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But the body of research reveals that staff-development costs, including central-office and local staff, hours of teacher time, stipends, salary increases, substitutes, facilities, instructors, and material expenditures hover in the range of $8,000 to $16,000 per teacher, per year, especially in larger districts. Most districts have no idea they spend that much on staff development. Sadly though, most administrators agree their professional-development outlay has no correlation with student-achievement results.

Let's face it, a school where text books, classroom book collections, and the "term paper" as the only means of student communication don't need much of a library. A small popular book collection and a word-processing lab with access to Google may actually be all that such a school needs. If the librarian and technology staff are viewed as not having knowledge that is sufficiently relevant to implementing and teaching IL/IT skills, the book room can be staffed by clerks and the techs can keep the e-mail server and student information system up and running from a small hidden office until those applications are outsourced. At the same time, if a school truly decides they want all their students to graduate having mastered a sophisticated set of IL/IT skills, having learned how to solve real problems creatively, and having experienced the power of global communications and collaboration, then a lack of resources - physical plant, equipment and human expertise will truly undercut this effort. Such an undertaking will require 1:1 laptop programs, well-stocked print collections, productivity labs, a fast and powerful network, good online materials, and, of course, a crackerjack professional staff to support both staff and students. 

"what strategies and plans can senior staff follow to ensure that they are truly making a difference to the work-life balance of teaching colleagues? Following a recent #UKEdChat session (click here to view), our community came up with a collection of ideas which you can adapt yourself, or share with the senior leaders in your school to set into motion to help improve the work-life balance of all staff."

""Reduce teacher workload!" can be heard up and down the country, in staffrooms and online. The truth is it's one of the simplest things that schools can do to help retain staff and maintain their wellbeing. That being said, however, some schools aren't doing all they can to remove unnecessary burdens. Those who have done so, enjoy rave reviews on Twitter and elsewhere, which of course doesn't do them any harm when it comes to recruiting and retaining excellent staff. The best staff know their worth and will inevitably leave the school earlier than they would've done if they feel that another school would trust them and let them just get on with the real job of teaching. Even the Department for Education has begun to take note of the issue, identifying some key areas where schools can reduce teacher workload."

"What Makes a Great Teacher? Image credit: Veronika Lukasova Also in our Special Report: National: "How America Can Rise Again" Is the nation in terminal decline? Not necessarily. But securing the future will require fixing a system that has become a joke. Video: "One Nation, On Edge" James Fallows talks to Atlantic editor James Bennet about a uniquely American tradition-cycles of despair followed by triumphant rebirths. Interactive Graphic: "The State of the Union Is ..." ... thrifty, overextended, admired, twitchy, filthy, and clean: the nation in numbers. By Rachael Brown Chart: "The Happiness Index" Times were tough in 2009. But according to a cool Facebook app, people were happier. By Justin Miller On August 25, 2008, two little boys walked into public elementary schools in Southeast Washington, D.C. Both boys were African American fifth-graders. The previous spring, both had tested below grade level in math. One walked into Kimball Elementary School and climbed the stairs to Mr. William Taylor's math classroom, a tidy, powder-blue space in which neither the clocks nor most of the electrical outlets worked. The other walked into a very similar classroom a mile away at Plummer Elementary School. In both schools, more than 80 percent of the children received free or reduced-price lunches. At night, all the children went home to the same urban ecosystem, a zip code in which almost a quarter of the families lived below the poverty line and a police district in which somebody was murdered every week or so. Video: Four teachers in Four different classrooms demonstrate methods that work (Courtesy of Teach for America's video archive, available in February at teachingasleadership.org) At the end of the school year, both little boys took the same standardized test given at all D.C. public schools-not a perfect test of their learning, to be sure, but a relatively objective one (and, it's worth noting, not a very hard one). After a year in Mr. Taylo

"A simple and adaptable audit on staff use of digital technology and tools."

"Staff and students are expected to be fully conversant with school email. Not only do users need to check their email regularly enough so that they don't miss important announcements but they also have to understand and apply the complex landscape of netiquette, respond to emails quickly (and politely) and action any instructions that they receive. Being on top of your email inbox has never been so important in schools. So why, whenever I help a member of staff or a student, do they have an email account that is bursting at the seams with often more than 1000 emails in their inbox? It seems that how email is managed in schools is, well, often not managed well."

If you're dealing with leadership transitions in your district, Miguel Guhlin has penned a pretty epic post. In it, he is blunt about the ups and downs of working with great leaders, and "hatchet men." IN the post, he also includes steps to making staff development actually work and his frustration to be asked to read books that no one else read or implemented. This is a great post and one that leaders should read (so they can be visionary) and staff and teachers should read (so they can find wisdom for making it through tough transitions.) Every transition is tough - I've been through several myself during my 12 years and even when the leader is a very good one, it is hard to do and endure because so many people take their "eye off the ball" and the ball is learning in the classroom. Drama in the front office should be kept at a minimum so classroom learning can be kept at a maximum.

"What are those key phrases you hear from frustrated teachers in the staffroom during breaks? Or on those rare occasions, you get to meet up with teachers from other schools on training courses? For me it is the following: 'They give up so easily,' 'Where is their stickability?' 'Why do they fear making a mistake?' However it is phrased, you get the gist, that pupils today have no resilience, they aren't prepared to keep going in the face of challenge or set back. They can't think their way around a problem. In discussions with staff within my own school (a large primary in an area of high deprivation in the north of England) I am frequently asked how we can help these children. As part of our school's SLT I have already supported staff to make daring changes to our curriculum but we still seem to be falling short of what we state in our vision; that we want our children to become resilient learners, confident individuals, critical thinkers and lifelong learners. (Traits that I am sure many schools up and down the land wish for their pupils to develop.) Why are our pupils struggling with 'resilience'? What opportunities can we, as a school, provide our children so that they develop these skills? After reading the blurb and the introductory pages, I was, as you can imagine, excited to delve further into this book to see if it could answer some of my questions."

"Mentally healthy schools are schools that pay ongoing and dedicated attention to the emotional wellbeing of both students and staff and put in place policies and interventions to ensure that students and staff feel cared for, listened to, understand, nurtured and valued for what each of them, individually bring to the school community."

"During the last 18 months, I have served as the mathematics teacher for an alternative high school in Nederland, CO. Our school operates with three full-time instructors and several support staff who teach various electives. One unique feature of our school is the advisory program. New students, within the first week of attendance, must interview each staff member. This provides an opportunity to meet every adult in the school and assists in the advisor-advisee matching process. The students provide three choices of adults to serve as their advisor until graduation."

"Drawing from almost 200 scientific studies on workplace meetings, a team of psychological scientists provides recommendations for making the most out of meetings before they start, as they're happening, and after they've concluded. Their report is published in Current Directions in Psychological Science, a journal of the Association for Psychological Science. Meetings are a near-ubiquitous aspect of today's professional workplace and there is abundant trade wisdom and written guidance about how meetings should be run. But, as researchers Joseph Mroz and Joseph Allen (University of Nebraska Omaha) and Dana Verhoeven and Marissa Shuffler (Clemson University) point out, very little of this guidance is informed by the available science."

"When I look at my timetable for the week, it isn't the recorder practice which happens next door first thing every Monday morning which fills me full of dread, nor the infamous Friday afternoon slot which brings about a sense of foreboding. My true timetable terror occurs shortly after school on a Wednesday afternoon. The (unrelenting) weekly staff meeting should be a time to coordinate with colleagues, create inspirational ideas for the way ahead, and take key decisions for the future of the school. A chance to bring clarity to the chaos, and move the things forward."

"Schools are inherently full of different characters. With a mix of personalities, students and staff can often clash with each other, using different strategies to gain the upper hand, or simply to avoid conflict and live a quiet life. Yet, there are those characters who can be sneaky, back-stabbing, manipulative or darn right confrontational. It's these people who know how to play politics to win friends, influence and possibly to gain the upper hand in climbing the next step on the career ladder."

The New York Times has a handy guide for organizing a student newspaper staff including the roles and how to balance print and online "voices". I also like the section in the guide "Using the Paper to Enhance the Curriculum."

How do you develop a plan for technology use if teachers don't know what they don't know? A staff development plan that embraces a variety of learning opportunities based on individual learning plans is the most effective design for teachers to use if they are expected to transfer the use of technology to their classrooms.

"Staff reacted with shock and disbelief as they learned of the defacement of tribute pages set up to honour 12-year-old Elliott Fletcher and eight-year-old Trinity Bates." This is an important article to discuss with students as the defacement of these pages happened because the group was set up for anyone to join and without moderation. Education Education prevents hurt and harm as happened in this case. Of course, it doesn't change the fact that Facebook, even though it is a global company, seems to have a centralized communications structure.

"Front & Center with the Baltimore Symphony Orchestra. Photos, videos and stories from our artists. Interviews, articles and links from our staff. A new way to follow the music!" So many organizations are finding an audience on Tumblr and YouTube. Schools, arts, and more. The stage is no longer the only stage or the most important stage - and websites like tumblr can help struggling nonprofits attract more.

Google just announced you can print Google forms in the way that makes it simple for them to fill in the form online (or for you or your staff to enter them.) This is great.

" Kristy Cooper's insanely rigorous mixed methods study, Eliciting Engagement in the High School Classroom: A Mixed-Methods Examination of Teaching Practices, published in the April 2014 American Educational Research Journal, does an exceptional job of showing what works. Cooper, an award-winning researcher at Michigan State University with an MA and Ed.D from Harvard, examined the impact of three well-supported strategies that teachers employ to increase student engagement. As you read each summary below, try to guess which practice had the greatest impact." Todd Finley shares the three methods and asks which has the most impact: 1) Lively teaching, 2) Academic Rigor and 3) Connective Instruction. A fantastic must-read on student engagement that you'll want to email your staff.