Mandatory and incentivized training, fully operational from 2023-2024. 1 million people must be trained by 2025

What will the teacher training if all Implementation of decrees accompanying the school reform (introduced by Decree 36 converted into Law 79/2022) do they pass?

We remind you that the reform, according to the timing in connection with the Pnrprovided they are formed a million people (between teachers, staff and managers) until 2025.

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But let’s get to the merits. First you have to clarify that the training is compulsory for those who are placed in the role (after the adaptation of the collective agreement), but voluntary for the teachers in servicewhich are encouraged with salary increases lump sumwhich are between 10 and 20% of the pay in pleasure. This training (both mandatory and incentivized), structured and three-year coursesaccompanied by Intermediate and final checksshould be fully operational from the 2023-2024 school year.

It will be there High School Education Training (Article 16-bis of Legislative Decree 59/2017), in conjunction with educational institutions, to direct the development of the educational activities of the school staff, to show and update the needs of the initial teacher training.

With whom does higher education connect? With the National Institute for Documentation, Innovation and Educational Research (INDIRE) and with the National Institute for the Evaluation of the Education and Training System (INVASION). And will establish Conventions with universities, with AFAM institutions and with public and private entities, certified training service providers.

teacher training

For the in-service trainingthe foundation of the College of higher education, under the supervision of the Ministry of Educationamong his duties, that of promote and coordinate the training of in-service teachers in coherence and continuity with initial training to ensure uniformly high quality standards throughout the national territory.

Training initiatives take place outside teaching hours and are, for the competence profiles, defined through collective bargaining, without prejudice to the organizational autonomy of the educational institutions and the provisions of the national collective agreement.

In order to compulsory trainingwhich includes digital skills and the critical and responsible use of digital tools, including with regard to the psychophysical well-being of students with disabilities and special educational needs, as well as laboratory practices and inclusion, a system of Training and constant updating of system numbers and gods tenured teachers articulated and courses lasting at least three years. To strengthen knowledge and application skills, planning, tutoring, accompaniment, guidance on the development of students’ potential, to encourage the achievement of specific school goals, and experiment activities for new teaching methods.

Law 79 also specifies that: the methods of participation in the training activities of the courses, their duration and any additional hours are defined by collective bargaining; In the Participation in the training activities of the courses, which take place outside the teaching hours, is paid.

One time salary increase

To promote and support processes of educational and organizational innovation of the schoolstrengthen school autonomy and the development of professional figures who support school autonomy and didactic and collegial workas we predicted, higher education will also be established structured training courses according to parameters to ensure the development of professionalism and skills for planning, tutoring, accompaniment, guide for the development of student potential, aimed at Teachers with collaborative tasks to support the organizational system of the school institution and school management.

Thus was born, it seems, Middle managementstrongly desired by many.

Participation in these trainings takes place on a voluntary basis and can be paid with emoluments below Fund for the improvement of the training offer, which provides for a fixed remuneration according to criteria defined by the collective agreement. As part of the priorities of its collegial bodies, each school autonomy identifies the numbers necessary for the innovation needs foreseen in the three-year training offer plan, in the self-evaluation report and in the improvement plan of the training offer.

In order to increase access to the above training, permanent teachers of all levels and levels of the school system are given a Unique remuneration element of additionality, determined by national collective bargaining, at the end of the training and in the case of a positive individual evaluation, not less than 10 percent and not more than 20 percent of the salary in the pleasurewithin the limits of available resources.

Interim and annual checks

Therefore, with particular reference to the ability to increase student performance, professional behavior, promotion of inclusion and extracurricular experiences, they are intended, annual interim checkscarried out on the basis of a report by the teacher on all activities carried out during the period of evaluation, as well as a final check in which the teacher shows that he has achieved an adequate level of training with respect to the objectives. The mid-term and final exams are carried out by the teacher’s assessment committee, supplemented by a technical manager or a school head from another school. In case of failure, the annual or final control can be repeated the following year.

The same intermediate and final checks are also provided in the case of compulsory education, will be managed with the advice of INVALSI, starting from the school year 2023/2024, and will aim to achieve specific performance targets. The salary progression of seniority remains unchanged.

The recognition of the one-time remuneration element of additionality is therefore aimed at teachers who have achieved a positive individual assessment according to the performance indicators and on the basis of the criteria set in the contractual update.

The remuneration incentive it cannot be allotted according to rotation criteria among the staff concerned.

Contents of the incentivized training courses

a) the updating of skills in the areas of pedagogy and teaching methodologies and technologies (continuing with the skills and knowledge obtained in the initial university education course);

b) contribution to the improvement of the educational offer of the school where the teacher works;

c) Acquisition, according to the teacher’s choice, of the following specific content: 1) Deepening of the specific content of the teaching discipline; 2) planning-participation tools and techniques in national and European tenders; 3) School governance: theory and practice; 4) educational leadership; 5) Personnel and system figures: technical-methodological, socio-relational, strategic training; 6) school inclusion in the class with disabled students; 7) Continuity in training and work orientation strategies; 8) improvement of skills related to the evaluation of students; 9) application profiles of the national evaluation system of educational institutions; 10) Techniques of digital teaching.

All activities are carried out flexibly within the framework of additional hours.

How many hours of training?

They are provided as part of the total annual hours of incentivized training 15 hours for kindergarten and primary school and 30 hours for high schooldedicated to training for the development of the teacher’s professionalism.

The remaining hours are for planning, tutoring, accompanying, guiding the development of students’ potential to achieve specific school goals and experimenting with new teaching methods.

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