PD Programme

Staff Development/Professional Development Programme

Staff development is key to ensuring improved instructional practices and student success. YMSS believes that ‘Professional Growth’ is very cardinal for self, which befittingly updates and upgrades ones innate potentialities. Therefore, it is important to organize regular professional development programs in school. In line with the Ministry’s initiative to Decentralized Education Monitoring and Support Services (DEMSS) through School Level Monitoring Support Services (SLMSS), the schools are urged to promote professional development programs to maintain one’s professionally greenery.

Objectives of Staff Development Programme (SDP/PDP)

The main purpose of staff development is to enhance teacher’s professional competencies. It is intended to:

  1. Gain expertise in teaching and its related areas.
  2. Add to content knowledge, skills, values and attitudes,
  3. Keep abreast with policy and curriculum changes

Goals of Staff Development

  1. To assist individuals in their personal growth and professional through:
  • Improving teaching skills.
  • Increasing subject knowledge.
  • Keeping up-to-date with changes in the curriculum and confident in working with the curriculum.
  1. To make the teacher more effective in working with students.
  2. To make staff aware of national education policies.
  3. To develop a team spirit within the staff.

Areas of Professional Development Programme

A good situational analysis of school and use of School Self Assessment (SSA) would generate areas for professional development programme. The broad areas that could be explored for professional development programme are:

  1. Leadership and Management Practices
  2. Strengthening Teaching and Classroom Management Practices
  3. Students’ Assessment (Formative and Summative)


The School expects all the staff to put continuous effort to upgrade one’s own professional knowledge and skills, and to use the reference books from the library at the maximum. A teacher should mandatorily participate in SBIP frequently organized in the School and facilitate the SBIP when required. The teachers should initiate action research work and analyse the effectiveness of one’s teaching and students’ learning. Accordingly, a teacher should improvise the curriculum statements in order to infuse the GNH values and principles.

SDP Procedures

The Staff development group will be formed at the beginning.

  1. A SBIP coordinator will be appointed out of the group.
  2. The SBIP coordinator and RC incharge will ensure and coordinate staff development programme by the teachers who have attended NBIPs in the beginning of academic year.
  3. The RC incharge and Academic Secretary must carry out needs/skills survey, plan and coordinate staff development programme.
  4. SBIP will be conducted at every Saturday.
  5. Every programme will be reviewed and analysed in the monthly/quarterly/halfy review meeting.

Note: PD record form for teachers refer Annexure.

Staff Development Strategy

Identify appropriate staff development strategies based on the needs of the teachers. Most importantly, staff development programs should not impinge on instructional time. Staff development activities include SBIPs, intra departmental discussions, action researches, etc. Some strategies and procedures, commonly practiced in most schools are:

  1. School Level Monitoring & Support Services (SLMSS)
  • Formulate and institute SLMSS policy,
  • Plan and implement regular SLMSS,
  • Convene regular meetings of monitors and the management to discuss areas of weakness amongst staff,
  • Conduct SBIP’s for staff development along the identified areas
  • Implement skills and values gained from SBIPs,
  • Assess teacher’s performance to update profile of teachers.

Note: Details mentioned in SLMSS Policy

  1. Pre-planned Regular SBIP Procedures;
  • Review school programs and activities analytically,
  • Identify factors contributing to poor staff performance,
  • Discuss staff development needs in these areas,
  • Plan, implement, and monitor SBIPs to boost staff performance
  • Conduct symposiums and seminars to enrich teacher’s professional competence.
  • Encourage reading habits in teachers to update content knowledge and hone their teaching skills
  • Publish teachers’ journal to share experiences, action research findings and good practices with others.
  1. Staff Meeting:

The staff meetings may be held:

  • To disseminate information and policy directives received from the Ministry or Dzongkhag.
  • To address problems or issues pertaining to the development of the school, students’ welfare and other related matters are discussed in the meeting.
  • To resolve situational crises of school
  • To share ideas and skills gained through action research to enhance staff performance or professionalism.
  • The staff meeting will be conducted once in a month usually in the last week.
  • The Staff Secretary is responsible to write the minutes of the meeting.
  • All the minutes of the meetings are filed for official use.
  • All the staff must be present for the meeting in time.
  • Any staff that could not make it for the meeting should make a point to go through the minutes of the meeting so that he/she is aware of what was discussed in the meeting.
  1. Staff Developments Activity Based on National Based In-service Programs (NBIPs)

The practice of conducting SBIP for staff by teacher who has attended NBIP will be institutionalized in schools. Such SBIPs will help in sharing of learning experiences and to create awareness among staff. However, the participation of staff in such SBIPs could be determined by the nature of the SBIPs and its relevance to the staff.