They provide a clear frame of reference for HR, hiring managers, IT, and other stakeholders, detailing which tasks new hires and their supervisors need to complete and the timeline for each of them. To maximize the effectiveness of new hire orientation checklists, make sure they are used consistently. Train any stakeholders who take part in the process so that they know how to bring each step to completion, monitor progress, and provide the new hire with the necessary direction. This way, orientation will deliver consistent results in any branch or department of your organization.

    Collect Feedback And Improve

    A comprehensive feedback mechanism is essential during orientation, as ongoing communication can make the difference between an engaged and disengaged employee. Feedback can be exchanged in many ways, whether in face-to-face meetings, anonymous or named surveys, questionnaires at the end of learning sessions, or any other way that works for your organization. What is essential is that new hires feel connected and supported so that they remain engaged. Any information you gather from these feedback mechanisms should be used to make adjustments that will further improve the orientation process.

    Building A New Hire Orientation Checklist

    A well-structured new hire orientation checklist helps ensure consistency and accountability across teams, ensuring that the quality of orientation is not affected regardless of the role or department. While this process can differ from organization to organization, you can use the following new hire orientation checklist template as a starting point to create your own.

    Typical Checklist Components

    Before Orientation

    • System and account setup
    • Welcome communication
    • Access to orientation materials
    • Manager preparation

    During Orientation

    • Organizational overview
    • Policy and compliance learning
    • Tool and system introductions
    • Team and stakeholder introductions

    After Orientation

    • Follow-up learning assignments
    • Manager check-ins
    • Feedback surveys
    • Transition into onboarding

    Measuring The Effectiveness Of Orientation

    New hire orientation can only bring the results you want if you continuously measure its effectiveness to make the necessary improvements. But how does an organization do that in an effective way? What are the metrics you need to shed light on to gather the most valuable data and insights possible?

    There are several metrics that serve as indicators of success for new hire orientation, including completion and participation rates, time-to-productivity, early turnover within the first 30 to 90 days, engagement, and satisfaction scores. By keeping a close eye on these factors, organizations can gain valuable insights into how well their orientation programs are functioning. High completion and participation rates demonstrate satisfactory engagement with the learning material, while a lower time-to-productivity suggests that orientation may not be as effective in equipping employees with the skills and information they need at the beginning of their employment. Additionally, examining early turnover rates provides a glimpse into how well new hires are acclimating to their roles and the organizational culture.

    In more advanced programs, organizations leverage learning analytics to continuously refine the content and delivery of their orientation programs. By analyzing qualitative feedback from new hires, companies can identify specific areas for improvement and tailor the experience to better meet the needs of future employees. This approach not only enhances the overall onboarding experience but also fosters a sense of engagement and belonging among new hires, which can lead to greater job satisfaction and retention in the long run. As organizations prioritize the measurement of these outcomes, they create a stronger foundation for building a skilled and committed workforce that drives the company’s success.

    Common Mistakes To Avoid For Successful New Hire Orientation

    Organizations often undermine the effectiveness of their orientation programs by falling into several common pitfalls:

    • Overloading learners with excessive information. Providing too much information at once can overwhelm new employees. It’s better to prioritize key details and offer information in digestible chunks to facilitate better understanding and retention.
    • Treating orientation as a single-day event. Effective orientation should be an ongoing process, allowing new hires to gradually acclimate to the company culture and their specific roles.
    • Focusing solely on compliance. While compliance is important, an overly rigid focus on policies and regulations can make orientation feel tedious and uninspiring. Instead, it should also emphasize the company’s mission, values, and how employees can contribute meaningfully to the organization.
    • Failing to connect learning to practical work. Orientation should include hands-on experiences that connect training materials to real-world applications, which helps new hires understand the importance of what they are learning.
    • Ignoring feedback. Feedback from new employees can provide valuable insights into the effectiveness of the orientation process. Organizations should actively seek and incorporate this feedback to improve the orientation experience.

    To overcome these challenges and achieve successful orientation and onboarding, organizations must promote effective collaboration among various stakeholders, including HR, Learning and Development (L&D), leadership, and managers. By working together, they can create a more engaging and effective orientation program that supports new hires and promotes long-term success within the organization.

    Final Thoughts: The Present And Future Of New Hire Orientation

    New hire orientation is transforming from a simple, transactional event into a strategic learning experience. As organizations increasingly adopt digital tools, blended learning models, and data-driven design, orientation is becoming more personalized, scalable, and impactful. In the future, trends such as AI-driven personalization, on-demand orientation content, immersive learning experiences, and closer integration with onboarding and talent development will continue to change how organizations welcome and prepare new employees. Organizations that invest in well-designed, technology-enabled orientation programs will not only enhance early performance but also strengthen their culture, increase employee engagement, and contribute to long-term success.

    New Hire Orientation FAQ


    New hire orientation is a structured introduction that helps employees understand the organization’s culture, policies, tools, and expectations at the start of employment.


    Orientation may last from a few hours to several days, often spread across the first week or month to improve retention and reduce overload.


    Orientation focuses on organizational context and essentials, while onboarding is a longer process that builds role-specific skills and performance over time.


    A checklist typically includes pre-orientation setup, core learning activities, social integration, and post-orientation follow-up.


    While not always legally required, orientation is considered a best practice for more successful compliance, engagement, and retention in the long run.

    [ad_2]

    Christopher Pappas

    Source link

  • International Mother Language Day 2026: The Importance Of Multilingual Competence In Shaping A Competitive Future

    [ad_1]

    Celebrating International Mother Language Day 2026: Why It’s Important To Promote Multilingual Competence Through Education

    As International Mother Language Day 2026 approaches, we are once again reminded of the importance of empowering individuals to learn in their language of choice and not in an established lingua franca, most commonly English. This year’s theme, “Youth voices on multilingual education,” further highlights the crucial role young people play in defending and reclaiming their right to education in their native language. Most importantly, as these young people grow up and enter the workforce, it becomes clear that multilingual competence is not only a cultural asset but also a competitive advantage that can make them desirable candidates in the future. In this article, we will discuss why multilingualism is important and how eLearning can support multilingual education.

    6 Reasons To Appreciate Employees With Multilingual Skills

    For many years, multilingual competence was either ignored or considered nice to have by employers. However, in this day and age of remote work, diverse workforces, international partnerships, and global customer bases, being able to seamlessly switch languages is quickly becoming a foundational skill for employees. Let’s look at some of the skills and special competencies multilingual professionals possess, which make them desirable employees.

    Cognitive Agility

    The main way in which individuals benefit from multilingual competence is through greater cognitive agility. Multilingual people can quickly adapt their thinking and switch between tasks in the same way that they effortlessly and swiftly switch between languages. This also extends to their learning abilities, as multilingual individuals often demonstrate a stronger adaptability in reskilling and upskilling initiatives. Additionally, their ability to analyze situations and problems through different language prisms unlocks new avenues for innovation and effective communication. These skills are invaluable in the fast-paced business environment, where employees must adapt to evolving customer and industry needs.

    Market Access And Customer Trust

    It is particularly common for businesses nowadays to cater to an international audience. And even though English often works as an intermediary language for all, there are certainly times when clients prefer to express themselves in their own language. Giving them this opportunity through employing a multilingual workforce reduces misunderstandings, makes customers feel valued, and creates a more positive brand image. Moreover, it helps your business expand faster into international markets, as investing in linguistic competence instead of mere translation facilitates better engagement with your new audience and showcases a commitment to local stakeholders.

    Innovation Through Perspective Diversity

    Language significantly shapes our perception of the world around us, influencing how we think, communicate, and address challenges. As a result, exposure to multiple languages, especially from a young age, promotes the development of unique cognitive skills, encouraging innovative ideas and creative solutions. In team settings, multilingual individuals are able to contribute diverse experiences and viewpoints, which not only enhance group dynamics but also productivity. This fosters cognitive diversity and, in turn, more in-depth brainstorming and out-of-the-box thinking. This is in contrast to more homogeneous groups, where these elements may be limited, negatively impacting their problem-solving abilities.

    Professional Differentiation

    In some industries, multilingualism is not only a desired skill but also a differentiator among candidates. Let’s see what some of them are:

    • International Sales and Marketing: Multilingual professionals can connect deeply with diverse customers, tailoring marketing strategies to specific cultures and fostering trust, which leads to increased sales.
    • Customer Success: In customer support roles, multilingual employees enhance service quality by communicating in clients’ preferred languages, resulting in greater satisfaction and long-term relationships.
    • Global HR: Multilingualism in HR allows professionals to engage with a broader talent pool and manage diverse teams effectively, fostering an inclusive workplace that boosts employee motivation.
    • Localization and Content Development: As businesses expand globally, multilingual skills are essential for creating localized content that resonates with local audiences, ensuring effective communication and branding.
    • IT and Tech: Multilingualism allows professionals to effectively collaborate with remote teams and run tests in diverse markets.
    • Healthcare: In high-stress environments, finding interpreters and translators may be challenging. Having multilingual employees ensures smooth communication with patients from diverse backgrounds.

    Leadership Readiness

    With the rise of remote workforces, there is no doubt that leaders will sooner or later have to manage culturally diverse teams. While it is not possible, nor necessary,  for a leader to speak the native languages of all employees, being multilingual themselves makes them more capable of understanding and navigating cultural and linguistic nuances. This capability empowers them to transform workplace diversity from a potential source of misunderstandings into an opportunity for innovation, creative thinking, and effective collaboration. As a result, they can foster a more inclusive work environment in which all employees are respected, regardless of their background.

    Authenticity And Engagement

    Being forced to suppress their linguistic identity can significantly impact a person’s sense of belonging and self-confidence in the workplace. When employees cannot express themselves in their preferred language, they may feel marginalized, leading to decreased engagement and productivity. In contrast, organizations that encourage multilingual identities foster an inclusive environment that enhances team performance and collaboration and boosts individual confidence, creativity, and innovation. Companies that embrace this approach are also more successful in attracting top talent from diverse backgrounds, as they demonstrate a commitment to inclusivity. Ultimately, prioritizing linguistic identity allows businesses to unlock the full potential of the workforce and strengthen the team.

    How Can eLearning Support Multilingual Competence?

    If multilingual competence is a competitive advantage that young professionals increasingly expect to be recognized, then it is essential for organizations to figure out how they can support it at scale. In other words, organizations can’t limit themselves to searching for and celebrating multilingual talent; they must also help them further develop their skills and apply them effectively in their work.

    This is where eLearning enters the conversation, as a strategic tool that allows organizations to preserve linguistic identity, expand access, and embed multilingual competence into everyday professional development. Let’s see how it achieves this:

    1. Multilingual LMS Design

    Modern Learning Management Systems (LMSs) offer several features to support multilingual education, including:

    • Options for different interface languages
    • Multiple localized versions of courses
    • Subtitles and transcripts for accessibility
    • Integration with translation tools

    However, effective multilingual learning extends beyond simple translation. True localization involves adapting examples, visuals, scenarios, and cultural references to connect with diverse audiences. It is important to note here that it’s best to ensure linguistic accessibility from the get-go, instead of trying to change content down the road.

    2. Microlearning For Language Reinforcement

    Language proficiency requires ongoing exposure. Microlearning provides employees with a scalable way to reinforce their skills without overwhelming them. Specifically, organizations can integrate:

    • Short multilingual simulations
    • Weekly vocabulary or communication nudges
    • Role-play scenarios in multiple languages
    • Scenario-based branching exercises tailored to regional contexts

    This approach embeds language development into everyday workflow learning rather than treating it as a separate initiative.

    3. Social And Peer-Based Learning

    In the modern business landscape, employees thrive in participatory environments. As a result, digital learning platforms should enhance collaboration among employees by supporting:

    • Multilingual discussion forums
    • Peer translation and review projects
    • Language mentorship programs
    • Employee-generated learning resources

    When employees share knowledge in their native languages, informal learning becomes more effective and engagement increases. Social learning transforms multilingualism from an individual asset into a collective organizational strength.

    4. AI-Powered Language Support

    Artificial Intelligence (AI) has significantly lowered barriers to multilingual learning by offering the following benefits:

    • Real-time translation
    • Adaptive language exercises
    • Pronunciation feedback
    • Multilingual virtual learning assistants

    For global organizations, AI-enabled accessibility ensures that language differences do not become learning barriers. However, technology should enhance, rather than replace, human linguistic diversity. While automated translation can improve access, it must be complemented by culturally informed design and human review.

    5. Measuring Multilingual Learning Impact

    Strategic initiatives require measurable outcomes. Therefore, organizations must evaluate:

    • Course completion rates across language versions
    • Engagement metrics segmented by language preference
    • Learner feedback on the quality of localization
    • Career advancement opportunities for multilingual employees
    • Correlation between multilingual competence and business outcomes

    Data-driven insights help L&D leaders demonstrate ROI and continuously refine multilingual strategies. Without measurement, multilingual support may not achieve its intended results.

    Conclusion

    Business leaders are increasingly recognizing the significance of multilingual competence as a valuable skill to remain competitive in the global business landscape. For employees, especially those entering the job market now, maintaining a multilingual identity helps enhance their uniqueness, readiness for leadership, and cognitive flexibility. For organizations, using eLearning to encourage multilingual education and support multilingual identity is becoming an essential step to drive organizational success as well as inclusion. International Mother Language Day 2026 urges us to recognize the importance of recognizing and supporting multilingualism, not through symbolic gestures but through intentional learning design that nurtures and measures linguistic diversity.

    [ad_2]

    Christopher Pappas

    Source link

  • Florida Hands Down Sociology Curriculum to State Colleges

    [ad_1]

    Beginning this summer, professors at Florida’s 28 public colleges must use a state curriculum framework to teach their introduction to sociology courses. Aligned with the state-sanctioned sociology textbook, the framework requires that the courses do not “include a curriculum that teaches identity politics” or one that “is based on theories that systemic racism, sexism, oppression, and privilege are inherent in the institutions of the United States and were created to maintain social, political, and economic inequities.”

    Jose Arevalo, executive vice chancellor for the Florida State College System, shared information about the framework with representatives from 26 Florida colleges during a call on Jan. 20, according to an email summary of the call provided to Inside Higher Ed. The Florida Department of Education distributed teaching materials, including an instructor’s manual and textbook, and requested that institutions submit their current introduction to sociology syllabi, “including detailed assignment schedules, topic calendars, or modules to show course coverage.”

    “The framework serves as a baseline—institutions can add to it but should avoid subtracting key elements or adding content that risks violating state statutes,” Arevalo wrote in the email. “Much of the framework language can be copied directly into syllabi, with supporting exercises and textbook chapters provided.”

    All state colleges received the written guidance this week, according to Robert Cassanello, an associate professor of history at the University of Central Florida and president of the United Faculty of Florida union.

    “People in the union are really upset,” he said. “They see this as a threat to academic freedom. They see the revised textbook through the Board of Governors’ approval as a censored text.”

    Sociology professors at the state’s public universities have received similar instructions through a game of telephone, with instructions passed verbally from the Board of Governors to provosts, deans, chairs and then to faculty, several Florida faculty members reported.

    “They’re doing their best to avoid creating standing for a lawsuit,” Cassanello said. “This is why everything is verbal with the Board of Governors.”

    The seven-page written framework applies only to general education sociology courses taught at state colleges—not electives. The document bans nine discussion points from course content, including discussions that “state an intent of institutions today to oppress persons of color,” “that argue most variations between men and women are learned traits and behaviors,” and “that describe when, how, or why individuals determine their sexual orientation and/or gender identity.”

    Prohibited Content in Florida’s Introduction to Sociology Courses

    From a Dec. 8 copy of the “SYG 1000 Framework” draft.

    • Discussions that suggest that unconscious or unintentional institutional discrimination (e.g., systemic racism, institutional sexism, historical discrimination) is a singular cause for patterns of inequality observed today
    • Discussions about unconscious or unintentional discrimination as inherent among American citizens
    • Discussions that state an intent of institutions today to oppress persons of color
    • Discussions that state that heteronormative behaviors are tied to implicit bias, and harmful to children
    • Discussions that argue most variations between men and women are learned traits and behaviors
    • Discussions that argue that modifying opportunities for persons of color to match opportunities afforded to others regardless of merit is necessary to address historical racism
    • Discussions arguing a causal association between institutional sexism and unequal outcomes between men and women
    • Discussions that suggest that an entire racial or ethnic group is biased against another racial or ethnic group
    • Discussions that describe when, how, or why individuals determine their sexual orientation and/or gender identity

    The end of the document includes a “recommended course design,” written like a syllabus, that lays out seven units, suggested reading assignments and lecture topics. The guide to teaching “sociological phenomena” includes several contested theories about race and gender. For example, the framework states that while biological sex chromosomes determine different sex characteristics in men and women, they also determine “how females and males behave. This behavior is also influenced by the social relevance of these traits,” the framework says.

    “So, in teaching this, one might point out that women and men with the same credentials enter different jobs such that certain jobs are occupied primarily by women (i.e., female-dominant) some are occupied primarily by men (i.e., male-dominant) and some have roughly the same number of workers who are female and male (i.e., non-gendersegregated),” the framework says.

    The document also discusses limitations to personal freedoms as a historical phenomenon, not a present one. “Students will study scientific facts, including the demographic characteristics of individuals who lived during previous generations when specific freedoms were restricted” and “how things changed as those restrictions were removed over time,” the framework says.

    The state education department will likely roll out similar curriculum guidance for other areas of study in the future. In his email, Arevalo said the department is working with history professors on a general education curriculum for American history courses that “satisfy civic literacy requirements.” Results of this work could be disclosed as soon as April, he said.

    Unclear Enforcement

    The curriculum thinly veils the social politics of state education officials, said Katie Rainwater, a visiting scholar of global and sociocultural studies at Florida International University who has taught introductory sociology courses. Many top education decision-makers in Florida come from right-wing think tanks and colleges, including Hillsdale College, where Arevalo earned his Ph.D.; the Claremont Institute; and the Heritage Foundation.

    “They’re very intentionally staffing the Department of Education office with these ultraconservative ideologues,” Rainwater said. “What we’re seeing is … people affiliated with this national conservative movement taking away the ideas that they don’t want students to be exposed to.”

    The framework was developed by a “work group of sociologists,” Arevalo said in his email. It’s unclear whether it was the same sociology professors that created the state-approved textbook late last year. That group convened with four Board of Governors members and four faculty members, but Phillip Wisely, a sociology professor at Florida SouthWestern State College, was kicked out of the group by state education commissioner Anastasios Kamoutsas for allegedly “advocating for gender ideology” in his sociology class. Wisely remains suspended from his teaching position, Cassanello said.

    Florida Department of Education spokespeople did not respond to Inside Higher Ed’s request for comment Friday.

    It’s unclear how faculty members who don’t follow the written or verbal guidelines will be disciplined, but faculty say they’re certain there would be some kind of blowback for ignoring the rules.

    Zachary Levenson, a sociology professor at Florida International University, said his department requested clarification from the provost on the rules and received no information.

    “We wrote to the provost … and said, ‘Please tell us what we cannot teach, what we must teach, and what the sanction would be for violating this,’” he said. “She wouldn’t specify. She said … ‘There is no individual sanction that I can name’” and referred them to the guidelines in Florida state statute 1007.25, which outlines rules for general education and degree requirements.

    He speculates that the punishment could be sanctions against the institution via the accreditor, or individual discipline. Levenson moved to Florida to teach only two and a half years ago, but he said he wants to stay in the state so that he can fight back.

    “This is happening everywhere, but it’s first happening here,” Levenson said. “It was happening when I was teaching in Texas, in North Carolina, but not like this. So if we don’t nip it in the bud … it’s going to keep spreading around the country.”

    [ad_2]

    Emma Whitford

    Source link

  • The True Meaning Of Being A Lifelong Learner

    [ad_1]

    On Being A Lifelong Learner: Meaning, Definition, Examples, Misconceptions

    Lifelong learning used to be the domain of academics and romantics. But these days, the meaning of being a lifelong learner has changed, reflecting why it is now a practical necessity for all. A lifelong learner is an individual who consistently pursues new knowledge, skills, and competencies throughout their life. This pursuit occurs both in formal educational settings and through informal experiences. Lifelong learners aim to adapt and grow, ensuring they remain effective in varying contexts.

    Rapid technological change, automation, and evolving skill demands with shorter-than-ever lifecycles mean that learning cannot be confined to a fixed period anymore. Not to mention that for professionals, especially those working in Learning and Development and eLearning, lifelong learning equals employability, adaptability, and resilience. Ultimately, understanding the meaning of being a lifelong learner is essential not only for individual career growth but also for designing learning systems that support long-term organizational capability building.

    This article offers a clear explanation of what a lifelong learner is, what it means to be one in today’s workforce, and why it matters so deeply for modern organizations. Learn the behaviors, mindsets, and real-world implications of being a lifelong learner and find out how to embrace this practice for yourself.

    In this guide…

    What Is A Lifelong Learner?

    A lifelong learner is someone who continuously seeks to acquire new knowledge, skills, and competencies throughout their life, both formally and informally, in order to adapt, grow, and remain effective in changing personal and professional contexts. This definition captures the core meaning behind the practice of being a lifelong learner: learning is not limited by age, role, or institution, and it does not end with a qualification or job title.

    When people think of what a lifelong learner is, they often focus on formal learning activities and achievements, such as courses, certifications, or degrees. While these can be part of the picture, lifelong learning is primarily defined by intention and mindset rather than by format. It includes structured learning, such as professional programs or academic study, as well as informal and experiential learning, such as learning through work, collaboration, mentoring, reflection, and experimentation.

    From an L&D perspective, this distinction is critical. Lifelong learners are not simply participants in training programs, but active agents in their own development. They seek out learning opportunities, apply what they learn, and continuously adjust their skills in response to new challenges. This orientation aligns closely with adult learning theory, which emphasizes self-direction, relevance, and problem-centered learning as key drivers of effective development.

    What Does It Mean To Be A Lifelong Learner?

    Understanding what it means to be a lifelong learner requires us to look beyond definitions and deeper into distinctive behaviors and attitudes. Being a lifelong learner means approaching work and life with curiosity and openness, viewing change as an opportunity to grow rather than a disruption to your routine. It involves taking responsibility for your own development rather than relying solely on employers or institutions to dictate when and how you learn.

    In practice, this often shows up as a willingness to reskill or upskill when roles evolve, technologies change, or industries shift. Lifelong learners recognize that skills have a shorter shelf life than they once did, and they respond by treating learning as an ongoing process rather than a one-time event. This mindset supports career longevity, enabling individuals to pivot roles or deepen expertise as needed.

    For organizations, especially those that focus on and invest in learning, the way they define a lifelong learner also has cultural implications. When employees see learning as continuous, organizations can shift from event-based training models to more adaptive, learner-driven approaches. This aligns learning more closely with performance, innovation, and long-term capability building, rather than short-term compliance or knowledge transfer.

    Key Characteristics Of A Lifelong Learner

    Although lifelong learners differ in background, role, and experience, research in learning science and workforce development highlights several common characteristics.

    Intrinsic Motivation

    One defining characteristic is curiosity driven by intrinsic motivation. Lifelong learners are motivated not only by external rewards such as promotions or credentials but by a genuine interest in understanding how things work and how they can improve them and themselves.

    Growth-Driven Mindset

    Another key characteristic is a growth mindset, the belief that abilities can be developed through effort and learning. Lifelong learners tend to see challenges and mistakes as feedback rather than as indicators of fixed ability. This perspective supports persistence and experimentation, both of which are essential in complex and changing work environments.

    Reflective Practice

    Self-reflection and seeking feedback also play an important role. Lifelong learners regularly assess their own performance, identify gaps, and seek input from others to guide their development. This reflective practice is strongly associated with expertise development and continuous improvement.

    Adaptability

    Adaptability is another defining feature. Lifelong learners are more comfortable with ambiguity and change because they trust their ability to learn what is needed next. This adaptability is increasingly valuable as roles become less predictable and career paths less linear.

    Autonomy And Resourcefulness

    Finally, learning autonomy and resourcefulness are central characteristics in modern contexts. Lifelong learners know how to find, evaluate, and apply information using digital tools and platforms. For L&D professionals, this underscores the importance of designing learning environments that support exploration, personalization, and self-directed learning rather than relying solely on rigid curricula.

    Why Lifelong Learning Matters In Today’s Workforce

    The importance of lifelong learning becomes especially clear when viewed through its business implications. Research consistently shows that the half-life of skills is shrinking, particularly in technology-driven fields. Skills that were once relevant for decades may now require updating within a few years, or even months, depending on the pace of change.

    The rise of AI has also accelerated this trend. As tasks are automated and roles are redesigned to accommodate increasing AI usage, employees must continually develop new capabilities to remain effective and employable. Lifelong learning provides a means for individuals and organizations to respond to these shifts.

    Additionally, from a more practical perspective, lifelong learning supports talent mobility and internal career pathways. Organizations that encourage continuous development are better positioned to redeploy talent, fill emerging roles, and reduce reliance on external hiring. This has direct implications for workforce planning, succession management, and organizational agility.

    Examples Of Lifelong Learners In Practice

    The meaning of being a lifelong learner becomes more tangible when we see real-world examples. Consider a professional who has spent a decade in a technical role and is now seeing more automation in their field by the day. Rather than waiting for redundancy or for their company to launch mandatory training, they proactively build new skills through online courses, peer learning communities, and project-based experimentation. Over time, this enables a transition into a new role that’s much more responsive to the evolving skill requirements in their industry.

    Another example is experienced L&D leaders who continuously update their approaches as learning technologies and learner expectations evolve. They engage with research, experiment with new modalities, and learn from data and feedback, modeling lifelong learning while designing systems that support it throughout the organization.

    Informal learning also plays a powerful role. Professionals who learn through mentoring, cross-functional collaboration, and reflective practice demonstrate that lifelong learning does not always require formal programs. These examples highlight how learning is embedded in everyday work and social interaction, reinforcing the idea that lifelong learning is a way of operating rather than a disconnected activity that occurs under specific circumstances.

    Lifelong Learner Vs. Traditional Learner: What’s The Difference?

    The distinction between a lifelong learner and a traditional learner helps further clarify the meaning of both. Let’s take a look at this comprehensive table to really establish the difference:

    Aspect Traditional Learner Lifelong Learner
    Time Frame Learning occurs at fixed stages, usually during formal education or mandatory training. Learning is continuous and spans an entire career and lifetime.
    Motivation Learning is driven by external factors such as degrees, certifications, or compliance. Learning is driven by intrinsic motivation, curiosity, and evolving personal or professional needs.
    Structure Learning is primarily instructor-led, curriculum-based, and classroom/course-focused. Learning is self-directed and blends modalities: formal, informal, and experiential learning.
    Primary Outcome Focus is on earning credentials or completing required programs. Focus is on building adaptable skills and applying learning in real-world contexts.
    Learner Role Learners mainly receive content designed by instructors. Learners actively own and shape their learning journeys.
    Relationship To Work Learning is often separated from day-to-day work and treated as a distinct activity. Learning is integrated into daily work through reflection, problem-solving, and experimentation.
    Response To Change Learning prepares for stable roles with predictable skill needs. Learning supports continuous adaptation to changing roles, technologies, and environments.

    How Organizations Can Support Lifelong Learners

    Organizations play a critical role in enabling lifelong learning, even though committing to it as a continuous practice ultimately rests on us as individuals. In a business context, one of the most important enablers is a learning culture that values curiosity, experimentation, and continuous improvement. When learning is recognized and supported, employees are more likely to invest time and energy in their own development.

    Another key factor is providing access to a multifaceted learning ecosystem. This includes a combination of formal programs, digital platforms, social learning opportunities, and more experiential options, such as stretch assignments or job rotations. The goal is not to predetermine every learning activity but to provide resources and structures that empower learners to choose what they need.

    As always, personalized learning pathways further support lifelong learners by aligning development opportunities with both individual goals and organizational priorities. Thankfully, advances in learning technology make it very possible to offer tailored recommendations and flexible pathways that evolve over time.

    Lastly, organizations should remember that recognition of informal learning is also essential. When companies acknowledge learning that occurs through work, collaboration, and problem-solving, they reinforce the idea that learning is valuable. So, broadening measurement and evaluation approaches beyond course completion and attendance metrics is a good practice. And delegating workloads effectively so that everyone has room for Learning and Development is equally important.

    Common Misconceptions About Lifelong Learning

    Despite its growing importance, lifelong learning is often misunderstood. Addressing these misconceptions about what it means to be a lifelong learner is important for building inclusive and sustainable learning strategies.

    Target Audience

    One common misconception is that lifelong learning is only relevant for academics or highly educated professionals. In reality, lifelong learning applies across roles, industries, and educational backgrounds, supporting transferability, employability, and adaptability at every step of one’s career trajectory.

    Participation

    Another misconception is that lifelong learning requires constant participation in formal education. While structured programs can be valuable, a good chunk of lifelong learning happens informally and organically. Emphasizing only formal learning can unintentionally discourage those who already learn effectively through experience and peer interaction.

    Time

    Time is another perceived barrier. Many people assume that lifelong learning requires significant additional time outside of work or that learning in general has an expiration date. The truth is that you’re never too old to learn. And, practically speaking, when learning is integrated into day-to-day tasks, it becomes part of the routine rather than an extra burden, making it much easier to accommodate.

    Conclusion

    So, what does it mean to be a lifelong learner? We have three words for you: adaptability, agency, and growth. It’s a good way to summarize the meaning of being a lifelong learner today. And, let the takeaway be this: A lifelong learner is not defined by how many courses they complete, but by how they engage with change, seek knowledge and understanding, and apply what they’ve learned in day-to-day challenges.

    In the context of L&D and eLearning, embracing lifelong learning ultimately means creating systems that honor learner autonomy, acknowledge informal learning, and adapt to the demands of the modern workplace. Yes, skills are in constant flux, and uncertainty is the new normal, but fostering a lifelong learning culture becomes an invaluable asset for both individuals and organizations.

    Lifelong Learning FAQ


    A lifelong learner is a person who continues to learn and develop knowledge and skills throughout their life, beyond formal education. To further explain the definition and meaning of being a lifelong learner:

    • A lifelong learner stays curious and asks questions, even about familiar things.
    • Lifelong learners learn on purpose, whether that’s picking up new skills, ideas, or perspectives, adapting to change instead of resisting it.
    • A lifelong learner reflects and grows, using experiences and mistakes as lessons.


    The International Baccalaureate has outlined five key skill categories essential for fostering lifelong learners. These areas of focus include:

    • Communication
    • Social skills
    • Thinking skills
    • Self-management
    • Research skills


    It is important to be a lifelong learner because it helps people adapt to change, improve their skills, and stay relevant in their personal and professional lives. Lifelong learning supports critical thinking, problem solving, and informed decision making, and it allows individuals to grow, especially as society, technology, and work environments change.


    Five benefits of lifelong learning are:

    • Adaptability: Helps individuals adjust to changes in technology, work, and society.
    • Career growth: Improves skills and qualifications, increasing job opportunities.
    • Better problem solving: Strengthens critical thinking and decision-making skills.
    • Personal development: Builds confidence, independence, and self-awareness.
    • Knowledge retention: Keeps the mind active and supports long-term cognitive health.


    Being a lifelong learner means maintaining a continuous dedication to learning and self-improvement throughout one’s life, beyond traditional educational settings and formal training. The concept of lifelong learning emphasizes the importance of remaining curious, open-minded, and proactive in personal growth by actively seeking out new knowledge, skills, and insights, especially in times of constant change.

    [ad_2]

    Christopher Pappas

    Source link

  • 50 Hilariously Funny Poems To Read and Share

    [ad_1]

    When students see poetry as a boring unit that’s all about nature, love, and feelings, it’s time to shake things up. Poets have always had a sense of humor, and students who appreciate sarcasm, wit, and outright jokes will love these funny poems. Put a few of these poems on the whiteboard or in their poetry packet and they’ll never look at poetry the same way again!

    Jump to:

    We Are Teachers

    FREE PRINTABLES

    Free Poetry Worksheet Bundle

    Grab our bundle of worksheets covering eight different styles of poetry. Just click on the link below and fill out the form to get yours.

    Our Favorite Funny Poems for Everyone

    1. How Not To Have To Dry the Dishes by Shel Silverstein

    “If you have to dry the dishes
    (Such an awful, boring chore)”

    Themes: Mischief, humor, chores
    Literary devices: Punctuation, refrain

    Shel Silverstein is the master of funny poems for kids. Use this poem as a mentor text when students write their own funny poems. Silverstein uses rhyme and punctuation to set the scene and set up the punchline at the end.

    2. The Crocodile by Lewis Carroll

    an image of a funny poem for kids: The Crocodile

    “How doth the little crocodile
    Improve his shining tail …”

    Themes: Deception, humor, animals
    Literary devices: Rhyme, personification

    This funny poem attributes human characteristics (“grin,” “welcomes little fishes in”) to a crocodile. Younger students can imagine the sneaky crocodile, while older students can discuss whether this poem was written for adults or children and why.

    3. Be Glad Your Nose Is On Your Face by Jack Prelutsky

    “Be glad your nose is on your face,
    not pasted on some other place …”

    Themes: Absurdity, contentment, humor, imagination
    Literary devices: Contrast, rhyme, enjambment

    A poem is a perfect place to imagine something ridiculous, like Prelutsky does in this poem. Students will giggle at all the ways Prelutsky expands on his premise that your nose could, in fact, have been placed somewhere else.

    4. Don’t Go Into the Library by Alberto Rios

    “The library is dangerous—
    Don’t go in. If you do …”

    Themes: Imagination, libraries, reading, irresistibility
    Literary devices: Symbolism, enjambment, metaphor

    This poem has a matter-of-fact style, so it’s a good one to show students who are learning how to analyze how authors insert their ideas into poems, and how they use poems to build to a final punch. This poem is also a great one to introduce students to the idea of enjambment, or when sentences continue across multiple lines, and extended metaphor—the library is not just a building but an entry point for imagination that is hard to resist.

    5. Sick by Shel Silverstein

    “‘I cannot go to school today,’”
    Said little Peggy Ann McKay.”

    Themes: Humor, motivation
    Literary devices: Rhyme, hyperbole

    Every elementary schooler should read this funny poem at least once. It’s a master class in drama that ends with a joke that lets all the air out of the balloon at once.

    6. My Kitten Is a Ninja by Kenn Nesbitt

    “My kitten is a ninja.
    He wears a black disguise.”

    Themes: Humor, pets
    Literary devices: Rhyme, imagery, symbolism

    Another silly scenario poem. Use this poem when you’re teaching students how to analyze structure and rhyme.

    7. My Shadow by Robert Louis Stevenson

    an image of a funny poem for kids: My Shadow

    “I have a little shadow that goes in and out with me …”

    Themes: Imagination, shadows
    Literary devices: Rhyme, personification

    You have to read the entire poem to see the humor in a shadow personified as busy until it’s time to get out of bed. This poem is also good to teach vocabulary, with words like “notion,” “proper,” and “coward.”

    8. My Next Door Neighbor Is a Witch by Samiya Vallee

    “My next door neighbor is a witch,
    And she lives way down in a ditch.”

    Themes: Humor, absurdity, the grotesque
    Literary devices: Rhyme, imagery

    The humor in this poem is in the details that the poet includes, like the “big fat wart” and “seventeen pimples on her toes.” Read it aloud and talk about the details that make this poem silly.

    9. The Boy Who Didn’t Like Ice Cream by Rebecca Syx

    “A boy who didn’t like ice cream?
    That almost seems like a crime!”

    Themes: Food, humor, trying new things
    Literary devices: Rhyme, conversation, narrative

    This poem is easy to read with a hysterical tone—a boy who doesn’t like ice cream! Students can practice reading it aloud to try to get the most humor out of each stanza.

    10. Sweet Treat Dream by Gillian M. Ward

    “If the world were made of chocolate
    I know what I would do.”

    Themes: Humor, food
    Literary devices: Rhyme, repetition

    Technically, this poem is a good example of how a poet uses a repeated word or phrase to drive their point home. It’s also a fun example of how to use poetry to imagine a silly scenario from every angle.

    11. Don’t Be Silly by Dave Moran

    “Are there bugs that live on the moon?
    Can July come before June?”

    Themes: Humor, questioning, absurdity
    Literary devices: Rhyme, refrain

    How often have students been told to be serious or stop being silly? This poem invites them to be even more silly. Read it and then imagine your own stanza. What silly scenes can you build into one stanza?

    12. At the Zoo by William Makepeace Thackery

    an image of a funny poem for kids: At The Zoo

    “First I saw the white bear, then I saw the black;
    Then I saw the camel with a hump upon his back …”

    Themes: Childhood, animals
    Literary devices: Rhyme, repetition

    This short poem is a great one to introduce students to poetry, or to get reluctant readers into poetry. Most students can relate to the experience of visiting a zoo, and students can analyze how the rhyming and repetition make the poem fun to read. 

    13. Bleezer’s Ice Cream by Jack Prelutsky 

    “I am Ebeneezer Bleezer
    I run BLEEZER’S ICE CREAM STORE”

    Themes: Humor, childhood, ice cream
    Literary devices: Rhyme, capitalization, enjambment

    This is another fun, classic poem that students can analyze for themes of childhood. Read it alongside other Jack Prelutsky and Shel Silverstein poems to get a feel for the themes in children’s poetry. 

    14. Tom Tigercat by J. Patrick Lewis

    “Tom Tigercat is noted
    for his manners and his wit.”

    Themes: Playfulness, independence, animals
    Literary devices: Personification, rhyme, wordplay, enjambment

    When you get to the last line in this poem, it’s a double joke. There’s the literal joke and what happens when you read “ocelot” aloud. Start to talk about the oral nature of poetry and what happens when we hear versus see a poem, and how that impacts humor.

    15. Herbert Hillbert Hubert Snod by Denise Rodgers

    “Herbert Hillbert Hubert Snod
    was known for eating all things odd.”

    Themes: Humor, nonsense, food
    Literary devices: Enjambment, alliteration, rhyme

    Alliteration and rhyme make this funny poem come to life. Students can talk about how humor can turn a disgusting situation into a funny one.

    16. About the Teeth of Sharks by John Ciardi

    “The thing about the shark is—teeth
    One row above, one row beneath.”

    Themes: Humor, animals
    Literary devices: Rhyme, enjambment

    Similar to Silverstein’s “Boa Constrictor,” the humor in this poem happens when students put themselves in the shoes of the poet, whose companion ends up being eaten.

    17. Clouds by Anonymous

    an image of a funny poem for kids: Clouds

    “White sheep, white sheep
    On a blue hill.”

    Themes: Nature, animals, wonderment  
    Literary devices: Imagery, rhyme, enjambment  

    This poem reads like a nursery rhyme, and its simplicity makes it a good one to introduce students to poetry. They can talk about the images that the poet creates with just a few words. 

    18. The Nest by Jessica Amanda Salmonson

    “Have you heard
    about the bird
    Who built a nest
    with zeal and zest?”

    Themes: Competition, wildlife
    Literary devices: Rhyme, alliteration, enjambment

    Any student who has younger siblings can likely relate to this poem. It’s also a good one to use to talk about word choice and how word repetition contributes to a poem’s meaning.

    19. Math Blues by Cindi Rockwell

    “They try to give math a happier spin
    ‘How many times can this number go in?’”

    Themes: School, math, humor
    Literary devices: Rhyme, enjambment

    Who says you can’t use math in poetry? This poem is a fun one to use when students express frustration with math. Can they create their own math blues poem?

    20. Homework by Mariam Traore

    “Homework, oh homework
    All kids say it stinks …”

    Themes: Homework, school, humor
    Literary devices: Rhyme

    The ending question, “Don’t you?” throws the rest of the poem into question. It’s a great example of how a poem can set up a premise and then bring it all into question with a twist ending.

    21. My Doggy Ate My Essay by Darren Sardelli

    “My doggy ate my essay.
    He picked up all my mail.”

    Themes: Homework, absurdity, pets
    Literary devices: Rhyme, personification, enjambment

    Another poem about homework that has a twist ending. Read this one and talk about how poets can create short stories one line at a time.

    22. The Parakeets by Alberto Blanco

    “They talk all day
    and when it starts to get dark”

    Themes: Pets, humor
    Literary devices: Punctuation, repetition, personification, enjambment

    How are the parakeets like your students? The more talkative a class you have, the more funny this poem will be. A great opportunity to talk about how poetry can connect with real life.

    23. Mother Doesn’t Want a Dog by Judith Viorst

    “Mother doesn’t want a dog.
    Mother says they smell …”

    Themes: Humor, pets
    Literary devices: Rhyme, anaphora, refrain, enjambment

    This poem is fun to read aloud, as it has a clear rhyming structure. It’s also a good example of how poets structure funny poems to throw out a punchline in the last stanza.

    24. Now We Are Six by A.A. Milne

    an image of a funny poem for kids: Now We Are Six

    “When I was One,
    I had just begun.”

    Themes: Growing up, ages
    Literary devices: Progression, rhyme, repetition

    This sweet ode to childhood was written by the creator of Winnie the Pooh. Students can think about what Milne is saying about childhood, and how he uses structure to create a poem that sounds like it was written by a 6-year-old.

    25. Help Wanted by Timothy Tocher

    “Santa needs new reindeer.
    The first bunch has grown old.”

    Themes: Humor, holidays, Santa Claus and his reindeer
    Literary devices: Allusion, rhyme, personification

    A great poem to read during the holidays, Tocher imagines what might happen if Santa needed to recruit more reindeer. In terms of teaching, talk about the background knowledge students bring to the poem that makes it funny.

    26. Summer Camp Souvenirs by Richard Thomas

    “When I got home from camp today
    My parents almost died.”

    Themes: Camp, humor, being accident-prone
    Literary devices: Rhyme, hyperbole

    The dismissive, ambivalent tone of this poem is what makes it funny. Talk about how the poet uses phrases like “The poison ivy’s not too bad” and “And all these bruises, scabs, and cuts? I haven’t got a clue” to make the poem more silly than serious.

    27. Adventures of Isabel by Ogden Nash

    “Isabel met an enormous bear
    Isabel, Isabel, didn’t care”

    Themes: Humor, bravery
    Literary devices: Repetition, rhyme, juxtaposition, personification

    “Adventures of Isabel” reads like a fairy tale in poem form. Analyze how the poet creates absurd scenes using familiar fairy-tale characters.

    28. Sarah Cynthia Sylvia Stout Would Not Take the Garbage Out by Shel Silverstein

    “She’d scour the pots and scrape the pans,
    Candy the yams and spice the hams …”

    Themes: Humor, responsibility, chores, absurdity
    Literary devices: Alliteration, hyperbole, imagery, rhyme

    Another classic Silverstein funny poem, this one is about a girl who refuses to take the garbage out until it reaches the ceiling and takes over the floor. It’s the imagery and absurdity of the situation, as well as the rhymes, that makes this poem giggle-worthy.

    29. Eletelephony by Laura Elizabeth Richards

    an image of a funny poem for kids: Eletelephony

    “Once there was an elephant,
    Who tried to use the telephant—”

    Themes: Silliness
    Literary devices: Wordplay, rhyme

    This imaginative poem about what would happen if an elephant used the telephone is a fun one to read with today’s kids as they try to imagine not only elephants, but old-fashioned telephones. The wordplay depicts a frustration with trying to tell the story at all.

    30. The Dentist and the Crocodile by Roald Dahl

    “The crocodile, with cunning smile, sat in the dentist’s chair.”

    Themes: Absurdity, humor
    Literary devices: Narrative, rhyme, personification

    Did students know that Roald Dahl wrote poetry too? His poem “The Dentist and the Crocodile” has all the humor of Dahl’s novels, with an exchange between a dentist and a crocodile who have very different goals.

    31. Daddy Fell Into the Pond by Alfred Noyes

    “Everyone grumbled. The sky was gray.
    We had nothing to do and nothing to say.”

    Themes: Absurdity
    Literary devices: Contrast, repetition, personification

    This poem shows how a dismal day can be turned around by one funny event. Talk about juxtaposition and how the poet sets up two contrasting situations to create the humor.

    32. The Vulture by Hilaire Belloc

    an image of a funny poem for kids: The Vulture

    “The Vulture eats between his meals
    And that’s the reason why …”

    Themes: Animals, absurdity
    Literary devices: Rhyme, personification

    This classic poem uses humor to get to the moral of not eating between meals. Use it to discuss the best way to “teach” kids through literature.

    33. The Silliest Teacher in School by Darren Sardelli

    “Our teacher gave detention
    to the fountains in the hall.”

    Themes: School, humor, poor eyesight
    Literary devices: Rhyme scheme, narrative, enjambment

    This poem, about a teacher who makes mistakes until the principal points out her biggest mistake, is a good one to read with students who are learning how to follow poems that tell stories. In this case, you have to read to the end to fully get the joke.

    34. Boa Constrictor by Shel Silverstein

    “I’m being eaten by a boa constrictor,
    And I don’t like it one bit.”

    Themes: Humor, absurdity, dangerous animals
    Literary devices: Rhyme, imagery, repetition

    This poem, which can also be sung, is funny both because of the ending and because of the way it rhymes up until the Ummmph!

    35. Nonsense Alphabet by Edward Lear

    an image of a funny poem for kids: Nonsense Alphabet

    “A was an ant
    Who seldom stood still
    And who made a nice house
    In the side of a hill.”

    Themes: Fun
    Literary devices: Rhyme, wordplay 

    Edward Lear’s writing is pure silliness. You can read this alphabet poem in its entirety or choose parts to focus on. Either way, it’s a fun way to practice fluency and talk about the various scenes that Leer creates for each letter. 

    36. How To Paint a Wall by Joanna Fuchs

    “While I went off to work one day,
    She decided to paint the wall”

    Themes: Humor, absurdity
    Literary devices: Narrative, rhyme

    Language and the nuances of language are at the heart of funny poems. This is a great example of that, when someone decides to paint a wall and “puts on two coats.”

    37. Working From Home by Phil J. Johnson

    “The grass needs cutting,
    I must mend the gate.
    I’m expecting a parcel,
    I hope it’s not late.”

    Themes: Humor, working, chores
    Literary devices: Repetition, rhyme

    Students can analyze the structure of this poem—a list with a common ending line. And they can create their own poems about the challenges of doing homework or logging into online classes on a snow day.

    38. Our Imperfect Dog by Cynthia Naspinski 

    “We love our dog with all our hearts,
    But not so much her stinky farts.”

    Themes: Pets, humor, love, acceptance
    Literary devices: Hyperbole, rhyme

    This poem is more complicated than the title lets on. Use it to analyze, line by line, what the poet is telling us about her dog that “wages war with the lawnmower” and “to baths she has a strong aversion.” The humor comes in the dog’s antics and the question: Will the family still love her?

    39. Pizza the Size of the Sun by Jack Prelutsky

    “I’m making a pizza the size of the sun
    a pizza that’s sure to weigh more than a ton”

    Themes: Absurdity, favorite food
    Literary devices: Hyperbole, rhyme, simile

    In “Pizza the Size of the Sun,” Prelutsky imagines what it would take to make a pizza with mountains of cheese that would take a year and a half to bake. The pizza lovers in your class will have fun imagining what it would be like to dig into this enormous pie.

    40. The Eagle by Lord Tennyson

    an image of a funny poem for kids: The Eagle

    “He clasps the crag with crooked hands;
    Close to the sun in lonely lands …”

    Themes: Animal behavior
    Literary devices: Rhyme, imagery, personification

    This short poem is great to use as a warm-up or quick mini-lesson on imagery or rhyme. Students can create images to show the eagle, or read this poem alongside articles about eagles. 

    41. The People Upstairs by Ogden Nash

    “The people upstairs all practise ballet
    Their living room is a bowling alley …”

    Themes: Humor, noisy neighbors
    Literary devices: Contrast, rhyme, symbolism, hyperbole

    Read this poem and talk about the vocabulary (“abate,” “conducted”) and imagine what experiences the poet had to inspire this poem.

    42. Messy Room by Shel Silverstein

    “Whosever room this is should be ashamed!
    His underwear is hanging on the lamp.”

    Themes: Chores, humor
    Literary devices: Contrast, rhyme

    This poem by Shel Silverstein uses the classic technique of building a scene and then turning it back onto the reader. Whose room is this? Oh, it’s mine!

    43. Yes, I’ll Marry You, My Dear by Pam Ayres

    “Yes, I’ll marry you, my dear and here’s the reason why;
    So I can push you out of bed when the baby starts to cry …”

    Themes: Humor, relationships
    Literary devices: Rhyme

    Older students can see the humor in this poem about the dual roles in a relationship, and the sometimes unequal tasks in a marriage. Note: This poem is written for an older audience.

    44. The Purple Cow by Gelett Burgess

    The Purple Cow by Gelett Burgess

    “I never saw a Purple Cow
    I never hope to see one …”

    Themes: Humor, absurdity
    Literary devices: Rhyme

    This poem reads like a nursery rhyme for older kids. Talk about how a short poem can create a clear image and be memorable. 

    45. Granny by Spike Milligan

    “Through every nook and every cranny
    The wind blew in on poor old Granny …”

    Themes: Humor, wind
    Literary devices: Imagery, rhyme

    Use this poem to talk about how poets use repetition to build a stanza line by line. You can also talk about the silly images that the poet creates in this poem about a windy day and his granny.

    46. Eating Habits by Alan Balter

    “Tomato sauce I’m at a loss
    I simply don’t know why …”

    Themes: Food, humor
    Literary devices: Imagery, rhyme

    This poem is about how clothing never stands a chance against food, from tomato sauce to cheese. It’s a great read, especially if you have a class that can relate to the feeling of always having stains that seem to appear after lunch.

    47. Monosyllabics by Laura Richards

    “The black cat sat
    In the fat man’s hat …”

    Themes: Animals
    Literary devices: Rhyme, enjambment

    This poem is an easier read than its title suggests. It’s written with words with one syllable, which means that it’s a good one to use with younger students who can decode most of the words to build comprehension as they read.

    8. Dream Variations by Langston Hughes 

    “To fling my arms wide
    In some place of the sun,
    To whirl and to dance
    Till the white day is done.”

    Themes: Freedom, joy, imagination, race 
    Literary devices: Repetition, imagery

    Even young readers can read Langston Hughes, and this light, energetic poem is a great way to introduce students to the legendary American poet. 

    49. Kid, this is the first rain by Jeffrey Bean

    “of November. It strips off the rest
    of the leaves, reminds trees
    how to shiver.”

    Themes: Environment, nostalgia
    Literary devices: Imagery, tone, enjambment

    This is a more complicated poem for younger kids to read, but it’s worth spending some time to analyze this poem. Students can develop background knowledge that helps them understand the poem, which was inspired by the poet’s childhood in the 1980s. 

    50. The Shapes of Leaves by Arthur Sze

    “Ginkgo, cottonwood, pin oak, sweet gum, tulip tree:
    our emotions resemble leaves and alive
    to their shapes we are nourished.”

    Themes: Nature, connection 
    Literary devices: Symbolism, tone, imagery

    Use this poem about observing trees and feeling connection to trees to engage students in creating their own poems based on observations of trees or other natural elements.  

    Ideas for Using Funny Poems in the Classroom

    If you include picture books, which are often lyrical, students have been exposed to lots of poetry. Still, seeing those poems on the page can feel either intimidating or underwhelming. Use these activities to make poetry your students’ favorite unit: 

    • Hook students with humor. Students may look at a poem and groan because of previous experiences they’ve had with poetry or because poetry feels too wishy-washy. Read a few hilarious poems aloud to get the poetry unit started and help students warm up to the genre.
    • Get the most out of every joke. Support students’ analysis of poems with anchor charts and bookmarks with information about poetic devices. These tools support students’ ability to focus on the text as they read line by line. 
    • Make hilarious drawings. Poems are meant to be sensory. Have students imagine what’s happening in each poem and create a drawing that could go along with it—the funnier the better. Then, if there is an image for the poem, like Shel Silverstein’s “Sick,” compare students’ drawings with the original. Who drew it better?
    • Create funny stories. If you are reading a narrative poem, have students turn the poem into a comic strip, story, letter, or another narrative. What happens to the story when you change the format? 
    • Let hilarity ensue. A poetry slam is a perfect way to practice fluency. Challenge students to get other classes to laugh with how they read a silly poem. What voices or intonation can they add to really hit that punchline?

    Get my printable poetry worksheet bundle!

    i am poems
    We Are Teachers

    If you’re getting ready for a poetry unit, you’re going to want our poetry worksheet bundle featuring eight different styles of poetry. Click the button below and fill out the form to get it.

    If you liked these poems, check out our must-share poems for elementary school students.

    [ad_2]

    Samantha Cleaver, PhD, Special Ed & Reading Intervention

    Source link

  • Why Is This Teacher Wearing a Dino Head in the Classroom?

    [ad_1]

    When Tom Dittl showed up to school wearing a full dinosaur head, his students were thrilled. The Wisconsin teacher had promised his class a surprise reward if they filled their “good choices” fuzzy jar, a whole‑group incentive built around teamwork and positive behavior. When they reached the goal, he followed through by teaching in a dinosaur head all day long.

    The moment quickly became a highlight for students—and a reminder of how powerful low‑cost, creative incentives can be in building classroom culture. We asked this teacher to talk about the dinosaur‑head day, how he thinks about motivation in his 3rd grade classroom, and why he loves these types of rewards. Here’s our Q&A with Tom. Plus, you can find him on Instagram here.

    Courtesy of Tom Dittl

    Q: How did the dinosaur‑head idea come about?

    I actually found the dinosaur mascot head while thrifting before the school year started. As soon as I saw it, I knew it would be a great class reward.

    I love fun and silly surprises in the classroom. Especially in late fall and winter, student engagement can start to drag. Sometimes a little spontaneity is exactly what you need to reset the energy and restore that daily sense of wonder. The dinosaur head felt perfect.

    Q: What did students have to do to earn that reward?

    I use a whole‑group reward system called a fuzzy jar, which I’ve used for years. The class earns a fuzzy pom when they work together and make good choices that reflect our school values.

    When other teachers compliment the class as we move throughout the building, we add a fuzzy. The idea is that success is collective. We earn rewards together by showing up as a community.

    dinosaur teacher word of the week
    Courtesy of Tom Dittl

    Q: Why do free rewards like this work?

    I think it’s the shared experience. The novelty and humor grab their attention, but what really sticks is that everyone earned it together. It’s not about the object or the cost. It’s about creating a moment we all get to enjoy and remember as a group.

    Q: Besides the dinosaur head, what other inexpensive incentives have you used?

    Some favorites have been Art Day, Fort or Read‑In Day, and the Wheel of Surprise.

    Art Day works because I love art, and my students know that—it’s fun to engage around a passion. Fort Day involves bringing in bedsheets and moving desks, tables, and chairs to build forts and read.

    The Wheel of Surprise is a spinning dry‑erase board with simple prizes like a GoNoodle of the class’s choice, a Rock‑Paper‑Scissors challenge with me, or the fan favorite: “Mystery Surprise,” which sometimes means winning my comfy teacher chair for a lesson.

    Q: Do you use different rewards for whole‑class incentives versus individual students?

    Yes. Whole‑class rewards are often things like a GoNoodle movement break, a music‑and‑dance work session, or extra recess.

    For individual students, I tailor rewards to what they enjoy—like lunch with a small group of friends and the teacher, helping decorate the wall behind my desk with art, or delivering something to the office or another teacher.

    dinosaur teacher with book
    Courtesy of Tom Dittl

    Q: How do you decide what will motivate this particular group of students?

    Listening is huge. During crew or class circle time, I pay attention to what students talk about—movies, songs, video games, books, sports, toys. I use those interests to find pictures to print and color, music to play, or even topics for “Would You Rather?” questions. What’s motivating is constantly changing, so I have to really listen to what’s “fire,” as they say.

    Q: What impact have these creative incentives had on your classroom culture?

    When students realize they have real power as a group, they’re more likely to internalize expectations, rise to challenges, and redirect themselves when things go sideways.

    And when individual students need one‑on‑one support for behavior, it helps to point back to community incentives they want to be part of. It reinforces that their actions ripple outward.

    Q: Have any rewards surprised you by being more effective than you expected?

    Scratch‑and‑sniff stickers. I loved them as a kid, and I accidentally created an entire sticker economy in my classroom. Students started tracking which “fruit smells” were out, trading them, and trying to collect them all. When I realized what was happening, I leaned into it and added special “once‑in‑a‑blue‑moon” stickers for rare days. It makes me smile.

    Q: Are there any reward ideas you haven’t tried yet but really want to?

    Always. I’m pretty adventurous. If I see an idea—like shaving cream on desks—I usually try it. One thing I haven’t done yet is a student‑chosen teacher challenge. I know that would be memorable.

    dinosaur teacher sitting
    Courtesy of Tom Dittl

    Q: For teachers who feel pressure to spend money on incentives, what would you tell them?

    Some of the best incentives are time and connection. Shared activities, lunches in the classroom, one‑on‑one time learning about a student’s interests, or taking advantage of the weather for experiments with snow or freezing things outside—those moments create joy and belonging without costing much at all.

    Q: Anything else teachers should know about motivating students in creative, cost‑effective ways?

    If a reward takes too long to earn, motivation disappears. That sets students up for frustration instead of success. Help your students experience success regularly, and they’ll want to earn and celebrate more often. The real payoff of classroom joy is strong relationships—and those relationships are what help you tackle the hard academic work later.

    dinosaur head alone in classroom
    Courtesy of Tom Dittl

    For more teacher stories like this, be sure to subscribe to our newsletters to find out when they’re posted!

    [ad_2]

    Stacy Tornio

    Source link

  • 25 Collaborative Art Projects for Groups Big and Small

    [ad_1]

    Art is about expressing your individuality, but you can also make something pretty incredible when people pool their talents. Group art projects give kids a chance to work together, putting their strengths to work.

    We’ve partnered with some of our favorite Instagram art teachers to bring you this collection of project ideas. We’re always amazed by the vivid yearly collaborative art projects that Mrs. D. of @art.party.with.ms.d plans and produces—they’re especially impressive when you realize that her artists are in kindergarten and 1st and 2nd grades!

    For Lauralee of @2art.chambers, collaborative art often comes down more to the way she displays her students’ work. The key is using coordinating colors and designs that make a cohesive whole when you put them all together. Then, it’s just a matter of hanging everything where it can be appreciated.

    This collection of collaborative art projects works for kids, teens, and adults alike while providing results everyone can be proud of. Whether you’re into painting, sculpture, doodling, or mosaics, there’s truly something for everyone on this list. For additional inspo, drop by our partners’ Instagram accounts for photos, lesson plans, and more!

    FREE PRINTABLES

    Art Portfolio Templates

    This bundle contains art portfolio cover sheets for preschool to grade 5, as well as a template that works for any grade. You also get an art project planning sheet and an artist study worksheet.

    We Are Teachers

    Collaborative Art Projects

    Paper quilt blocks making up a kindness quilt collaborative art project
    Courtesy of @2art.chambers

    Kindness Quilt

    How many words related to kindness can you find in these paper quilt blocks? What an amazing display for your school hallway!

    Learn more: Kindness Quilt

    Collaborative art mat made up of individual interlocking blocks decorated with stylistic dots
    Courtesy of @2art.chambers

    Dot Day Mat

    Interconnecting foam blocks are the perfect blank canvas for a collaborative art project. Lauralee took inspiration from artist Wassily Kandinsky and made this mat for International Dot Day!

    Learn more: Dot Day Mat

    Egg carton segments painted and arranged to form a large heart and the word love
    Courtesy of @2art.chambers

    Egg Carton Mural

    Ask students to bring in empty egg cartons and cut them apart into individual segments. Let each student decorate one with paints or other media, then assemble them to form a mural.

    Learn more: Egg Carton Mural

    Students holding individual paper flowers to form a collaborative bouquet
    Courtesy of @2art.chambers

    Paper Flower Bouquet

    These flowers come together in a snap from paper plates and Kwik Stix paint sticks. Assemble them all together for a massive school bouquet!

    Learn more: Paper Flowers

    Plate of star-shaped cookies made from clay
    Courtesy of @2art.chambers

    Clay Cookies

    What a fun holiday display! Use cookie cutters to create the individual star cookies from clay, then decorate with clay toppings. Pile them all together on a big dish, but don’t be tempted to nibble!

    Learn more: Clay Cookies

    Large paper turkey with each feather painted with the word thank you in a different language
    Courtesy of @2art.chambers

    Thankful Turkey

    Embrace the many cultures that make up America with this amazing collaborative art idea! Students can choose a language that’s important to their family, or research the languages spoken in your area, past and present. “We know that Thanksgiving is an American tradition, but saying thank you and being grateful matters no matter where you are anytime,” notes Lauralee.

    Learn more: Thankful Turkey

    Geometric paper quilt blocks in a rainbow of colors
    Courtesy of @2art.chambers

    Rainbow Paper Quilt

    These geometric quilt blocks allow each student to be creative while still coming together in a cohesive display. Consider having each class work in one color palette so they can see themselves represented in smaller teams that are part of a bigger whole.

    Learn more: Rainbow Paper Quilt

    Student looping purple yarn around nails arranged in a heart shape
    Courtesy of @2art.chambers

    Collaborative String Art

    String art is always a hit with kids. Turn it into a collaborative project with a big design, then let students take turns weaving layer upon layer.

    Learn more: Collaborative String Art

    Children using bottles of colored sand to create a mural together
    Courtesy of @2art.chambers

    Colored Sand Painting

    Based on the ancient sand paintings of Tibetan monks, this collaborative project doubles as a mindful meditation exercise. Tip: Place the sand in small squeeze bottles for more control.

    Learn more: Colored Sand Painting

    Wall of paper pinwheels made by students for International Peace Day
    Courtesy of @2art.chambers

    Pinwheel Wall

    Lauralee’s students created these pinwheels for an International Day of Peace display. If you have the space outdoors (and cooperative weather), try mounting these on sticks and displaying them outdoors for a gorgeous moving art installation.

    Learn more: Pinwheel Wall

    Small square canvases painted in yellows and blues with a sunflower theme, grouped together in a rectangle
    Courtesy of @2art.chambers

    Coordinated Canvases

    Provide each student with a small canvas and choose a color palette, like blue and yellow. Each student can create their own design to paint. Then, assemble the canvases together on a larger panel for a coordinated display.

    Learn more: Coordinated Canvases

    Red, pink, and white roses made from air dry clay
    Courtesy of @2art.chambers

    Clay Rose Bouquet

    Making roses from air-dry clay is easier than you think! Let each student craft one in a color of their choice. Then assemble them all into a massive bouquet or floral display.

    Learn more: Clay Roses

    Children using paint markers to create a large colorful mural together
    Courtesy of @2art.chambers

    Kwik Stix Mural

    Art teachers love Kwik Stix paint sticks—they’re perfect for creating a big colorful mural. All you need is a long roll of paper, paint sticks, and plenty of room for kids to spread out.

    Learn more: Kwik Stix Mural

    Individual purple chalk pastel geometric designs hung to show a larger overall design
    Courtesy of @2art.chambers

    Geometric Squares

    The symmetrical designs on each individual block coordinate (but don’t exactly match) those on the others. They make a harmonious whole, but each one’s individuality still shines through.

    Learn more: Geometric Squares

    Paper freedom quilt using flying geese design
    Courtesy of @2art.chambers

    Paper Freedom Quilt

    Here’s one more collaborative quilt design to try. “This is the flying geese pattern used in quilts to give direction to enslaved people on the run north,” explains Lauralee. This would make a terrific Black History Month project.

    Learn more: Paper Freedom Quilt

    Collaborative alphabet letters made from cardboard and paint
    Courtesy of @2art.chambers

    Collaborative Alphabet

    Decorate the walls of your classroom with these simple and colorful cardboard letters. This project is a fun way to help young ones master their letters while letting their creativity flow!

    Learn more: Collaborative Alphabet

    Bulletin board with large wings made up of individually painted paper feathers
    Courtesy of @ackermans_amazing_artists

    Feathered Wings

    These collaborative murals are very popular and so much fun to make. Ask each student to create a feather, then put them together into a pair of wings. If possible, create it at a level that will allow students to stand in front and take amazing photos.

    Learn more: Feathered Wings

    Students using chalk to color individual bricks on a wall
    Courtesy of @scs.artteacher

    Brick Wall Mural

    Not all collaborative art projects need a long-term, lasting result. If you’ve got a brick wall in your playground or courtyard, give kids sidewalk chalk and let them each decorate a brick any way they like. This is a cool idea for the last days of school, letting students literally leave their mark before they set off for summer break.

    Learn more: Brick Wall Mural

    Hallway wall covered in colorful butterflies as part of a collaborative art project
    Courtesy of @art.party.with.ms.d

    Paper Butterfly Wall

    Ms. D‘s yearly collaborative art projects generally all use the same basic concept: bright paper in a variety of designs. For this one, students drew butterflies on card stock, vellum, and clear transparencies, then cut them out. The arrangement against black paper really makes this display pop!

    Learn more: Paper Butterfly Wall

    Collaborative art mural made up of a rainbow of paper dots
    Courtesy of @art.party.with.ms.d

    Dot Display

    For this display, Ms. D took inspiration from International Dot Day. The 3D dot sculptures provide texture as well as color, filling the hallway with bright cheer.

    Learn more: Dot Display

    Rainbow of paper flowers with a sign saying, "Be a rainbow in someone else's cloud."
    Courtesy of @art.party.with.ms.d

    Paper Flower Rainbow

    Maya Angelou’s famous quotation anchors this lovely display of paper flowers, each with a bit of detail and texture. Ms. D notes that students used Astrobrights paper, Sharpies, and Wonder Stix to make the blooms.

    Learn more: Paper Flower Rainbow

    A rainbow of origami art arranged into a hallway mural
    Courtesy of @art.party.with.ms.d

    Origami Owl Wall

    Origami can be a real challenge for students, and many teachers use it to encourage a growth mindset. We love how students added their own details to each owl after they folded it, creating a flock of wise birds to fill their school hallway!

    Learn more: Origami Owl Wall

    Rainbow of paper origami hearts arranged around a heart reading Art Requires Heart
    Courtesy of @art.party.with.ms.d

    Art Requires (Origami) Hearts

    Here’s another origami collaborative display from Ms. D, this time featuring hearts. Students accented their hearts with hand-drawn patterns in slightly different shades to make them each unique.

    Learn more: Art Requires (Origami) Hearts

    3D buildings made of colorful paper, arranged into a rainbow mural
    Courtesy of @art.party.with.ms.d

    3D Paper Houses

    These 3D houses really bring the wow factor! Kids can learn a variety of art techniques as they create them. They assemble into an incredibly impressive display.

    Learn more: 3D Paper Houses

    Individually painted river rocks made into cement stepping stones, arranged around cement letters spelling out Oakhurst
    Courtesy of @art.party.with.ms.d

    Painted Rocks

    You’ve probably seen painted rock collaborative art displays before, but we love Ms. D’s super-cool take on it! She collected the painted rocks into cement stepping stones, keeping them all safe, contained, and proudly on display.

    Learn more: Painted Rocks

    Get your free art portfolio printable bundle!

    art portfolio template examlpes
    We Are Teachers

    Click the button below to receive our free printable bundle with art portfolio cover sheets for every grade, as well as an art project planning sheet and an artist study worksheet.

    What are your favorite collaborative art projects to do in the classroom? Come and share in the We Are Teachers HELPLINE group on Facebook.

    Plus, get ideas for great auction art projects!

    [ad_2]

    Jill Staake, B.S., Secondary ELA Education

    Source link

  • A smarter way to modernize aging school facilities

    [ad_1]

    Key points:

    School buildings quietly shape everything that happens inside them. When systems work as intended, learning moves forward uninterrupted. When they fail, instruction, safety, and trust can unravel quickly. Across the country, education leaders are grappling with facilities built decades ago that have not kept pace with today’s expectations for safety, accessibility, and resilience. Federal data shows that many public schools report building conditions in need of major repair or replacement–a challenge that continues to grow as maintenance is deferred.

    Many districts face the same tension. Budgets are finite, buildings are aging, and the list of needs feels endless. Roofs leak. Fire and life-safety systems lag behind code. HVAC equipment strains to meet indoor air quality standards. Accessibility upgrades remain incomplete. Waiting for a crisis to force action often leads to rushed decisions and higher costs. A more effective approach starts with a clear framework for prioritizing infrastructure investments before disruption occurs.

    1. Start with the building envelope

    The building envelope is the first line of defense against water intrusion, heat loss, and environmental damage. Roofs, exterior walls, windows, and foundations tend to be overlooked until failure is visible. By that point, moisture may already be present inside walls or ceilings, creating conditions for mold and long-term structural issues.

    Facility teams should routinely assess roof age, drainage patterns, sealants, and exterior penetrations. Even small breaches can allow water into spaces that are difficult to inspect. Addressing envelope weaknesses early often prevents larger remediation projects later and reduces unplanned classroom closures.

    2. Address water risks before they become health risks

    Water damage is one of the most disruptive issues schools face. Plumbing failures, roof leaks, and flooding events can shut down entire wings of a campus. Beyond visible damage, lingering moisture increases the risk of mold growth and poor indoor air quality, both of which directly affect student and staff health.

    A proactive water management strategy includes mapping shutoff valves, upgrading aging plumbing, and installing moisture-resistant materials in vulnerable areas. Restrooms, kitchens, locker rooms, and mechanical spaces deserve special attention. When water incidents occur, a fast and informed response can make the difference between a short interruption and months of repairs.

    3. Make indoor air quality a standing priority

    Indoor air quality has become a central concern for education leaders, and for good reason. Research and guidance from the U.S. Environmental Protection Agency connect poor indoor air quality in schools to health issues that can affect attendance, comfort, and concentration. In older buildings, outdated HVAC systems often struggle to manage ventilation, filtration, and humidity levels consistently throughout the day.

    Modernization plans should evaluate whether HVAC systems are properly sized, regularly maintained, and capable of meeting current standards. Incremental upgrades such as improved filtration, better controls, and consistent maintenance schedules can significantly improve air quality without requiring full system replacement.

    4. Review fire and life-safety systems for today’s standards

    Fire alarms, suppression systems, and emergency lighting are critical to occupant safety, yet many school facilities still rely on systems installed decades ago. Codes evolve, and systems that were once compliant may no longer meet current requirements.

    Regular audits of fire and life-safety systems help identify gaps before inspections or emergencies reveal them. Upgrades should be coordinated with local authorities and scheduled to minimize disruption to learning. Safety systems are foundational, and deferring them introduces unnecessary risk.

    5. Treat accessibility as an essential upgrade

    Accessibility improvements are sometimes viewed as secondary projects, but they are central to equitable education. Entrances, restrooms, classrooms, and common areas should support students, staff, and visitors with diverse needs.

    Modernization efforts provide an opportunity to address barriers that may have existed since a building opened. Improving accessibility strengthens compliance and fosters an inclusive environment where everyone can move through campus safely and independently.

    6. Prioritize projects using risk and impact

    With limited capital funds, prioritization matters. A practical approach weighs both the likelihood of failure and the potential impact on safety and continuity. Projects that address high-risk systems serving large populations should rise to the top of the list.

    Creating a transparent scoring system helps leaders explain decisions to boards, staff, and communities. It also supports long-term capital planning by aligning investments with safety, resilience, and instructional continuity rather than reacting to the loudest problem of the moment.

    7. Build disaster preparedness into capital planning

    Disaster preparedness should not live in a separate binder on a shelf. It belongs in capital plans, renovation scopes, and vendor conversations. Schools often serve as community hubs during emergencies, which increases the importance of reliable power, water, and structural integrity.

    Planning for resilience includes identifying backup power needs, protecting critical equipment, and understanding how quickly spaces can be restored after an event. These considerations are far easier to address during planned upgrades than during an emergency response.

    8. Work with contractors experienced in active learning environments

    Construction and restoration work in schools requires a different mindset. Campuses are occupied, schedules are tight, and safety expectations are high. Contractors who understand how to work around students and staff help reduce disruptions and maintain trust.

    Early collaboration with qualified partners also improves outcomes. Contractors with restoration expertise can flag design choices or materials that may complicate future recovery efforts. Their insight helps schools invest in solutions that support faster reopening if incidents occur.

    Moving from reactive to resilient

    Modernizing school infrastructure is not about chasing the newest trend or tackling everything at once. It is about making informed, safety-focused decisions that strengthen buildings over time. When leaders adopt a structured approach to assessing risk, prioritizing upgrades, and planning for resilience, facilities become assets rather than liabilities.

    Schools that invest thoughtfully in their physical environments protect learning, support health, and build confidence within their communities. The path forward starts with seeing infrastructure as a strategic priority and treating preparedness as part of everyday leadership.

    Latest posts by eSchool Media Contributors (see all)

    [ad_2]

    Brett Taylor, Mooring USA

    Source link

  • Trump administration drops appeal over its $1.2B demand from UC system

    [ad_1]

    Dive Brief:

    • The Trump administration agreed to drop an appeal last week against a federal court’s preliminary injunction that blocked its mass grant cancellations and efforts to extract monetary penalties and policy changes from the University of California. 
    • A district judge in November found that the federal government unlawfully froze hundreds of millions of dollars in research grants to University of California, Los Angeles and sought a fine upwards of $1 billion from the UC system. 
    • Under the agreement, the administration can still pursue a voluntary resolution with UC as part of its civil rights investigations if it follows all the statutory requirements and processes outlined in the relevant laws.

    Dive Insight:

    Dropping the appeal represents another legal setback for the administration as it targets high-profile colleges under civil rights laws, a strategy that has elsewhere — including at Columbia and Northwestern universities — resulted in deals with monetary penalties and policy changes attached.

    In a statement late last week, the UCLA Faculty Association said the administration’s appeal withdrawal was “a major victory for UC, for higher education, and for US democracy.”

    A coalition of UC unions and faculty groups sued the administration in September, shortly after the Trump administration pursued a $1.2 billion penalty from the system to settle the investigations and release $584 million in research funds. 

    Along with the financial penalty, the administration also sought for UC to implement several policies, such as protest restrictions, an end to gender-inclusive policies, and the dismantling of diversity, equity and inclusion programs. 

    The government’s moves followed the U.S. Department of Justice’s conclusion that UCLA violated civil rights law, deeming it didn’t adequately respond to campus antisemitism. The administration primarily cited UCLA’s decision to allow a 2024 pro-Palestinian protest encampment to remain on campus for almost a week out of free speech concerns before calling in the police to disband it. 

    Reporting from ProPublica and The Chronicle of Higher Education later found that administration appointees pressured federal lawyers to find evidence at UC to back a “preordained conclusion” that the system illegally tolerated antisemitism.

    In their complaint, UC unions and faculty groups argued the administration violated the Constitution and ignored the many legal requirements the government must follow when pursuing civil rights investigations. 

    In November, U.S. District Judge Rita Lin agreed. 

    In her ruling, she described a “playbook of initiating civil rights investigations of preeminent universities to justify cutting off federal funding” aimed at “forcing them to change their ideological tune.” 

    At the time, Lin, a Biden appointee, blocked the federal government from using civil rights investigations to freeze UC grant money without following the required statutory steps. She also blocked the government from seeking fines or conditioning its grants on measures that would violate recipients’ speech rights. 

    After appealing the ruling in January, the Trump administration has now agreed to withdraw that appeal. 

    Its agreement details what the government can and can’t do going forward. 

    What it can’t do is follow the playbook outlined by Lin last year. That includes canceling research grants en masse before demanding a large payment, according to Lin’s prior ruling, which was cited in court documents last week. She also wrote at the time that Title VI and Title IX don’t authorize those types of penalties. 

    Title VI refers to the civil rights law barring discrimination by federally funded institutions based on race, color or national origin, while Title IX bans sex-based discrimination. Both have proscriptions for investigating and penalizing institutions for noncompliance.

    Those include giving institutions the opportunity to voluntarily comply and offering them a hearing. The federal government must also file a report justifying its actions with relevant legislative committees. 

    The Trump administration agreed to end its appeal if Lin indicated she would modify her order. In the new language added to the injunction, Lin spelled out that the administration must follow all legally required processes should it pursue a voluntary resolution with the UC system and only seek remedies “consistent with” civil rights laws. 

    [ad_2]

    Ben Unglesbee

    Source link

  • Resistance to management style didn’t create hostile work environment at Drexel, court finds

    [ad_1]

    This audio is auto-generated. Please let us know if you have feedback.

    A federal district court in eastern Pennsylvania backed Philadelphia-based Drexel University’s argument that a White male direct report resisted being supervised by a Black compliance exec because of her management style and not because of her race, color or sex, according to a Feb. 9 ruling in Gunter v. Drexel University

    Notably, “not all the blame lies with [the White male]. Drexel did a poor job of communicating its expectations to [him] and making sure that he adhered to those expectations,” the court observed.

    Drexel and the executive’s attorney did not respond to requests for a comment.

    The executive served as vice president and chief compliance privacy and internal audit (IA) officer. She was responsible for administrative management of the IA department and the White male because he was head of the IA department.

    Her predecessor was also a White male who gave the White male IA head wide berth in running the department. He preferred “staying in [his] lane,” according to court documents. He confined his role to tasks such as reviewing and approving time sheets and budgets and had limited interaction with the IA head and IA employees.

    By contrast, the executive took a “more involved approach.” She liked to have one-on-one meetings with the IA head and his staff and participate in his hiring decisions, the record showed.

    She believed the IA head discriminated against her due to her race and sex because, unlike with her predecessor, he was resistant to her supervision. As examples, she said he excluded her from a job interview for his second-in-command, asked her to run things by him before making announcements to his staff, and repeatedly objected to other actions, such as when she asked him to help her update the department’s website.

    For his part, he believed she was interfering with his authority over IA operations and compromising IA’s independence, according to court records. Drexel’s chief operating officer, who is White, assured him this was not the case and issued him a verbal warning for being disrespectful.

    After about three years, the executive complained to HR that his behavior was discriminatory and harassing. An outside attorney investigated and concluded he wasn’t engaging in race- or gender-based discrimination or harassment. The COO then removed him from the executive’s supervision.

    The executive later sued Drexel for allegedly violating Section 1981 of the Civil Rights Act of 1866 and Title VII of the Civil Rights Act of 1964 by subjecting her to a race- and sex-based hostile work environment. Following a three-day bench trial, the court granted judgment to Drexel.

    “To go from having near-total autonomy over a department to having to report to a supervisor who expected updates, deliverables, and communication would not be easy,” and the IA department head “struggled mightily” with the change, the court pointed out.

    However, his responses were not discriminatory microaggressions, but rather “innocent workplace misunderstandings,” the court found.

    It explained that to the extent some responses may have been microaggressions, such as when he allegedly complained to the executive about her tone and asked her to stop arguing, she failed to demonstrate the remarks resulted from race- or gender-based animus.

    Importantly, the court said the IA head used no slurs and didn’t engage in intimidating conduct, and there was no evidence he physically threatened or humiliated the executive.

    While his behavior may have made him difficult to work with and possibly insubordinate, the executive’s claim failed because under the required “severe or pervasive” standard, it would not have created an abusive working environment for a reasonable person in similar circumstances, the court held.

    The same plaintiff in Gunter v. Drexel University filed a different lawsuit last year alleging the institution also violated the Americans with Disabilities Act by not accommodating her PTSD when it required her to attend a Zoom meeting. That case was eventually dismissed by the judge after the plaintiff missed a deadline.

    [ad_2]

    Laurel Kalser

    Source link

  • Severing Military’s Ties With Harvard Is a Mistake (opinion)

    [ad_1]

    Secretary of Defense Pete Hegseth announced this month that the Department of Defense will no longer send active-duty military for graduate-level professional military education at Harvard University. In a video announcing the decision on social media, he claimed that officers returned from Harvard with “heads full of globalist and radical ideologies.” He added, “We train warriors. Not wokesters.”

    Before I begin, I will lay my cards on the table. I am a medically retired Air Force major from a traditional, conservative, Southern Baptist background in east Tennessee. At Harvard Kennedy School, I was elected executive vice president of the student government, which represents more than 1,000 graduate students. I say this not to posture, but because I believe this decision warrants a response from someone who was in those classrooms, not as an observer, but as a leader in the student body.

    Politics aside, severing ties between the military and Harvard is a mistake. While at HKS, I had the opportunity to participate in most student organizations, meet with both student and administrator leadership, and drive many of the social and policy discussions (formal and informal) across the school. In each of these settings, military members were active participants: injecting keen insight, stimulating robust dialogue or voicing perspectives that no one else in the classroom had considered.

    What troubles me most about Hegseth’s announcement is that he offered neither data, evidence nor metrics to support the claim that Harvard-educated officers graduate less capable. While invoking General Washington’s assumption of command of the Continental Army in Harvard Square or the number of Harvard-trained Medal of Honor recipients, Hegseth played to emotional appeal rather than demonstrable metrics or data that support his action. But gambling with our nation’s top officers’ professional education from a well-established world-class institution is a high-risk, low-reward proposition.

    In July 2025, the Kennedy School launched the American Service Fellowship, the largest single-year scholarship in the school’s history, for at least 50 fully funded scholarships worth $100,000 to American public servants, with about half of awardees expected to come from military service. Dean Jeremy Weinstein said in the press release announcing the fellowship, “There’s nothing more patriotic than public service.”

    Over the past decade, HKS has trained numerous active-duty, veteran and reserve members. The list of prominent leaders with military ties includes Hegseth himself, former defense secretary Mark Esper, Senator Jack Reed and U.S. representatives Dan Crenshaw and Seth Moulton. If Harvard truly “loathes” the military, then why is the institution investing millions to bring more service members to campus?

    In justifying the decision, Hegseth also asserts that Harvard has partnered with the Chinese Communist Party in its research programs. A June 2025 investigation in The Wall Street Journal reported that a 2014 Shanghai Observer article referred to HKS as the CCP’s top “overseas party school,” as decades of Chinese officials have pursued executive training and postgraduate study at HKS. But rather than supporting Hegseth’s case, this fact undermines it. If China’s future leaders and officials are vying for access to Harvard’s faculty and resources, why would we voluntarily surrender our domestic infrastructure for future officer development? The proper response to a competitor’s investment in an institution is not to abandon it, but to double down instead.

    Consider what we are depriving our nation’s top military leaders of benefiting from. Harvard ranks among the top universities in national and global rankings, and Harvard’s Office of Technology Development reports approximately 391 new innovations, 159 U.S. patents issued and $53.7 million in commercialization revenue in fiscal year 2025 alone. As a prior procurement-contracting officer, these are big-deal numbers. They represent cutting-edge research and development that can rapidly accelerate our defense capabilities and technologies. I remain skeptical about an unfounded decision to deprive our top future military leaders of access to that caliber of institutional infrastructure and the opportunity to build interpersonal relationships with HKS’s scholars, policymakers and faculty.

    Personally, given my preconditions—moderate conservative, white male with a Southern Baptist upbringing, east Tennessee native and ex-military—I did not face discrimination at Harvard. In fact, I was elected to the second-highest student position at HKS. I did not encounter wokeism outright (it almost seems archaic at this point). I can say I was not brainwashed or forced into indoctrination camps for expressing differing viewpoints whether in class or on paper. I found that I am not alone in this thought, either.

    Former Indiana governor Eric Holcomb, a Republican, published an op-ed in The Washington Post titled “I was a red state governor. What I saw at Harvard surprised me.” The governor writes that he was warned by friends about “woke lions” but found open-minded, problem-solving–oriented students from all 50 states. Former Arkansas governor Asa Hutchinson, also a Republican, served as an Institute of Politics resident fellow at Harvard in fall 2024, when he led small student groups on bridging America’s political divide, which I attended. During my tenure at HKS, the Harvard Republican Club hosted Steve Bannon, Peter Thiel and Robert F. Kennedy Jr., and the Institute of Politics hosted Kellyanne Conway and Kevin McCarthy. In short, I find it difficult to characterize Harvard as an echo chamber.

    When I think back to my tenure, I remember the many meetings with the dean of HKS and administrators. I remember a seasoned scholar almost obsessively driven to find common ground through constructive dialogue. I remember the vision committees navigating changes in policy, governance, technology and AI. The top student affairs administrators I met with on a weekly basis were genuine and empathetic individuals who wanted the best for student outcomes regardless of differing political or religious ideologies. I witnessed deep learning occurring with many service members, both senior and junior officers, in my classes and heard their sentiments of appreciation for their educational experience at Harvard.

    Harvard makes an easy target, but a focus on easy targets makes for bad policy. This decision does not protect our military; instead, it reduces its capabilities. It deprives our best officers of access to the kind of rigorous, diverse, uncomfortable and intellectual environment that produces top strategic-level thinkers, not worse-off ones. Pulling our officers out of these environments does the very opposite of training resilient warfighters: It perpetuates a homogeneous environment and denies our future leaders exposure to world leaders. If we truly believe that we must cultivate the best minds and capabilities of the warrior class, then we should trust our officers, invest the resources and meet the challenge, not run from it.

    Allan Cameron is a medically retired Air Force major who served as the executive vice president at the Harvard Kennedy School Student Government. He is an Air Force Academy graduate and holds an M.P.A. from HKS and an M.B.A. from the Naval Postgraduate School. He is currently a student at the Harvard Graduate School of Education.

    [ad_2]

    Elizabeth Redden

    Source link