USING INDIVIDUAL NEEDS ANALYSIS TO PROMOTE THE EFFECTIVENESS OF

FOUNDATION PHASE TEACHERS IN IMFOLOZI CIRCUIT, KWAZULU-NATAL

by

MILLICENT NGEMA

submitted in accordance with the requirements for the degree of

DOCTOR OF EDUCATION

in the subject

EDUCATION MANAGEMENT

at the

UNIVERSITY OF SOUTH AFRICA

SUPERVISOR: PROF M. LEKHETHO

2016
DECLARATION

i
DEDICATION

This work is dedicated to the memory of my beloved grandparents Mrs Nancy

Thabethe and Mr Tiyose Thabethe for the role they played in my upbringing.

ii
ACKNOWLEDGEMENTS

“I can do all things through Him who strengthens me” (Phil 4:13)

I would like to express my sincere gratitude and appreciation to the following people
for their invaluable roles in completing this thesis.

 I give thanks to the Almighty for giving me strength and the opportunity to complete
this study, He makes all things possible.
 My supervisor, Prof M. Lekhetho, for his expert guidance and supervision. You
showed a strong belief in my capabilities even during the times when I doubted
myself.
 Dr Jacqueline Baumgardt for her critical editing of the manuscript.
 The UNISA Directorate of Student Funding for financial assistance.
 All the principals and teachers who participated in this study, thank you.
 My supervisor at work, Mr V.O. Mhlungu, the circuit manager of Ngwelezane
Circuit, for his mentorship and continuous support.
 My colleagues at Kangikho Primary, for their support throughout my study.
 Dr Derrick Ndlovu, Mr Mbhoni Manganyi, Mrs Linda Kunene and several other
friends for encouraging me throughout.
 My mother, MaThabethe, my sister Benzi and the entire family.
 My only son, Hlanga, for his constant support and understanding.
 My husband, Mr Sipho Ngema, for giving me space to pursue my studies and
putting up with my total preoccupation throughout this study.

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ABSTRACT

The purpose of the study was to investigate individual professional development

needs of teachers with the aim of developing guidelines that may assist foundation
phase teachers to do individual needs analysis effectively. The main research
question was: Which strategies can be used to conduct individual needs analysis
effectively among the foundation phase teachers in order to improve their
effectiveness?

The researcher was guided by the interpretive paradigm which implies that
participant’s interpretations, perceptions, meanings and understandings were
regarded as primary sources. The qualitative research design was used to obtain
participants’ primary data. Interviews and observations were used to collect data and
to maximise trustworthiness of the findings. Purposive sampling was used to select
key informants who were going to provide rich information to help achieve the
objectives of the study. The researcher selected the sample of 10 foundation phase
teachers, 5 principals and 5 Development Support Groups attached to primary schools
under Imfolozi Circuit. Data analysis was done throughout data collection through
open, axial and selective coding. The hierarchical category system illustrated in
schematic representation representing the main theme and subthemes was used.

The findings suggest that there is a serious gap regarding how individual professional
development needs and provision of professional development are concerned. The
focus was more on training teachers about the new curriculum leaving behind the
individual needs of each teacher. The study identified some inconsistencies and lack
of uniformity in the way needs analysis was currently done in schools. The major
recommendation of this study is that needs analysis should be integrated within all
school activities instead of once a year. There is a need for close monitoring of teacher
development in order to improve the current learner performance in schools. The
researcher believes the study will assist in understanding, informing and improving
teaching practice.

KEY WORDS: needs analysis, performance gaps, skills development, intervention,

teacher education, professional development, self- evaluation, school improvement
plan, personal growth plan, monitoring progress, providing support, implementation of
professional development.

iv
ACRONYMS AND ABREVIATIONS

CAPS–Curriculum and Assessment Policy Statement

CPTD – Continuing Professional Training and Development
DA – Developmental Appraisal
DBE – Department of Basic Education
DIP – District Improvement Plan
DP – Deputy Principal
DSG – Development Support Group
DSG–Development Support Group
EAP–Employment Assistance Programme
HOD – Head of Department
HPI – Human Performance Improvement
INSET- In-service Training
IQMS – Integrated Quality Management System
JSTC – Junior Secondary Teachers Certificate
KSA – Knowledge, Skills and Attitude
NCS – National Curriculum Statement
OBE – Outcomes-Based Education
OEM – Organisational Elements Model
PGP – Personal Growth Plan
PLC – Professional Learning Communities
PTC – Primary Teachers Certificate
RNCS – Revised National Curriculum Statement
ROI – Return on Investment
SACE – South African Council for Educators
SAMDI – South African Management Development Institute
SDT – School Development Team
SIP – School Improvement Plan
SMT- School Management Team
TBVC – Transkei, Bophuthatswana, Venda and Ciskei
TQM – Total Quality Management
WSP – Workplace Skills Plan

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 TABLE OF CONTENTS

DECLARATION ..................................................................................................................... i
DEDICATION ........................................................................................................................ii
ACKNOWLEDGEMENTS ..................................................................................................... iii
ABSTRACT .......................................................................................................................... iv
ACRONYMS AND ABREVIATIONS ..................................................................................... v
LIST OF FIGURES ............................................................................................................... xi
LIST OF TABLES .................................................................................................................xi

CHAPTER 1: OVERVIEW AND BACKGROUND TO THE STUDY ...................................... 1

1.1 INTRODUCTION ............................................................................................................ 1
1.2 BACKGROUND TO THE STUDY ................................................................................... 2
1.2.1 The Role of the Teacher ......................................................................................... 3
1.2.2 Evidence of Individual Needs Analysis ................................................................... 4
1.2.3 Evidence of Performance Deficiency in Teachers ................................................... 6
1.2.4 How Individual Needs can be Identified .................................................................. 8
1.3 PROBLEM STATEMENT ................................................................................................ 9
1.4 MAIN QUESTION ........................................................................................................... 9
1.4.1 Specific Research Questions................................................................................ 10
1.5 AIM OF THE RESEARCH ............................................................................................. 10
1.5.1 Specific Research Objectives ............................................................................... 10
1.6 MOTIVATION FOR THE RESEARCH........................................................................... 10
1.7 DELIMITATION OF THE STUDY .................................................................................. 11
1.8 RESEARCH METHODOLOGY AND DESIGN .............................................................. 12
1.8.1 Research Methodology......................................................................................... 12
1.8.2 Data Collection ..................................................................................................... 12
1.8.2.1 Interviews .................................................................................................... 13
1.8.2.2 Observer as participant ................................................................................ 13
1.8.2.3 Institutional document analysis .................................................................... 13
1.9 DATA ANALYSIS .......................................................................................................... 14
1.10 ETHICAL CONSIDERATIONS .................................................................................... 14
1.11 CHAPTER DIVISION .................................................................................................. 15
1.12 CHAPTER SUMMARY ................................................................................................ 16

CHAPTER 2: THE IMPORTANCE OF CONDUCTING INDIVIDUAL NEEDS ANALYSIS .. 17

2.1 INTRODUCTION .......................................................................................................... 17
2.2 THEORETICAL FRAMEWORK .................................................................................... 18
2.2.1 The Need for Total Quality Management .............................................................. 19
2.3 SOUTH AFRICAN EXCELLENCE MODEL ................................................................... 21
2.4 NEEDS ANALYSIS MODEL .......................................................................................... 23
2.4.1 Human Performance Improvement (HPI) Process Model ..................................... 24
2.4.1.1 Performance analysis .................................................................................. 24
2.4.1.2 Cause analysis ............................................................................................ 26
2.4.1.3 Intervention .................................................................................................. 30
2.4.1.4 Implementation of intervention ..................................................................... 31
2.4.1.5 Change management .................................................................................. 31
2.4.1.6 Evaluation .................................................................................................... 32
2.5 THE NEED FOR SCHOOLS TO COMPLY WITH THE SKILLS
DEVELOPMENT ACT ................................................................................................... 33
2.6 THE CONTEXT OF TEACHER DEVELOPMENT ......................................................... 34
2.6.1 The Apartheid Legacy .......................................................................................... 35
2.6.2 Social Inequality ................................................................................................... 35
2.6.3 Difference in Quality ............................................................................................. 36

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2.7 THE IMPORTANCE OF TEACHER DEVELOPMENT ................................................... 37
2.8 THE COMPLEXITY OF TEACHING .............................................................................. 39
2.8.1 The Seven Roles of the Teacher .......................................................................... 40
2.8.1.1 Mediator of learning ..................................................................................... 40
2.8.1.2 Interpreter and designer of learning programmes and material .................... 41
2.8.1.3 Leader, administrator and manager ............................................................. 42
2.8.1.4 Scholar, researcher and lifelong learner ...................................................... 42
2.8.1.5 Community, citizenship and pastoral role ..................................................... 42
2.8.1.6 Assessor...................................................................................................... 43
2.8.1.7 Learning area, subject and phase specialist ................................................ 44
2.8.2 Teachers’ Competencies ...................................................................................... 45
2.9 THE IMPORTANCE OF INDIVIDUAL PROFESSIONAL DEVELOPMENT NEEDS
ANALYSIS .................................................................................................................... 46
2.10 IMPLEMENTATION OF INTEGRATED QUALITY SYSTEM (IQMS) ........................... 48
2.11 CHALLENGES OF IQMS AND TEACHER DEVELOPMENT ...................................... 50
2.12 PROCEDURES TO DEAL WITH POOR AND NON-PERFORMANCE ....................... 52
2.13 EMPLOYEE ASSISTANCE SERVICES ...................................................................... 53
2.14 MENTORING AS DEVELOPMENTAL PROCESS ...................................................... 54
2.14.1 Provision of guidance to the mentee ................................................................... 56
2.14.2 Collaborative mentoring ...................................................................................... 56
2.14.3 Confirming mentoring ......................................................................................... 56
2.15 MODEL OF TEACHER DEVELOPMENT IN SOUTH AFRICA .................................... 56
2.16 CONTINUING PROFESSIONAL DEVELOPMENT ..................................................... 57
2.17 PERSONAL DEVELOPMENT ..................................................................................... 59
2.17.1 Setting Goals ...................................................................................................... 60
2.17.2 Reflecting on One’s Personal Resources ........................................................... 60
2.17.3 Developing a Plan .............................................................................................. 61
2.17.4 Selecting Strategies............................................................................................ 62
2.17.5 Implementing Relevant Strategies ...................................................................... 62
2.17.6 Monitoring Progress ........................................................................................... 63
2.18 EVALUATION OF PROFESSIONAL DEVELOPMENT PROGRAMME ....................... 63
2.18.1 Kirkpatrick’s Evaluation Model ............................................................................ 65
2.18.1.1 Reaction – Level 1 ..................................................................................... 65
2.18.1.2 Learning – Level 2 ..................................................................................... 66
2.18.1.3 Behaviour – Level 3 ................................................................................... 66
2.18.1.4 Results – Level 4 ....................................................................................... 67
2.18.2 Phillips’ Five-Level Return on Investment (ROI) model ....................................... 68
2.18.3 Kirkpatrick’s Plus Framework (Organisational Elements Model OEM) ................ 69
2.18.4 The CIRO model ................................................................................................ 69
2.19 WORKPLACE SKILLS PLAN ...................................................................................... 70
2.20 CHAPTER SUMMARY ................................................................................................ 71

CHAPTER 3: PERFORMANCE IMPROVEMENT AND INDIVIDUAL PROFESSIONAL

DEVELOPMENT NEEDS ANALYSIS DISCOURSE AND THEORY ............. 73
3.1 INTRODUCTION .......................................................................................................... 73
3.2 MODELS FOR PROFESSIONAL DEVELOPMENT NEEDS AND ASSESSMENTS ..... 74
3.2.1 Systematic Professional Development Model ....................................................... 75
3.2.2 Open System Model ............................................................................................. 77
3.2.4 The Borich Needs Assessment Model .................................................................. 78
3.3 INDIVIDUAL PROFESSIONAL DEVELOPMENT NEEDS ANALYSIS AND
DEVELOPMENT ........................................................................................................... 79
3.4 METHODS FOR DETERMINING SPECIFIC PROFESSIONAL DEVELOPMENT
NEEDS ......................................................................................................................... 81
3.4.1 Observation .......................................................................................................... 81
3.4.2 Interviews ............................................................................................................. 82

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 3.4.3 Questionnaires ..................................................................................................... 84
3.5 TYPES OF PROFESSIONAL DEVELOPMENT NEED ................................................. 84
3.5.1 Knowledge ........................................................................................................... 84
3.5.2 Skill ...................................................................................................................... 85
3.5.3 Attitudes ............................................................................................................... 85
3.6 ESSENTIAL ELEMENTS OF AN EFFECTIVE PROFESSIONAL DEVELOPMENT
PROGRAMME .............................................................................................................. 86
3.6.1 Selection of Objectives ......................................................................................... 87
3.6.2 The Role of a Professional Development Official .................................................. 87
3.7 DEVELOPING AN INDIVIDUAL PROFESSIONAL DEVELOPMENT PLAN .................. 87
3.8 FACTORS THAT CAN HINDER EFFECTIVE PROFESSIONAL DEVELOPMENT ....... 88
3.8.1 Lack of Management Commitment ....................................................................... 89
3.8.2 Improper Needs Identification ............................................................................... 89
3.8.3 Reactive Approach ............................................................................................... 90
3.8.4 Unbalanced Content ............................................................................................. 90
3.8.5 Facilitator’s Profile ................................................................................................ 90
3.8.6 Participant Profile ................................................................................................. 91
3.8.7 Inadequate Transfer of Learning........................................................................... 91
3.8.8 Lack of Change Management ............................................................................... 91
3.9 APPROACHES TO TEACHING AND LEARNING ........................................................ 92
3.9.1 Meyer’s Learning Principles.................................................................................. 93
3.9.1.1 Motivation .................................................................................................... 93
3.9.1.2 Reinforcement ............................................................................................. 94
3.9.1.3 Assimilation ................................................................................................. 94
3.9.2 Self-Directed Learning .......................................................................................... 95
3.9.3 Transformative Learning ....................................................................................... 96
3.9.4 Critical Thinking .................................................................................................... 96
3.10 ELIMINATING TEACHER PERFORMANCE GAPS .................................................... 98
3.10.1 Professional Learning Community (PLC) ............................................................ 99
3.10.2 Visual Classroom Professional Development Model ......................................... 100
3.10.3 Mobile Lecture Courses .................................................................................... 100
3.10.4 Online Support ................................................................................................. 101
3.11 CHAPTER SUMMARY .............................................................................................. 101

CHAPTER 4: RESEARCH METHODOLOGY................................................................... 103

4.1 INTRODUCTION ........................................................................................................ 103
4.2 RESEARCH PHILOSOPHY ........................................................................................ 103
4.3 RESEARCH PARADIGM ............................................................................................ 103
4.3.1 Interpretivism ...................................................................................................... 104
4.3.2 Constructivism .................................................................................................... 105
4.4 RESEARCH DESIGN ................................................................................................. 105
4.4.1 Qualitative Research Design .............................................................................. 107
4.5 PURPOSIVE SAMPLING ............................................................................................ 108
4.6 SITE SELECTION ....................................................................................................... 109
4.7 RESEARCH METHODS AND TECHNIQUES ............................................................. 109
4.7.1 Interviews ........................................................................................................... 109
4.7.2 Voice Recording Interviews ................................................................................ 111
4.7.3 Making Field Notes ............................................................................................. 111
4.7.4 Observation ........................................................................................................ 111
4.8 QUALITY CRITERIA ................................................................................................... 112
4.8.1 Trustworthiness .................................................................................................. 112
4.8.1.1 Prolonged engagement in field or research site ......................................... 113
4.8.1.2 Use of peer debriefing ............................................................................... 113
4.8.1.3 Member checks/ follow-up interview .......................................................... 113
4.8.2 Dependability...................................................................................................... 114

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 4.8.2.1 Create audit trail ........................................................................................ 114
4.8.2.2 Provision of thick descriptions .................................................................... 114
4.8.2.3 Triangulation .............................................................................................. 115
4.8.2.4 Reflexive journal ........................................................................................ 115
4.9 DATA ANALYSIS ........................................................................................................ 115
4.9.1 Analytical Approach ............................................................................................ 115
4.9.2 Coding ................................................................................................................ 116
4.10 ETHICAL ISSUES CONSIDERED ............................................................................ 118
4.10.1 Anonymity ........................................................................................................ 118
4.10.2 Confidentiality ................................................................................................... 118
4.10.3 Gaining Permission from Schools ..................................................................... 119
4.10.4 Informed Consent and Voluntary Participation .................................................. 119
4.11 CHAPTER SUMMARY .............................................................................................. 119

CHAPTER 5: PRESENTATION AND DISCUSSION OF THE FINDINGS ........................ 121

5.1 INTRODUCTION ........................................................................................................ 121
5.2 CHARACTERISTICS OF PARTICIPANTS .................................................................. 121
5.2.1 Teachers ............................................................................................................ 122
5.2.2 Principals............................................................................................................ 122
5.2.3 Development Support Groups (DSGs)................................................................ 122
5.3 THE EMERGING THEMES AND CATEGORIES ........................................................ 123
5.3.1 Theme 1: Need for Professional Development Workshops ................................. 124
5.3.1.2 Sub-theme: Skills that a foundation phase teacher should possess ........... 126
5.3.1.3 Sub-theme 3: Professional development workshops as means of
support on identified needs ........................................................................ 128
5.3.1.4 Sub-theme 4: Support provided by the participants’ supervisors in
identifying and addressing professional development needs. .................... 130
5.3.1.5 Sub-theme 5: Lack of monitoring change in teachers’ performances. ........ 133
5.3.1.6 Sub-theme 6: Poor facilitation skills ........................................................... 134
5.3.1.7 Sub-theme: Sudden changes in curriculum................................................ 135
5.3.2 Monitoring Change ............................................................................................. 136
5.3.2.1 Sub-theme 1: Implementation of IQMS to address professional
development needs ................................................................................... 137
5.3.2.2 Sub-theme 2: Issues that hindered teachers to perform effectively ............ 138
5.3.2.3 Sub-theme: Negative attitude towards change........................................... 144
5.3.2.4 Sub-theme 4: Teacher demotivation .......................................................... 145
5.3.2.5 Sub-theme 5: Intervention.......................................................................... 146
5.3.2.6 School Management Team (SMT) meetings .............................................. 149
5.3.3 Providing Support ............................................................................................... 149
5.3.3.1 Sub-theme 1: Provision of feedback .......................................................... 150
5.3.3.2 Sub-theme 2: Exposition of the purpose .................................................... 151
5.3.3.3 Sub-theme 3: Strengths of the teacher ...................................................... 152
5.3.3.4 Sub-theme 4: Contextual factors................................................................ 152
5.3.3.5 Sub-theme 5: Evaluation............................................................................ 153
5.3.3.6 Sub-theme 6: Areas of development identified by DSGs............................ 156
5.3.3.7 Sub-theme 7: Recommendations for development .................................... 157
5.3.3.8 Sub-theme 8: Concluding remarks on the post-evaluation meetings .......... 157
5.4 INTEGRATED SUMMARY OF THE FINDINGS .......................................................... 158
5.5 CHAPTER SUMMARY ................................................................................................ 161

CHAPTER 6: SUMMARY, CONCLUSIONS AND RECOMMENDATIONS ....................... 163

6.1 INTRODUCTION ........................................................................................................ 163
6.2 CONCLUSIONS FROM THE EMPIRICAL INVESTIGATION ...................................... 164
6.3.1 Needs Analysis................................................................................................... 164
6.3.2 Identification of Professional Development Needs .............................................. 165

ix
 6.3.3 Needs Recorded in the Personal Growth Plan.................................................... 166
6.3.4 Pre-Evaluation Meeting ...................................................................................... 167
6.3.5 Skills that a Foundation Phase Teacher should possess .................................... 167
6.3.6 Intervention ........................................................................................................ 167
6.3.7 Support from the Supervisor ............................................................................... 169
6.3.8 Professional Development on Required Skills .................................................... 169
6.3.9 Implementation of Professional Development Programmes................................ 169
6.3.10 Workshops on Curriculum Issues ..................................................................... 170
6.3.11 Staff Development in Schools ........................................................................... 170
6.3.12 Causes of Poor Teacher Performance.............................................................. 171
6.3.13 Inadequate Monitoring of Progress ................................................................... 172
6.3.14 Poor Facilitation Skills ...................................................................................... 174
6.3.15 Sudden Changes .............................................................................................. 175
6.3.16 Unavailability of Clusters/ Learning Communities ............................................. 175
6.3.17 Lack of Professional Development ................................................................... 176
6.3.18 Absenteeism and Late-Coming......................................................................... 176
6.3.19 Support by School Management Team (SMT) Members .................................. 177
6.3.20 Providing Support ............................................................................................. 177
6.3.21 Classroom Observation .................................................................................... 178
6.3.22 Areas for Development ..................................................................................... 179
6.3.23 Recommendations for Development ................................................................. 179
6.4 CONTRIBUTIONS OF THE STUDY ........................................................................... 179
6.4.1 The Persons Responsible for Needs Analysis? .................................................. 181
6.4.2 Needs Analysis Process ..................................................................................... 183
6.4.3 Recommended Time for conducting Needs Analysis .......................................... 184
6.5 RECOMMENDATIONS OF THE STUDY .................................................................... 184
6.5.1 Recommendation for practice ............................................................................. 184
6.5.2 Recommendation for further study...................................................................... 191
6.6 LIMITATIONS OF THE STUDY .................................................................................. 192
6.7 CONCLUSION ............................................................................................................ 192

REFERENCES ................................................................................................................. 194

Appendix A: Interview Schedule for Teachers ................................................................... 210

Appendix B: Interview Schedule for Principals .................................................................. 210
Appendix C: Observation Schedule .................................................................................. 212
Appendix D: Letter to the Principals of schools ................................................................. 213
Appendix E: Letter to Teachers ......................................................................................... 215
Appendix F: Letter to the Department of Education ........................................................... 217
Appendix G: Letter of Permission from the Department of Education ................................ 218
Appendix H: UNISA Ethics Clearance ............................................................................... 219

x
LIST OF FIGURES

Figure 2.1: Difference between job requirements and employees’ performance.................. 46

Figure 2.2: Development of the workplace skills plan in the Department of Education ........ 71
Figure 6.1: Implementation model of teachers’ needs analysis ......................................... 180

LIST OF TABLES

Table 2.1: Performance deficiency reference checklist........................................................ 25

Table 3.1: Comparison between traditional teaching approach and alternative approach. .. 92
Table 4.1: Interview record ................................................................................................ 110
Table 5.1: Data pertaining to the foundation phase teachers’ interviews ........................... 124
Table 5.2: Data pertaining to primary school principals’ interviews .................................... 136
Table 5.3: Data pertaining to observation of the development support groups .................. 150
Table 5.4: Performance standards and criteria .................................................................. 154
Table 5.5: Integrated Quality Management System (IQMS) score keys ............................ 155
Table 5.6: Areas for development identified by observed schools ..................................... 156
Table 6.3: The gaps between what was observed happening in schools and what was
required in the procedure manual. .................................................................... 173
Table 6.4: A sample of performance appraisal form .......................................................... 185

xi
 CHAPTER 1

OVERVIEW AND BACKGROUND TO THE STUDY

1.1 INTRODUCTION

Teachers need to undergo individual needs assessment for the purpose of identifying
performance gaps to develop their professional skills and acquire new skills. Needs
analysis is an on-going process of gathering data to determine what professional
development professional development needs exist so that professional development
can be developed to help teachers to accomplish the organisational objectives (Brown,
2002: 569). Bellis (2002: 26) states that individual needs are triggered by considering
the level at which an individual employee needs to be able to perform, or possibly
exceed. Every teacher at all school levels has his or her own professional
development need that should be identified and addressed. It is crucial that teachers’
professional needs are addressed to enable them to perform their jobs effectively.

This study investigated how individual needs analysis is done in the foundation phase
for the purpose of offering support where necessary. Coetzee (2007: 22) submits that
individual needs analysis identifies which individuals within an organisation should
receive professional development, and what kind of professional development
professional development they need, to enhance their productivity. The needs
analysis determines the need for professional development, identifies what
professional development is needed, and examines the type and scope of resources
needed to support a professional development programme (Sorenson, 2002: 32). A
professional development needs analysis is used to ensure that an employee is
provided with the required support which will result in improved performance of the
learners.

All teachers have professional development needs that should be identified and must
be supported so that they can perform their roles as specified by the curriculum. If
teachers’ individual needs are not addressed, that may negatively impact on learners,
and the entire education system. Properly qualified, skilful and dedicated teachers
usually produce good quality students with necessary competences expected at the
appropriate level of education. The better the quality of employees in terms of
professional development and requisite occupational skills, the more productive they

1
are likely to become, and the greater the potential to contribute to the competitiveness
of their employers and the country economy. Teachers need different kinds of support
in order to perform their duties effectively. The researcher views professional
development needs analysis as crucial because teachers can receive all the relevant
teacher support material, but if they do not possess the appropriate skills of utilising
that support, this may be fruitless.

1.2 BACKGROUND TO THE STUDY

The South African government regards education as one of its key priorities. Teachers
are at the forefront of education and therefore their continuing professional
development is essential (KwaZulu-Natal Department of Basic Education [KZN DBE],
2007: 4). All teachers undergo professional development as the foundation of their
professional education and obtain relevant qualifications before being employed as
qualified teachers in South Africa (KZN DBE, 2007: 9). Although they have obtained
teacher qualifications, from time to time, teachers need to undergo persistent
professional development. This is done to assist them to improve their teaching skills
and to be on par with current curriculum developments for the benefit of their practice
and their learners’ outcomes in this context, teachers need to be appropriately skilled
so that they can fulfil their roles and competences effectively.

Since the commencement of the new democratic government in 1994 in South Africa,
many changes have been introduced in education that teachers have to adapt to, for
instance, understanding the new curriculum, implementing new assessment
strategies, and teaching learners from different races and culture (Boaduo, 2010: 75).
This shows that professional development (PD) programmes are critical in enabling
teachers meet the demands of the curriculum changes. According to Lessing and de
Witt (2007: 53), while the changes have afforded teachers some freedom, they cause
stress, since many teachers were not equipped to deal with such rapid changes. The
Department of Education has programmes like Continuing Professional Teacher
Development (CPTD) and an Integrated Quality Management System (IQMS) in place
to address teachers’ professional needs. The question is: To what extent are these
programmes functional to address all the teachers’ needs? However, before any
professional development can be effected, it is crucial to conduct needs analysis of
individual teachers to find out what kind of support they need.

2
Blanchard and Thacker (2013: 109) contend that professional development needs
analysis assist in ensuring that time and money spent on professional development is
spent wisely, determining the benchmark for evaluation of professional development,
increasing the motivation of participants and aligning the professional development
activities with the organisation’s strategic plan. The needs analysis consists of three
categories, namely organisational, operational and person analysis (Blanchard &
Thacker, 2013: 151). The organisational analysis assesses the capital resources and
work environment, while the operational analysis provides information regarding the
job description, the performance standards required in terms of quality, output, the
knowledge, skills and competences needed (Fisher, Schoenfeldt & Shaw, 1999: 185).
The person analysis provides information related to individual employees, like names
of those to receive the professional development, the level of existing knowledge on
the subject, their learning styles, and the professional development facilitator (Miglic,
n. d.: 11). This study focuses on person analysis.

1.2.1 The Role of the Teacher

Teachers are key contributors to the transformation of education and the South African
society in general. The Department of Basic Education (2002: 3) stipulates that the
curriculum seeks to create a lifelong learner who is confident, independent,
responsible, literate, numerate, multi-skilled, compassionate, with respect for the
environment, and the ability to participate in society as a critical and active citizen. All
teachers need to possess all the skills and knowledge required by their jobs to ensure
effective performance of their jobs. According to the Department of Education (2001:
136), there are seven roles that teachers are expected to play in schooling, including:
(1) learning mediator, (2) interpreter and designer of learning programmes and
material, (3) leader, administrator and manager, (4) scholar, researcher and lifelong
learner, (5) community, citizenship and pastoral role, (6) assessor and (7) learning
area/subject/discipline phase specialist.

As part of their job description and specified roles, teachers are required to perform
these multiple tasks in order to produce responsible and well-rounded citizens with
socially acceptable behaviours and values. Despite all these lofty ideals, the question
that needs answers is whether all teachers possess the necessary skills to fulfil all the
above roles, and competences to produce outstanding graduates as envisaged by the

3
curriculum. Without conducting needs assessment, it may not be easy to conclude
whether a teacher is able to perform the roles efficiently or not.

1.2.2 Evidence of Individual Needs Analysis

The main aim of conducting needs analysis is to find out the performance gaps of each
employee with the purpose of providing support. Teachers need to be highly
developed professionally for them to deliver quality education. This is possible if their
professional development needs are well analysed and addressed. All teachers have
individual professional development needs which might be different from the rest of
their colleagues in a particular school. Individual needs analysis is an initial step for
any effective professional development programme. Professional development needs
analysis involves all the activities that are conducted to identify problems or other
issues at school to determine the performance gap that a teacher might have and
whether professional development is an appropriate response (Hasan, 2007: n. p.).
Organizing professional development for an individual without conducting a needs
analysis might be a waste of time or might be demotivating because qualified teachers
could be trained in an area that they do not need.

Individual needs analysis can be done using a variety of methods; teachers may be
interviewed about their teaching practice, observed while participating in a team and
interacting with colleagues, parents and learners (Erasmus, Loedolff, Mda & Nel,
2009: 134). Additional factors that can assist in identifying performance gaps in an
individual include grievances, productivity, accidents, absenteeism, tardiness,
customer complaints and product quality (Miller & Osinski, 2002 as cited in Cekada,
2010: 30). These factors are crucial in identifying areas where a teacher lacks skill.
Individuals can also identify their own areas of weakness.

Goetsch and Davis (2010: 271) reveal that the United States companies appear to
spend a great deal of money on wrong types of professional development. If
professional development is not geared towards improving the work practices and
efficiency of workers, then it is a futile exercise. Individual needs analysis assists in
determining the needs of each employee so that appropriate professional
development can be offered.

4
According to South African Skills Development Act No. 97 of 1998, (South Africa:
Office of the President, 1998) employees must be given opportunities to acquire new
skills or enhance older ones. The Act mandates all the employers to develop the skills
of the South African workforce by improving the quality of workers, their prospects of
work, career progression and labour mobility. Employees believe in and respect
organisations that involve them in overall planning and not just as numbers (Byars &
Rue, 2011: 190). If the organisation emphasises on professional development, this
can have a positive impact on the ways teachers as employees view their jobs and
their employers.

Illeris (2009: 12) maintains that organisations have core competencies that can be
defined and developed. This means that teachers need to acquire the core
competencies required of all qualified teachers in that particular school. From this
view, the individual needs analysis will determine who requires which competencies.
Watkins and Marsick (1992, as cited in Illeris, 2009: 13) contend that organisations
structured to promote continuous learning have a culture that values people and
provides resources and tools for continuous learning opportunities for those
individuals. The organisation that promotes continuous learning accepts that highly
skilled employees enhance productivity both in quantity and quality.

Evans, Hodkinson, Rainbird and Unwin (2006: 3) are of the view that the workplace
improvement of learning requires a critical focus on the abilities and current
performance of the employees. It also requires an understanding of employees’
learning styles as individuals and collectively. Evans, et al. (2006: 7) argue that
learning in the workplace can refer to a variety of different forms of learning which may
or may not be formally structured, some of which takes place spontaneously through
the social interactions in the workplace.

According to Rossett (1987: 15), a company conducts a professional development

needs assessment to seek information about:

 optimal performance or knowledge;

 actual or current performance or knowledge;
 feelings of trainees and other significant people;
 causes of performance problems; and

5
  solutions to the problems.

The benefits that accrue to the school for undertaking a professional development
needs analysis are summarised as follows (Rossett, 1987: 15):

 Strategic plan: consistent progression against a big picture plan;

 Process improvements: reduced duplication of effort; online (faster) access to
information; a proactive rather than reactive approach (a planned approach);
 Cost savings: development which is planned, avoids repetition and/or
duplication of effort (more efficient);
 Performance improvement: in quality, quantity and speed of delivery;
 Behavioural improvements: in attitude, motivation, leadership, communication;
 Relationship building and improvement: a standard process for developing
professional development and educational initiatives allows openness,
transparency and trust to flourish;
 Good governance: a standard process provides a platform for good governance
and efficient operational management.

1.2.3 Evidence of Performance Deficiency in Teachers

Coetzee (2006: 129) submits that the professional development and development gap
is usually referred to as the difference between the required standard of the job and
the actual performance of the incumbent. There are factors within the education
system, school or community that may cause performance deficiencies in teachers.
For example, overcrowding in a classroom may cause teachers to underperform if they
do not have skills to teach many learners. Lack of institutional resources may also be
a contributing factor if the teacher does not know how to improvise.

However, it seems that the Department of Basic Education has realised that in South
Africa, some of the shortfalls in teachers’ performances have been caused by the
changes in the system of education. This includes the fact that teachers have been
faced with several rapid curricular changes that have occurred since democratic rule
in 1994. Each change presents teachers with the challenge of learning the new
curriculum within a short space of time, leading to some confusion and apparent
under-performance.

6
The introduction of the new curriculum in post-apartheid South Africa started
immediately after the first democratic elections of 1994, when the National Education
and Professional Development Forum began a process of revising syllabus and
subject rationalisation (DoE, 2002: 4). Since then, there have been several changes
and reforms to the conclusion in the education system. OBE curriculum is one such
curriculum reform, that was introduced in schools in 1997, the South African version
of OBE and its implementation was reviewed by a ministerial committee in 2000
(Department of Education [DoE] 2002: 4). The introduction of the Revised National
Curriculum Statement (RNCS) for Grades R-9 (Schools) in the Foundation Phase took
place in 2002. Then in November 2009, the Minister of Basic Education, Mrs Angie
Motshekga, surprised the educational community with her announcement that
Outcomes-Based Education (OBE) was dead (Department of Basic Education (DBE),
2011: 14), The minister’s remarks were precipitated by the report on the
implementation of the National Curriculum Statement in South African schools, which
found that teachers were experiencing problems, that included, confusion with new
concepts, overload in classrooms, stress and demotivation, and as a result,
underperformance (DBE, 2011: 14). The implementation of the National Curriculum
Assessment Policy Statements (CAPS) was swift: 2012 – implementation in Grades
R-3 and Grade 10; 2013 – implementation in Grades 4-9 and 11; 2014 –
implementation in Grade 12 (DBE, 2011: 5). There is a need to investigate the cause
of performance deficiency so that it can be addressed appropriately. This study is one
step towards closing that gap in literature.

When the new curricula were introduced in South Africa, the cascade model was
utilised by the Department of Basic Education to train teachers. In this model, teachers
were selected, trained on a particular topic and aspects of teaching or subject content
matter so that they could become the trainers of other teachers (Villegas-Reimers,
2003: 115). This researcher has worked as a teacher for many years, and has heard
most teachers complaining that people who were facilitating workshops lacked good
facilitation skills. Ono and Ferreira (2010: 59) indicate that this widely-used model has
been criticised for being a watered-down approach that may lead to the
misrepresentation of crucial information. This researcher believes that this could be
due to the fact that the facilitators were trained in a short period of time, without enough

7
time to master the new curriculum. This resulted in poor interpretation of the
curriculum and lack of uniformity.

1.2.4 How Individual Needs can be Identified

According to Lawes (1993: 44), there are two mechanisms that are most widely used
in identifying and analysing staff professional development needs, namely noting gaps
in the individual’s range of competences through daily interaction with that employee,
and the performance appraisal or progress interview. In a school, the professional
development needs can be observed and identified in daily activities which include:
informal class visits, solving learners’ problems, decision making, communicating with
the learners, parents and colleagues and participating in the team and during formal
evaluation known as the Integrated Quality Management System (IQMS).

Lawson (2009: 5) submits that professional development and development needs can
also be identified through a number of broader observations and involvement by the
supervisor, other than those relating to gaps in the individual’s knowledge, skills or
experience. These are likely to occur in the following areas:

 new activities within the school;

 new activities within the department;
 the introduction of new equipment/technology;
 reorganisation of administrative systems; and
 reorganisation of library information systems.

Rothwell (2000, as cited in Rothwell, Hohne & King 2007: 14) developed a Human
Performance Improvement (HPI) process model with six steps, which includes (1)
identifying and describing performance gaps; (2) cause analysis, which involves
determining the root cause or the causes of the gaps; (3) intervention, which involves
considering possible ways to close performance gaps; (4) implementation, which
involves preparing to install an intervention; (5) change management, which involves
monitoring the implementation; and (6) evaluation, which involves taking making
sense the results achieved by the intervention. This model provides guidelines to
follow when intending to do needs analysis and conduct professional development.

The model seeks to describe the steps that each individual teacher should go through
to address the issue of skills development. Each step is important in the sense that

8
one cannot identify the needs and then run professional development without first
investigating the cause of a drop in performance. Thus the six steps cannot be
separated as they complement each other. This step-by-step model appears to be
simple and easy to implement. If all the steps of this model are followed as they are,
for each and every teacher, the weaknesses in teachers’ performance can be
identified and addressed in time. Once the professional development and
development needs have been identified, an important task is to determine whether
needs should be addressed by formal professional development or other methods of
professional development.

1.3 PROBLEM STATEMENT

South African teachers are faced with the paramount responsibility to address the
serious challenges that are faced by the country’s education system. Douglas (2005:
7) observes that a number of reports have revealed that the South African education
has a problem as most children are performing significantly below their relevant grade
standards. According to Mdletshe (2011: 8), the Minister of Basic Education, Mrs
Angie Motshekga, stated that from the ANA conducted at the beginning of 2011, it was
found that many learners performed poorly because they could not read or follow
instructions. Although many interventions have been established to improve South
African education, the challenges still persist. Mouton, Louw and Strydom (2012:
1212) noted “many shortcomings in the curriculum popped up and proliferated as
implementation was almost impossible, expensive and disastrously, teachers were ill-
prepared and did not receive adequate professional development.” Teachers are
expected to be conversant with all the changes in order to provide high quality
education, but this is not proving to be easy to achieve with the rapid curriculum
changes that have taken place since 1994.

Teachers need to acquire knowledge, skills and attitudes that may improve their
performance and future prospects. This means that each teacher should continuously
be provided with professional development in skills that they are short of.

1.4 MAIN QUESTION

Based on the above discussion the research question which this study attempts to
address is:

9
Which guidelines can be followed to effectively conduct individual needs
analysis among the foundation phase teachers in order to improve their
effectiveness?

1.4.1 Specific Research Questions

The sub-questions posed to guide the study are as follows:

1. Why is it necessary for the foundation phase teachers to do individual needs

analysis?
2. Which guidelines or strategies have been put in place in South African schools
to enable teachers to do individual needs analysis?
3. Which skills and competencies are required from a foundation phase teacher?
4. How teachers who lack skills be identified?
5. How do poor performing teachers impact learner performance?

1.5 AIM OF THE RESEARCH

The main aim of the research is to develop guidelines and a model that could enable
foundation phase teachers to do individual needs analysis effectively.

1.5.1 Specific Research Objectives

 To determine strategies that can be used to do needs analysis of teachers in

the foundation phase effectively.
 To investigate how professional development of teachers is conducted in
schools and by the Department of Education.
 To investigate the importance of conducting professional development in
schools and its benefit.
 To explore different models that are utilized for professional development needs
analysis.
 To investigate ways that can be used to support a teacher who is
underperforming.

1.6 MOTIVATION FOR THE RESEARCH

As a person who has taught for more than twenty years in the foundation phase, I
have observed that the individual needs analysis is not properly executed in schools.

10
The workshops that are usually conducted tend to address common professional
development needs like when there are changes in the curriculum and during the
introduction of new initiatives. I therefore wish to investigate how the individual
professional development needs are identified and how professional development is
conducted in the foundation phase. Teachers have different performance deficiencies
that need to be addressed in-order for them to perform their duties expected by the
employer. Each time I was teaching, I felt that for areas I had not received the required
support that negatively impact on the learners’ performance.

Russel and Russel (2006: 33) maintain that professional development does not
guarantee that learning occurs, but is a powerful tool for developing the critical
competences needed to meet the challenges facing any organisation. This, in turn,
will enable employees to successfully do their work, make appropriate decisions, solve
problems, and improve learning and the quality of academic results. Teachers are
evaluated using Integrated Quality Management System (IQMS), and they are
expected to develop their Personal Growth Plans (PGPs). As a school principal, the
researcher observed over the years that the templates that were used for developing
PGPs, limited teachers by requiring them to record the needs that were based on
IQMS performance standards. The researcher intends to investigate whether the
needs that arose from parents and peers’ complaints were incorporated into the
individual professional development needs.

As a person who has taught for more than twenty years in the foundation phase, the
researcher has observed that, over and above the cognitive problems, learners have
different social and personal problems, which include different kinds of abuse, being
exposed to violence and drug abuse, teenage and pre-teen pregnancy and economic
problems. Teachers need to be equipped with the relevant skills to deal with all these
problems so that they can offer psychosocial support to learners facing these
challenges. Goetsch and Davis (2010: 277) contend that the purpose of professional
development is to improve the knowledge, skills and attitudes of employees.

1.7 DELIMITATION OF THE STUDY

The study focussed on investigating how professional development needs analysis

may be used to enhance effectiveness of the foundation phase teachers. The setting
of this study was delimited to the purposively selected 10 teachers, 5 principals and 5

11
Development Support Groups (DSG) drawn from 5 schools under Imfolozi Circuit. The
findings of the study might be broadly applicable to other similar settings as they
highlight issues and understanding involved in conducting professional development
needs analysis. The findings may be applicable to other parts of South Africa or even
internationally.

1.8 RESEARCH METHODOLOGY AND DESIGN

1.8.1 Research Methodology

This study used qualitative research design. According to Johnson and Christensen
(2000: 313), qualitative research is a “naturalistic enquiry” where non-interfering data
collection strategies are used to discover the natural flow of events and processes and
how participants interpret them. Fouche (2005: 269) asserts that the difference
between qualitative research and quantitative research is that the former does not
usually provide the researcher with a step-by-step plan or a fixed plan to follow. In
quantitative research, the design determines the researcher’s choice or actions, while
in qualitative research, the researcher’s choices or actions determine the design or
strategy (Fouche, 2005: 269).

A qualitative research design was selected for the purpose of this study because it
contained aspects that would require the researcher to obtain rich descriptive
information from participants in their natural settings. Qualitative research is an
approach for exploring and understanding the meaning individuals or groups ascribe
to a social or human problem and the data is collected in people’s natural setting
(Creswell, 2014: 4). In this case, the natural setting was the schools where teachers
performed their duties.

1.8.2 Data Collection

This section explains the tools used and processes followed to collect data. This study
used interviews and observation method for data collection. These methods selected
enabled the researcher to collect rich information from participants as this is a
qualitative study.

12
1.8.2.1 Interviews

Interviews were conducted with fifteen teachers to obtain rich information about the
participant’s thoughts, knowledge, reasoning, motivations and feelings about the topic
regarding how their professional development needs were analysed. The information
regarding professional development needs identified in teacher’s daily activities and
formal evaluation (IQMS) were collected through interviews. De Vos, Strydom,
Fouche and Delport (2005: 291) contend that interviewing is the most important mode
of data or information collection in qualitative approach. The aim of qualitative
interviews is to have one-on-one or face-to-face first-hand information with the
participant.

I audio recorded the interviews to ensure that the entire conversations were captured.
The audio recorded information was later transcribed into word documents for close
analysis. De Vos, et al. (2005: 304) caution that the participants may not be
comfortable being taped and may even withdraw. Prior to the interviews, I explained
to the participants the purpose and process of the using audio-tape, in order to allay
participants’ fears and anxieties, and assured them about confidentiality of the whole
process.

1.8.2.2 Observer as participant

I took on the role of observer more than the role of participant. In this strategy, the
participants were fully aware and they were part of the research process (Johnson &
Christensen, 2012: 209). I observed five Development Support Groups from five
schools conducting the post-evaluation meetings. The post-evaluation meetings were
observed because that was where the DSGs identify the appraisees’ performance
gaps. The five DSGs were manageable and yielded rich information. According to
Johnson and Christensen (2012: 209), when the researcher plays the role of an
observer-as-participant, it is easier to maintain objectivity and neutrality. I ensured
that my perspectives and beliefs did not influence the collection of the data. I recorded
what I observed as it was.

1.8.2.3 Institutional document analysis

Document review enabled me to view recorded information regarding needs analysis.

Documents viewed included, school policies, minutes, relevant IQMS scores, reports,

13
strategic plans and School Improvement Plans. Reviewing relevant school documents
enabled me to compare the information acquired from interviews.

1.9 DATA ANALYSIS

Bogdan and Biklen (2003: 148) define data analysis as a process of systematically
searching for, and arranging the interview information, field notes and any other
materials collected by the researcher for the purpose of answering the research
question. The empirical data was organised into the main theme, subtheme and
categories. Ary, Jacobs and Razavieh (2002: 266) state that developing categories
enables the researcher to physically separate valuable data on a given topic from other
material and is a crucial step in organising the data. The schematic presentation is
used to present the main theme, subthemes and categories identified from empirical
data.

1.10 ETHICAL CONSIDERATIONS

Ethical measures included informed consent from all participants. I provided potential
participants with clear, detailed and factual information about the study, its methods,
its risks and benefits, along with assurances of the voluntary nature of participation,
and that they were allowed the freedom to refuse to choose to participate or withdraw
from participation (Terre Blanche, Durkheim & Painter, 2006: 72). De Vos, et al. (2005:
282) are of the view that the ideal field research is one that is easily accessible, where
cooperation with the participants can easily be achieved, where the researcher can
move about freely, and where the required information can easily be obtained.

The participants were assured of anonymity and confidentiality, and their agreement
to audiotape interviews was solicited. It is critical to ensure participant anonymity in
order to endear the objectives of the research with the participants. The participants’
anonymity was maintained by using pseudonyms or labelling the schools as School
A, B, C, D and E. According to De Vos, et al. (2005: 283), gaining access to a research
field can be an exacting task, and much depends on the imagination of the researcher,
as well as his or her interpersonal and decision-making skills. Treating the leader and
community members with respect and in a warm and professional manner will achieve
more than attempting to gain forced entry.

14
In qualitative research, it is crucial that the researcher strives at achieving results that
are trustworthy through authenticity, credibility, confirmability, and dependability
(Maree, 2012: 38). This means that, as the researcher, I facilitated quality assurance
in a research study. According to Merriam (1998: 205), replication in qualitative
research is, however, not possible, as repeating the same research will not yield the
same results because ‘human nature is never static’ because people have the ability
to think and review their thoughts.

1.11 CHAPTER DIVISION

The thesis consists of six chapters.

Chapter 1 presents the introduction consisting of background to the study, purpose of

the study, the problem statement, the aim of the investigation, motivation for the
research and a description of the method of investigation.

Chapter 2 consists of literature review. It explores professional development needs

practice in South Africa. The Skills Development Act, a legislative framework of the
national government, and the Department of Education’s policies regarding how
professional development needs should be conducted, reports, literature and
performance review policies are analysed.

Chapter 3 discusses different theories and models that explore the international
perspective on performance analysis.

Chapter 4 describes the research design and explains the methods of collecting data
used.

Chapter 5 analyses the data collected and discusses the research findings and the
hierarchical category system used to analyse the data. The research problem and sub-
problems are answered in this chapter.

Chapter 6 summarises the research results and conclusions. Recommendations are

proposed regarding what strategic actions could be taken and by whom, to improve
the situation and practice of performance appraisal in schools. Finally, areas for further
research are suggested.

15
1.12 CHAPTER SUMMARY

The chapter focused on presenting background to the research problem and its
contextualisation, statement of the problem, aim of the study, research question,
research objectives and delimitation of the study. The qualitative research design was
discussed as the approach that would assist to obtain participants’ first-hand
information. Interviews and observations were used to collect in-depth information
from the participants. The chapter presented that the study will be divided into six
chapters. Chapter 2 discusses professional development needs analysis situation in
South Africa.

16
 CHAPTER 2

THE IMPORTANCE OF CONDUCTING INDIVIDUAL NEEDS ANALYSIS

2.1 INTRODUCTION

Teaching is the bedrock of all other professions since all the different professionals
are taught by teachers in their schooling. Teachers have the responsibility of
educating a nation, producing skilled and committed workforce for the country, and
high-performing future leaders and citizens of the country. Teachers have a strong
influence on children as they start interacting with them at an early stage when they
have not yet been negatively influenced by their peers or other social factors. What
the teacher says or does can have a positive or negative impact on the child’s
development. Therefore, it is crucial that teachers receive professional development
in areas where they experience difficulties in their jobs. Without ensuring professional
development of teachers, improved curricula, assessments, and well-resourced and
safe schools can be useless. The DBE (2010: 73) states that focussing on teachers’
development is fundamental to the attaining of quality teaching and learning.

This chapter discusses the importance of conducting individual needs analysis in

schools and explores how it is done in South African schools. The individual needs
analysis should be done with the purpose to improve the performance of a qualified
teacher or practicing teacher, the school and the entire education system of the
country. If it is not done, the schools and the entire education system of the country
may not perform optimally. According to the DBE (2011: 76), teacher development
should meet individual teachers’ professional aspirations, improve the quality of
learner achievement, address the needs of schools, and contribute to the development
of the entire education system. They should regard their duties as crucial, sensitive
and binding because they are dealing with the lives of innocent and vulnerable
children.

Teachers have the great responsibility of supporting each and every child placed
under their care by their parents, and therefore, they need to strive to develop
themselves in order to help children along the path of learning, understanding and
development (SACE, 2011a: 9). Elaborating on the importance of development,

17
Erasmus, et al. (2010: 3) contend that an individual benefits from professional
development in the following important ways:

 They are empowered to make decisions and solve problems effectively.

 Motivational variables of recognition, achievement, growth and responsibility
are internalised and operationalised.
 Staff members are able to handle stress, tension, and conflict more effectively.
 Job satisfaction is increased and
 Knowledge, communication skills, and attitudes are improved.

Teachers should possess knowledge and skills that enable them to creatively establish
safe and inviting learning environments where all learners are engaged and actively
participate in both the immediate and long-term learning processes that are standards-
based, student-centred, and developmentally appropriate (LeBlanc & Gallavan, 2009:
79). Teachers should have effective ways of activating learners’ interests and creating
learning interesting opportunities in their classes. This requires them to acquire new
and relevant information in the subjects they are teaching from time to time.

2.2 THEORETICAL FRAMEWORK

The Total Quality Management (TQM) framework was chosen to understand how
schools may achieve high performances in teachers. The purpose of this study was
to devise strategies which may assist teachers to become more productive in their
work. Schools like all other organisations within the business sector need to recognise
TQM as a critical strategy in achieving organisational effectiveness and efficiency, and
ultimately its competitiveness. Yusof and Aspinwall (2000: 281) describe TQM as a
management philosophy, and a way of thinking that help organisations to achieve high
performance and productivity. TQM evolved from many different management
practices and improvement processes (Magutu, 2010: 52). The term TQM became
popular in 1980s, when one of the proponents, Edward Deming, in 1986 explored the
theory further and summarised his management philosophy around four areas of
profound knowledge and 14 points that are required to maintain competitiveness in
providing products and services (Waldman, 1994: 511). Bowen (2013: n. p.) states
that Deming’s system of profound knowledge consists of the following areas:

18
  System appreciation - an understanding of the way that the organisation's
processes and systems work;
 Variation knowledge - an understanding of the variation occurring and the
causes of the variation;
 Knowledge theory - the understanding of what can be known; and
 Psychology knowledge - the understanding of human nature.

Deming’s (1982) work is relevant to this study for its emphasis on connections
between total quality, work performance and the management of performance
(Waldman, 1994: 512). The implementation of the theory can assist schools as
organisations to be organised and ensure the effective functioning of all structures and
factors involved. The role of teachers in schools is very crucial and they need to be
empowered to teach and make decisions related to quality curriculum delivery. TQM
is an integrated organisational effort designed to improve quality at every level. Luft
(2007: 51) asserts that effective implementation of TQM requires not only hard
dimensions like statistical control and operational management systems but also soft
dimensions involving human skills and functions. The above point indicates that an
organisation needs to regard the skills development of employees as just as crucial as
other systems. This is why this study argues that needs of every teacher should be
identified and addressed to ensure that teachers produce quality education for the
country.

2.2.1 The Need for Total Quality Management

Yusof and Aspinwall (2000: 281) contend that TQM helps create a culture of trust,
participation, teamwork, quality-mindedness, zeal for continuous improvement,
continuous learning and, ultimately, a working culture that contributes towards an
organisation’s success and existence. TQM demands that leadership instil a sense of
enthusiasm and an elevated motivation to all employees, in order to create a sense of
coherence in pursuing a common quality goal (Yusof & Aspinwall, 2000: 281).
Teachers require comprehensive professional development programmes in order to
deliver what is expected of them. The essential measures to ensure workers are
capable of doing their jobs both effectively and efficiently are factors like
comprehensive on-the-job professional development programmes, as well as the

19
cultivation of a supportive environment allowing continuous learning (Raisinghani,
Kaiser & Abdulovic, 2011: 474).

According to Yusof and Aspinwall (2000: 281), the implementation of this theory is one
of the most complex activities that any organisation may attempt, the main reason
being that it involves change in working culture and impacts people. Aalbregtse, Heka
and McNeley (1991: 30) state that there should be an executive implementation plan
that defines what the institution does, what it is trying to do and how it is going to do it,
ensuring that each step builds on the previous one. TQM is not a destination but a
continuous journey towards improvement (Mansir & Schacht, 1989: 1). It helps
employees to understand the benefits of continuous improvement and their roles and
responsibilities in striving for excellence in an organisation. A key point is the basic
prerequisite for an understanding that quality is a purely long-term undertaking and
requires appropriate commitment with sufficient resources (Raisinghani, et al., 2011:
472).

According to Bowen (2013: n. p.), another person credited with starting the TQM
movement, was Phillip Crosby. He articulated the points, much like Deming, that if
you spend money on quality, it is money that is well spent. Crosby’s theory points out
the factors crucial in ensuring TQM in an organisation, namely, the attainment of total
commitment from management, formation of a quality improvement team and
professional development the supervisors appropriately.

Raisinghani, et al. (2011: 474) maintain that, “Quality improvement demands that
leadership instil a sense of enthusiasm and an elevated motivation to all employees,
in order to create a sense of coherence in pursuing a common quality goal ”. The
ultimate goal in employee management is to provide a conducive working
environment, where employees feel they are party to decision-making and other
activities taking place in an organisation. The South African Excellence Model is a
guide that schools may use to assess the performance of the whole school (Meyer,
2007: 444). The model, which is discussed in more detail below, highlights the
importance of teacher development as it plays a crucial role in the success of every
school.

20
2.3 SOUTH AFRICAN EXCELLENCE MODEL

According to Meyer (2007: 444), the South African Excellence Model provides a
framework for self-assessment and eventually external assessment of a company,
which would also allow it to incorporate world-class standards of excellence into its
operations. This model is relevant for use by schools for self-assessment like all other
business, social and government organisations. The application of this model can
assist in improving teachers’ performance as it addresses most of what should be
done by employees in an organisation. The model consists of 11 criteria summarised
below:

 Leadership – The school management team (SMT) which is comprised of the

principal, deputy principal and heads of departments plays a leading role in the
management of a school. Without their capable leadership, a school cannot
function properly as they have to lead and influence teachers to teach
effectively. The main task of leadership starts with the development of a
mission statement, followed by a strategy, which is translated into action plans
down through the organisation. These, combined with a TQM approach, should
result in a quality organisation, with satisfied customers and good results (Brun,
2011: 9). According to the Department of Education, State of Victoria (2005:
7), effective leaders engage their staff in professional discourse, drawing on
external ideas and research to inform their thinking and actions, and encourage
them to reflect on what they are trying to achieve with learners and how they
are doing it. The school management team needs to motivate teachers,
address their professional needs and gain their confidence and loyalty.
 Policy and strategy – This is concerned with how the organisation formulates,
deploys, reviews and turns policy and strategy into plans and actions (Meyer,
2007: 444). Teachers, parents and other stakeholders should be part of policy
formulation so that they can own every process. The policies and strategies
assist in bringing order and harmony in an organisation as everyone knows
what is expected from them.
 Customer and market focus – This relates to how the organisation determines
customer and market needs, requirements and expectations, enhances
relationships with customers, and determines their satisfaction (Meyer, 2007:
444). Parents need to be consulted to give them an opportunity to air their

21
 views about which services they expect from the school as well as the quality
of those services. Teachers should be transparent about how the school
operates.
 People management –Every teacher should be given an opportunity to excel in
what he does by being provided with relevant professional development and
appropriate resources. According to Department of Education, State of Victoria
(2005: 7) school leaders should create conditions that are conducive for
teachers to continuously improve their teaching practice by providing
encouragement and fostering environment that values sharing, trust,
collaboration and self-assessment.
 Resources and information management – This refers to the effective and
efficient management and usage of the organisation’s resources and the
distribution of information. According to Rabin and Jackowski (1988: 3) the school
management team should supervise and oversee the utilisation of hardware, software,
data processing, libraries school records, reproduction services and policy documents.
The resources should be distributed equitably to all the staff, and the school
management team should monitor that they are effectively utilised in way that
would benefit the school functionality. Relevant information such as
departmental circulars and policies should be cascaded to all teachers to keep
them abreast of current issues in education.
 Processes – This relates to how the organisation identifies, manages, reviews
and improves processes (Meyer, 2007: 444). Important documents like the
Strategic Plan and the School Improvement Plan can be developed to include
short-term and long-term plans and how they will be monitored.
 Impact on society – This involves what the organisation is achieving in
satisfying the needs and expectations of the local, national and international
community at large (Meyer, 2007: 444). The school is part of society, and
therefore, it should be seen meeting the needs of the society as well as
becoming involved in solving societal issues.
 Customer satisfaction – This refers to what the organisation is achieving in
relation to the satisfaction of its external customers (Meyer, 2007: 444).
Surveys and keeping a suggestion box can be used by schools to assess
customer satisfaction because if it is not done, the school would not know
whether parents are satisfied with its service.

22
  People satisfaction – Teachers and non-teaching staff as internal customers
should be given opportunities to lodge complaints and give their
recommendations.
 Supplier and partnership performance – This refers to what the organisation is
achieving in relation to the management of supplier and partnering processes
(Meyer, 2007: 446). The school needs to forge partnerships with different
departments, companies and also network with other schools.
 Business results – This concerns what the organisation is achieving in relation
to its planned business objectives and in satisfying the needs and expectations
of everyone with a financial interest or other stake in the organisation (Meyer,
2007: 446). Monitoring and evaluation processes should be in place to
ascertain whether the school’s objectives and the Department of Education’s
mandates have been met.

Meyer (2007: 446) submits that people play a very important role in the South African
Excellence Model. Half of the model is directly related to people, while the rest has
indirect, but also very important, implications for people in the organisations. One
crucial aspect of the model is that staff satisfaction and customer satisfaction must be
obtained in order to achieve excellence. The South African Excellence Model seeks
to encourage excellence in schools. The excellence concepts provide for TQM in an
organisation as all eleven concepts need to be integrated.

Teachers are role players in schools and need to be equipped with necessary skills to
be able to execute their tasks effectively. There should be mechanisms in place to
assess what skills are needed, who needs them, how they would acquire the skills,
and how much it would cost.

2.4 NEEDS ANALYSIS MODEL

There are many models that can be used to guide professional development needs
analysis to ensure that appropriate professional development is rendered where it is
required. Swanepoel and Erasmus (2000: 497) emphasise the importance of using a
professional development model, and stated that professional development fails in an
organisation due to lack of a systematically-developed professional development
model. A number of important factors should be considered during a professional
development professional development process. They include a clear formulation of

23
an organisation’s overall objectives, evaluation of a professional development
programme, and behaviour change. For the purpose of this research, the Human
Performance Improvement (HPI) process model served as the conceptual framework
for this study and served as a guide for the data collection efforts.

2.4.1 Human Performance Improvement (HPI) Process Model

Human Performance Improvement (HPI) process model was originated by William J

Rothwell in 1980 (Rothwell, Hohne & King, 2007: 14). Rothwell, et al. (2007: 14)
contend that the HPI process model contains primary components that are found in
most comprehensive performance frameworks. It is sequential and well structured.
The utilisation of this model for individual needs analysis of teachers can yield good
results. The HPI process model consists of six steps, namely performance analysis,
cause analysis, intervention, implementation, change management and evaluation
(Rothwell, 1980 as cited in Rothwell, et al., 2007: 14).

2.4.1.1 Performance analysis

According to Rothwell, et al. (2007: 14), the first step is to describe past, present and
future performance gaps. This means that employees’ performance is looked at by
comparing their past performance with their current performance and what is required
by the job. This will determine whether they are progressing or not. The result will
predict employees’ future performances, and determine whether the teachers will
produce quality results and whether their performance is deteriorating or not. Alluding
to this issue, Arikewuyo (2009: 100) emphasises that the first step in the professional
development process is the determination of professional development needs, which
involves the information or skill areas of an individual that require further development
to increase the productivity of that individual or group. Professional development
professional development needs assessment indicates whether a professional
development need exists, and if it does, it indicates what professional development is
required to fill the gap.

The purpose of doing performance analysis is to determine the gap between what is
currently in place and what is needed, now and in the future. Gaps can include
differences between what the school as an organisation expects to happen, current

24
teacher job performance and existing desired competencies and skills (Cekada, 2010:
30). The DBE (2011: 76) explains that identifying teachers’ immediate needs also
helps to clarify their medium- and long-term needs. This means that teachers have
needs that can be addressed by some intervention. For example, if the gap is failure
to use a variety of assessment methods in class, some needs may be addressed over
a period of time, for example, how to support learners who experience barriers to
learning. The following is an example of a checklist designed to assist in the analysis
of data and in prioritising the needs that have emerged from the process of needs
assessment.

Table 2.1: Performance deficiency reference checklist

What is the performance - What is the difference between what is being

discrepancy? done and what should be done?
- What is the evidence and is it reliable?

Is the discrepancy - What is it costing?

important? - Will the problem grow?
- Is it worth fixing?

Is it a skill or knowledge - Could they do it if their lives depended on it?

lack?

Did they know how to do it in - Have they forgotten?

the past? - Is the skill often used?
- Do they get regular feedback on how they are
doing?

Is there a simpler way? - Can the job be simplified?

- Could job aids be used?
- Do they learn by being shown instead of
professional development (On-the-job
professional development methods?)

25
 Do they have the potential to - Are they physically fit?
do the job well? - Are they over/under qualified?

Is the correct performance - Do they perceive performing correctly as being

being punished? penalized?
- Is not doing the job rewarding?
- Is there reward for non-performance (less work,
worry or tiredness, or do they get more attention?

Does correct performance - Is there a favourable outcome for performance?

really matter? - Is there any status/job satisfaction connected with
the job?
- Are they any obstacles to performing?
- Are the resources available (time, equipment,
tools, space)?
- Are there any other barriers (policy, culture, ego,
systems, authority, conflicting time demands)?

What is the best solution? - Are there any solutions which are unacceptable
to the organisation?
- Are there solutions beyond the resources of the
organisation?

Adapted from Swanepoel, Erasmus, Van Wyk and Schenk (2003: 457)

2.4.1.2 Cause analysis

The cause analysis involves determining the root cause or causes of the teacher
effectiveness gaps identified in the first step. This assists in knowing the cause of the
performance gap for the purpose of preventing its recurring. The causes of
performance deficiency of teachers may be caused by factors beyond their control.
Blanchard and Thacker (2013: 79) identify three areas that can inhibit a teacher’s
ability to meet job performance expectations. Next I discuss each area, but I will only
focus on those that respond to my research question

26
2.4.1.2.1 The school itself as the factor that may hinder teachers’ effectiveness

There are factors that are related to the entire school that can hinder an individual from
performing effectively. For instance, in a school where there are not enough
classrooms, and learners are overcrowded, a teacher cannot perform well. The
situation where a class is overcrowded may make it difficult for a teacher to give each
learner an individual attention and know their needs. This may negatively impact on
the teacher’s performance as well as the learners’. The teacher might end up
demotivated in her work and requiring professional development support to learn
about the strategies he/she may use to deal with a class with a large number of
learners. According to Meyer (2007: 163), organisational problems or deficiencies
which hinder the performances of both the organisation and its individual members
must be addressed using organisational development methods, strategies and
techniques.

School deficiencies cannot be addressed by professional development but by

reviewing school policies, strategic plans, resources and school allocation,
environment and models for organisational development (Blanchard & Thacker, 2013:
115). According to Cummings and Worley (2009: 29), the model such as planned
change can be used to solve problems related to school development. The model
describes basic activities that practitioners or organisation members jointly carry out
in organisation development, namely entering and contracting, diagnosing, planning
and implementing change and evaluating and institutionalizing change.

(i) Entering and contracting stage

The first activities in planned change concern entering and contracting (Cummings &
Worley, 2009: 29). It involves forming a strong team that will lead change. Plans for
change should be communicated with all employees so that they understand the need
for change and fully participate. This should involve discussing what can be done,
what will it cost, how long will it take and what is the expected outcomes (Government
of Alberta, 2005: 22). It also involves understanding the problems facing the school
as an organisation or determining the positive areas of inquiry. Once the information
is collected, the problems or opportunities are discussed with managers and other

27
members of the organisation, a contract or agreement to engage in planned change
is developed (Cummings & Worley, 2009: 29). In the case of a school, the school
management team collects the information and discusses it with the SGB, teachers
and other stakeholders regarding how the school can improve. After consultations,
agreement is made as to how to improve the school conditions.

(ii) Diagnosing the school’s problems

In this second stage of planned change, the client system is carefully studied
(Cummings & Worley, 2009: 29). Diagnosis, in this context focuses on identifying
school’s problems, including their causes and consequences, or on collecting stories
about the organisation’s positive attributes. According to Cummings and Worley
(2009: 29), diagnostic models for analysing problems explore three levels of activities,
that is, school as an organisation issues, group-level issues and individual-level
issues. The organisation issues represent the most complex levels of analysis and
involve the total system. This includes the assessment of school goals, resources,
structures and programmes. Group-level issues are associated with department and
group effectiveness. Individual-level issues involve the way jobs are designed and
performed.

(iii) Planning and implementing change at school

This third stage, members of the organisation and practitioners jointly plan and
implement organisation development interventions. They design interventions to
achieve the organisation’s vision or goals and make action plans to implement them.
There are several criteria for designing interventions, including the organisation’s
readiness for change, its current change capability, its culture and power distributions,
and the change agent’s skills and abilities (Cummings & Worley, 2009: 29). Change
efforts may fail because of poor planning, monitoring and control, focusing more on
the objective than on the steps and process involved, a lack of milestones along the
way, and failing to monitor progress and take corrective action (Gill, 2002: 308).
Change efforts often lack the necessary resources, such as budget, systems, time and
information, and the necessary expertise – knowledge and skills.

28
(iv) Evaluating and institutionalising change

Cummings and Worley (2009: 29) state that the final stage in planned change involves
evaluating the effects of the intervention and managing the institutionalisation of
successful change programmes. Feedback to organisation members about the
intervention’s results provides information about whether the changes should be
continued, modified, or suspended. Institutionalising successful changes involves
reinforcing them through feedback, rewards and professional development. Feedback
to organisation members about the intervention’s results provides information about
whether the changes should be continued, modified, or suspended.

2.4.1.2.2 The management of schools

This includes causes such as the need for the school manager to be a positive role
model, demonstrating the same skills as those that are supposed to be learnt in the
professional development programme; the need for the manager to coach teachers in
transferring the newly-learned skills for the job and supporting the learners when they
do so (Meyer, 2007: 163). The school management team is critical to the success of
the organisation as it is responsible for developing strategies and providing leadership.
In order to be effective they need to acquire a wide range of skills, behaviours and
knowledge. Their major tasks are to set strategic objectives and initiate significant
shifts in the direction of the organisation, monitor results, obtain and control capital
resources, maintain relations with key external parties, including shareholders, major
customers, the general public, as well as display good professional ethics (Cummings
& Worley, 2009: 29).

Inefficiency of the school management team has a negative impact on the progress of
the entire school and the performance of an individual teacher in particular. The school
management teams are faced with a spectre of vastly increased accountability. They
are not only expected to monitor the curriculum but to be inspirational and innovative
leaders as well as conscientious managers, and to share this with a wide range of
school stakeholders (Arikewuyo, 2009: 100). Cheung (2000, as cited in Arikewuyo,
2009:100) explains that principals of schools are expected to demonstrate their ability
to lead through professional knowledge, organisational and administrative

29
competence, ability to work out good school policy, skill in the delegation of authority,
and ability to establish a good working relationship with staff and parents.

Each employee of the Department of Education is expected to perform her duties

according to the position they occupy. This is why individual professional development
needs analysis is crucial to identify areas of development for an individual teacher.
According to Hoyle, Fenwich and Betty (1995, as cited in Arikewuyo, 2009: 100), it is
in this respect that the American Association of School Administrators suggest that
school administrators need skills in designing, implementing and evaluating school
climate, building support for schools, developing school curriculum, instructional
management, staff evaluation, staff development, allocating resources, as well as
educational research, evaluation and planning. Without excellent leadership and good
organisation of all programmes and activities at school, an individual cannot perform
up to her ability.

2.4.1.2.3 The teacher as an individual

This includes factors that arise from teachers themselves, such as the teachers’ lack
of knowledge, skills or confidence, the teachers’ motivation or attitude, or the
disagreement with the values or concepts underpinning the organisation or
programme. Without teachers having a positive attitude towards themselves and their
work, it would be difficult for other people to assist. All teachers should do self-
assessment and seek solutions to their problems and not only wait for the School
Management Team (SMT) to identify their needs.

2.4.1.3 Intervention

Rothwell, et al. (2007: 15) state that the third step - selection of appropriate
interventions - assists in addressing the root cause to close past, present or possible
future performance gaps. Depending on the kinds of problems identified at the initial
stage, the decision about the suitable intervention is made at this level. It is crucial
that the intervention is well-selected to suit the identified needs. Furthermore, the
information generated during professional development professional development
needs assessment allows for data-driven decisions surrounding the design,
development, and delivery of professional development content.

30
2.4.1.4 Implementation of intervention

The implementation of interventions requires careful thought, since the intervention is

nearly always a source of change in a complex setting and it involves performance
and behaviour and other sensitive issues (Meyer, 2007: 197). This includes a plan for
the identification of the internal and external resources required to complete the
development – timelines, budgets, experts, rollout dates and milestones. A strategy to
ensure communication throughout the intervention should be planned.

DeSimone and Werner (2012: 28) emphasising efficiency at this stage, maintain that
the programme must be implemented using the most appropriate means or methods.
Beavers (2009: 26) argues that valuable information is overlooked or unheard due to
poor teaching strategies executed by the presenter and inefficient planning by the
administration that fails to include the body of teachers in the decision process. This
is a crucial issue because if the professional development does not achieve what it is
planned for, it means a waste of time and money and lowers the interest in teachers
for attending future professional developments.

2.4.1.5 Change management

Change is a process that needs to be planned and managed (van der Westhuizen,
2013: 200). Every professional development professional development programme
must bring change to an employee which will benefit the whole institution. Marishane
(2012: 3) maintains that if change is to bring about sustainable improvement, effective
leadership is required to lead change and direction towards this end. Change is
sometimes not comfortable, therefore, leadership of the school should expect that
employees may try to resist change when they do not share the same view as the
leadership of the school.

Meaningful change in education demands effective leadership, and effective

leadership needs meaningful change to sustain itself (Marishane, 2012: 3). In this
context, once the teacher has attended professional development or undergone any
kind of intervention, the immediate supervisor should monitor change. Teachers
should be able to change their behaviour or improve their performance. The

31
employment of change models can be used to guide leadership as to what needs to
be done. Kotter and Cohen (2002 in McKenna & Beech, 2013: 117) present Kotter’s
model of change process, which highlights eight stages that can be used to
successfully implement change: establish a sense of urgency, establish a guiding
coalition, create a vision and strategy for change, communicate the vision and
strategy, remove obstacles, produce visible signs of progress, stick to the change
process and nurture and shape a new culture.

2.4.1.6 Evaluation

This is the final stage of a professional development programme, and it is where one
takes stock of the results achieved by the intervention. According to DeSimone and
Werner (2012: 28), careful evaluation provides information on the participant’s reaction
to the programme, how much they have learned, whether they use what they have
learned back on the job, and whether the programme has improved the organisation’s
effectiveness. Evaluation means that the success and problems of the programme
must be assessed to determine whether the objectives have been met. All the role
players must form part of the evaluation process, that is, teachers, mentors, managers
and other staff members who have inputs in the programme such as the skills
development facilitator (Meyer, 2007: 289). The information received through
professional development evaluation is then used to improve the next cycle of
professional development needs assessment.

McKenna and Beech (2013: 374) indicate that at the end of a professional
development session, trainees are usually asked to complete a questionnaire stating
which parts of the professional development were most useful, relevant and
interesting. They also state that although results of this exercise might be useful to
the trainer, the following weaknesses are associated with this method:

(i) Positive responses are sometimes made simply because trainees are
happy with the professional development encounter, possibly having been
entertained by the instructor.

32
 (ii) The trainees feel that the professional development session has been useful
and relevant to their occupational sphere, but their judgement is based on
a lack of sufficient awareness of their professional development needs.
(iii) Because of close proximity of the evaluation exercise to the end of the
professional development session, there is no information on the transfer of
learning to the workplace.

Evaluation is crucial for the whole school as an organisation to check whether all the
systems function properly towards achieving the school’s goals. No single teacher
can succeed in her work without smooth functioning of all school’s systems and
processes. According to Van der Westhuizen (2013: 156), schools are regarded as
organisations because they meet all the universal, general requirements of the
organisation, for example, people are grouped together in orderly, hierarchical
structures of authority in order to obtain a common objective, namely educative
teaching. The school management team should have plans to assess whether all the
structures are functioning effectively because if one part is not functioning well that
can negatively impact the attainment of the school’s targets.

2.5 THE NEED FOR SCHOOLS TO COMPLY WITH THE SKILLS DEVELOPMENT
ACT

The focus of this study is on how individual professional development needs analysis
is done in schools. In 1998, the South African Government enacted the Skills
Development Act No. 97 of 1998, which regulates the activities of the workforce of all
the South African organisations and companies (Republic of South Africa, 1998: 8).
Schools as workplaces and other government organisations need to conform to this
legislation.

The Skills Development Act (South Africa, Office of the President, 1998: 8) places
emphasis on individuals and the importance of ensuring that they are developed
through lifelong learning in accordance with their own personal needs, the needs of
the industry in which they serve and the needs of the country. The purpose of the
Skills Development Act is to provide a fully integrated education and professional
development system covering a wide range of occupations, unlike the previous
apprenticeship system which focused mainly on manual trades, such as carpenters,

33
fitters, turners and hairdressers. The legislation provides guidance to all employers,
including education, for addressing the professional development needs of all their
employees. It encourages employers to use the workplace as an active learning
environment and provide employees with the opportunities to acquire new skills. The
legislation emphasises the improvement of the employment prospects of persons
previously disadvantaged by unfair discrimination and to redress those disadvantages
through professional development and education.

The relevance of the legislation to the study lies in the fact that it seeks to address the
needs of employees. The Department of Basic Education as an employer for teachers
needs to implement what is stipulated in the Act. The Skills Development Act is a
testament that the South African government encourages lifelong learning as a long-
term strategy to address skills shortages and to improve the skills of its workforce. The
legislation makes it clear that it is the duty of all the organisations to see to it that their
employees receive relevant professional development. Kitchel, Cannon and Duncan
(2010: 138) posit that a country’s success, security and future well-being are
dependent upon how effective its education system is in equipping its students with
the knowledge and skills necessary to compete in the global environment. To achieve
this, a country needs to invest heavily in the professional development of its teachers
in order to improve their competences and knowledge of the subject matter.

2.6 THE CONTEXT OF TEACHER DEVELOPMENT

Teachers in South Africa have different educational backgrounds, hence diverse

academic and professional competences. The segregated education system prior to
1994 provided a different quality of education to African, Coloured, Indian and White
learners. In 1983, education was organised into three separate "own affairs" services
of the tricameral parliament, for Indians, Coloureds and Whites respectively, with
provision for the Black population being divided between six self-governing territory
departments, a central government department administering education for Africans
living in the "White RSA", and four nominally independent state departments (DoE,
1995: 13). According to Mattson and Harley (2002: 285), most of the Black teachers
and school leaders began their teaching careers under the apartheid regime where
they were required to practise in racially prescribed settings. After 1994, there was a
need to integrate these different Education Departments into a single, national non-

34
racial system (DoE, 1995: 87). Inequalities in education were caused by the apartheid
legacy, social inequality and difference in quality (Reeves & Robinson, 2010: 15). This
required many teacher development interventions to ensure that teachers were at the
same level.

2.6.1 The Apartheid Legacy

Robinson (2003: 19) contends that “prior to 1994, the South African system of teacher
education was driven by the political ideology of the apartheid system, which sought
to provide separate forms of education for different racial and ethnic groupings”.
White, Indian and Coloured teachers took four years’ teacher professional
development as a pre-service qualification and obtained Bachelor’s Degree followed
by a one-year Diploma in Education such as the University Education Diploma (UED)
of the University of Natal, or the Higher Diploma in Education (HDE) of other
universities, while black teachers were trained for two years and obtained a Primary
Teachers Certificate (PTC) or a Junior Secondary Teachers Certificate (JSTC) in
teachers’ professional development colleges.

Since 1994, teachers have been faced with a variety of challenges, which include how
to cope with the rationalisation of the teaching community into a single national
system, and the introduction of new curricula, which emphasise greater professional
autonomy and require teachers to have new knowledge and applied competences,
including the use of new technologies (DoE, 2006: 6). According to Vandeyar (2010:
344), many teachers completed their initial professional development in the previously
segregated education system, with the understanding that they would be teaching
learners in a particular race group.

2.6.2 Social Inequality

According to Department of Basic Education (1995: 13) prior to the democratic era
(1994), Blacks were compromised in all aspects, like teacher professional
development years and the curriculum as well as the provision of resources in schools.
From my twenty-seven years teaching experience in rural schools, I have observed
that although there are slight infrastructural improvements in rural schools, teachers
in some areas still work under harsh and unfavourable conditions. In South Africa, the
former Model C schools still exhibit superior facilities and resources, while schools in

35
rural areas still lack facilities like libraries and laboratories. Similar to this observation
and elaborating on my observations, the DoE (2006: 7) reports that “the most profound
and enduring effects of apartheid inequalities are to be found in education, including
poor infrastructure and facilities for poor people, a lack of amenities, and inadequate
professional development for teachers”.

Teachers as community workers may play a crucial role in assisting to bridge the
existing economic gap within the society as they are expected to be part of social
projects, such as building health-promoting schools and mitigating the effects of
poverty on their learners. They have the role not only to educate the learners but also
to assist the communities in which they work by addressing their social and
educational needs. In this respect, the DoE (2006: 7) asserts: “Schools as community
centres play a crucial role in responding directly to societal inequalities by helping to
prepare each succeeding generation of children with the appropriate knowledge, skills
and values to understand such challenges and contribute to overcoming them, as well
as to fulfil their personal potential and aspirations.” Therefore, professional
development has a vital role to play in equipping teachers with relevant skills to
undertake these tasks. Conducting individual needs analysis effectively assists in
identifying the skills that each teacher needs.

2.6.3 Difference in Quality

Some teachers who are currently teaching obtained their qualifications from a wide
range of institutions with different programmes. Reeves and Robinson (2010: 15) note
that African teachers were trained in colleges that were in the former TBVC (Transkei,
Bophuthatswana, Venda and Ciskei) states or homelands. The introduction of Bantu
Education, through the Bantu Education Act, 1953, was one of the most pernicious
acts passed by the Apartheid government. The Bantu education system was designed
to “train and fit” Africans for their role as cheap labour in the newly evolving Apartheid
system. In this respect, Reeves and Robinson (2010: 16) correctly observe that:

In South Africa, the fact that many teachers who are currently teaching were
professionally trained for the old system makes it especially difficult to identify
whether the school level of teachers’ professional qualifications and the subject

36
 specialisations in their diplomas or degrees qualify them to teach a specific
learning area or subject and phase level.

There is a need to conduct individual professional development needs analysis in

order to overcome challenges related poor performance of teachers. This study
attempts to fill that gap.

2.7 THE IMPORTANCE OF TEACHER DEVELOPMENT

Tang and Choi (2009: 1) define professional development as a process by which,

alone and with others, teachers review, renew and extend their commitment as change
agents to the moral purposes of teaching, and by which they acquire and develop
critically the knowledge, skills and emotional intelligence essential to good
professional thinking, planning and practise with children, young people and
colleagues through each phase of their teaching lives. DoE (1995: 26) states that the
most direct way of raising the quality of learning and teaching is through a
comprehensive reform and re-direction of in-service education for teachers (INSET).

The DBE (2011: 75) further stipulates that it is not sufficient merely to provide teachers
with time and resources and then leave them alone to develop themselves.
Professional development requires leaders to get clear standards, useful guidelines
and focused assistance from mentors and other colleagues. Emphasising the
importance of professional development, Buttler (1999: 6) bases the need for further
development of teachers on the following eight premises:

 Professional development never stops;

 We are all lifelong learners;
 Every school must draw its own programme to suit its own aims and objectives;
 In-service professional development on site is more successful than sending
staff away for professional development;
 The school should do needs assessment. Different schools have different
needs, and different teachers have different needs and interests;
 The staff development should be ongoing, as it will not succeed in one or two
short bursts. The programme should have specific activities, and these should
bring about permanent improvement in teaching and learning at the school;

37
  Teachers should try to make full use of the resources at their school and offer
expertise to others. For example, one person may be able to teach library skills
to colleagues; another could teach computing skills; and
 The best staff development programmes surface in schools that see
themselves as places of innovation and change.

Clearly, these findings emphasise the reasons why professional development is

important; (a) teachers need to take charge of their development because knowledge
is not static and (b) they should acquire new information about their subjects as well
as new teaching methods.

Swanepoel and Erasmus (2000: 496) maintain that professional development should
improve the standard and performance of teachers once in the field after initial teacher
professional development. Professional development is multi-faceted because
effective teachers learn from many sources, including their life experiences, their own
professional practices, their peers and seniors in their schools, the teaching profession
at large, their professional reading and formal courses (SACE, 2008: 9). This shows
that teachers, individually or as a team, have a high degree of responsibility for their
own professional development and the identification of their own professional needs
(SACE, 2008: 9). Professional development prepares teachers for senior positions
and helps the individual to make improved decisions and increase job satisfaction.

According to Wong (2003: 3), the American Institute for Research identifies six factors
below that make professional development effective and improve instruction.

 Form of activity: It is crucial to use different strategies of professional

development to accommodate different learning styles of teachers. Teachers
learn more in teacher networks and study groups than with mentors or in
traditional classes and workshops.

 Duration: Sustained, intensive programmes are better than shorter ones.

 Collective participation: Activities designed for teachers in the same school,

grade or subject are better than programmes that target groups of teachers who
do not work together. This emphasises the importance of schools holding
regular staff development professional development on-site.

38
  Content: Programmes that focus on what to teach and how to teach are key to
effective professional development.

 Active learning: Teachers need to observe and be observed to plan for

classroom implementation, to review student work and to be involved in cohort
groups where they are actively writing, presenting, and leading.

 Coherence: Teachers need to perceive teacher development as a coherent part

of other activities at their schools such as meeting state standards or adoption
of new textbooks. It should be seen as integrated into the daily life of the school.

Professional development should be conducted using a variety of strategies in order

to accommodate different needs of teachers. Wong’s (2003) points indicate the
important factors that should be taken into consideration when dealing with
professional development of teachers. However, the question that sticks out is, how
can professional development programmes be effective without conducting needs
analysis? Needs analysis is the critical step before any form of intervention may be
effected. This ensures that relevant professional development is provided to relevant
teachers. I think the above points should have included the conduct of needs analysis.

2.8 THE COMPLEXITY OF TEACHING

Teaching nowadays seems to be more complex than it has ever been before because
of a number of changes that have happened over the years, for example, the changing
roles of a teacher and teaching multicultural learners. Hoban (2005: 1) posited that
“Teaching requires teachers who are reflective, flexible, technology literate,
knowledgeable, imaginative, resourceful, enthusiastic, team players and who are
conscious of student differences and ways of learning.” Since there are curriculum
changes in the system of education and a high level of technology, many learners
access education and bad information through television, internet and cell phones.
Therefore, teachers need to know about all these technological gadgets, and to
continuously update and widen their knowledge so that they may have a clear
understanding of the children they are dealing with.

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2.8.1 The Seven Roles of the Teacher

Teachers are expected to fulfil different roles nowadays unlike in the past, where it
was assumed that the role of the teacher was to transmit certain information to passive
learners and establish whether they were able to reproduce it, unchanged, in tests and
examinations (Nieman & Monyai, 2012: 1). Since OBE was introduced in South Africa,
teachers have been expected to fulfil seven roles stated below which are prescribed
as the Norms and Standards for Educators (DoE, 2000: 13). As a researcher, I
observed that although teachers were trained on how to implement OBE, there was
no focus on professional development teachers adequately on each of the seven roles
of educators mentioned below. These seven roles are the norms for teacher
development, and therefore the central feature of all initial teacher qualifications and
learning programmes. The interest of this study is to find out how teachers’ needs are
analysed to assist in finding out whether they fulfil the expected roles. The DoE (2000:
13) notes that in terms of the Norms and Standards for Educators, the teacher is
expected to assume the following seven roles:

 mediator of learning;
 interpreter and designer of learning programmes and materials;
 leader, administrator and manager specialist in assessment;
 scholar, researcher and lifelong learner;
 community, citizenship and pastoral role;
 assessor; and
 learning area/subject/discipline/ phase specialist.

The above are the only guidelines that indicate the kind of teacher that is envisaged
by the curriculum. These roles are the main criteria that should be considered when
conducting needs analysis. This study discusses the seven roles of a teacher because
they are the guidelines provided by the Department of Education regarding what the
kind of the teacher is envisaged in the curriculum in South African schools. Therefore,
this means that the roles should form guidelines when doing needs analysis.

2.8.1.1 Mediator of learning

According to Nieman and Monyai (2012: 5), the mediator is expected to act as an
intermediary, to communicate effectively, to solve conflicts, to show understanding for

40
diversity and to effect change. The teacher as the mediator of learning should be in
the middle of the learner and the learning content. Such teachers are expected to
mediate learning in a manner that is sensitive to the diverse needs of learners,
including those with barriers to learning; construct learning environments that are
appropriately contextualised and inspirational; and communicate effectively showing
recognition of and respect for the differences of others (DoE, 2000: 13). This means
that the teacher is expected to demonstrate good knowledge of subject content and
various principles.

Nieman and Monyai (2012: 5) state that, in the past, teachers were transmitters of
knowledge but nowadays learners are encouraged to seek information and use critical
thinking to find solutions. Learners are encouraged to work in collaboration with one
another in small or big groups to find solutions for themselves and learn from one
another. The teacher has to mediate all the activities that are taking place in the
classroom. The mediator of learning should be able to work with the learner in such
a way that both of them discover how the learner learns and how to improve the
learning process.

The teacher needs to create the kind of environment where learners feel welcome and
are able to seek out opportunities to learn. A learning culture is recognised as a
climate within a school where learners enjoy learning and see it to be for their benefit.

2.8.1.2 Interpreter and designer of learning programmes and material

LeBlanc and Gallavan (2009: 54) maintain that teachers should demonstrate high
knowledge of learning content by designing instruction that connects past, present,
and future content. Teachers should demonstrate knowledge of pedagogy by planning
appropriate instructional methods and learning activities, using appropriate materials
and resources. Unlike prior to Outcomes-Based Education, teachers are given an
opportunity to be actively involved in designing learning material. As interpreters and
designers of curriculum, teacher should understand and interpret learning
programmes, design original learning programmes, identify the requirements for a
specific context of learning and select and prepare suitable textual and visual
resources for learning (DoE, 2000: 13). To perform this role effectively, the teacher
needs to think critically and innovatively.

41
Teachers are encouraged to actively adopt a team planning approach (du Plessis,
Conley & du Plessis, 2012: 61). Those teaching the same grade are expected to meet
and do all planning collaboratively, and this may include lesson plans, resources to be
used and assessment plans.

2.8.1.3 Leader, administrator and manager

Every teacher is a leader and a manager of teaching and learning in her classroom
(Rhodes & Brundrett, 2009: 367), and as such, they need to possess outstanding
leadership skills. They should instil the love of learning in their learners, and manage
all the activities taking place in their classrooms and be accountable for their classes.
Some of the administrative duties that teachers are expected to perform include,
keeping class registers, completing learners’ progress reports, and managing
learners’ files, portfolios and other documents. This should be performed in ways
which are democratic, which support learners and colleagues, and which demonstrate
responsiveness to changing circumstances and needs (DoE, 2000: 13).

2.8.1.4 Scholar, researcher and lifelong learner

According to LeBlanc and Gallavan (2009: 169), teachers need to keep growing
professionally. Education is ever changing and teachers must be prepared for these
changes. As life-long learners, teachers should achieve on-going personal, academic,
occupational and professional growth through pursuing reflective study and research
in their learning areas, in broader professional and educational matters, and in other
related fields (DoE, 2000: 13). Teachers standards suggest that teachers should take
a leading role in discovering new approaches and knowledge that may assist in
improving the state of education in the country. According to the Department of
Education, State of Victoria (2005: 8), teachers must be equipped with the skills
needed to participate in research activities, to contribute to research and development
projects and to make use of research conclusions in their teaching practices.
Teachers, as lifelong readers should model and encourage the learners to read. They
need to be involved in active research, write articles and attend conferences.

2.8.1.5 Community, citizenship and pastoral role

Schooling should produce learners who will not only be respectful citizens but
contribute to the upliftment of their communities. LeBlanc and Gallavan (2009: 115)

42
state that teachers must not only prepare their learners academically, but they should
also equip them for productive citizenship and to become active, contributing members
of their communities. Learners need to be taught the importance of studying and
acquiring a profession or practical skills so as to pull them out of poverty and reduce
their dependency on the government for social grants. Neumann, Jones and Webb
(2007: 237) maintain that teachers need to understand that schools are sites of social,
political and economic influence and recognise that they play key roles in maintaining
status quo or in creating environments that are transformative and equitable for all
members.

Teachers should have clear understanding of their learners’ backgrounds, age groups,
diversity, interests and heritage. They need to promote a positive attitude towards
developing a sense of respect and responsibility towards others. The teacher is
expected to develop a supportive and empowering environment for the learner and
respond to the educational and other needs of learners and fellow teachers (DoE,
2000: 14). The teacher should develop supportive relations with parents, for instance,
advise them on how to support their children and frequently communicate the learners’
performance with them. The teacher should have a clear understanding of community
and participate in environmental development programmes in the community.

2.8.1.6 Assessor

Teachers should understand that assessment is an essential feature of the teaching

and learning process and they should know how to integrate it into this process.
Teachers are expected to understand the purposes, methods and effects of
assessment and be able to provide helpful feedback to learners (DoE, 2000: 14). They
should be able to design and conduct both formative and summative assessment in
ways that are appropriate to the purpose of learning and meet the requirements of
accrediting bodies. They should be able to interpret and use assessment results to
feed into processes for the improvement of learning programmes. They are also
required to assess learning by planning assessments appropriate to the learners’ level
and aligned with learning goals.

As assessors, teachers, need to know if learners are learning, at what level they are
learning, and what they still need to learn. Assessors use the data gained from
assessment of collected evidence to make informed judgements about the learners’

43
competence. Teachers need to manage assessment documentation in an efficient
and secure manner. Assessors also need to demonstrate planning, administrative
and management skills. The assessor should have questioning, feedback and
evaluation skills. To what extent do teachers in this study demonstrate these skills,
since it is an on-going and iterative process, assessment should form an integral part
of teaching and learning. Tileston (2005: 78) suggests that before teachers prepare a
lesson, they need to ask these critical questions:

 What enabling knowledge (facts, concepts and principles) and skills

(procedures) will students need to perform effectively to achieve desired
results?
 What activities will equip students with the needed knowledge and skills?
 What will need to be taught and coached, and how should it best be taught, in
light of performance goals?
 What materials and resources are best suited to accomplish these goals?
 Is the overall design coherent and effective?

The model may enable the teacher to structure their lessons well so as to cater for the
different learning styles of learners. Using the model may also assist in finding out the
strengths and weaknesses of each learner in addition to those of the teacher.
Assessment is no longer used for summative purposes only but to enhance and
improve learning. Karpati (2009: 203) suggests that teachers must be well-acquainted
with the personal development features of their learners, with learning processes and
with the indicators of learning quality and knowledge application, and they must
discover tools for assessing the process of their pupils more accurately.

2.8.1.7 Learning area, subject and phase specialist

Teachers are expected to be experts in subjects they teach in order to impart rich and
relevant knowledge to learners. They should update their knowledge by upgrading
their qualifications and continuous learning, and engaging in discussions and research
on the subject. Ellis (2007: 28) contends that teachers’ knowledge of the subjects they
teach has been a consistent feature in claims for the professional status of school
teaching. The teacher is expected to be well-grounded in the knowledge, skills,
values, principles, methods, and procedures relevant to the discipline, subject,

44
learning area, phase of study, or professional or occupational practice. The teacher
is expected to know about different approaches to teaching and learning and how
these may be used in ways which are appropriate to learners and the context (DoE,
2000: 14). In a world that is rich in information and communication technologies,
characterised by complex social, economic, cultural and political interactions, young
people need high level problem-solving skills and an ability to apply knowledge to new
and different situations (Department of Education, State of Victoria, 2005: 8). This
requires teachers to be committed to their professional development in order to keep
up with relevant and required standards.

2.8.2 Teachers’ Competencies

Teachers are required to possess competencies as specified in the Norms and

Standards for Educators (DoE, 2000: 13). The competencies serve as a description
of what it means to be a competent teacher. Robinson (2003: 20) posits that
“competencies are divided into practical, foundational and reflexive competencies and
are aimed at removing the separation between theory and practice”. He identifies and
explains the competencies as follows:

 Practical competence is defined as the ability, in an authentic context, to

consider a range of possibilities for action, make considered decisions about
which possibility to follow, and to perform the chosen action.
 Foundational competence is where the teacher demonstrates an understanding
of the knowledge and thinking which underpins the action taken.
 Reflexive competence refers to the ability to integrate or connect performances
and decision making with understanding, the ability to adapt to change,
unforeseen circumstances and explain the reasons behind these actions.

According to Robinson (2003: 20), the seven roles and the associated competencies
provide a framework of key strategic objectives for teacher education. Competencies
identify capabilities, and therefore are applicable to more than one job.

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2.9 THE IMPORTANCE OF INDIVIDUAL PROFESSIONAL DEVELOPMENT
NEEDS ANALYSIS

The above discussions reveal the number of tasks that teachers are faced with. If
teachers lack some skills to perform their role successfully, it may mean that the
education system has failed the learners, because a learner might not recover from
that loss. Professional development should be taken as a priority, and it may be
successful if individual needs analysis is done before any kind of development. This
is the same as when a person is sick; he goes to the doctor who first does a diagnosis
to find out exactly what he or she is suffering from and to determine the possible
causes. Needs analysis should be done properly in order to yield fruitful results.
According to the South African Management Development Institute (SAMDI) (2007:
7), accurate needs analysis may help the professional development coordinators to
develop a programme or course based on the real needs of the employees.

How the job ought to be properly done (job requirements)

The gap
How the employee is currently performing
Figure 2.1: Difference between job requirements and employees’ performance

Adapted from SAMDI (2007: 7)

The middle of the table represents the employees’ shortcomings. The gap might mean
a lack of crucial skills or competencies for the job which can cause the school’s
performance to drop. Unless needs analysis is done it can be difficult to figure out
each teacher’s needs. Cekada (2010: 31) explains that individual needs analysis
focuses on examining a worker and how he or she is performing the assigned job. He
further alluded to the fact that an employee can be interviewed, questioned or tested
to determine individual level of skill or knowledge.

Hasan (2007: n. p.) submits that organisations that fail to support needs analysis make
costly mistakes; for example, they use professional development when another
method would have been more effective. If needs analysis is not done, organisations
can provide too much or too little professional development or they can provide
professional development but fail to follow up on it. A well-performed needs analysis
provides the information that can lead to solutions that focus on the areas of greatest

46
need. According to Cascio (2010: 297), individual performance data, diagnostic
ratings of employees by the supervisors, peers, or customers, records of performance
kept by workers in diary form, and attitude surveys, interviews, or tests (job knowledge,
work sample, or situational) can provide information on actual performance against
which each employee can be compared with the desired performance and appropriate
professional development can then be planned for each individual.

According to Hasan (2007: n. p.), the process of conducting a professional

development needs analysis is a systematic one based on specific information-
gathering techniques. The needs analysis is conducted in stages, with the findings of
one stage affecting and helping to shape the next one. There is no easy or shortcut
procedures for carrying out teacher development. Each particular situation requires
its own specific technique in observing, probing and analysing information. The DBE
(2011: 76) states that identifying teachers’ immediate needs also helps to clarify their
medium- and long-term needs. It further assists in the identification of the existing
appropriate development programmes informing service providers of those
programmes that have to be improved or replaced.

Knowles (1984 in Kitchel, et al., 2010: 140) notes that adult learning theory postulates
that adult learners would have a higher level of motivation to learn when they know
the need. He also stated that adult learners were likely to disengage from learning
activities for which there was no perceived need. The above points emphasise the
importance of involving teachers in all decisions concerning their professional
development. Emphasising this, Knowles (1984, as cited in Kitchel et al., 2010: 140)
states that adults should be actively engaged in planning for learning experiences such
as professional development activities.

The DoE (2006: 5) declares that it is the responsibility of teachers themselves,

assisted by their own professional body, the South African Council of Educators
(SACE), to take charge of their self-development by identifying the areas in which they
wish to grow professionally, and to use all opportunities made available to them for
this purpose, as provided for in the Integrated Quality Management System (IQMS).
As much as it is the duty of the school and the department to see to it that an individual
employee is professionally developed, one should take it as one’s responsibility to see
to it that one attends appropriate workshops and upgrades oneself professionally.

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2.10 IMPLEMENTATION OF INTEGRATED QUALITY SYSTEM (IQMS)

According to the DBE (2011: 73), teachers’ development needs are currently being
addressed through a range of mechanisms, including the IQMS and programmes for
continuing professional development. IQMS was negotiated with teacher unions in
the Education Labour Relations Council (ELRC) and subsequently, signed as the
ELRC Collective Agreement No. 8 of 2003. Mestry, Hendricks and Bisschoff (2009:
479) allude to the importance of IQMS and noted that its implementation is mandatory
in South Africa, and therefore it is critical that professional development should be
placed high on the school’s agenda. The IQMS consists of three programmes, namely
Performance Measurement, Development Appraisal and Whole School Evaluation
(DoE, 2003a: 3).

 Development appraisal is intended to appraise an individual teacher in a

transparent manner with a view to determining areas of strength and weakness,
and to draw up programmes for individual development (DBE, 2011: 73). This
is where the process of needs analysis takes place.
 Performance measurement aims to evaluate individual teachers for salary
progression, grade progression, affirmation of appointments, rewards and
incentives (DBE 2011: 73). The purpose of performance measurement is to
motivate teachers to improve their performance.
 Whole school evaluation seeks to evaluate the overall effectiveness of a school
– including the support provided by the district, school management,
infrastructure and learning resources – as well as the quality of teaching and
learning (DBE, 2011: 73). This helps the authorities to check the level of
functionality in each school with the purpose of offering support where need
arises.

The DBE (2011: 73) stipulates that overall, the main purposes of IQMS are:

 To determine teacher competence;

 To assess strengths and areas for development;
 To provide support and opportunities for development to assure continued
growth;

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  To promote accountability; and
 To monitor an institution’s overall effectiveness.

In this study, IQMS is discussed because needs analysis which is the main focus of
the study is one of its processes. According to the DBE (2011: 95), the implementation
of IQMS entails the submission of teachers’ needs in their Personal Growth Plans
(PGPs). The researcher has observed that the Personal Growth Plans are the only
tools that are used by teachers to do individual needs analysis. The DBE (2011: 95)
observes that what transpired from the Teacher Development Summit of 2009 is that
although the concept of PGPs was thought to be good, their use was considered
unreliable because teachers did not know how to draft them. It was emphasised that
professional development is necessary on the use, development and collation of PGPs
at school (into the school programme). From my experience as a principal, I concur
with the above statement that PGP forms are not user-friendly because I have
informally observed teachers struggle to fill them in.

The Personal Growth Plans (PGPs) are submitted to the School Development Team
(SDT) coordinator, who in turn, submits all the information contained in the PGP to the
principal. The principal uses the information to develop the School Improvement Plan.
The principal, thereafter submits the School Improvement Plan to the circuit
coordinator, who then develops the Circuit Improvement Plan. In turn, the circuit
coordinator submits the Circuit Improvement Plan (CIP) to the district coordinator who
assembles the CIPs from different circuits to develop the District Improvement Plan
(DIP). Subsequently, the district takes the DIP up to the province, which in turn,
consolidates the DIPs from different districts and develops a national programme of
teacher professional development.

The Skills Development Act of 1998 (section 10) (South Africa, Office of the President,
1998) introduced the Workplace Skills Plans (WSP) as an important instrument of
South Africa’s skills development strategy. The purpose of the WSP is to describe the
skills, priorities, education and professional development programmes that are
required to meet and deliver those priorities, as well as the staff who will be targeted
for professional development, indicating the race, gender and disability status of the
professional development beneficiaries (KZN DBE, 2007a: 4). Consistent with this,
every province compiles a workplace skills plan. The question that arises is: when the

49
provincial programme comes back to be implemented, does it feature all the needs of
each and every teacher in the province? The other question which arises is the
manner in which teachers perceive teacher development programmes offered to them.

2.11 CHALLENGES OF IQMS AND TEACHER DEVELOPMENT

According to Mestry, Hendricks and Bisschoff (2009: 477), the low morale of teachers
is caused by their unsatisfactory working conditions and remuneration packages, their
inability to deal with rapid policy changes, and not getting to grips with Outcomes-
Based Education (OBE), the Revised National Curriculum Statements (RNCS), the
National Curriculum Statements and Curriculum and Assessment Policy Statements
(CAPS) and the top-down approach of different provincial departments in policy
matters, which have seriously infringed on the successful implementation of IQMS.
The DBE (2011: 73) states that provincial IQMS coordinators’ reports have indicated
the following problems:

 A lack of proper professional development of both teachers and education

officials on the IQMS processes;
 Inadequate coordination and integration;
 Perceptions that the IQMS mechanisms are confusing and time-consuming;
 A lack of quality assurance of development programmes;
 A lack of capacity to manage the IQMS processes at various levels, including
a failure to allocate necessary budgets;
 Resistance by teacher unions to certain IQMS processes;
 A lingering memory of top-down and non-participatory apartheid mechanisms;
 A lack of feedback to teachers and consequent failure to meet their specific
developmental needs;
 A focus by teachers on financial rewards rather than professional development;
and
 The inflation of evaluation scores.

The above statements show that there is a serious problem going on in schools
regarding professional development needs assessment to address the teachers’
needs. Teachers are the catalysts in the provision of quality education, and as such,
all kinds of support cannot succeed if they have not acquired relevant knowledge and

50
competences to teach and utilise the provided resources effectively. According to
Jansen (2004: 54), indications are that IQMS has not been well received in schools
and has been plagued by implementation problems. The DBE (2011: 77) confirms
that teachers’ performance appraisal through IQMS does not evaluate competence
sufficiently, and therefore, it is not helpful in assisting teachers to identify development
needs. The IQMS provincial coordinators that visit schools reported that the
implementation of IQMS has many problems and inconsistencies caused by lack of
proper development or support (DBE, 2011: 95). The IQMS process is believed to be
too time-consuming, and that there needs to be reduction in the amount of paperwork
involved.

Flowing from the Teacher Summit 2009 (where teachers from all over the country met
to discuss issues related to education), was that a simple system for assessing
teachers’ current competencies to deliver the curriculum and supporting them to
develop in areas of their individual needs is vital if we are to solve the problem of poor
quality education in the system (DBE, 2011: 95). There was an agreement that all the
IQMS appraisal instruments should be linked to the context of classroom practices
using broad performance areas to allow for contextualisation, and that the instruments
should be streamlined to be simpler and more user-friendly. It was also revealed from
Teacher Summit 2009 that districts lack commitment and capacity to support schools
with what they need and that they ‘are not consistent with their priorities and do not
appear serious about IQMS implementation’. The suggestion was that although
districts continue to visit schools to monitor the functionality of IQMS, they do not
provide sufficient support. This does not contribute to the effective implementation of
IQMS processes in schools.

IQMS is done for development purposes and for appraisal for remuneration purposes.
The linking of the two poses a problem in that all teachers would try to defend
themselves so that they do not get low scores. The researcher, as a member of the
school management team has informally observed that some teachers choose friends
or a person who would side with them and not tell the truth about their weaknesses,
as a peer in the Development Support Group (DSG). Gardiner (2003: 290) argues that
IQMS is trying to bring together instruments which are morally and philosophically very
different, the Developmental Appraisal System (DAS), which is based on the

51
philosophy of support and development and the performance measurement system
on the other hand, based on managerialism which does not acknowledge the ability of
educators to make their own development paths. It was highlighted that the linking of
IQMS with pay progression has distorted its developmental purpose and value, and it
was suggested that IQMS should be used exclusively for developmental purposes,
leading to guidelines for Continuing Professional Training Development (CPTD) (DBE,
2011: 28). According to the DBE, (2011: 97), the following recommendations are
made regarding IQMS:

 Improve and clarify the coordination, integration, relevance and monitoring of

teacher development policies and programmes;
 Reduce the personnel and paperwork required in order for teacher
development to occur;
 Improve the capacity of the system and also of officials and teachers to promote
teacher development; and
 Separate teacher development from performance appraisal.

2.12 PROCEDURES TO DEAL WITH POOR AND NON-PERFORMANCE

The Department of Education has different procedures that should be instituted when
poor performance is detected. The question is whether the procedures are effectively
followed or not when the need arises. A needs analysis is an essential instrument to
be used to identify poor performance, and on the basis of this, appropriate support
should be provided. The teachers’ needs can be identified in different ways like
observing them perform their duties, IQMS, interviews, working in a team and self-
evaluation. After teachers have been given support several times to improve their
performance in a particular area and do not show any improvement, the Department
of Basic Education has a range of procedures that are followed to address non-
performance, such as less formal methods like discussions with the teacher, letters of
warning and formal inquiries involving disciplinary actions (KZN DBE, 2011: 5).

The first step in the less formal procedure is to inform the employee in writing of the
reasons for invoking the non-performance procedures (KZN DBE, 2011: 6). The
supervisor should then allow an employee to state his or her position on the alleged
poor performance. If an employee acknowledges that he or she is performing poorly,

52
appropriate measures are taken to address the problem. If an employee denies poor
performance or fails to attend the meeting, the supervisor could issue a written warning
that continued poor performance would lead to more serious action in terms of a
disciplinary procedure (KZN DBE, 2011: 6). The supervisor monitors the effects of
strategy for improvement throughout the identified timeframe period. The supervisor
should call the employee to a follow-up consultation meeting. If poor performance
continues, the matter must be referred to the Directorate: Employee Relations for
possible institution of a formal enquiry into the allegations of poor performance in
keeping with the incapacity code and procedures (KZN DBE, 2011: 7).

The second procedure is formal inquiry. According to the KZN DBE (2011: 7), a formal
inquiry into the matter is undertaken whereby the charged employee is given five
working days’ written notice of the date, time and place of the hearing and of the
charges contemplated against him or her. Before implementing the option of
placement in an alternative job or dismissal, the employee must be given a hearing to
present evidence in mitigation. An employee may be assisted in all meetings in terms
of this procedure by a co-employee or trade union representative (KZN DBE, 2011:
8). The gap that might exist regarding this model is that, it might not be fair to charge
a teacher for poor performance if there is no evidence that his/her needs have been
identified and supported.

2.13 EMPLOYEE ASSISTANCE SERVICES

An Employee Assistance Program (EAP), is the confidential support offered by the

employer to employees with personal problems that affect their work performance.
The Department of Basic Education (n. d.: 8) cares about its employees’ health and
social well-being, and recognises that there are a number of personal problems that
teachers may encounter in their lives, such as marital, family, emotional, legal,
financial, substance abuse, illness or other personal problems that adversely impact
their health as well as their productivity. There are employees who perform poorly due
to problems that cannot be addressed by professional development but require
assistance like counselling. The Department of Education’s Employee Assistance
Programme (EAP) is a work-based intervention programme aimed at the early
identification and resolution of performance and behavioural problems associated with
employees hampered by personal problems. The purpose of EAP is to provide

53
constructive support in the form of confidential counselling and referral to every
employee who experiences personal as well as work-related problems (DBE, n. d.: 1).

The Department of Basic Education (n. d.: 4) outlined that the services of EAP are
accessed as follows:

 Self-referrals – an employee through a process of self-realisation recognises

that a problem exists and seeks assistance by consulting the EAP practitioner
directly. Self-referrals are treated with strict confidentiality and employees who
voluntarily seek assistance but do not want their supervisors to know of their
participation can arrange appointments outside duty hours.
 Informal referral - It is when an employee experiences personal or social
problems and on the advice of other people, for example, the supervisor, a
colleague, friend and family seeks assistance from the EAP practitioner.
 Formal referral - It is when a supervisor who is concerned about the decline in
an employee’s performance, attitude and behaviour may refer that employee,
with the employee’s consent, to an EAP practitioner for assistance.

Teachers who need the services of EAP are those, who seem to be depressed due to
different reasons like chronic illnesses, a variety of family problems ranging from family
feuds, divorce or the loss of loved ones. Teachers who experience the above
problems may poorly perform in their work, which has a negative impact on the
learners’ progress. The EAP should be monitored and evaluated to ensure continued
quality of assistance and to correct potential trouble situations. An appropriate
assessment, referral and follow-up of progress are important for continued success of
the EAP.

2.14 MENTORING AS DEVELOPMENTAL PROCESS

Teachers need to support one another in order to maximise their performance. This
may be done by seniors or experienced teachers who mentor juniors or inexperienced
teachers. Megginson and Garvey (2004: 34) define mentoring as a: “one-on-one, non-
judgemental relationship in which an individual voluntarily gives time to support and
encourage another.” The relationship between the mentor and the mentee is cordial,
non-judgemental and makes it easier for the junior (mentee) to be comfortable in
communicating thoughts and feelings to the mentor. The definition also states that the

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mentor provides support to the mentee voluntarily without expecting something back
from the mentee. The DBE (2008: 19) explains that mentorship occurs when a senior
person (mentor) in terms of age and experience undertakes to provide information,
advice and emotional support to a junior person in a relationship lasting over an
extended period of time and marked by substantial emotional commitment by both
parties.

In schools mentoring as a professional development model should be encouraged

because relationships between two teachers benefits both the mentor and mentee.
During mentoring the senior teachers models good morals or behaviours and the junior
teachers have some experienced teachers to look up to who provides guidance and
support. This may eliminate weak performance in teaching if all teachers have
mentors who observe their performance and assist them to deal with challenges
associated with a productive and meaningful work-life (DBE, 2008: 25). Mentoring is
a way in which the school staff can work flexibly and creatively together to become a
learning organisation. The Employment of Educators Act No 76 of 1998 (DBE, 1998:
8) stipulates that one of the functions of the school management team is to assist
teachers, particularly new and inexperienced ones, in developing and achieving
educational objectives in accordance with the needs of the school.

According to Fox (2011: 34), mentors perform a number of functions in the life of the
mentee, which include stimulating the acquisition of knowledge; offering wise and
friendly counsel; acting as a sounding board; professional development in the
technical aspects of the profession; providing emotional support and encouragement
during times of doubt or turmoil; and socialising mentees into the role requirements,
expectations, and imperatives of the profession. Fox (2011: 35) contend that the
emphasis during the stage of informational mentoring is on imparting experience and
information and that the most active member in this phase is the mentor. The mentor,
as a person who is experienced provides information and counselling support to the
mentee. The mentor, through cognitive and emotional convergence, sparks in
mentees a desire for advancing professionally (Fox, 2011: 35). This means that the
ultimate goal of mentoring is that the mentor should see the mentee developing.

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2.14.1 Provision of guidance to the mentee

There is a shift from imparting information to guiding the mentee as the relationship
develops, but the mentor still plays the key role (DBE, 2008: 29). The mentor initially
needs to give considerable guidance and support to the mentee, but this will diminish
as the mentee’s confidence increases. This is done to teach the mentee
independence and to assess whether development is progressing.

2.14.2 Collaborative mentoring

As the mentee matures, gains experience and develops confidence, the relationship
tends to become more collaborative and equal in status (DBE, 2008: 29). Mentees
becomes confident about their work. Mentor require emotional intelligence in this
relationship because at this stage they can discover that mentees may outclass them
in some areas. The mentor needs to celebrate and appreciate the achievement that
they both worked for. At this stage, mentors see the outcomes of their support.

2.14.3 Confirming mentoring

The DBE (2008: 29) explains that in this model, as the mentee becomes more
independent, the mentor begins to disengage and play a lesser role. At this stage the
mentor needs to see whether or not the mentee can do without constant support. The
role of the mentor is to help the mentee become as independent as possible.

The above stages mark the route that is travelled by the mentee to independence after
receiving support from the mentor. As the mentee go through the stages, the mentor
may be able to identify the mentee’s needs and offer support immediately.

2.15 MODEL OF TEACHER DEVELOPMENT IN SOUTH AFRICA

According to the DBE (2011: 76), taking into account the problems, recommendations
and lessons outlined in the Integrated Strategic Planning Framework for Teacher
Development in South Africa 2011-2025, the model for teacher development is
separated from appraisals for purposes of remuneration and salary progression, and,
for purposes of development, it is intended to take the place of IQMS along with its
performance standards and assessment instruments. It is proposed that the delinked
IQMS itself could, after being streamlined and repackaged, continue to be used for

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performance appraisal purposes, but this would be a bargaining matter to be dealt with
separately at the ELRC.

According to the DBE (2011: 76), the model proposes that teacher development
should be supported by teacher knowledge, practice standards, diagnostic self-
assessments, the development of courses related to the needs identified from the
diagnostic self-assessments, and a referral system to such courses. Teacher
knowledge and practice standards in each subject would be developed to assist
teachers to identify their specific development needs focused on their core functions
such as classroom teaching of a specific subject or in a specific phase, and school
leadership and management. These new standards would be complemented by
diagnostic assessments and targeted programmes for continuing professional
development. The focus would fall directly on what a teacher needs to know and be
able to do in order to perform well in teaching the foundation phase curriculum, for
example. The values and code of professional ethics that should guide the teacher’s
practice would also be included in the diagnostic self-assessments, which would be
available both online and in the form of paper-based tests managed through district-
level education resource centres.

In terms of the Teacher Development Summit Declaration, the model responds to the
call for more professional and developmental processes in identifying teacher
development needs and providing targeted support, and the need to streamline the
IQMS (DoE, 2011: 76). IQMS speaks directly to the development of curriculum and
professional competence that will enhance the quality of teaching and learning in
schools. The model suggests a mechanism that would work to secure the trust and
confidence of teachers, while developing a non-punitive environment for teacher
learning, frank and open discussion of challenges, and accessibility to relevant
mentoring, support and professional development that is targeted at teachers’ needs.

2.16 CONTINUING PROFESSIONAL DEVELOPMENT

According to du Plessis, Conley and du Plessis (2012: 101), professional development

is the process of improving staff skills and competencies needed to produce
outstanding educational results for learners. The attainment of good learner results
requires high-performing teachers who are committed in their professional
development. The South African Council for Educators (SACE) was constituted in

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terms of South African Council for Educators Act, 2000 for the purpose of creating a
professional body for teachers. SACE is a professional council for teachers constituted
to deal with all teachers’ affairs. Its main aim is to enhance the status of the teaching
profession through appropriate registration, management of professional development
and inculcating a code of ethics in all teachers (SACE, 2012: n. p.). In 2007, SACE
decided to establish Continuing Professional Training and Development (CPTD) to
address professional development needs of teachers (SACE, 2008: 4). It manages
and administers the CPTD system which consists of Professional Development (PD)
activities, endorsed by SACE on the grounds of their fitness for purpose and quality,
for which teachers earn Professional Development points (SACE, 2008: 5).

Professional development is a persistent and continuous process which should take

place throughout teachers’ careers to equip them with knowledge and skills required
for executing the job effectively. SACE (2008: 4) states that the CPTD system has six
main purposes, including to:

 improve schooling and the quality of learner achievements;

 coordinate professional development activities with a view to achieving sharper
focus and effectiveness;
 revitalise the teaching profession and foster renewed commitment to the
profession’s seminal role in the development of the country;
 contribute to the responsible autonomy and confidence of the teaching
profession;
 enable the profession to re-establish its professional standing and role in
advancing the ideals of social justice; and
 acknowledge the effective participation of teachers in PD activities which are
priorities for the education system and the teaching profession.

According to Anderson (2001) and Day and Sachs (2004), as cited in Lessing and de
Witt (2007: 55), the purpose of CPTD programmes should be to both enable and
support teachers, wherever they teach or whatever their professional background is,
and to provide the best possible instruction so that they can become excellent by
gaining competence, confidence, commitment and a sense of joy from teaching. The
DBE (2008: 4) states that professional development activities are grouped into three
kinds according to the main basis of their priority:

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  Teacher priority activities are those chosen by teachers themselves for their
development and the improvement of their own professional practice;
 School priority activities are undertaken by the school leadership and staff
collectively, focussed on whole school development, the institutional conditions
for the improvement of learning, and improved teaching; and
 Profession priority activities have directly to do with enhancing the professional
status, practices and commitments of teachers in areas of greatest need, as
defined by the Department of Education, SACE, national teachers’ unions or
other national professional bodies.

Conners (1991: 53) maintain that teacher professional development is a continuous

and career-long process and should not be seen as an isolated event. Teacher
development programmes should be systematically planned to take account of the
different stages in a teacher’s career. Newly-recruited teachers need orientation
professional development and the newly-promoted teachers should also receive
appropriate professional development. Needs analysis continuously determines from
time to time which skills teachers are short of and how they should be supported. The
question that seeks answers for this study is, to what extent are the schools
continuously using needs analysis to influence selection of professional development
for teachers.

2.17 PERSONAL DEVELOPMENT

Teachers have the responsibility to ensure that they play an active role in their
personal development. Without the total commitment of an individual teacher, good
teacher development programmes cannot succeed. They should ensure that they
improve their skills, knowledge and attitudes in their teaching profession. Teachers
should teach themselves to be effective and efficient in all that they do. According to
experts in education, teachers must be actively committed to a process of self-
actualisation that promotes their own well-being if they are to teach in a manner that
empowers learners (Fox, 2011: 39). Chen (2011: 30) states that an individual teacher
needs to apply self-regulatory skills which involve the following six steps: (1) setting a
goal, (2) reflecting on the task and one’s personal resources, (3) developing a plan,
(4) selecting potential strategies, (5) implementing strategies, and (6) monitoring and
formatively evaluating progress.

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2.17.1 Setting Goals

Bussin (2013: 33) indicates that regardless of their actual merit, goals are galvanising
in that they provide focus in an otherwise chaotic world of competing agendas and
multiple stimuli. Every teacher should set goals, which should be specific and realistic.
These goals should include the teachers’ professional development and what they
want to achieve in their learners. The teacher’s goals should be aligned with the
school’s goals and mission (Cekada, 2011: 33). Educational professional
development goals should be arranged into short-term, mid-term, and long-term if
needed. Working without setting goals is pointless because it is not easy to know
whether one is progressing or not. Bussin (2013: 40) points out that goals are drivers
of performance in that they do the following:

 provide focus, clarity and direction;

 emphasise outputs or end state value rather than activities;
 empower and enable self-management; and
 create boundary-less organisations.

2.17.2 Reflecting on One’s Personal Resources

Teachers need to reflect on how they perform their tasks with the aim of improving
their current and future tasks. Critical reflective teaching is a continual process in
which teachers face, observe and examine performance to better understand what
works well and to correct flaws (Fox, 2011: 40). Teacher reflection enables individuals
to understand how much they know and what they are capable of doing. Fox (2011:
40) states that reflection entails a greater awareness of self and of the nature and
impact of your performance, thus leading to improved functioning. Reflection entails
examination of uncomfortable feelings and rigid thoughts, and a willingness to
consider alternative perspectives. According to Blanchard and Thacker (2013: 425),
employees need to take initiative for their own development by:

 being highly motivated and work at being an effective performer;

 asking for feedback on how they are doing on the job;
 networking with others from different departments, letting them know their
interests;

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  taking on extra work, especially when it will provide a challenge and stretch
their capabilities; and
 letting it be known that they are interested in developing themselves to the
fullest.

Doing the above things should provide teachers with the developmental opportunities
they will need in order to become the best they can be (Blanchard & Thacker, 2013:
425).

2.17.3 Developing a Plan

Planning a plan for self-improvement is the first stage before executing any job
(SAMDI, 2007: 30). There should be long-term and short-term individual plans.
Proper planning assists in the organisation of work. Teachers are required by the
curriculum to draft work schedules, lesson plans and assessment plans. During the
planning phase, teachers are able to think and select the appropriate skills,
knowledge, attitudes, and values that they should transfer to learners. Fox (2011: 39)
contends that being cognisant of attributes, limitations, and style heightens people’s
ability to draw selectively upon their own resources and fuels the learners’ strengths.
This will give them time to reflect on their previous performance with the aim of
improving it. According to Milhem, Abushamsieh and Pérez Aróstegui, (2014: 15),
workshop co-ordinators should include the following in a workshop:

 Experiential learning. This includes experience (activities and exercises),

reflection on experience (personal and professional), conceptualisation
(professional terminology) and planning (application of experience, reflection
and conceptualisation).
 Mastery of specific skills. This includes skills of classroom management, skills
of facilitating the implementation of classroom methods, how to observe groups,
orientate them to group work, lead whole class sessions after group work,
intervene to help group work, develop a group work activity/lesson, teach group
work and progress skills and skills of analysing and evaluating implementation,
and develop criteria for selecting a classroom.
 Coordination between the professional development setting and the classroom.
 Collaboration with other staff in planning and designing a programme’s goals
and methods. This includes the identification of the actual professional

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 development needs and development areas among the participants,
exploration of the conceptions of learning among them, up-dating knowledge
and skills of teachers in cooperative learning, development of strategies and
techniques of reflection and self-analysis, and learning to use virtual learning
tools for own professional development.

2.17.4 Selecting Strategies

It is important to select and explore effective strategies, like the ones that a teacher
has never tried, those observed from others, strategies received through counselling
from others or strategies that have been searched from books, internet and other
resources (Chen, 2011: 31). This requires teachers to be creative, innovative and
critical thinkers. Teachers need to understand that if one strategy does not work, they
have to look for more strategies because there are multiple solutions to a problem. It
is, therefore, crucial to understand the strategies that can assist in improving
productivity. Bussin (2013: 60) provides the following five ways to improve
productivity, including:

 effective and efficient resource usage;

 waste reduction;
 completing tasks correctly;
 time management; and
 continuous performance management

2.17.5 Implementing Relevant Strategies

According to SAMDI (2007: 30), implementation is the actual execution of strategies

and plans, which include, among other things, the allocation of resources, timing and
scheduling. Bussin (2013: 62) indicates that implementation stage is dominated by
timing and scheduling. Teachers should commit themselves to executing their plans.
It is not beneficial to do proper planning, and thereafter fail to stick to the plans without
sound reason. Teachers should have alternative plans if the initial plans do not work
out. In this sense, teachers should be flexible and try other approaches to accomplish
what is needed.

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2.17.6 Monitoring Progress

It is imperative for individuals to evaluate and monitor their strategies with the purpose
of improving their progress. Bussin (2013: 113) maintains that consistent individual
performance should be done throughout the entire process in order to identify barriers
to achieving performance objectives. Teachers may use monitoring tools and also
keep a diary to record even their thoughts and feelings every day. After attending
professional development or being offered any kind of support, teachers can evaluate
how much they have gained. In this way, they would identify what hinders their
progress.

2.18 EVALUATION OF PROFESSIONAL DEVELOPMENT PROGRAMME

Evaluation is included in this study because it is central to assessing and judging the
effectiveness of professional development professional development that teachers
attend. It is fruitless to conduct professional development and not evaluate its impact
on the trainees. Evaluation of professional development is beneficial to both the
teacher and the school or the Department of Education, in the sense that there might
be irregularities that occurred during professional development that can be picked up
during evaluation and corrected in the next professional development session.
Professional development and development programmes need to be evaluated to
determine whether their objectives have been met. Rehmat, Aaltio, Agha and Khan
(2015: 5) maintain that in the professional development lifecycle, the evaluation phase
is usually the most overlooked part. They also contend that, often, the value of
conducting professional development evaluations is negated by the necessity simply
to gain participants’ immediate post-professional development reactions, and the
results of that are sometimes mistakenly viewed as an indicator of whether or not the
professional development was successful overall. Sometimes the facilitator hands
over evaluation form during the last minutes of the professional development and
some trainees do not give themselves time to fill them in efficiently.

Rae (2000: 193) asserts that the evaluation process includes determining how a
participant reacted to the professional development programme, how much
participants learned, and how well the participants apply what they have learnt to the
work situation. This means that evaluation should capture all the aspects of the
professional development process. The information gathered from the professional

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development evaluation is then used to improve the next cycle of professional
development. The whole professional development cycle, like, professional
development needs assessment, formulation of professional development objectives,
design, implementation and evaluation process should be a continual process for the
organisation each time there is a need for professional development. This would
ensure that relevant and effective professional development is conducted. The final
outcome of the professional development and development programme is the
improvement and growth of employee performance.

According to Conco (2004: 46), staff development programmes are evaluated by

looking at the preparation for the programme, the planning and execution of activities
and the impact of the programme on the school and individuals. Professional
development programmes need to be viewed as any investment that is interrogated
as to whether it makes good business sense (Klatt, 1999: 122). Rae (2000: 193)
postulates that evaluation is conducted to ensure that:

 Professional development brings change to the individual employee and the

organisation;
 The cost of professional development matches the value of the professional
development;
 Valid responses to challenges arising from the professional development are
possible;
 Concrete evidence of the effectiveness of the professional development
programme is available for senior management;
 The planning and design of the professional development programme are
assessed;
 The professional development programme achieves its objectives;
 Learners achieve their objectives; and
 Learners appreciate what they have learned and know how to apply their
knowledge.

The above points emphasise the importance of conducting evaluation at the end of
the professional development. Evaluation gives the organisers feedback on the
achievement of objectives planned. It helps to find out the shortcomings and
contributes to the improvement of next professional development.

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There are different models of evaluation, but this study used Kirkpatrick’s model. The
following are some of the evaluation models that may be used to evaluate professional
development or interventions in schools: Phillips’ five-level Return on Investment
(ROI), Kirkpatrick’s Plus framework (Organisational Elements Model (OEM)) and
Warr, Bird and Rackham’s CIRO Model. According to Meyer (2007: 465), many South
African organisations are applying the Kirkpatrick’s evaluation model to some extent.

2.18.1 Kirkpatrick’s Evaluation Model

Kirkpatrick’s evaluation model was developed by Donald Kirkpatrick, Professor

Emeritus at the University of Wisconsin, and was first published in 1959, “based on
the assumption that one professional development director cannot borrow
professional development results from another; he or she can, however, borrow
evaluation techniques” (Kirkpatrick, 1979: 78). He identifies four levels in the model
at which evaluation must take place, level one – participant reaction; level two –
learning; level three – behaviour, and level four – results. Watkins, Leigh, Foshay and
Kaufman (1998: 90) note that “Kirkpatrick’s framework for evaluation has been used
as basic model for the identification and targeting of professional development-specific
interventions in business, government, military, and industry alike”. The four levels
mentioned above represent a sequence of ways to evaluate programmes where one
moves from one level to the next. The levels are defined below.

2.18.1.1 Reaction – Level 1

Evaluation on this level measures how trainees (the people being trained) felt and
responded to the professional development they have attended (Lynch, Akridge,
Schaffer & Gray, 2006: 55). The trainees as customers expect excellent service.
Level one seeks to establish the trainees’ opinions regarding professional
development material, facilities, duration, facilitators’ presentation skills and relevance
of the programme. The trainees’ input may assist the organisers to know how they
may need to improve. Kirkpatrick (1979: 81) recommends that trainees’ reactions
should be measured using written comment sheets and that the form be so designed
that the comments can be tabulated and quantified.

It is crucial that the DoE as well as schools take the evaluation process seriously after
every professional development course conducted to get the perspectives of teachers.

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That would encourage teachers’ confidence and develop interest in professional
development. This researcher observed that in some professional development
courses attended, and organised by the DoE, the trainers distribute the professional
development evaluation forms at the end of the professional development when
teachers are not necessary about to leave, and they do not emphasise the importance
of completing the evaluation forms seriously and candidly. It is important to create time
for teachers to complete the evaluation form so that they get enough time to reflect on
what went on in the professional development session.

2.18.1.2 Learning – Level 2

Evaluation on this level measures how the trainees learned facts, approaches and
principles included in the professional development (Lynch, et al., 2006: 55). The
methods that can be used to measure learning that has taken place can be activities
such as “demonstrations, individual performances of the skill being taught, and
discussions following a role playing situation” (Kirkpatrick, 1979: 82). Where possible,
learning can also be assessed by giving trainees a short test, assignments and
projects.

2.18.1.3 Behaviour – Level 3

Behaviour can be defined as “the extent to which a change in behaviour has occurred
because the participant attended the professional development programme” (Lynch,
et al., 2006: 55). According to Kirkpatrick (1979: 86), in order for change to occur, four
conditions must be present, and the person must:

 have a desire to change;

 know what to do and how to do it;
 work in the climate; and
 be rewarded for changing.

Trainees must have the desire to learn. Without the trainees’ willingness to learn,
there is little chance that the programme will accomplish changes on levels three and
four. The professional development organisers have to create a climate conducive to
learning, like, appropriate learning space and provision of relevant professional

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development material. Kirkpatrick (1979: 82) contends: “The post-professional
development appraisal can be made three months or more after professional
development so that the trainees have the opportunity to put into practice what they
have learned”.

2.18.1.4 Results – Level 4

The results level includes what was achieved and what was improved as a result of
the professional development (Lynch, et al., 2006: 55). Parry (1996: 74) asserts that:
“The final results can include increased production, improved quality, higher profits,
increased sales, decreased costs, reduced frequency and/or severity of accidents,
reduced turnover, and return on investment”. These, according to Kirkpatrick (1979:
89), are the reasons for having professional development programmes and the final
objectives of the professional development programme must be stated in these
quantifiable terms. One question that still seeks answers within the South African
education system is: after conducting professional development professional
development, how change in performance is monitored? Answers to this question will
help improve the teachers’ performances as well as learners results.

The results of professional development can be observed in the improvement of

learners’ performance, end-of-year results, feedback from parents, and feedback from
colleagues and supervisors. This shows how important evaluation is. Without it, the
school management team would not know whether the teacher has achieved what the
professional development was for. After evaluation, it is easy to know what should be
done next, especially with regard to improving the next professional development. The
disadvantage of not asking the participants to evaluate professional development
might lead to organisers or facilitators repeating the same mistakes as the previous
workshop.

According to Meyer (2007: 466), Kirkpatrick’s model has been criticised in that it limits
our thinking regarding evaluation, and possibly hinders our ability to conduct
meaningful evaluations because the simplicity and common sense of the model imply
that conducting an evaluation is a standardised, pre-planned process. I believe
Kirkpatrick’s four levels of evaluation provides schools and any other organisation with

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a simple guideline to understand the impact of professional development to the
participants. However, I think to evaluate professional development looking at those
four levels only, narrows the way of evaluating professional development. In his
defence, Kirkpatrick (1979: 92) encouraged trainers to freely exchange information
and borrow evaluation forms, procedures, techniques and methods from other people.

2.18.2 Phillips’ Five-Level Return on Investment (ROI) model

The ROI (Return on Investment) model of evaluation was developed by Phillips in

1997. This model is a five-step process used to evaluate how effective professional
development programmes are as well as how they would impact the organisation
overall (LaFontaine, n. d.: 2). Meyer (2007: 469) identifies the following five steps of
the model:

 Reaction and planned action: Assesses participant’s reaction to the programme

and outlines specific plans for implementation;
 Learning: Assesses skills, knowledge or attitude changes;
 Job applications: Assesses change in behaviour on the job and specific
applications of the professional development;
 Business results: Assesses the business impact of the programme – actual
results; and
 Return on investment: This step measures the monetary value of the results
and costs for the programme, usually expressed as a percentage (Kaila, 2006:
331).

Phillips placed particular importance on the upfront planning required to utilise any
monetary measurement and the significance of focusing on the primary goals of any
Return on Investment (ROI), in order to convince the Human Resource staff that the
process works and to show senior management that professional development can
make a difference (Kaila, 2006: 331).

The first four levels are the same as Kirkpatrick’s model, while the fifth one was added
by Phillips. This shows that Phillips’ ROI evaluation model was largely influenced by
Kirkpatrick. Meyer (2007: 469) observes that there is much debate in academic and
business circles about which model to use. It is clear that no one method is able to
provide the results required on all occasions. The key to effective evaluation is to

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choose the right method to ensure that the organisation’s goals and objectives are
met.

2.18.3 Kirkpatrick’s Plus Framework (Organisational Elements Model OEM)

The Kirkpatrick’s Plus framework was introduced by Kaufman and Keller in 1994 to
include the societal value-added as well as a focus on continuous improvement rather
than summative evaluation (Watkins, et al., 1998: 90). The Kirkpatrick Plus framework
addresses the concerns of communities and organisations, while additionally offering
evaluators the opportunity to align the processes with all that an organisation uses,
does, produces, and delivers, as well as the value it adds to society and external
clients. The model can be an essential tool for schools including other professional
development departments to align their evaluation initiative with their strategic
planning, need assessment, intervention development, and conventional evaluation
processes.

According to Watkins, et al. (1998: 90), differentiating the Kirkpatrick’s Plus framework
from original Kirkpatrick model, as well as Phillips (1997) adaptation of the model, is
the expansion of the framework to include explicit examination of organisational and
societal results.

2.18.4 The CIRO model

The CIRO model developed by Warr, Bird and Rackham in 1970, proposed four
categories of evaluation, namely Context, Input, Reaction and Outcome (Phillips,
1997: 40).

 Context evaluation – It involves obtaining and using information about the

current situation (or context) to determine whether professional development is
a necessity.
 Input evaluation – This involves the collection of information about resources
available for the professional development needed and choosing between the
alternatives to ensure the maximum chance of achieving the objectives
identified in the previous process.
 Reaction evaluation – Similar to Kirkpatrick’s first level, this step involves
collecting and using information about participants’ reaction to the learning
event to improve the HRD process.

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  Outcome evaluation – This process involves obtaining and using information
about the results of the Human Resource Development programme at the three
levels of objectives identified in the first step: immediate, intermediate and
ultimate.

2.19 WORKPLACE SKILLS PLAN

Erasmus, et al. (2013: 175) define a Workplace Skills Plan (WSP) as a plan approved
by a Sectoral Education and Training Authority (SETA) which outlines the professional
development and development requirements for an organisation for a year. A
Workplace Skills Plan is an important document of an organisation where all the
employees’ professional development needs are recorded. The Skills Development
Act (South Africa, Office of the President, 1998) specifies that all government
institutions should compile their own workplace skills plans. According to Erasmus, et
al. (2013: 175), the results of the professional development needs analysis are used
as inputs for the compilation of the Workplace Skills Plan. There are factors that
should be considered when compiling the WSP, such as the government’s national
human resource strategy, and the requirements of the relevant sector plans that are
promulgated by the relevant SETA.

Erasmus, et al. (2013: 175) propose that the following information should be contained
in the Workplace Skills Plan:

 the number of persons to be trained by occupational group and race;

 the organisation’s strategic priorities for the skills development;
 qualitative information that is relevant to skills planning (referring to the
recruitment and filing procedure);
 the professional development and education needed to ensure the
development of the business and employees, including proposed professional
development interventions, estimated costs, specific job types and whether the
interventions are to be conducted by external or internal professional
development providers of the organisation themselves; and
 issues relating to employment equity in the organisation.

The schools are required to compile the School Improvement Plans that are submitted
to the Circuit; the Circuit compiles School Improvement Plans (SIPs) into the Circuit
Improvement Plan that is submitted to the District; the district compiles the District

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Improvement Plan, submitted to the Provincial level where they develop the workplace
skills plan (KZN DoE, 2007a: 4). This is illustrated in Figure 2.2 as follows:

Schools School Improvement

Plans

Circuits Circuit Improvement

Plans

Districts District
Improvement Plans

Workplace Skills Plan (Provincial Level

Figure: 2.2: Development of the workplace skills plan in the Department of

Education.

The needs of all the employees serving under the Department of Education in the
province should be featured in the workplace skills plan. Teachers should receive
professional development on all the needs recorded in the workplace skills plan. The
researcher is concerned with the accuracy of the process, as it is hard to believe that
all the needs of every employee could be recorded in the Department’s workplace
skills plan. A workplace skills plan consists of the professional development needs of
all Department of Education employees. I observed that in the Department of
Education the Workplace Skills Plan is done centrally at the provincial level unlike
companies from private sector that do their workplace skills plan for individually. The
question is: Does the Department of Education able to capture and address the needs
of each and every teacher in the province?

2.20 CHAPTER SUMMARY

Chapter 2 discussed that teachers’ professional development needs and

development, revealing that they are crucial for the learners’ achievement of good
academic results in South Africa. Successful professional development begins with a
needs assessment to determine which employees have to be trained and what they
need to be trained on. The importance of individual needs analysis and models of
teacher development have been discussed. Professional development is seen by

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many role players as badly coordinated, poorly monitored, confusing and burdensome.
IQMS is the only formal way of identifying teachers’ individual professional
development needs. Teachers have to fill in their Personal Growth Plan (PGPs). The
question is what happens after that. Are the needs of each and every teacher recorded
in their PGPs prioritised? The teacher, as an individual and also as part of a
professional school-based learning community, must be placed firmly – both
conceptually and in fact – at the centre of teacher development activities.

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 CHAPTER 3

PERFORMANCE IMPROVEMENT AND INDIVIDUAL PROFESSIONAL

DEVELOPMENT NEEDS ANALYSIS DISCOURSE AND THEORY

3.1 INTRODUCTION

Teachers’ performances can improve if they totally commit to, and engage in all efforts
geared towards improving their profession. Literature indicates that teacher
development is taken as a priority in most countries as it is believed that professional
development of teachers boosts learner achievement particularly when teachers
engage in long-term learning opportunities that address the content and pedagogy
relevant to the curriculum taught in their classes (DBE, 2010: 18). According to Kitchel,
Cannon and Duncan (2010: 138), the Idaho National Education Association President,
Mr Dennis Van Roekel in the United States of America stated that “the key to turning
out great students is great teachers”. Teachers are very influential in the learners’
lives, and therefore, well-skilled and motivated teachers can transmit that to their
learners.

Another national leader who alluded to the importance of teacher development is the
US Secretary of Education, Mr Arne Duncan, who discussed the need for school
improvement and identified many critical concepts, including the importance of
“excellence in teaching and good professional development” (Kitchel, et al., 2010:
138). By implication, to achieve excellence in their work, teachers should be
encouraged to pursue a continuously high level of performance.

The main purpose of teacher professional development is to bridge the gap between
the teacher’s current skills and the expected performance required by the job. It should
embrace all the aspects that are required to develop the learner in totality. Shulman
(1986, 1987, as cited in Tang & Choi, 2009: 2) identifies various domains of knowledge
that a teacher should possess, namely “content knowledge; pedagogical knowledge;
knowledge of learners and their characteristics; knowledge of educational contexts;
and knowledge of educational ends, purposes and values and their philosophical and
historical grounds”. This means that teachers should exhibit deep and continuously
updated knowledge about the profession. Individual professional development needs
analysis assists in revealing which domain of knowledge the teacher lacks.

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This chapter explores the discourse and theories that address teacher development
and professional development needs analysis. Akiba and LeTendre (2009: 176) state
that across the globe, the topic of teacher quality has moved quickly from being
understood somewhat by only a small number of people with a specialised knowledge
to becoming a central educational concern for politicians, system-level authorities,
teachers’ unions, and practitioners. Teacher qualifications, working conditions, and
professional learning opportunities are important factors that contribute to quality
teaching. This is also applicable in South Africa as the decisions about teacher
development and teachers’ working conditions are communicated with teacher unions
and other stakeholders from time to time. Usually, they sign the memorandum of
understanding to endorse that they are part of that particular resolution or policy.

Because of the growing demand for quality teaching, a need has arisen as to how to
evaluate teaching, and how to address poor performance. This brings with it a need
to have a basis from which to work and to identify and implement suitable interventions
that will have a positive impact on teaching. The basis, as we have seen in the
discussion thus far, must be a professional development needs analysis to determine
where teachers stand and what they need to do to improve where they might be
lacking. This, in turn, gives rise to the consideration of an appropriate and effective
professional development model that will deliver the desired results.

3.2 MODELS FOR PROFESSIONAL DEVELOPMENT NEEDS AND

ASSESSMENTS

A professional development model works as a guide to ensure that efficient

professional development is conducted. Professional development needs
programmes must be well planned so as to achieve good results. Selection of an
appropriate model will assist in guiding all the activities. Dahiya and Jha (2011: 264)
contend: “needs analysis models vary in their focus on the results to be achieved
and/or the process assumed to achieve results.” Cekada (2010: 30) proposes that the
following questions could be asked to determine what type of a model could be used
when selecting professional development needs analysis technique:

 What is the nature of the problem being addressed by instruction?

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  How have professional development needs been identified in the past and with
what results?
 Who will conduct needs analysis?
 What is the time frame for completing the assessment exercise?
 What will be the measure of a successful professional development needs
analysis report?

These questions assist in making informed decisions relating to the model suitable for
needs analysis. According to Erasmus, et al. (2013: 160), the advantages of using
models are that they provide direction and focus in the process, prevent the analyst
from becoming side-tracked, and provide a framework within which to work and for
reporting results to management. The chances of failing to meet the school’s
objectives can be limited if a good model has been used. The following are three
models discussed in this study, namely, the systematic professional development
model, open system model and the Borich professional development model.

3.2.1 Systematic Professional Development Model

According to Sarwar, Azhar and Akhtar (2011: 4), the systematic professional
development model was originated by Sloman in 1990. Sloman (1999: 45) defines a
systematic model as professional development undertaken as a result of applying a
logical series of steps. The systematic professional development model is a four stage
professional development model and consists of four steps, namely:

 Identification of professional development needs.

 Development of professional development objectives and plans.
 Implementation of planned professional development.
 Evaluation of professional development.

Gold, Holden, Iles and Stewart (2010: 107) opine that although the systematic
professional development model is often criticised for its inflexibility, simplicity and lack
of contextual issues, it is systematic and provides a practical tool to analyse and
manage these processes within organisations today. They further maintain that its
simplicity can be seen as its strength, and it can be applied widely and usefully across

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a range of organisations, with consideration of organisational context being built in at
each stage.

The systematic professional development model is simple and easily understandable.

The first stage of systematic professional development model involves the
identification of professional development needs. This is the crucial step which
identifies the problem areas which need to be addressed by professional development
or other kind of intervention. The second stage in the model is planning and designing
of professional development (Sarwar, et al., 2011: 4). The important factors that need
to be considered at this stage are setting professional development objectives, the
question of who will facilitate the professional development and the involvement of
trainees. The third stage is the implementation of the decisions taken in the first and
the second stages through active professional development sessions given and the
outcomes of professional development. Professional development can be successful
if it caters for the learning style of all the trainees, as people do not learn the same
way. The final stage of the model is assessment and evaluation of professional
development given, and the outcomes of professional development and these four
stages of the systematic professional development model (ibid.).

The systematic professional development model represents a systematic successive

cycle of well-designed professional development tasks. According to Reid, et al. (in
Gold, et al., 2010: 10), the model matches conventional wisdom of the need for
rationality and efficiency with an emphasis on cost-effectiveness. The model includes
tools like professional development needs analysis, objectives of professional
development, learning strategies and professional development patterns, materials
used for professional development, guidelines used by trainers and professional
development evaluation instruments. Sloman (1999, as cited in Sarwar, et al., 2011:
4) submits that the model is very useful as it assists trainers to act in a structured way
and mainly emphasise on the evaluation of professional development activity and the
benefits that it can bring to the other parts of the professional development cycle.

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3.2.2 Open System Model

McClelland (as cited in Cekada, 2011: 32) presents an open-systems model for
conducting professional development needs assessment. It involves an 11-step
approach to conducting a professional development needs assessment; that include:

 Defining assessment goals;

 Determining assessment group;
 Determining availability of qualified resources to conduct and oversee the
project;
 Gaining senior management support for and commitment to the process;
 Reviewing and select assessment methods and instruments;
 Determining critical time frames;
 Scheduling and implement;
 Gathering feedback;
 Analysing feedback;
 Drawing conclusions; and
 Presenting findings and recommendations.

The model is descriptive, understandable and easy to follow. It is well analysed and
easy to follow the steps without requiring further explanation. It is crucial to always
establish the purposes of any action to be taken. This enables the participants to focus
on the same goals and to be motivated in what they do. Cekada (2011: 32) states that
this model answers questions regarding identifying individual needs, organisational
development needs, financial planning, staffing concerns and performance
improvement needs. A wealth of knowledge can be gathered using tools such as
observations, questionnaires, interviews, performance appraisals and document
reviews. Methods like interviews and observation can be combined to reinforce the
findings.

Cekada (2011: 32) further states that analysing data involves identifying any
discrepancies or gaps between the skills and knowledge possessed by employees
and those skills and knowledge required or desired for the job. The identified needs
can be addressed by increasing employees’ skill or knowledge. There are gaps

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related to issues such as motivation, morale and resources that cannot be fixed with
professional development. Although the model has many advantages, its weakness
is that some crucial factors are left out, for instance, determining the cause of the
deficiencies and monitoring change. It might be seen as burdensome in schools since
it seems that a number of meetings should be conducted during the process.

3.2.4 The Borich Needs Assessment Model

The Borich Needs Assessment model (Borich, 1980: 1) describes a professional

development need as a discrepancy analysis; educational programmes could be
evaluated and professional development needs prioritised from a list of valid program
competencies.

According to Cannon, Kitchel and Duncan (2013: 2), the implementation of the model
requires subjects of the educational programme to review and rate the compiled
competency statements in terms of relevance/ importance and level of attainment.
The model works well for quantitative studies as it utilises survey methodology in which
respondents provide data that could be weighted and ranked in order of priority
(Peake, Duncan & Ricketts, 2007: 52). The model allows researchers to collect and
analyse data representing teachers’ perceived level of importance and perceived level
of competence of professional competencies that have been identified through
research (Cannon, Kitchel & Duncan, 2013: 2).

Borich (1980: 40) proposes the following three perspectives of competency constructs:

 Knowledge competence – refers to the ability to accurately recall, paraphrase,

or summarize the procedural mechanics of the behaviour on a paper and pencil
test.
 Performance competence – refers to the ability to accurately execute the
behaviour in a real or simulated environment in the presence of an observer.
 Consequence competence – refers to the ability to elicit learning from pupils by
using the behaviour in the classroom and permits a more refined evaluation of
the professional development programme.

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The gap that I observe from the above competency constructs is that Borich omitted
the competency constructs which are socially and emotionally related. A teacher who
lacks social skills, for example, co-operating well in a team, communicating well with
other people and respecting everyone may be problematic in the smooth functioning
of a school. It is crucial for a teacher to have emotionally intelligence, which refers to
the ability to take informed decisions and be able to control his/her emotions. It is
therefore important that the lack of these competency constructs (social and
emotional) be identified and relevant support is provided.

3.3 INDIVIDUAL PROFESSIONAL DEVELOPMENT NEEDS ANALYSIS AND

DEVELOPMENT

Individual professional development needs assessment is the first step to be taken

before any form of professional development is conducted. Kitchel, et al. (2010: 140)
explain that professional development needs assessment does not merely mean
selecting the knowledge, skills or abilities, which are critical to the job performance,
but it also means determining what capabilities of the current job do teachers have. A
professional development programme would fail to address teachers’ needs if it is
blanket professional development that is conducted without first doing an individual
needs analysis simply because teachers do not have the same needs. Blanchard and
Thacker (2013: 79) contend that professional development needs analysis helps to
determine whether professional development can correct the performance problem.
According to Blanchard and Thacker (2013: 79), professional development needs
analysis will provide a benchmark of the performance levels and knowledge, skills and
attitudes trainees possess prior to professional development. Emphasising the
importance of professional development, Arikewuyo (2009: 100) contends that “it may
not be enough to just recruit qualified personnel into any system, it is also necessary
to ensure that staff so recruited is given the necessary professional development.”

The type of professional development varies according to the job specification of the
worker. There should be orientation workshops for new teachers entering the system
of education from the universities and a separate orientation workshop for teachers
who have been promoted to higher positions. Arikewuyo (2009: 100) asserts:
“Observations have shown that many countries, including Nigeria, promote people, to

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principalship on the strength of their subject expertise and little or no administrative
skills and few were exposed to modern management or leadership skills.” The same
thing applies in South Africa in the sense that teachers are promoted to senior
positions without experience in management or leadership, or having studied a course
in school management. Bush (2005) and Menter (2005) as cited in Van der
Westhuizen and Van Vuuren, (2007: 432) posit that in western countries such as
England, with its National Professional Qualification for Headship, and Scotland with
its Scottish Qualification for Headship, the focus is on the qualification, professional
development and certification of school principals. The question is whether they
receive adequate professional development to enable them to manage schools
properly or not.

Miller and Osinski (2002: n. p.) explain that the professional development manager
must analyse information about the goals of an organisation, the job that needs to be
learned, the skills that are needed to perform the job and the individuals who are to be
trained. The supervisors should ensure that they provide the correct professional
development to the right teachers. This would save time and expenses because
individuals would reflect on their performance and seek assistance without waiting for
the school management team to go through a needs analysis process.

Individual professional development needs information can be collected from different

sources (Miller & Osinski, 2002: n. p.), which include the ones mentioned below.

 Performance evaluation – Identifies weaknesses and areas of improvement, for

example IQMS;
 Performance problems – Productivity, absenteeism or tardiness, accidents,
grievances, waste, product quality, down time, repairs, equipment utilization,
customer complaints;
 Observation – Observe both behaviour and the results of the behaviour;
 Work samples – Observe products generated;
 Interviews – Talk to manager, supervisor and employee; Ask an employee
about what he believes he needs to learn;
 Questionnaires – A written form of the interview must measure job-related
qualities such as job knowledge and skills;
 Attitude surveys – Measure morale, motivation and satisfaction; and

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  Checklists or professional development progress charts – Up-to-date listing of
current skills.

The above points sum up most of the areas where a teacher’s performance gap could
be found. The IQMS, which is the only source of individual needs analysis in schools,
does not include all the above factors. For instance, currently, teacher productivity and
absenteeism are not addressed in the IQMS, yet they are some of the factors that
have a major impact on the current education situation. According to Miller and
Osinski (2002: n. p.), when there is a gap between the current and expected skills of
a given workforce, it paves the way for erosion of the organisational effectiveness and
efficiency. In a situation like this, it is up to the employer to look for the professional
development needs, and provide sufficient professional development that would equip
the employee with skills that would meet the institutional objectives. Once teachers
are given an opportunity to acquire the new skills needed to teach effectively, their
morale and motivation would increase. For this study, the question is: Do current
needs analysis strategies enable teachers to identify professional development needs
covered in all the above points?

3.4 METHODS FOR DETERMINING SPECIFIC PROFESSIONAL DEVELOPMENT

NEEDS

There are different methods that can be used to gather data about teachers’
performances. According to Hasan (2007: n. p.), each method works well in given
circumstances, therefore, they should be individually evaluated. Hasan (2007: n. p.)
further argues that none of these methods for determining professional development
needs can stand alone and this means that in order to get reliable and valid results,
the use of different methods is recommended. It is important to select methods
accurately in order to get good results. In this study the following methods for
determining specific professional development needs will be discussed in detail,
namely, observation, interviews and questionnaires.

3.4.1 Observation

Teachers can be observed performing their routine duties. Hasan (2007: n. p) concurs
that the employee’s performance is evaluated through first-hand observation and

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analysis. This means that observers should watch, listen to and evaluate what they
see and hear, but should not get involved in the work process of the teacher being
observed. According to Hasan (2007: n. p.), to make this activity more productive, a
checklist should be used to remind the appraiser of what to look for and take notes.
The objective during observations is to visually identify both the strengths and areas
of weaknesses. A key advantage of using observation in the needs analysis is that
the user gains first-hand knowledge and understanding of the job being performed.
According to Meyer (2007: 170), advantages of observation include that it provides
real life, objective evaluation of job performance, and that the employee is not removed
from the job.

The disadvantage of observation is that workers, knowing that they are being watched,
may modify their behaviour and try to perform well (Meyer, 2007: 170). This
researcher, is always involved in the Development Support Groups (DSG), and has
observed that as the visiting dates are announced beforehand, the teacher is able to
rehearse all activities for the observation which end up not portraying the true situation.
If, for instance, teachers do not normally integrate assessment with teaching and
learning, although they know that it is required by the curriculum, they would do this
on the day of the observation. This poses a limitation in IQMS as it is required that
the teacher should be informed about the observation dates. The researcher has no
knowledge of how the information obtained from unannounced classroom visits,
should be processed and used to improve the teachers’ performances.

3.4.2 Interviews

According to Hasan (2007: n. p.), the use of interviews in conducting the needs
analysis is strongly recommended. Interviews allow the interviewer to meet the
interviewee face-to-face to discuss their impressions of performance. Interviews
enable the interviewers as they are in conversation with the interviewees to explore
their responses in depth. The interviewer can ask follow-up questions. Both the
interviewer and interviewee can ask for clarification of comments and for examples of
what they mean. In this way, one can obtain full understanding of an interviewees
performance gaps.

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The interviewer can ease the tension that might exist between them by emphasizing
the good intentions and benefits of the interview process. The interviewee can express
herself freely unlike during observation. Hasan (2007: n. p.) indicates that through
interviewing, the interviewer is able to build credibility with the interviewee by asking
intelligent questions. The way in which the interviewer asks questions can set the
interviewee at ease. To gain an insight or perspective from the interviewee, it is
important for needs analysis official to use the language that is well understood by
both of them. According to Meyer (2007: 170), the advantages of an interview are that
the interviewer can probe and rephrase questions to clarify the meaning, which is
especially important in South Africa because of the country’s diverse population.
Erasmus, et al. (2013: 160) identify the following advantages of interviews:

 Interviews uncover details of professional development needs as well as

causes and solutions of problems;
 They can explore unanticipated issues that arise;
 Interviews facilitate the revealing of feelings, causes and possible solutions of
problems by in-depth questioning;
 Good interviewers can adjust their questions and the sequence of questions
depending on the preferences of the respondent; and
 Non-verbal behaviour can provide additional clues.

Interviews have a variety of advantages. If they are used appropriately, they can assist
in collecting important and broad information about a teacher’s performance. Some
needs can be addressed during needs assessment stage in interviews because the
supervisor can clarify some areas that do not need to be addressed by professional
development. Teachers might ask questions from the supervisor during interviews
and get answers and can correct their behaviour immediately.

The interview method is used in schools during Integrated Quality Management

System (IQMS) when the Development Support Group (DSG) meets with the
appraisee and asks questions about what they observed in class. The interview is
based on the Integrated Quality Management System (IQMS) performance standards.
The researcher has observed that in most cases, the interview is limited only to what

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is in the performance standards, omitting other areas that the DSG might feel are
unimportant.

3.4.3 Questionnaires

According to Hasan (2007: n. p.), a questionnaire is a sort of an interview on paper. A

questionnaire is created by writing down all the questions to be asked the participants.
If correctly used, a questionnaire study will provide a variety of information about the
needs, problems, potential problems, employee perceptions, attitudes and opinions
(Erasmus, et al., 2013: 160). Every employee is asked the same questions, and
consequently, data is very easy to compile and analyse. Hasan (2007: n. p.) contends
that questionnaires can be useful in obtaining a ‘big picture’ of what a large number of
employees think while allowing everyone to feel that they have had an opportunity to
participate in the needs analysis process. According to Erasmus, et al. (2013: 160),
questionnaires can reach a large number of people in a short time; they are relatively
inexpensive; they give opportunity of expression without fear or embarrassment; and
they yield data that can easily be summarised and reported. Questionnaires can be
used to assess teachers’ skills if the school has a programme that needs to be
implemented and after the implementation of the new programme.

3.5 TYPES OF PROFESSIONAL DEVELOPMENT NEED

Gold, et al. (2010: 108) identifies different types of professional development needs
that can exist within an organisation. A broad distinction is made between knowledge,
skills and attitudes. Guskey (2000: 16) equates professional development with those
processes and activities designed to enhance professional knowledge, skills and
attitudes of teachers so that they might, in turn, improve student learning.

3.5.1 Knowledge

According to Blanchard and Thacker (2013: 35), knowledge is an organised body of

facts, principles, procedures, and information acquired over time. Teachers need to
continuously acquire a sound knowledge of their professional field or areas of
specialisation so that they can become experts. Knowledge can be updated through
continuing professional development and lifelong learning. They need to know about

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policies and procedures of the Department of Education and to familiarise themselves
with all educational issues and challenges facing the education system.

Gold, et al. (2010: 110) state that knowledge is strongly connected to Bloom’s
cognitive domain, and has been elaborated further to include comprehension,
application, analysis, synthesis and evaluation. More recently, the cognitive domain
has been modified to indicate the importance of creating knowledge as a higher order
form of knowing, and this clearly chimes with the growing interest in knowledge
production and management (Gold, et al., 2010: 110).

3.5.2 Skill

Gold, et al. (2010: 110) suggest that skill can mean competence to carry out tasks
successfully and the idea of the hierarchical skills levels that are dependent on the
complexities and discretions involved. There are different types of skills, with some
that are generic and applicable in diverse work situations while some are specific and
vocational and suitable for particular contexts. The job analysis should provide a list
of all skills required to successfully perform the job (Blanchard & Thacker, 2013: 125).
Teachers are expected to perform seven roles. One of them is that a teacher should
be an assessor, which means that a job analysis should specify as to what skills are
expected from a teacher as an assessor. A completed job analysis will identify a
complete list of required knowledge, skills and attitudes for the job.

3.5.3 Attitudes

Gold, et al. (2010: 112) define an attitude as a particular mental state of a person,
which can be positive or negative, affecting judgements, decision making and
motivation. Teachers with a negative attitude do not cooperate or participate well in
all school activities. In most cases they are against any progress, and influence other
colleagues to buy into their stories. They tend to criticise the school management, the
Department of Education, procedures and other colleagues who take initiatives. From
my experience as a teacher and a principal, I came to realise that one person with a
negative attitude can destabilize the whole school. Negative attitudes are caused by
lack of self-esteem and nagging feelings, and these affect many organisations (Gold,
et al., 2010: 112). In staff meetings such teachers can criticise other people’s ideas

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without saying what they think should be done. There is a difference between a person
who criticises constructively by providing ideas and a person with a negative attitude.
There should be clear and direct ways of identifying and dealing with people with
negative attitudes.

According to Gold, et al. (2010: 112), attitude will affect how work is carried out, and
therefore, an organisation might seek to employ people who show the right attitudinal
commitment, and this attention to attitudes is one of the distinguishing features of
Human Resource Management. Teachers with negative attitudes need intervention
especially if they show it in the way they behave and talk. This would negatively affect
learners in a number of ways, for instance, they could be bitter or harsh to learners,
which can threaten and depress them, and this can negatively affect the ethos of the
school.

Emphasising the importance a positive attitude, Blanchard and Thacker (2013: 126)
maintain that a person should be positive towards the team approach or towards
working with others. The teacher who has a negative attitude needs support.
Interventions like professional development, attending conferences, motivation by
supervisors and Employment Assistance Programmes can be used to support
teachers who seem to have a negative attitude towards their work.

3.6 ESSENTIAL ELEMENTS OF AN EFFECTIVE PROFESSIONAL

DEVELOPMENT PROGRAMME

The ultimate purpose of going through the process of need analysis is to conduct
professional development relevant to an employee’s needs. Professional
development is a learning experience and it benefits the participant and the
organisation. Professional development may equip teachers with knowledge and skills
by encouraging them to build and enhance their capabilities. According to Cekada
(2010: 30), it is crucial that managers avoid making snap assumptions about
performance problems, organising professional development without first establishing
a need or taking a one-size-fits-all approach.

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3.6.1 Selection of Objectives

After conducting needs assessment and professional development objectives have

been clearly identified, the design phase of the professional development and
development process is initiated (Blanchard & Thacker, 2013: 165). It is crucial that
the professional development objectives be aligned with the school’s strategic goals.
There are some logistics that should be considered during planning, for instance,
selecting the internal or external person to design the professional development, the
programme content and the techniques to be used to facilitate learning. Without
thorough preparations of the above factors, the professional development will not fully
serve its purpose.

3.6.2 The Role of a Professional Development Official

Involvement of the relevant participant contributes to the success of professional

development needs analysis programme. Cekada (2010: 30) contends that if the
professional development needs are within one’s span of control, probably at
individual or maybe at activity level, one can plan action to meet the needs.
Emphasising the importance of participation by the trainee, Beavers (2009: 27) notes
that learning that takes place from personal inquiry is often the most effective and
lasting one.

3.7 DEVELOPING AN INDIVIDUAL PROFESSIONAL DEVELOPMENT PLAN

The final requirement of the needs assessment is to develop an individual professional

development plan or process for the individual to obtain the needed professional
development. The individual professional development plan is a process of identifying
a set of specifications that will be used in the development phase for creating the
professional development modules (Blanchard & Thacker, 2013: 163). Individual
professional development plans are developed to provide a practical framework for
providing and monitoring professional development. They are dynamic documents
that will be changed and updated as necessary to meet changing needs. Therefore,
a change process should be included in any individual’s professional development
plan.

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Professional development plans create guidelines that need to be followed when
creating the content, delivery process and materials to be used for professional
development (Blanchard & Thacker, 2013: 163). Professional development plans
further assist in the identification of existing development programmes while informing
service providers of those programmes that have to be improved or replaced. It
encourages education policy-makers and professional development providers at all
levels to reflect on, and, where necessary, revise practices and programmes for the
benefit of all role-players and the system itself. Thus, such endeavours must be
sensitive to context and to the varied nature of the teaching force (as regards the
school and community conditions, in which they work, qualifications and development
opportunities, possible career paths, curriculum competence). According to Blanchard
and Thacker (2013: 163), in the simplest form, the professional development plan
answers the following questions:

 Why is professional development needed?

 Who will be trained?
 What are professional development objectives, and what methods will be used?
 When and where will professional development take place?
 What are the overarching guidelines that need to be followed to facilitate the
learning of the material and its transfer to the job?

3.8 FACTORS THAT CAN HINDER EFFECTIVE PROFESSIONAL

DEVELOPMENT

According to Erasmus, et al. (2013: 203), effective professional development requires

good planning, that is, not only planning of total professional development programme,
but also of each specific intervention to be made during professional development.
Professional development programmes need to be well planned in order to fulfil its
purpose. The main purpose of professional development programme should be to
transmit relevant knowledge and bring change in behaviour, attitudes and skills to the
teachers. It could be a great loss to spend time conducting needs assessment and
then fail to provide effective programme. The whole process should be treated with
special attention.

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Meyer (2007: 343) maintains that certain aspects should be taken into account when
implementing professional development programme, which could have a negative
impact on the programme’s effectiveness and overall management and employment
equity goals. Meyer (2007: 343) identifies the following factors, namely lack of
management commitment, improper needs identification, reactive approach,
unbalanced content, facilitators’ profile, participants’ profile, and inadequate transfer
of learning, lack of change management as having a negative impact on professional
development effectiveness.

3.8.1 Lack of Management Commitment

The school management team has a major responsibility for educating and developing
teachers under their supervision. Professional development cannot be a success if
the school management team sees development as expensive and a waste of time.
They should influence teachers to positively involve themselves in their development.
Not having management support and reinforcement can completely negate the
potentially positive effect of learning (Meyer, 2007: 107).

3.8.2 Improper Needs Identification

According to the SAMDI (2007: 7), accurate needs assessment can help develop a
programme based on the real needs of the people that it is serving. Implementing
generic professional development without ascertaining whether everyone’s needs
have been identified and addressed accordingly can be demotivating to teachers.
Teachers should be developed according to their needs in order to benefit from
development. Sometimes different types of programmes come and go, with no
continuity, and there is a lack of follow-through which means that the application of
knowledge gained is not taken seriously (Meyer, 2007: 107). After employees have
undergone professional development, different strategies should be used to check
whether they are able to implement what they have gained through development to
improve their work.

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3.8.3 Reactive Approach

Anticipating needs is better than waiting until they cause problems. Companies that
integrate the development function with strategic objectives are more readily able to
respond to the rapidly changing technology and business conditions that are an
everyday part of corporate life (Blanchard & Thacker, 2013: 127). Using a combination
of proactive and reactive strategies allows an organisation to be most effective.
Planning properly for professional development may eliminate irregularities during the
development process. Organising all the necessary aspects of programme
development in good time assists in smooth functioning of the process.

3.8.4 Unbalanced Content

The content of professional development should be relevant and at the appropriate

level of the employees. Harward and Taylor (2014: 53) are of the view that it is
possible to manage a professional development experience well, deliver it in nice
facilities, and have entertaining and engaging facilitators without good content. The
facilitator should use different approaches to accommodate different learning styles of
teachers. People perceive the same content differently, not because it is good or bad,
but because some people perceive the content to be more relevant and others see it
as less relevant. The facilitators have a challenge of selecting content that is relevant
and acceptable to all teachers.

3.8.5 Facilitator’s Profile

Facilitators play an important role in mediating learning. They should have a clear
knowledge of the learning content in order to make learning interesting and arouse
interest in participants. They should recognise that teachers have individual needs,
different motivations for learning, and prior knowledge and experience that will impact
on the type of learning they choose to engage in (Department of Education, State of
Victoria, 2005: 8).

A facilitator lacking knowledge of the content of professional development may put the
purpose of developing teachers for curriculum change implementation at risk. Most
likely, their lessons would not achieve the intended goal. As a result, their

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ineffectiveness may exacerbate the teachers’ difficulties concerning inadequate
knowledge of subject content matter and relevant pedagogical methods to deliver the
new curriculum.

3.8.6 Participant Profile

The teachers should be actively involved in the professional development process. If

teachers do not involve themselves fully in their professional development, any
attempt in this regard is likely to fail. Teachers need to be continuous learners who
see their own learning as being fundamental to membership of the profession rather
than something that is incidental or optional (Department of Education, State of
Victoria, 2005: 8).

3.8.7 Inadequate Transfer of Learning

The preparedness of the facilitator will ensure good transfer of learning. There are a
number of things that can lead to inadequate transfer of learning, for instance, the use
of a single method or learning style and transfer of distorted information. Professional
development organisers should acknowledge and respect that teachers are adult
learners who learn in different ways, come from different backgrounds, work in a
variety of context-specific settings, and cater for the needs of diverse participants
(Department of Education, State of Victoria, 2005: 8).

3.8.8 Lack of Change Management

Gill (2002: 307) asserts that “change requires good management, but above all it
requires effective leadership.” He adds that while change must be well managed, it
must be planned, organised, directed, and controlled, and observes that it requires
effective leadership to introduce change successfully. Change is sometimes
uncomfortable; it needs leaders to work with employees and find out how they are
coping, and give guidance where necessary. Progress occurs when employees work
as a team, skilful leaders seize the opportunity to change things for the better (ibid.).
The school management team has the responsibility to monitor the extent to which the
teachers are implementing knowledge gained from professional development. Lack
of implementing change would result in waste of time, financial losses and losing

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interest in future professional development because they might be addressing the
same issue. A record of progress is essential to monitor performance. Lack of
appropriate resources can block change efforts, therefore, the school management
team should see to it that at least basic resources are provided to the teachers for
change to occur.

3.9 APPROACHES TO TEACHING AND LEARNING

The main purpose of conducting individual needs analysis is to specifically identify the
areas of weaknesses and provide interventions so that teachers can learn. There are
different strategies that can be used to transfer knowledge to teachers. DeSimone
and Werner (2012: 87) note that many instructional methods and principles of learning
have been developed for children, and that teaching adults requires a different set of
techniques. Teachers, unlike young children, want to be actively involved in the
learning process. They like to be engaged in discussions and share their experiences.

DeSimone and Werner (2012: 87) differentiate the pedagogical approach from the
andragogical approach by noting that a pedagogical approach is more of a one-way,
downward communication, whereas an andragogical approach uses more two-way
communication. Teachers as adults are self-directed and have acquired a large
amount of knowledge and experience that can be tapped as a resource for learning
(DeSimone & Werner, 2012: 87). Previously, teaching approach was more of a one-
way downward communication where the teacher was the only transmitter of
knowledge. Currently there is a shift from that ideology, to teaching approaches that
encourage discussions as highlighted in Table 3.1 below.

Table 3.1: Comparison between traditional teaching approach and alternative

approach.

Traditional approach Alternative approach

 The aim is to have teachers who are  The aim is to have teachers who are
competent in following rigid and reflective practitioners, who can make
prescribed classroom routines. informed professional choices.

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  Teachers are “trained” to follow  Teachers are prepared to be
patterns. empowered professionals.
 Results in passive learning.  Results in active and participatory
 Cascade model operates as learning.
centralised workshops or  School-based model in which all
programmes. teachers participate.
 “Expert”-driven  Teacher-facilitated (with support
 Little inclusion of “teacher material).
knowledge” and realities of  Central important to “teacher
classrooms. knowledge” and realities of
 Positivist base. classrooms.
 Constructivist base.

Source: Leu (2004: 2)

The use of different teaching strategies is recommended since people have different
learning styles. Meyer (2007: 231) identifies the learning principles that can be applied
to professional development programmes as follows:

3.9.1 Meyer’s Learning Principles

3.9.1.1 Motivation

Blanchard and Thacker (2013: 79) posit that: “Most of the scientific literature defines
motivation as the direction, persistence, and amount of effort expended by an
individual to achieve a specific outcome.” If development programmes are imposed,
teachers might resist attending them. The teachers may be self-motivated or
motivated by external factors such as salary advances. In the context of professional
development, what is good about motivation is that, it may influence the teacher’s
enthusiasm for development, keep attention focused on the development activities,
and reinforce what is learned (Meyer, 2007: 231).

If teachers are not motivated, little may be accomplished in a programme. Teachers

should be excited about development programmes and not be forced to attend them
if they don’t see the need. Demonstrating how professional development may improve

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the teacher’s competencies, and in turn, increase job security and fulfil existence
needs will also motivate the teacher. The professional development professionals
need to understand the factors affecting motivation to learn and how to address these
in the design of professional development (Blanchard & Thacker, 2013: 79).

According to Erasmus, et al. (2013: 222), the degree of difficulty must be high enough
to challenge participants, but not so high that they become frustrated by information
overload. The learning content should be organised in an interesting way so as to
arouse interest in trainees.

Motivation arises from alignment of organisational goals with individuals’ needs,

wants, values, interests and aspirations, and from the use of positive and appealing
language. Motivation also arises from short-term wins (Gill, 2002: 315). Gaining short-
term wins entails planning and creating visible improvements during the change
process.

3.9.1.2 Reinforcement

According to Byars and Rue (2011: 162), the general idea behind reinforcement is that
behaviour that appears to lead to a positive consequence tends to be repeated, while
behaviour that appears to lead to negative consequence tends not to be repeated. It
is important to praise or recognise teachers who have performed well in professional
development and in their work. This will encourage them to continue to strive to
achieve more and be confident in their work. Meyer (2007: 231) contends that
behavioural psychologists have demonstrated that people learn best with fairly
immediate reinforcement of appropriate behaviour. Positive reinforcement is used to
teach new skills.

3.9.1.3 Assimilation

Time is required to assimilate what has been learned, to accept it, to internalise it, and
to build confidence in it. According to Erasmus, et al. (2013: 209), assimilation refers
to the process of converting input into a change in behaviour. Learning can be
meaningless if the teachers are not ready to receive process and convert information
into learning. They further emphasised that programmes should ensure that

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assimilation actually takes place and that sufficient exercise sessions are planned to
ensure a permanent change in behaviour. Teachers need to get enough time to
practise and repeat what has been learned.

3.9.2 Self-Directed Learning

Self-directed learning is described as is the self-directive process by which learners

transform their mental abilities into academic skills (Zimmerman, 2002: 65). Teachers
need to be actively involved in their own professional development to become more
effective in their work. They can cooperate well if they know the purpose of attending
professional development. They need to monitor their performance in terms of goals
and self-reflect on their increasing effectiveness. Trotter (2006 as cited in Beavers,
2009: 27) suggests that allowing teachers to determine what direction their
professional development will take, greatly increases success in their journey to
become lifelong learners. Tang and Choi (2009: 1) are of the view that self-directed
professional development is characterised by the teacher’s active agency in
integrating different sources of knowledge and contextualising knowledge in practical
situations.

Teachers should be encouraged to do research on issues in their areas of

specialisation. This would enable them to broaden their knowledge and contribute to
the improvement of education as well. Teachers should be encouraged to apply self-
regulatory skills. Chen (2011: 29) defines self-regulation as one’s capacity to
modulate one’s behaviour according to internal and external changing circumstances.
This has to do with focussing on one’s goals without being distracted by some
encountered situations. Zimmerman, Bonner and Kovach (1996, as cited in Chen,
2011: 29) propose a self-regulatory learning cycle which involves four interrelated
processes, namely self-observation, goal setting, strategy implementation and
strategic outcome monitoring. The application of these four processes could
contribute to the teacher’s on-going self-development. Self-regulated teachers focus
on how they activate, alter, and sustain specific learning practices in social as well as
solitary contexts (Zimmerman, 2002: 70).

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3.9.3 Transformative Learning

Professional development should aim at assisting the teachers to grow and be able to
adapt their teaching to the learners’ needs. It should enable teachers to improve their
teaching and acquire new knowledge and skills. According to Cranton, Cranton and
King (2003 as cited in Beavers, 2009: 28), teachers should be critically involved in
reflecting on their practices, and by increasing a sense of understanding of self and
others, they are able to engage in transformative learning that is critical to successful
teaching.

Mezirow (1997: 10) views transformative learning as not exclusively concerned with
significant personal transformations but rooted in the way human beings
communicate, and as a common learning experience. Educational interventions are
essential in ensuring that the learner acquires the understandings, skills and
dispositions necessary for transformative learning. Teachers should be encouraged
to continually experiment with new methods and ideas to create the best learning
environment for their learners. Professional development must strive to help teachers
learn to talk about their practices and experiences. Teachers must share their
knowledge of experience with one another, to enable them to learn from one another.

3.9.4 Critical Thinking

Critical thinking is one of the crucial skills that teachers should develop in learners. It
is important that teachers themselves should first be critical thinkers before they can
encourage the learners to be critical thinkers. Teachers at all levels should be trained
to transfer this skill to learners. Glaser (1942, as cited in Behar-Horenstein & Niu,
2011: 25) defines critical thinking as an attitude and logical application of skills in
problem-solving contexts. Eyler and Giles (1999, as cited in Goldberg & Coufal, 2009:
39) view critical thinking as the ability to broaden and deepen one’s thinking through
systematic intellectual self-assessment, internal reflection and collaborative validation.
It involves being able to:

 Recognise and define a problem;

 Evaluate all available evidence;
 Recognise stated and unstated assumptions; and
 Draw valid conclusions to determine an appropriate solution.

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Teachers are faced with difficult situations in their jobs, which involve having to deal
with learners who misbehave, abuse drugs, and some who are sexually abused.
These are sensitive issues, and quality learning cannot take place if there are learners
with those problems. Teachers should be able to think and take decisions that are
based on evidence or sound reasoning rather than on “force, chance, or custom” and
facilitated through discussions in communities of learning (Goldberg & Coufal, 2009:
39).

According to Behar-Horenstein and Niu (2011: 25), some experts argue that critical
thinking instruction is only effective when it is integrated into teaching subject
knowledge and skills. Ennis (1962, as cited in Behar-Horenstein and Niu, 2011: 25)
maintains that others believe that critical thinking is a generalised subset of skills that
should be taught separately. They also explain that teaching learners higher-order
cognitive skills, including critical thinking, can help individuals improve their functioning
in multiple circumstances. This can include solving issues about one’s personal life
by taking informed decisions. Critical thinking is related to logic, which is about
prioritising and doing things at the correct time. It is not being pressurised by certain
influences but going through purposeful reflection and taking the right decisions (Tsui,
2002, as cited in Behar-Horenstein & Niu, 2011: 25).

According to Banning (2006, as cited in Behar-Horenstein & Niu, 2011: 25), critical
thinking involves scrutinising, differentiating and appraising information as well as
reflecting on the information that will be used to make judgements. This teaches a
person not to rely on supposing and believing on hearsay, but to process information
before taking a decision. Lipman (1988, as cited in Behar-Horenstein & Niu, 2011:25)
describes critical thinking as a complex process that is self-correcting and based on
standards of objectivity, utility, or consistency that require learners to reflect upon the
certainty of their thinking. In other words, learners learn to defend their thinking with
evidence.

Ennis (1962, as cited in Behar-Horenstein & Niu, 2011: 25) contends that critical
thinkers demonstrate particular attributes that distinguish them from others who do not
demonstrate critical thinking. For example, they tend to:

 Be capable of taking a position or changing a position as evidence dictates;

 Remain relevant and to the point;

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  Seek information as well as precision in information;
 Be open-minded;
 Take into account the entire situation;
 Keep the original problem in mind;
 Search for reasons;
 Deal with the components of a complex problem in an orderly manner;
 Seek a clear statement of the problem;
 Look for options;
 Exhibit sensitivity to others’ feelings and depth of knowledge; and
 Use credible sources.

It is evident from the above points that a person who is a critical thinker is not
influenced by external factors to take decisions, but uses cognitive skills to come to a
conclusion on a matter. Learning this skill can likely assist teachers to work well with
other people.

3.10 ELIMINATING TEACHER PERFORMANCE GAPS

It is crucial to be proactive in all situations to avoid repairing or fixing damage. Damage

control is time-consuming and costly rather than preventing damage before it happens.
To avoid performance deficiencies, different initiatives and activities can be conducted
to assist teachers in their jobs. Teachers are encouraged to be lifelong learners and
should participate in professional development programmes. According to Waters
(1998, as cited in Bezzina, 2006: 419), professional development deals with
occupational role development, enhancing skills and knowledge, in order to enable the
teacher to teach more effectively. Professional development may not only support
teachers with subject knowledge but can also motivate them to love their areas of
specialisation and be enthusiastic about acquiring more knowledge in their fields. The
teacher may have confidence during lesson presentations to students and also in
teacher collaborations.

Professional development has received wide recognition in many countries in the

world but it is noted that few attempts have been done to ground it within a theoretical
framework (Eun, 2008: 135). In other words, the mechanisms related to how teachers
acquire knowledge and skills to effectively reach out to all learners are not generally
explained with the support of a unified theory.

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3.10.1 Professional Learning Community (PLC)

Teachers can organise themselves into learning communities and share ideas about
their profession. They possess a variety of knowledge and experiences, and
therefore, they can learn from one another. An individual can acquire different skills
in each meeting as each teacher has something she can contribute in a team because
people teach and learn from one another. Rotenberg (2005, as cited in Johnson,
2011: 17) states that good learning, like good work, is collaborative and social, not
competitive and isolated. Servage (2008: 64) agrees that professional learning
community brings teachers together on a regular basis to engage in collaborative
planning, curriculum study, and learning assessment.

Teachers can discuss the ways of overcoming different challenges they encounter in
their teaching. They work in teams sharing the same goals. Issues like negative
attitudes and lack of self-motivation can be addressed when teachers work in learning
communities. In this respect, the DBE (2011: 74) affirms that co-operative,
collaborative, collective and self-directed teacher learning and development
processes highlight the positive effects of teamwork and of sharing ideas and
classroom materials. Servage (2008: 74) suggests that teachers need to use their
collaborative time to engage one another in hopeful, critical, and creative dialogue.

There are models or structures that work like the PLC model in other countries. In
South Africa, some teachers work in teams which are called wards or circuit clusters.
In most cases, teachers teaching the same subjects meet during the weekend to
discuss teaching and assessment of the subject. Although it is usually done by the
Mathematics and Science teachers, it can be beneficial to all teachers if it is
emphasised. Professional learning communities can assist in reducing variations in
learning outcomes between classes. This is because teachers actively support one
another to construct knowledge and develop pedagogies that have capacity to improve
student learning (Department of Education, State of Victoria 2005: 9).

Servage (2008: 74) contends that administrators, teacher leaders and professional
development specialists can enhance the sustainability and long-term effectiveness of
a professional learning community by providing opportunities within its structure for

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teachers to hold open-ended conversations orientated to communicative learning.
The participants should be encouraged to build trust among each other, and critical
reflection so as to assist one another with the problems they encounter in their
respective schools. A teacher may be able to identify his/her individual needs after
participating in group discussions and observing others demonstrating how they teach
different lessons.

3.10.2 Visual Classroom Professional Development Model

In the Department of Education, UK, the professional development official for the
department introduced videoconferencing to overcome the problem of ever-
diminishing staff levels, development budget and resources they were experiencing
(Ambrose, 1999: 140). This model meets a growing requirement for small, often
specialised professional development groups that eliminate the need for staff to travel
to wherever the trainer is located. Therefore, it saves time and money.
Videoconferencing can be beneficial South Africa, since the country has many schools
in deep rural areas that are not easily accessible. Teachers in those places experience
difficulties in meeting with other teachers, and therefore, videoconferencing or an
educational software package with different learning materials designed for different
areas needed by teachers would make a significant difference.

Currently, teachers are hired fresh from universities and some are promoted to senior
positions at any time of the year which makes it difficult for the schools and the
Department of Education to arrange orientation workshops for all of them at different
times. Teachers should not wait for the school management to do their professional
development needs analysis but as soon as they realise their areas of weaknesses,
they could use the prepared learning material. This would assist teachers to take
control of their own development and improve their performance which will, in turn,
boost the learners’ performance.

3.10.3 Mobile Lecture Courses

According to Bayrakci (2009: 16), the Japanese have access to Mini Doken known as
Mobile Research Courses. These mobile, practical and compact professional
development courses generally support the needs of school and deal with issues

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useful in daily practice. This researcher believes that mobile classrooms, in the form
of a kombi, bus or truck equipped with videotaped lessons and practical activities could
be used to give support to teachers who teach in deep rural areas. The mobile
classrooms can be moved from one point to another to be accessed by one or a group
of neighbouring schools. This could increase opportunities of professional
development, save time in always travelling long distances and save travelling
expenses.

3.10.4 Online Support

According to Bayrakci (2009:16), e-mail support is used in Japan to give support to

teachers of all grades. Teachers who have access to the internet either from
computers or cell phones can use this service to ask any question they have related
to teaching. Retired teachers can be used to give support to serving teachers as they
have teaching experience and expertise. “The adoption of e-Learning and the
transformation of the teaching and learning process to a learner-centred model
constitute fundamental changes in the education system, starting with specific goals,
values, and beliefs about learning and elements that support the learning process,
such as curriculum, instruction, assessment and policy” (Fullan, 1991, 1993 as cited
in Menchaca, Bischoff & Dara-Abrams, 2003: n. p.). The advantage of these online
services is that teachers are able to access them anytime and anywhere.

Teachers in deep rural areas are disadvantaged as they do not have access to and
sometimes may not participate in some of teacher development programmes because
of the remoteness of the areas where they are. Some areas are not accessible on
rainy days and they fail to attend planned development programmes when it rains.
According to William, Coles, Richardson, Wilson and Turson (2000: 178), in Scottish
schools, an intranet-based online support service known as Macnet, was originated
by one rural education authority and staffed on a voluntary basis by teachers who are
enthusiastic and knowledgeable.

3.11 CHAPTER SUMMARY

In order to improve schools and provide quality teaching to learners, teachers need to
develop themselves professionally in their knowledge, skills, values and attitudes.

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Teacher development if effective when teachers fully engage themselves in learning
and actively direct which learning opportunities they wish to engage in and when. It is
evident that without conducting individual professional development needs analysis, it
would not be clear where the teachers’ deficiencies lie with the purpose of addressing
them. If teachers are not appropriately trained, that could compromise the level of
education of the country. There should be a variety of proactive strategies that should
be available for teachers to use. This chapter explored different forms of teacher
education in other countries. It has been established that most countries regard
professional development of teachers as a priority because they believe that they are
the catalysts in the provision of quality education. The next chapter presents the
research design adopted in this study.

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 CHAPTER 4

RESEARCH METHODOLOGY

4.1 INTRODUCTION

Chapter 3 presented an overview of how professional development needs analysis is

done internationally with the purpose of developing teachers’ skills. The literature
review revealed that professional development of teachers is regarded as a priority by
most countries in the world. This chapter discusses the research design that will be
employed in this study. Describing the research design, Kerlinger (1986: 279) states
that, “it is a plan, structure and strategy of investigation so conceived as to obtain
answers to research questions or problems”. The chapter also discusses the sampling
procedure, data collection methods, data analysis, various measures that can increase
the trustworthiness of the study, and addresses ethical matters.

4.2 RESEARCH PHILOSOPHY

According to Savin-Baden and Major (2013: 53), being aware of the philosophical
views, articulating and owning them, can inform and improve researchers’ choices and
help them carry out better research. Everyone has his or her own philosophical ideas
regarding different aspects of reality, phenomena, processes and human reality.
Savin-Baden and Major (2013: 53) further note that “there are a number of concepts
that the researchers consider when they identify a philosophical stance, such as views
of reality, views of knowledge and views of the ways in which knowledge should be
discovered; ultimately, a philosophical paradigm guides the researcher’s philosophical
position”. The philosophical position of this study is underpinned by the perspective
that rich information can be obtained from the participants in their natural setting.

4.3 RESEARCH PARADIGM

Glesne (2011: 6) classifies the higher-level theories and philosophies that guide the
work of social scientists into four paradigmatic families: positivism, constructivism and
critical theory and post-constructivism.

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4.3.1 Interpretivism

The study investigated teachers’ professional development needs analysis which

involved descriptions of people’s intentions, beliefs, values and reasons, meaning-
making and self-understanding. In view of this, the interpretivist framework was found
to be appropriate for this study, and was thus used. The ontological belief that tends
to accompany interpretivist traditions portrays a world in which reality is socially
constructed, complex and ever-changing (Glesne, 2011: 8). It is the direct opposite of
positivism, which views reality as single and external to human beings. Interpretivists
recognise that individuals with their own different backgrounds, assumptions and
experiences contribute to the on-going construction of reality existing in their broader
social context through social interaction (Wahyuni, 2012: 71). They emphasise the
importance of human perspectives and how they interpret their social experiences.
They believe reality constantly changes and can be known through the interpretations
of human beings. According to Henning (2004: 2), the interpretivist paradigm does
not concern itself with the search for broadly applicable laws and rules, but rather
seeks to produce descriptive analyses, and emphasises deep, interpretive
understanding of situations.

Interpretivists accept the possibility that there are multiple versions of reality, unlike
positivism that assumes that there is a single version of reality. Maree (2012: 60)
argues that these realities can differ across time and place. Human behaviour and
perceptions cannot be predicted, unlike non-living things. Interpretivists believe that
the best way to learn about people is to be flexible and subjective in one’s approach
so that the subjects’ world can be seen through their own eyes (Rubin & Babbie, 2011:
51). Interpretivism focuses on interpreting other people’s interpretations in terms of
theories and concepts of the social researcher’s discipline, and studying the social
phenomenon as if through the eyes of the people being researched (Matthews & Ross,
2010: 40).

Check and Schutt (2012: 15) posit that interpretivist researchers believe that
educational reality is socially constructed and that the goal of educational research is
to understand what meanings people give to reality, not to determine how reality works
apart from these interpretations. This means that rich information about a social
phenomenon can be obtained by interviewing and observing people who are directly

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involved. This study sought to understand how foundation phase teachers interpret a
situation they are faced with, that is, professional development, and therefore, the
interpretive approach assisted in exploring the richness, depth and complexity of this
phenomenon. The study was conducted in a natural setting, that is, in schools where
participants worked, without intentionally manipulating the environment, so as to get a
first-hand account about how participants did needs analysis. It enabled the
researcher to obtain a deeper understanding of the teacher’s experiences of the
phenomenon (Marshall & Rossman, 1995: 39)

4.3.2 Constructivism

Constructivism is a research paradigm that asserts that realities are social

constructions of the mind and that there exists as many such constructions as there
are individuals (Guba & Lincoln, 1989: 43). Gay (1992: 20) clarifies that the meaning
is constructed not discovered, so subjects construct their own meaning in different
ways, even in relation to the same phenomenon. This means that constructivists do
not believe that knowledge is a thing that can only simply be given by the teacher, but
rather it can be constructed by learners.

According to Spivey (1997: 3), constructivists view people as constructive agents and
view the phenomenon of interest (meaning or knowledge) as being built, instead of
being passively received by people. This means constructivists are of the view that
people should be active participants in their existence, and reflect and talk about how
they understand different phenomena.

4.4 RESEARCH DESIGN

A research design is described as a detailed plan or blueprint for undertaking the

systematic exploration of the phenomenon being studied (Ary, et al., 2006: 470;
Marshall & Rossman, 2011: 94). Johnson and Christensen (2008: 305) view the
research design as the plan of the researcher for the study, which concerns the
methods to be used, the type of data to be collected, the selection of the research
setting, participants, and data collection tools. This means that the design is used as
a guideline that enable the researcher to answer the research question. Creswell
(2008: 59), views the research design as the specific procedures involved in the last
three steps of the research process: data collection, data analysis and report writing.

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The research design is determined by the research question of the study. Using the
relevant research design enabled me to be logical, sequential and to meet the
standards of academic writing.

There are three types of research designs – the two well-known and recognised are
qualitative and quantitative approaches. The third one is mixed methods which is the
combination of qualitative and quantitative approaches, and relatively new. Qualitative
and quantitative approaches differ significantly from each other. This study used the
qualitative approach which will be discussed below in detail. Each approach has its
own purposes, methods of conducting the inquiry, strategies for collecting and
analysing data and criteria for judging quality (de Vos, et al., 2011: 63). The
quantitative approach is one in which the investigator primarily uses positivist claims
for developing knowledge, employs strategies of inquiry such as experiments and
surveys, and collects data on predetermined instruments that yield statistical data
(Creswell, 2003: 18). Quantitative research is good at providing information in
breadth, from a large number of units as it uses questionnaires and surveys, but when
we want to explore a problem or concept in depth, quantitative methods can be too
shallow. This approach is structured, and it follows standardised procedures. This
means that the researcher using this approach should follow scientific procedures from
the beginning to the end of the investigation.

Mixed methods research entails the combination of qualitative and quantitative

approaches with the aim of generating a more accurate and adequate understanding
of social phenomenon than would be possible by using only one of these approaches
(Waring, Coe & Hedges, 2012: 147). The idea of mixed methods research can be
said to have developed from the notion of triangulation, which expresses the belief
that the convergence of evidence stemming from two or more methods can enhance
the strength and validity of research findings. This means that when the researcher
feels that a single approach is inadequate, another approach is employed to
strengthen the validity of the research results. Employing mixed methods might
provide the researcher with insights and develop a clearer and more convincing
explanation.

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4.4.1 Qualitative Research Design

The qualitative research design was used in this study as relevant to answer the
research problem because of its openness to multiple realities and the problem being
investigated, which sought in-depth descriptions and narratives from participants. The
point in qualitative research is to study things in their real-life world with a concern for
gaining in-depth understanding of phenomena of interest in terms of the meaning that
the participants ascribe to them, and not the preconceived meaning that they bring to
the research (Creswell, 2009: 175; Yin, 2011: 8; Lichtman, 2013: 69). For several
scholars in research literature, human behaviour is best understood when studied as
it naturally occurs, without intervention, manipulation, control, or any externally
imposed constraints (as in experimental research) (Johnson & Christensen, 2008:
389; McMillan & Schumacher, 2010: 322; Lichtman, 2013: 20). The three approaches
are discussed in the following discussion.

In line with the selected research paradigm, the qualitative research design was used
in this study to investigate how teachers feel and interpret how individual needs
analysis is done in the foundation phase for the purpose of professional development.
Similar to the purpose of this study, Chilisa and Preece (2005: 142) describe
qualitative research as the type of inquiry in which the researcher studies people’s
experiences, feelings and thoughts in their natural settings by using a variety of
techniques, such as interviews and observations, and then reports the findings, mostly
in the form of words rather than statistics. According to White (2005: 81), similar
qualitative research is concerned with understanding social phenomena from the
perspectives of participants, and this happens through the researcher’s participation
in the daily activities of those involved in the research.

As a researcher, I chose this approach because it allowed me to talk directly with the
participants, and in so doing, I was able to see their reactions and feelings as they
responded to different questions and observe nonverbal clues. Ritchie and Lewis
(2011: 7) maintain that qualitative researchers place emphasis and value on the
human, interpretative aspects of knowing about the social world and the significance
of the investigator’s own interpretations and understanding of the phenomenon being
studied. A qualitative research was used to understand teachers’ experiences and
their perspectives as they made sense of the phenomenon under study.

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The qualitative approach is underpinned by the perspective which assumes that there
are multiple social realities, and that human behaviour cannot be predicted. It is crucial
to observe participants in their natural settings, which means in the field, at the site
where participants experience the issue or problem under study in order to get the true
reflection of their thoughts, behaviours and feelings. As a qualitative researcher, the
purpose of my study was to gather multiple forms of data, review all the data and
organise it into categories or themes (Creswell, 2013: 45).

4.5 PURPOSIVE SAMPLING

Sampling is the process of selecting a portion of the population to represent the entire
population (Polit & Beck, 2006: 260), while for Johnson and Christensen (2000: 175)
it is a process of drawing a sample from a population. Polit, Polit and Beck (2013:
128) add that a sample is a subset of a population selected to participate in a study.
In this study, I used purposive sampling to enable me to choose only participants who
would supply the required information, be prepared to participate in research and
willing to share the information (Morse & Richards, 2002: 20). Purposive sampling is
a type of non-probability sampling in which the units to be observed are selected on
the basis of the researcher’s judgement about which ones will be most useful or
representative (Babbie, 2013: 128). Kumar (2005: 179) defines purposive sampling
as a technique where the researcher uses his or her personal judgment to select key
informants who can provide the best information to help achieve the objectives of the
study. Unlike other types of sampling such as theoretical, deviant, sequential, snowball
and volunteer, purposive sampling is a qualitative approach which was deemed
appropriate for this study because qualitative research requires that data to be
collected must be rich in description of people and places.

The study was conducted among Foundation Phase teachers. A sample of ten Post
Level 1 teachers and five principals in primary schools with the foundation phase were
selected. Teachers who were purposefully selected were those who had taught in the
foundation phase for more than five years, and it was assumed that they had rich
experience to provide valid, reliable and rich first-hand information. I also believed
that the participants would provide detailed exploration and understanding of the
central themes of how teachers’ needs analysis is done in the foundation phase

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(Ritchie & Lewis, 2011: 78). I observed IQMS post-evaluation meetings of five
teachers from each of the sampled five schools.

4.6 SITE SELECTION

The study was conducted in five schools located under Imfolozi Circuit, KwaZulu-
Natal. There were four wards in the Imfolozi Circuit and 80 schools with the foundation
phase. The schools were purposively selected from the urban, rural and deep rural
areas to get a balanced and clearer picture of what was taking place in teacher
development in different areas within the Imfolozi Circuit.

4.7 RESEARCH METHODS AND TECHNIQUES

Schwandt (2000, as cited in Glesne 2011: 14) explains that the term method generally
refers to a procedure, tool, or technique used by the enquirer to generate and analyse
data. The study adopted a qualitative methodology, and therefore, it required good
qualitative data collection methods that were to provide answers to the study’s
important questions. Polit and Beck (2004: 716) define data collection as the process
of gathering the information needed to address a research problem. The data
collection methods used in this study were interviews and observations.

4.7.1 Interviews

The researcher conducted semi-structured interviews with participants to obtain first-

hand information and rich descriptive data that helped her to understand the
participants’ views regarding the research question. Semi-structured interviews
enabled the researcher to use a set of predetermined questions on an interview
schedule, but the interview was guided by the schedule rather than being directed by
interview schedule (de Vos, et al., 2008: 296). The researcher also used open-ended
questions and follow-up elaboration probes to get the wider picture which involved
asking the participants to clarify certain examples or answers given (Maree, 2012: 89).
Other advantages of using semi-structured interviews include that there is a scope for
participants to raise issues that the researcher has not anticipated (Braun & Clarke,
2013: 78).

Interviews enabled me as a researcher to collect large amounts of qualitative data,

especially in-depth data as this study sought to obtain the participants’ perspectives

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and interpretation of the problem of study. Maree (2012: 89) emphasises that an
interview is a two-way conversation in which the interviewer asks the participant
questions to collect data and learn about the ideas, beliefs, views, opinions and
behaviours of the participant. One-to-one interviews not exceeding one hour were
conducted after working hours until data saturation was reached. Interviews were
audio-taped and transcribed at a later stage by the researcher. This timing allowed
me to collect data without interfering with the smooth running of schools.

The researcher avoided questions that required yes or no answers because that was
not going to give the full picture on the participants’ thoughts. The researcher recorded
interview discussions using the following format to make it easier to write down notes.

Table 4.1: Interview record

Speaker Notes

Question 1 Interviewer

Participant’s response

Question 2 Interviewer

Participant’s response

The above format enabled the researcher to cut and group together the same
responses from all the participants. This made the coding process and creation of
categories clearer and easy to follow.

The researcher acknowledges the limitations of interviews especially to this study, one
of which is that they involved personal interaction, and therefore, cooperation between
the researcher and the participants was guaranteed (De Vos, et al., 2005: 299).
Another limitation is that participants at times were unwilling to share the information,
and the researcher had to ask questions that did not evoke the desired response from
participants. It is important to keep this in mind so that it would be easier to notice the
participants’ attitudes, body language or any behaviour that shows unwillingness to
cooperate. The researcher prevented this issue by explaining the aim and the process
of interviews very well before the interview process.

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4.7.2 Voice Recording Interviews

The researcher recorded interviews and observations with a voice recorder to capture
all the relevant aspects of the process. However, in order to protect participants’
privacy and freedom to participate in the study, the researcher sought permission from
the participants before recording. The advantage of voice recording is that it captures
the social setting in which people function, by recording the context in which they work
(Mulhall, 2003: 308). It is a permanent record that the researcher can listen to.

Voice recording enables the interviewer to have time to observe participants. Patton
(2002, as cited in Rubin & Babbie, 2011: 468) urges interviewers who use voice
recorders to take notes while they interview so that they can refer back to something
important said earlier in the interview or to occasionally jot down summary points or
keys phrases to facilitate later analysis of the voice recorder.

4.7.3 Making Field Notes

The researcher recorded field notes during interviews and observation, and planned
in advance how she was going to take notes to limit recording unanticipated events
and aspects of the situation (Rubbin & Babbie, 2011: 470). The researcher tried not
to attract participants’ attention while taking notes because people may behave
differently if they see that what they do is being recorded. The advantage of writing
field notes was that they were helpful in that the researcher was able to review the
answers and ask additional questions at the end of the interview (Maree, 2012: 89).
Field notes are reliable and permanent records unlike technological devices that can
be easily erased.

4.7.4 Observation

The researcher observed Development Support Group (DSG) post-evaluation

meetings that are normally held after observing a teacher teaching in class as part of
IQMS. The intention was to observe how the DSGs discussed the gaps identified
during observation in class and how they identified areas of development for the
concerned teacher. Observation was used to enable the researcher to gain a deeper
insight and understanding of what is discussed in the post-evaluation meetings.
Observation is an ongoing dynamic activity that is more likely than interviews to
provide evidence for process – something that is continually moving and evolving

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(Mulhall, 2003: 308). It enabled the researcher to observe participants’ attitudes, how
they interacted in their workplace, and these are some of the things that cannot be
easily captured in interviews.

Maree (2012: 99) explains that a researcher should familiarise herself with the
research setting, like, learn through personal experience and reflection how the setting
is socially constructed in terms of power, communication lines, discourse and
language, and advises that the researcher should never seek her data aggressively
but observe events as they occur in a natural setting. The researcher wanted to get
information regarding which issues were discussed in these meetings, and whether
the meetings assisted individual teachers in professional development. As advocated
by Mulhall (2003: 308), I adopted the role of a complete observer for the purpose of
remaining objective and avoiding contaminating the data with my own preconceptions.

4.8 QUALITY CRITERIA

Qualitative researchers contend that because nature and purpose of quantitative and
qualitative research are different, it is erroneous to apply the same criteria of
worthiness or merit (Krefting, 1991: 214). Agar (1986, as cited in Krefting 1991: 214)
suggests that terms like reliability and validity are relative to the quantitative view and
do not fit the details of qualitative research. The same issue was argued by Lincoln
and Guba (1986: 78), who felt it was not appropriate to argue for positivist standards
of validity and reliability in assessing the value of qualitative research. They presented
four criteria to be used to assess trustworthiness of qualitative research, namely,
credibility, dependability, transferability and confirmability. The researcher was guided
by the above criteria and guidelines to make sure that this study was trustworthy.

4.8.1 Trustworthiness

Credibility deals with the accuracy of data to reflect the observed social phenomenon
or the truthfulness of the data (O’Donoghue, 2007: 99). According to Babbie and
Mouton (2001: 277), credibility is the compatibility between the constructed realities
that exist in the minds of respondents and those that are attributed to them. The
researcher provided detailed and thorough explanations of how data were collected
and analysed to ensure that the research findings represent plausible information
drawn from the participants’ original data and are a correct interpretation of the

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participants’ original views. Credibility of this study was enhanced by adopting the
following credibility strategies: prolonged engagement in the field, use of peer
debriefing, and member checks.

4.8.1.1 Prolonged engagement in field or research site

The researcher spent sufficient time with the participants and observed persistently in
order to ascertain validity of information as well as by triangulation, which is, using
more than one method of data collection. I interviewed fifteen participants in total, and
I spent 60 minutes with each participant. That gave me time to introduce myself, make
participants comfortable and to obtain the information that I required. It also gave me
time to ask as many probing questions as I desired.

4.8.1.2 Use of peer debriefing

Guba (1981: 85) states: “peer debriefing provides inquirers with the opportunity to test
their growing insights and to expose themselves to searching questions.” Throughout
the interviews, participants were repeatedly asked more detailed explanations or
probing questions which were used to clarify particular points (see Appendix A). The
researcher was able to enter the world of participants and suspended hers.

4.8.1.3 Member checks/ follow-up interview

According to Guba (1981: 85), the member check strategy involves establishing
structural coherence that is, testing all the data to ensure that there is no internal
conflict or inconsistencies and establishing referential adequacy. I compared the
analysis and interpretation against the records (field notes and audio-tapes) that were
used during data collection before producing the final document. In accordance with
this strategy, the preliminary analysis of empirical data, in the form of emerging
findings, were verified with some of the participants, and also refined in the light of the
participants’ reactions (Reason & Rowan, 1981, as cited in Silverman, 2011: 278).
The researcher ensured that the participants verbatim were reported as they were to
avoid bias and to make a distinction between participants’ meanings and the
researcher’s interpretation

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4.8.2 Dependability

According to Lodico, Spaulding and Voegtle (2010: 172), dependability refers to

whether one can track the procedures and processes used to collect and interpret
data. It is increased when research studies discuss how the relationship between the
researcher and participants was nurtured and how the interview or observation was
structured. In this regard, I enhanced dependability by presenting detailed step-by-
step explanation of the research processes undertaken, as well as providing the main
instruments used to gather empirical data, for example, the list of interview questions
(see Appendix A). Dependability means that the researcher must provide evidence
that if the research were to be repeated with the same or similar respondents, and in
the same or similar contexts, its findings would be similar (Babbie & Mouton, 2001:
278).

4.8.2.1 Create audit trail

Wahyuni (2012: 78) states that the research records serve to provide an audit trail
which enables an examination of both the research process and the research outputs
tracking the step-by-step course of the research. I kept field notes of raw data from
the interviews, observation notes from Development Support Groups’ post-evaluation
meetings that I observed as well as records of my data analysis. I also kept audio-
tapes where I recorded interviews. These records include how data were collected,
how categories were derived, and how decisions were made throughout the data
collection and analysis.

4.8.2.2 Provision of thick descriptions

Nieuwenhuis (2011: 115) stresses that a study should reproduce adequate text to
allow readers to decide what the participant is trying to convey. I collected descriptive
data from participants to contexualise and enable the readers to understand the
position of the participant. In Chapter 5, I have presented the participants’ verbatim
statements to help the readers to understand the setting and the study’s context in its
complexity (Ary, et al., 2006: 506). Anney (2014: 280) states: “to ensure transferability
of qualitative enquiry the researcher must collect thick descriptive data which allows
comparison of this context to other possible contexts to which transfer might be
contemplated.” I have provided rich descriptions of how raw data were analysed until

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reaching the final level of identification of themes. This will enhance transferability of
the study (see 4.10.2).

4.8.2.3 Triangulation

Triangulation “involves the use of multiple and different methods, investigators,

sources and theories to obtain corroborating evidence” (Onwuegbuzie & Leech, 2007:
239). To enhance trustworthiness of the findings, I utilised the methodical triangulation
technique, that is, I used more than one research instrument. In this regard, I used
interviews and observation as data collection techniques. I also employed the data
triangulation technique, tape-recorded the interviews and kept field notes.

4.8.2.4 Reflexive journal

According to Krefting (1991: 218), reflexivity is “an assessment of the influence of the
investigator’s own background, perceptions and interests on the qualitative research
process”. I kept a journal where I recorded all my data collection plans including, dates
of interviews with participants, my thoughts about what happened in the field and the
challenges I came across.

4.9 DATA ANALYSIS

Ary, et al. (2002: 465) state that data analysis involves reducing and organising the
bulk of information gathered during data collection by synthesising, searching for
significant patterns and lifting up what is relevant to the research question. Brink
(2000: 178) is of the opinion that data analysis is a process of describing data into
meaningful terms, developing categories and making comparisons. Marshall and
Rossman (1999: 150) acknowledge that data analysis is a process of bringing order,
structure and interpretation to the mass of collected data. In this study, data analysis
was thoroughly undertaken to ensure the credibility of the research findings.

4.9.1 Analytical Approach

In qualitative research, data analysis is linked to data collection and occurs throughout
the data collection process, as well as at the end of the study, unlike in quantitative
research, where analysis begins after data collection. The researcher ensured that
the analysis was credible and transparent to others by considering the following
analytical approaches as set out by Chilisa and Preece (2005: 172):

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  I ensured that my analysis followed a set of procedures and the same
procedures applied to all the cases and all the data, for instance, from collecting
raw data to assigning higher level of categories and themes.
 I recorded the data collected in its raw state – that is, as it was said. After doing
analysis, that is coding and labelling, I ensured that I was able to return to the
data in its raw state throughout the analysis;
 Ideas and themes emerged as part of the working process. The approach itself
was dynamic, flexible and allowed for changes;
 I ensured that my interpretations and the way these were used to develop the
analysis are open and understandable by others.

4.9.2 Coding

According to Kvale and Brinkman (2009: 201), coding is defined as the breaking down
of the text into manageable segments and attaching one or more keywords to a text
segment, in order to facilitate analysis of the segment. The three stages of data coding
process in qualitative research are: open coding, axial coding and selective coding.

I initially did open coding whereby data were broken down into distinct parts, closely
examined, compared, conceptualised, and categorised (Strauss & Corbin, 1990: 61).
Utilising open coding enabled me to closely examine data, identify conceptual
categories implicit or explicit in the data, and the theoretical possibilities the data carry
(Punch, 1992: 183). I read all consolidated transcripts several times in order to identify
key words, sentences and recurring common phrases. I jotted down some ideas as
they came to mind. Similar data were grouped to form categories. According to Glesne
(2011: 38), the process of open coding stimulates the discovery not only of categories,
but also of their properties and dimensions. At this stage, as a researcher, I was able
to pick up that more data were needed to support and build an emerging theory.

I employed axial coding which is the second operation after open coding. Axial coding
is about interrelating the substantive categories that open coding has developed
(Punch 1992: 186). This involves a set of procedures whereby data are put back
together in new ways after open coding and by making connections between
categories (Strauss & Corbin, 1990: 96). I cross-referenced with reviewed literature,
the prevailing categories and themes with the data and then with the research

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questions to ensure that the study remained on track. I grouped similar coded data,
reducing the number of initial codes. At this stage, the ultimate goal was to achieve
saturation, that is, when no new information seems to emerge during the coding.

After axial coding, selective coding was employed which involved the selection of core
categories (De Vos, et al., 2002: 348). The focus was on finding a higher order
concept, a central conceptual category at the second level of abstraction (Punch,
1992: 188). For Henning (2004: 5), selective coding involves the process of selecting
one main core category and relating the other codes, themes and categories to it. It
covers and accounts for all other codes that have been employed thus far. Selective
coding integrates and synthesizes the categories derived from coding and analysis to
now create a theory (Saldaña, 2012: 224). This means that selective coding uses the
same techniques as the earlier open and axial coding, but at a higher level of
abstraction. At this stage, I was able to see those categories where further data were
required, and direct further axial sampling.

The hierarchical category system was used to report findings. According to Johnson
and Christensen (2004: 511), categories are the basic building blocks of qualitative
researchers because qualitative researchers make sense of their data by identifying
and studying the categories that appear in their data. Once codes and categories had
been developed, they will be converted to themes. According to Savin-Baden and
Major (2013: 427), a theme is a unifying or dominant idea in the data, and finding
themes is the heart of the data analysis process. In my analysis, a variety of tactics
were used for generating meaning as proposed by Kawulich (n. d.: 102), and this
included noting patterns and themes, seeing plausibility, clustering, making
metaphors, factoring, and making conceptual-theoretical coherence.

The empirical data was organised into the main themes and subthemes that aided my
understanding and interpretation of that which emerged. Ary, et al. (2002: 466) stated
that developing sub-themes enables the researcher to physically separate material
bearing on a given topic from other material and is a crucial step in organising the
data. According to Bendassolli (2013: 6), identifying themes is the first step in making
the initial inductive leap from the empirical to the theoretical, and it is a process of
growing abstraction. I used themes that emerged from collected data. A schematic

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representation was used to present the main theme and subthemes identified from
empirical data.

4.10 ETHICAL ISSUES CONSIDERED

I strove to observe all relevant ethical standards and principles throughout this study,
which involved a guarantee of anonymity and confidentiality, voluntary participation
and informed consent, gaining permission from schools, assurance of the right to
terminate from the study and impartiality in data collection and management of
sensitive information. Johnson and Christensen (2000: 88) state that research ethics
is necessary to assist the researcher in conducting ethically sound studies by providing
a set of principles that assist in establishing appropriate goals and resolving conflicting
values.

4.10.1 Anonymity

I assured all the participants that their names, views and opinions were not going to
be identified by anyone else. This included what they said in the informal interviews
and during observations, and that no one was going to associate a given response
with a participant. Anonymity means that the identity of the participants taking part will
not be known outside the research team (Ritchie & Lewis, 2011: 67). The participants’
anonymity was maintained by labelling schools A, B, C and D and participants with
numbers during the whole process of data collection and reporting of the findings.

4.10.2 Confidentiality

I assured participants that their names and schools were not going to be mentioned in
the study. According to Babbie (2013: 36), a research project guarantees
confidentiality when the researcher can identify a given person’s responses but
promises not to do so publicly. Salkind (2012: 88) states that whereas anonymity
means that records cannot be linked with names, confidentiality is maintained when
anything that is learned about the participants is held in the strictest of confidence.
Alluding to the importance of ensuring confidentiality, Liamputtong (2013: 41) states
that the most disturbing and unethical harm in research is when the participants are
damaged by the disclosure of their private world. This might lead to the outcome that
potential participants will distrust researchers and might disrupt the work of other
scientists. In this sense, tape-recorded data was labelled in ways which would not

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compromise anonymity, and identifiable information was stored separately from the
data (Ritchie & Lewis, 2011: 68).

4.10.3 Gaining Permission from Schools

Getting permission to conduct research is an essential step in empirical research. In

approaching the participants, I was direct and forthright about the study’s goals and
human subjects’ protections being offered. As required, procedures of informed
consent were upheld, and this involved full disclosure of my identity, the purposes of
the study, its voluntary nature and the protection afforded by strict confidentiality.

4.10.4 Informed Consent and Voluntary Participation

Babbie (2013: 40) explains that informed consent and voluntary participation
emphasise the importance of both accurately informing participants about the nature
of the research and obtaining their verbal or written consent to participate.
Participation in the study was voluntary, and no one was forced to participate. I gave
complete information about the study, so that participants fully comprehended the
investigation, and consequently made a voluntary and a thoroughly reasoned decision
about their possible participation (de Vos, et al., 2005: 59). This meant providing
participants with information about the purpose of the study, the funder, the research
team members, how the data was going to be used, and what participation would be
required of them, the subjects likely to be covered and how much time was required
(Ritchie & Lewis, 2011: 66).

Participants were given enough time to ask questions before the study commenced,
as well as during the investigation. An informed consent form that was read and
signed by each participant, or the person granting participation was made available.
The purpose of this was to inform, not to coerce people into participating (Salkind,
2012: 88).

4.11 CHAPTER SUMMARY

This chapter presented the research design and methodology that was used in this
study. It included the rationale behind the qualitative methodology, the selection of
the setting of the study, participants, data collection, data analysis, the role of the
researcher and methods for assuring quality of the analysis. The researcher explained

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how participants were selected the value they brought to the study, as well as the
procedures followed when collecting data using interviews and observation. The
ethical principles like gaining permission from schools, guarantee of anonymity and
confidentiality, informed consent and assurance of the right to terminate and partiality
in data collection were explained. The researcher presented the techniques used in
the study to ensure trustworthiness of the findings, namely, credibility, dependability,
transferability and confirmability. Three data analysis techniques were discussed:
open coding, axial coding and selective coding. The categories and themes
represented major ideas that emerged from the study. The next chapter presents the
discussion of the findings.

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 CHAPTER 5

PRESENTATION AND DISCUSSION OF THE FINDINGS

5.1 INTRODUCTION

In Chapter 4, an in-depth discussion on the selection of qualitative research as the

relevant approach for this study was provided. The interpretivist paradigm was
presented as the paradigm and methodological positions of the research explained.
Chapter 4 further discussed the ethical considerations adhered to in-order to ensure
anonymity of the participants and confidentiality of the information they provided. The
relevant literature was also reviewed in Chapters 2 and 3. A qualitative investigation
conducted as part of this study served as a source of information in determining how
individual needs analysis of teachers is done in the foundation phase. The interviews
and observations generated valuable data that is presented verbatim in some sections
in this chapter to ensure the voices of the participants were heard, leading to an
understanding of their experiences. In this chapter, the research results are
presented, to answer the main research question framed thus: Which strategies can
be used to conduct individual needs analysis effectively among the foundation phase
teachers in order to improve their effectiveness?

Initially, I employed open coding which enabled me to closely examine data, identify
conceptual categories and the theoretical possibilities that the data carry (see 4.9.2).
I then employed axial coding where the similar coded data were grouped, thus
reducing the number of initial codes. The last coding system that I used was the
selective coding using the same techniques as the earlier open and axial coding but
focusing on selecting one main core category and relating the other categories to it
(see 4.9.2).

5.2 CHARACTERISTICS OF PARTICIPANTS

The findings presented are from interviews with ten teachers and five principals of
schools with the foundation phase in the Imfolozi Circuit, KwaZulu-Natal Province.
The Development Support Group (DSG) meetings for five teachers from each of the
five schools sampled were observed. Data collected from teachers, principals and
DSG observations were presented different due to that different set of questions and

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observation schedule were used for each group. After date presentation the
researcher presented the integrated findings from the three groups of participants.
The following are the profiles of the participants.

5.2.1 Teachers

All the teachers who participated in this study had more than five years of teaching
experience in the foundation phase, and were presumed to have a good
understanding of their roles in improving the quality of education in the country. In this
study, five years is considered knowledgeable and experienced regarding foundation
phase teaching. Their ages ranged from 34-53. To comply with the research ethics
of anonymity and confidentiality, the researcher presented the findings from the
teachers’ responses using codes T1 to T10, T1 representing Teacher number 1 to
Teacher number 10.

5.2.2 Principals

The second category of participants were principals. Five principals participated and
all of them had between seven to fifteen years of experience as class/subject teachers.
At the managerial level, they ranged between five and twelve years as school
principals. The researcher believed that the experience qualifies them as
knowledgeable and had acquired relevant skills to enable them to perform their duties
as managers of schools. In presenting the findings from the principals’ responses, the
researcher used codes P1 - P5, which represented Principal 1 to Principal 5.

5.2.3 Development Support Groups (DSGs)

The researcher observed four Development Support Group (DSG) meetings at five
schools. The DSGs were comprised of three members, namely the supervisor
(immediate senior), the peer and the appraisee. The peer was selected by the teacher
on the basis of his/her presumed expertise that was related to the prioritised needs of
the teacher (Department of Basic Education, 2003a: 4). In the case of post level one
teachers, the supervisor is the Head of Department (HOD). In all the five schools
observed, the supervisors of the appraisees chaired the meeting and the peers acted
as scribes. According to the Department of Education (2003a: 4), the roles and
responsibilities of the DSG include:

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  To provide mentoring and support to the appraisee.
 To assist the appraisee in the development and refinement of his or her
Personal Growth Plan (PGP).
 To do baseline and summative evaluation of the appraisee.
 To verify that the information provided for Performance Measurement (PM) is
accurate.

The schools were given codes S1-S5 (School 1 to School 5). The findings from the
observation of Development Support Group meetings are presented using these
school codes.

5.3 THE EMERGING THEMES AND CATEGORIES

Johnson and Christensen (2004: 511) states that the researcher should focus on
themes and the relationships suggested by the classification system rather than
analysing each sentence or each word in the data. McMillan and Schumacher (2010:
367) assert that it is almost unintelligible for the researcher to interpret the collected
data unless it is organised according to categories. The presentation of the findings in
this section is structured into main themes, and categories drawn from the collected
data, based on the main research question, research aim and objectives of this study
(see Section 1.4).

The purpose of organising the research results into themes and categories was to
reduce the bulk of information collected through interviews and observations. From
data analysis, three broad themes emerged, namely, (a) Need for professional
development workshops, (b) monitoring improvement and (c) providing support. The
first theme, needs analysis, emerged from data collected from teachers. After
analysing data collected from principals, monitoring improvement emerged as a
theme. From the data collected from DSGs, providing support emerged as a theme.
The data collected were presented separately for each group of participants because
they were interviewed using different set of questions

Table 5.1 illustrates the theme, and sub-themes that emerged from data collected from
teachers.

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Table 5.1: Data pertaining to the foundation phase teachers’ interviews

THEME SUB-THEME
Need for professional - Professional development needs assessed
development workshops. through IQMS.
- Skills that a foundation phase should
possess.
- Professional development workshops as
means of support on identified needs.
- Support provided by the participant’s
supervisors in identifying and addressing
professional development needs.
- Lack of monitoring change in teachers’
performances.
- Poor facilitation skills.
- Sudden curriculum change

5.3.1 Theme 1: Need for Professional Development Workshops

Need for professional development professional development workshops is the main

theme that emerged from data collected from teachers. In this theme, the researcher
identified seven sub-themes as indicated in figure 5.1. The participants were asked
questions, where the researcher required more clarity, she posed the probing
questions.

5.3.1.1 Sub-theme 1: Professional Development Needs assessed through

Integrated Quality Management (IQMS)

The participants were asked to respond to the following question: Have your
professional development needs been assessed and explain how? Through this
question, the researcher wanted to find out how much teachers understood by the
concept ‘needs assessment.’ It was crucial for the researcher to know whether the
concept, needs assessment was used in schools or not, as it was the main focus of
the study. Seven participants (T2, T3, T4, T5, T8, T9 and T10) reported that their

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needs had been assessed through the Integrated Quality Management System
(IQMS). Following are their responses:

 I filled in PGP where I recorded prioritised areas in need for development. It is

done before classroom observation. That is the only time I remember where I
recorded my areas of weakness. (T2)
 My professional development needs have been assessed through (IQMS). My
Development Support Group (DSG) meets with me, we held pre-evaluation
meeting and then identified my needs. (T3)
 I would say through IQMS process. My DSG held meetings and assisted me
to draft my Personal Growth Plan (PGP). In the PGP form we were expected to
record in performance criteria as they appear in IQMS evaluation form. (T4)
 I have been assessed through IQMS. I have filled in PGP form which required
me to state the areas where I need to be developed. (T5)
 Yes, I had been assessed and I also did self-evaluation. I filled in the PGP
form and scored myself on the IQMS form. (T6)
 Yes, I had been assessed in IQMS. My DSG asked me questions based from
the PGP form. (T8)
 I had been assessed by my DSG in class when they came to observe my
teaching. They then meet with me and give scores relating to how I performed
during their class visit. (T9)
 My needs were assessed by my DSG through IQMS. I identify my needs during
pre-evaluation meeting that we held with my DSG before they observed me in
class. In this meeting, the DSG members needed to look at my Personal Growth
Plan so that when they had to start evaluating, they would know which areas
constitute my needs. (T10)

The above question required the participants to provide a simple response on whether
their needs had been assessed or not and explain how. In the above responses, the
participants provided different answers regarding how had their needs been assessed.
Five teachers (T2, T4, T5, T6 and T8) indicated that they had written their professional
development needs in the Personal Growth Plan (PGP) template. The participants
who indicated that they used the PGP to identify their needs, explained that a PGP is
a template that is completed by all teachers during IQMS process before the DSG
goes to observe the teacher in class (T4). The participants explained that in their

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PGPs, they were expected to record their needs as per the performance standards
and criteria in the Integrated Quality Management System (IQMS) procedure manual
T4 and T10.

Two participants (T3 and T10) reported that their Development Support Groups held
pre-evaluation meetings and they identified their needs there. According to the
Department of Education (2003: 7), each Development Support Group must hold a
pre-evaluation meeting with the appraisees to ensure that they understand what is
expected of them in terms of the various performance standards and to give them an
opportunity to clarify areas of concern that they may have.

T1 and T7 revealed that their needs had never been assessed by anyone. In their
responses, they stated:

 My needs have never been assessed by anyone but I have identified them and
nothing had been done after that. (T1)
 My needs have never been assessed by the Department officials, that is, from
district office. (T7)

In responding to the follow-up question, “Have your professional development needs

not been assessed in IQMS?”, T1 responded: “My DSG had visited me while teaching
in class but sometimes did not find time to identify my needs. I think the reason is that
we always do IQMS at the end of the year when there are many things to do, like,
when learners are writing last term’s tasks.” T7 had an idea that the needs were
supposed to be done by the Department officials. Responding to the probing question
T7 reported: I had been assessed in IQMS, the DSG visited me in class but my HOD
usually identified my professional development needs.

5.3.1.2 Sub-theme: Skills that a foundation phase teacher should possess

The researcher sought to know the skills that teachers believed a foundation phase
teacher should possess. To this end, the participants were asked to respond to this
question: What do you regard as important skills that the foundation phase teachers
should possess? Teacher participants provided a variety of ideas on qualities a
foundation phase teacher should exhibit. The common response was that: the
foundation phase teacher should be knowledgeable, implying that she should know all
foundation phase subjects and other educational issues (T6, T7, T8, and T9). As for

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participants T4, T5, T7, T9 and T10, an important quality of foundation phase teachers
was being caring and loving, meaning that they should have parental love for all
learners equally. For participants T4 and T7, foundation phase teachers should be
approachable so that learners could talk to them freely about anything, possess good
listening skills, speaking, reading and writing skills (T1, T2 and T6), be sympathetic,
and always prepared to listen to and understand learners’ challenges (T5 and T10).
The participants viewed their roles as foundation phase teachers as demonstrated by
the following responses that commonly agreed with most participants:

 Foundation Phase teacher should be friendly, show parenthood to the learners,

have a good manner of approach, not administer corporal punishment and
should work well with parents. (T1)
 Foundation Phase teacher should be a person who understands the needs of
a primary school child and has specialised in the Foundation Phase. She
should understand the roles of a teacher. (T4)
 I believe as a Foundation Phase teacher, I should be humble, approachable,
creative, a team player and grounded. (T2)
 She should have appropriate content knowledge which is demonstrated in the
creation of meaningful learning experiences. The teacher should be able to
develop listening, speaking, reading and writing skills to learners. (T6)
 She should be knowledgeable about education issues, be energetic, as the
Foundation Phase learner learns well through dramatisation. She should be
approachable to make it easy for the learners to talk about anything. In her
teaching, she should be patient to accommodate even the slow learners. She
should be flexible which will enable her to address all problems she will
encounter and show love to all the learners. She should not be judgemental but
should investigate very well and find the root of a problem. (T7)
 Foundation Phase teacher should be committed in teaching young children,
care for them, make them feel loved, know all the Foundation Phase subjects
well, and be knowledgeable about child development. (T9)

The skills that participants identified, included being knowledgeable about the
foundation phase subjects, caring and loving all the learners were in line with some of
the seven roles of the teacher prescribed in the Norms and Standards for Educators
(see Chapter 2, Section 2.8.1). I asked a follow up question to check the participants

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understanding regarding “the roles of a teacher”. The question was: “What are the
roles of a teacher as stated in the Norms and Standards for Educators?” Participants
who identified the similar roles were T2, T3, T6, T7 and T10, they mentioned that a
teacher should be a mediator of learning, assessor and designer of learning
programmes. The other participants’ responses were:

 The roles of a teacher are, she should be a facilitator, assessor and a scholar
which means that she should always study. (T1)
 I remember the important ones, namely, mediator, assessor and scholar. (T4)
 A teacher should be a mediator of learning and lifelong learner. (T5)
 A teacher should be a facilitator of learning and lifelong learner. (T8)
 The important roles of a teacher are teaching, assess learners and record
learners’ marks in a record book. (T9)

The above follow-up question required teachers to simply name the seven roles of a
teacher. The participants seemed not to remember all the seven roles. T9 named
the roles of a teacher but not as they are specified in the Norms and Standards for
Educators. T1 and T8 mentioned that a teacher should be a facilitator instead of
mediator of learning. The researcher asked teachers to identify the skills and roles of
a teacher because they need to have them in mind when doing needs analysis.

5.3.1.3 Sub-theme 3: Professional development workshops as means of support

on identified needs

On this subtheme, the participants were asked: What kind of professional development
intervention have you received? Some participants reported that they had attended
workshops organised both by the Department of Education and by the School
Management Teams in schools and they were meant to support their professional
needs. The participants’ responses follow:

 I had received support on basic computer skills which was one of the needs
that I had identified. I had identified financial management and conflict
management but I had not received support on them. I need them as I am the
Head of Department and also assist in the administration of school finances.
(T5)

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  I had attended workshops organised by the School Management Team, I got
support on areas like, how to teach learners with special needs. I had not
received some that I identified, like, labour relations and conflict management.
(T1)
 We meet for staff development every Monday and discuss issues like IQMS,
Maths, human relations and extra-curricular activities. (T10)

The participants provided different explanations regarding the workshops they

attended, for instance, they indicated that they had attended only workshops
introducing the new curriculum, Curriculum Assessment Policy Statements (CAPS).
However, they felt that these workshops were not intensive enough for them to master
the whole content needed. They felt that additional support workshops organised by
the Department of Basic Education were not effective as they were held in the
afternoons when teachers were tired and could not concentrate well. Below are some
of their views stated verbatim:

 The workshops for the implementation of the new curriculum (CAPS) were
initially conducted in three days after that we attended follow-up workshop for
half of the day in the afternoon. I am still struggling with recording the learners’
performances continuously during teaching and learning, for example, when a
learner is reading, writing and any other significant behaviours in class. (T3)
 I had for the past years attended workshops introducing the new curriculum
organised by Department of Education District office. We have attended
workshops on Curriculum Assessment Policy Statements (CAPS) although I
still need more workshops on it so that I will be confident in my teaching. (T4)
 The CAPS workshops were not enough to equip teachers with the necessary
skills and strategies to use in class as they were held for the short period (T6).
 I think the time of the CAPS workshops were not enough for the teachers to
master all the information that they were expected to know. Other workshops
were conducted in the afternoon and I did not see them assisting me as I was
tired after work. (T7)

What transpires from the above participants’ responses was that they had attended
workshop addressing the new curriculum changes. The needs that they identified as
individuals had not received attention by the Department of Education officials. They

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added that they still need more workshops as the previous ones were conducted for a
short period of time.

Three participants complained about the way the workshops were presented, stating
that sometimes facilitators did not possess effective facilitation skills (T1, T6 and T7).

 The way facilitators presented lessons was not effective because, most of the
time they did not have good presentation skills. They simply presented the
topic, requested participants to work in groups, and gave feedback and then
the end of the workshop. (T1)
 I think the facilitators sometimes were not well prepared, I observed in the
centre where I attended that they did not show confidence and knowledge when
teachers asked them questions. (T6)

5.3.1.4 Sub-theme 4: Support provided by the participants’ supervisors in

identifying and addressing professional development needs.

The researcher intended to find out from participants as to what was the role of their
immediate supervisors in supporting their professional development. The question
was: “Have you received professional development support, if yes from who?” All ten
participants mentioned that they had received support from their supervisors.
Participants T5 and T7 responses were:

 I have received professional development from my Head of Department. She

has visited me in class, identified my areas of weakness and motivated me to
take a leadership role in different committees. (T5)
 My supervisor assisted me by identifying my needs and giving me support, like
advising me on how I can manage my class and create a literate environment.
(T7)

T4 reported that:

 My Head of Department had assisted me to identify my professional

development needs during IQMS but I have not received any professional
development on those areas. It has become like a routine that we write our
needs and nothing happens after that. I have only received support on the
implementation of a new curriculum (CAPS). There are a lot of skills I would

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 like to acquire, for instance, time management, development of teaching aids,
creating a print-rich environment and involvement of all learners in class
activities. There is currently no support from the Department of Education in
those areas.

The similar response was reported by T7:

 I did not receive any workshop focusing on skills that I had identified; the only
workshops I have attended were regarding the implementation of CAPS. I need
a workshop on computer skills, rugby and cricket as these are scarce sports in
schools for Blacks.

The researcher asked a follow up question to the participants, “What prevents the
School Management Team from providing you with your needs?” Responding to the
question, the participants revealed that:

 As a school, we have submitted our professional development after conducting

IQMS to the Department of Education Circuit office. We submitted the School
Improvement Plan (SIP) and they should organise workshops on our needs.
(T5)
 It is the responsibility of the Department of Education officials to organise
professional development workshops addressing the needs that we identified.
(T7)

The participants’ responses reveal that there is a challenge regarding who organises
workshops between the school and the Department of Education officials. The schools
point at the Department regarding the needs that were not addressed. Emerging from
this issue seems to be a limitation in this study since the researcher realises hearing
the side of the Department of Education would have clarified why teachers complain
about their individual professional development needs not being addressed. However,
it was not on the scope of this study to involve the departmental officials.

The researcher posed this question: Which skills did you identify but have not received
any development in? Below are some of their views:

The participants identified some skills they would prefer to receive professional
development in, namely, creation of a print rich environment (T4), development of

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teaching aids (T4), time management (T4 and T8), conflict resolution (T5), writing skills
(T2) and T6), financial management (T5), creative writing (T8), counselling (T8 and
T9) and assessment of learners (T3, T9 and T10). Participants reported that they
would like to receive professional development in the above skills as they identified
them as their areas of development needs. They stated that they always wrote the
same needs every year in their Personal Growth Plans yet they had never been
addressed.

The researcher further asked: What do you think are the benefits of doing needs
assessment and attending professional development workshops? The participants’
responses were:

 Professional development workshops improved my performance in class which

in turn improved my learners’ results. As a teacher, I need to learn new
strategies of teaching. The workshops should be well planned and given
enough time to enable teachers to master all the content, and expressed
concern about the workshops that are run in the afternoons for half a day.
Perhaps it would be imperative for organisers to consult teachers and get their
views on how best workshops should be organised. (T9)

In accordance with the above view, Van Deventer (2008: 129) lists the following
questions as guidelines for ensuring that professional development professional
development meets the standards:

 How efficiently is the work of developing teachers being done?

 Are the teachers satisfied?
 How much time is required to finish professional development?
 What are the financial inputs?

It is the responsibility of the Department of Education and the School Management

Team (SMT) to ensure that teachers are trained in skills that they feel need
development. The Skills Development Act of 1998 encourages employers to use
workplaces as active learning environments whereby employees are provided with
opportunities to acquire new skills (Chapter 2, Section 2.5). Judging from the
responses above, it shows that the level of conforming to that legislation is still low, as
most of the participants indicated that they had not been trained in skills they lacked.

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It is evident that organised workshops had been focused on broad topics and what an
individual teacher needed was not dealt with. The researcher believes that this might
be a contributing factor to the poor performance of the learners.

5.3.1.5 Sub-theme 5: Lack of monitoring change in teachers’ performances.

The participants were asked the question: After receiving professional development
professional development, does your Development Support Group (DSG) or your
supervisor monitor change in your performance? The researcher decided to ask this
question from the participants to find out the role of the DSGs in assisting the teachers
improve their performances during IQMS process. Below are the participants’
responses:

 I would say my DSG do not find time to monitor my progress after visiting me
in class for evaluation. The problem is due to tight work schedules, we end up
doing IQMS processes in one day towards the end of the year. After classroom
evaluation, I meet with my DSG for post-evaluation meeting. They give me
scores for my performance as they are needed for submission to the
Department of Education. (T2)
 We usually start our first IQMS cycle in March, followed by lots of activities, like
sports, readathon, cultural activities and Annual National Assessments (ANA).
The DSGs end up not finding time to continue with follow-up on observing my
performances (T3).
 My DSG had not helped me that much because of time, there is no time to meet
as everyone has so many responsibilities at school. We meet for the short
period after classroom evaluation to discuss scores and after that nothing
happens until the next cycle in the following year. (T8)

The above teachers’ responses indicated that there was a gap in the implementation
of IQMS. According to the Department of Education after the DSG has held post-
evaluation meeting where they discuss with the appraisee what they observed as
strengths and weaknesses. They then compile a list of the appraisee’s professional
development needs. Among those needs, the DSG picks up the ones they can be
able to provide support on, and submit the ones that they feel need to be addressed
by the Department of Education or through workshops organised internally by the
School Management Team. The participants above (T2, T3 and T8) indicated that

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due to lack of time the DSG do not effectively perform their task as they are guided by
IQMS procedures.

5.3.1.6 Sub-theme 6: Poor facilitation skills

The participants identified poor facilitation of workshops as one of the issues that do
not assist in improving teachers’ performances. The question asked was: What
hinders the provision of effective professional development programmes? The
participants indicated that some people who were chosen as facilitators in some
workshops did not demonstrate adequate knowledge and conversant with the subject
matter of the topics they were presenting on as reflected in their responses below.

 In some instances, organised workshops were not that effective because people
who facilitated them seemed to lack appropriate skills. They sometimes display
less knowledge about the topic they were presenting. I have seen this during the
introduction of new curriculum workshops where by my fellow teachers were taken
by the Department and tasked to train other teachers. They simply presented the
topic and asked participants to discuss the topic in groups. The feedback from
group discussions became the only information of the day. They had no answers
to the questions asked. We wish that good people can be chosen to facilitate
workshops. (T1)
 The way facilitators presented at the workshops is not profitable because
sometimes some of them did not have good presentation skills. (T7)

It is crucial that selected facilitators should have good facilitation skills. Not everyone
can facilitate since a person may be knowledgeable, but lacks facilitation skills. Some
participants indicated that some facilitators demotivated and put teachers in an
awkward position by asking them to report after group discussions even if the teacher
was not clear about the topic. They stated that this makes teachers feel embarrassed
and become interested to attend the following day. It is important that a skilled
facilitator treat teachers as adult learners and not treat them like children or young
learners. They should motivate and encourage them to learn. Facilitators should
challenge teachers to think critically, guide discussions and provide support to
teachers. Similar to these findings, Munonde (2007: 121) propose that subject
advisors, as professional development facilitators, should be provided with
professional development courses based on curriculum change implementation in

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advance, to give them ample time to internalise the content before embarking on the
professional development of teachers. They should also be involved in designing
professional development workshop materials.

5.3.1.7 Sub-theme 7: Sudden changes in curriculum

There have been rapid changes in education in South Africa particularly in the area of
curriculum reform, first involving change from the old pre-1994 curriculum to Outcomes
Based Education (OBE) in 1997, followed by Revised National Curriculum Statement
(RNCS) in 2002, National Curriculum Statement (NCS) and currently Curriculum
Assessment Policy Statement (CAPS) (in 2010) (Chapter 1, Section 1.2.3). These
changes required teachers to undergo professional development so that they could
implement the curriculum effectively. Two participants (T2 and T6) whose views
represented the general views of the participants suggested that sudden changes of
the curriculum were disruptive and causing problems to teachers as they had not
received enough time to be properly trained and master the current curriculum before
the new one is introduced. They revealed that when OBE was introduced, teachers
were invited to attend one-week workshops and they went back to implement it, with
scanty support follow-up workshops provided that usually took two hours in the
afternoon. Similarly, when CAPS was introduced, teachers were invited to attend a
three-day workshop, and thereafter, a few follow-up workshops for a half day were
organised. The participants felt that changes should be introduced following the
incremental model with a lot of consultation with the teachers. Responding to the
question: What hinders the provision of effective professional development? Below
are some of the participants’ responses:

 The sudden curriculum changes made it difficult to us as teachers to master the

curriculum in a short space of time. I understand that curriculum changes had
to happen but teachers should develop in time and not in a hurry to implement
the following month. (T6)
 Workshops are of great importance to the improvement of educators. They
should be planned and given enough time not half days; it is insufficient. (T2)
 If the Department does not plan and conduct workshops in time, this has a bad
impact on the teachers’ performance. Too many changes in a short space of
time may confuse and demotivate teachers. I had struggled to master the key

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 concepts of the curriculum, the reason being that when I attended the workshop
for CAPS, we were a large number which was uncontrollable for the facilitator.
Due to the support from my Head of Department and one of my colleagues I
managed to master the curriculum. (T10)

Change is not comfortable for everyone; some people do not accept it easily. It should
be planned and well-communicated to people involved in good time. The participants
felt that teachers needed to be given enough time to grasp new information because
teachers, like learners, have different learning styles. Evaluation of workshops
attended by teachers is crucial and can assist officials to know whether the workshops
were successful or not.

5.3.2 Monitoring Change

After analysing data collected from principals, monitoring change came up as the main
theme. Figure 5.2 illustrates the theme and subthemes that emerged from data
collected from principals who participated in this study.

Table 5.2: Data pertaining to primary school principals’ interviews

THEME SUB-THEME
Monitoring teachers’ performance - Implementation of IQMS to address
improvement professional development needs.
- Issues that hindered teachers to perform
effectively.
- Negative attitude towards change.
- Teacher demotivation.
- Intervention

The principals together with other School Management Team members are
responsible for monitoring how schools’ function. Kotter and Schlesinger (1979: 106)
are of the view that in the context of educational management, change tends to expose
school principals to new controls and regulations, growth, increasing competition,
technological development and changes in the workforce. This means that the
principal is faced with a huge responsibility of ensuring that all school systems,
processes and manpower are gradually transformed and improved. Among others,

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one of the responsibilities of principals is to support and see to it that teachers under
their supervision are developed professionally.

Professional development programmes or any intervention should bring change to a

teacher, which will in turn benefit the whole school. Change needs to be continuously
checked and managed. Intervention processes can be fruitless if they do not anchor
change. As leaders in schools, principals need to ensure that all teachers under their
supervision perform their duties up to the required standard. Davidoff and Lazarus
(1997: 176) contend that identifying developmental needs among the staff and other
role-players, and making provision for these needs through appropriate programmes,
courses and processes is the meaningful way of capacity building. Teachers who
have received support may have improved opportunities to fulfil their tasks with
interest and confidence, which will in turn, yield good results in learners’ performance.

5.3.2.1 Sub-theme 1: Implementation of IQMS to address professional

development needs

The question was: How do you do individual needs analysis to identify professional
development of teachers in your school? The principals’ responses indicated that they
conducted needs analysis in compliance with the Integrated Quality Management
System (P1, P2, P3, P4 and P5). This is indicated by a few of the verbatim responses
below.

 Teachers fill in Personal Growth Plan forms where they record prioritised areas
in need of development. After the teacher has been observed in class by the
DSG, they assist the teacher to record what they regard as her areas of
development. The teacher’s areas of development are written in Assessment
criteria as they appear in IQMS performance standards. (P1)
 We implement IQMS which helps us to identify and analyse individual needs in
the school. My role as the leader is to motivate and monitor that teachers
implement IQMS because it is for their professional development. (P2)

The principals also reported that they identified their own needs and the needs of
teachers in the IQMS process. From the data collected it transpired that filling the
PGP forms is the only tool they used in schools to identify and record teachers’ needs
as nothing different had been reported by teacher participants also. The interviewer

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further asked a follow-up question to participants: What do you do after collecting the
teachers’ needs, and why do you think it is crucial to do needs analysis? Next were
the principals’ views:

 I think doing needs analysis assist in knowing the teachers’ areas where they
need to be developed in order to perform their work efficiently. Teachers
encounter different problems, one teacher may have challenges in assessing
learners in reading but the other might not experience the same challenge,
instead his/hers might be how to teach reading fluency. (P3)
 After collecting teachers’ needs, the SMT meets, look at all the teachers’ needs
for the school and choose the ones that we might able to address at school.
We compile the School Improvement Plan and write all those that we feel may
be addressed by the Department of Education. We still have some challenges
as the Department had been busy with curriculum changes workshop for the
past years, the individual needs of each teacher had not been attended to. (P5)

The participants in the above views state that the process of addressing needs
analysis had not been effective. The teachers’ needs had been identified but ended
up not being addressed. This point is discussed further in the sections below.

5.3.2.2 Sub-theme 2: Issues that hindered teachers to perform effectively

Teacher inefficiency or under-performing teachers cripple the provision of quality

education in the country. It is the responsibility of every individual teacher to take
charge and seek support where needed (Chapter 2, Section 2.4.1.2). Teachers need
to play an active role in their professional development. It is the duty of the principal
to ensure that all teachers perform optimally according to the expected level. If there
is any member who is performing below standard, she should address that situation
following the correct procedures of dealing with poor performance (Chapter 2, Section
2.12). As the interview progressed, the interviewer asked the following question:
‘What are the causes of poor performances in teachers?’ Participants provided various
views regarding the causes of poor performance including: (a) Lack of self-
development, (b) Failure to deal with challenges, (c) Absenteeism and late-coming
and (d) Factors beyond teachers control.

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Next I discuss the views from the participants regarding what they believe are the
causes of weak performance in teachers.

5.3.2.2.1 Lack of self-development

The school principals’ participants reported that teachers who did not develop
themselves professionally, were left behind as there are many changes and
improvements that are taking place in education (P1, P2 and 5). They mentioned that
teachers should continuously develop themselves by attending workshops and
studying towards achieving higher qualifications. In view of this, participants reveal
that:

 I believe a teacher should be always keen to learn. He or She should know his
or her weaknesses and seek support. A teacher must acquire new information
about development in the area of his/her specialisation, like, new teaching
methods and assessment strategies. As the principal it is sometimes difficult to
support a teacher who does not see the need for self- development. (P2)
 A teacher who does not upgrade herself or take responsibility for her
development may not be able to perform well, as there are lots of new
developments in education. (P5)

The participants emphasise the importance of self-development and the

consequences of lack of self-development. Conducting needs analysis assists the
teacher to recognise where he/she falls short and seek for support before even being
noticed that he/she is underperforming. The principals stated that they encouraged
teachers to attend workshops, enrol for qualifications and read departmental
documents. School leaders believed that teachers who develop themselves are likely
to be more knowledgeable about their work, the content of the subjects they teach and
the profession in general.

5.3.2.2.2 Equipped to meet the challenges

Two principals (P2 and P4) indicated that teachers who are not ready to meet
challenges in their jobs may not perform well. There are many challenges that the
teacher comes across at work; some are brought by learners, parents, colleagues and
some social circumstances. Participants stated:

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  What takes place all around us these days requires one to desire to learn out
of every situation and circumstances in order to be able to know what to do at
a particular time and also have to improve on what has previously gone wrong.
Some teachers do not do that; instead they run away from any challenging
situation by expecting the SMT members or other colleagues to address them.
(P2)
 Teachers need to be emotional stable to be able to address parents in a
professional manner, even if a parent approaches a teacher with a negative
attitude. A teacher must be able to deal with learners who experience barriers
to learning, chronically ill, comes from disadvantaged homes and some who
takes drugs. (P4)

The above statements indicate that teachers need to be equipped with skills like
conflict management, human relations and emotional intelligence, all of which could
help them to manage conflict situations amicably. If there are difficult situations like
bad human relations at school, such things can cripple the smooth functioning of the
school. Teachers should work as a team to achieve the same goal within the school.
They can learn more from one another when working in clusters or learning
communities. Learning communities are the teams that teachers form for the purpose
of working together and learn from each other.

The participants’ responses also indicate that teachers need to play different roles in
the lives of their learners. The teachers’ role is no longer limited in delivering subject
matter but he/she needs to look at the learner’s background and offer support where
necessary.

5.3.2.2.3 Absenteeism and late-coming

Responding to the question about what causes poor performance in teachers.

Participants stated that absenteeism and tardiness do not contribute to quality
teaching and learning (P1, P3, P4 and P5). They indicated that the teacher who is
regularly absent from work may fail to cover all the work required for each school term.
Absenteeism disrupts effective teaching and learning because, if a teacher is absent,
other teachers have to catch up for the teacher’s lessons, which may disturb their plan
for the day. Two responses from the participants highlight this problem:

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  Absenteeism and late-coming contribute to poor performance. (P1)
 Absenteeism is the main problem that causes some teachers to poorly perform
because if she [a teacher] is absent from work she fails to cover all the work
planned for the term and her learners are left behind. (P5)

The root causes of absenteeism and late-coming should be identified and addressed.
If the teacher fails to solve the problems causing absenteeism, that teacher should be
referred to Employee Assistance Programme for assistance (EAP) to get support.
EAP is the programme under Department of Education that provides support to
teachers who experience different problems ranging from, emotional, psychological
and non-performance.

5.3.2.2.4 Factors beyond teachers’ control

The participants identified factors that is beyond the teachers control as may have a
negative impact on his/her performance. P1 aptly put it thus:

‘Unsafe environment and lack of adequate learning space can contribute to poor
performance.’

The researcher posed a follow-up question to P1: How can an unsafe environment
and lack of adequate learning space may cause a teacher to underperform?

P1’s response was: The teacher may not focus on his/her work if the school is not
protected, members of the community and thugs comes as they like to threaten
teachers. I had experienced that in one of the schools I worked at in the early nineties,
thugs used to come to rob us in the school premises. I became so demotivated and
wished to even leave teaching as I could not get a transfer at that time. A teacher
can poorly perform if he/she has a large number of learners in one class, for example,
a class of eighty learners. It may not be easy to for the teacher to give individual
attention to all the learners, especially if there are also learners who need special
attention

The above response shows that there are factors that may cause a teacher to
underperform and to correct those factors lie on all the stakeholders, like, SMT, SGB,
Department of Education, teachers, community and learners. Blanchard and Thacker
(2013: 79) identify three areas that hinder a teacher’s ability to meet job performance

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expectations, including, (i) school, (ii) the management of the school and (iii) the
individual (2.4.1.2). There are teachers’ needs that are caused by the school’s
shortcomings, for instance, a shortage of resources like libraries, laboratories and
unsafe environment. Another challenge that hinders teachers from performing
optimally is poor management of the school. If the principal and other members of the
School Management Team (SMT) do not manage all the school systems properly and
provide teachers with necessary support, teachers will not be able to perform to their
full potential. As indicated in the above discussion, it should be clear as to who is
responsible for addressing the identified needs of teachers (Chapter 5, Section
5.3.1.1). Poor performance of the teacher or low teacher productivity can hamper the
learners’ progress. The participant (P1) further identified weak school management,
poor cooperation among teachers and lack of resources like textbooks and stationery
as some factors that contribute to poor performance. Additionally, P3 reported thus:

“If the school management team does not manage the school according to the
required standards that would negatively impact the functioning of the entire school,
the principal as a leader should show direction by setting goals, targets and putting
plans of action in place for the smooth functioning of the school”

The participant was emphasising that for the school to function effectively, it is the duty
of the School Management Team in collaboration with the School Governing Body
(SGB) to ensure the smooth functioning of the school and adequate provision of
appropriate resources.

5.3.2.2.5 Non participation in Professional development learning community

The participants reported that professional development learning communities assist

teachers in identifying their needs. The excerpts below are the responses of
participants to the question posed thus: what do you think are the causes of poor
performance? Their responses follow:

 I had been involved in clusters whereby we met and discussed management

plan of IQMS as a ward. It was beneficial but now they no longer take place.
We only have grade meeting where we meet every Thursday and do lesson
preparations for the coming week. (T1)

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  I was involved in clusters in our ward from 2005 to 2006; being involved in
clusters helped me to improve the ways I assess my learners. I was able to
identify my performance gaps from observing and hearing how others are
performing. It assisted me to evaluate whether I am not behind others with my
work. (T3)
 I once was involved in ward clusters immediately after OBE was introduced, but
now they no longer exist. It was interesting to meet with teachers from other
schools. (T5)

Most participants stated that they had not participated in clusters (T2, T4, T6, T7, T8,
T9 and T10). In this regard, Teacher 4 reported:

 I have never been involved in teacher clusters or team teaching. I would love
to be involved, but my problem is only that there are no organised groups in our
area (T4).

The above responses reveal that there was time when working in clusters was
encouraged but this faded away as time went on. The participants indicated that they
benefited from participating in clusters because they were able to share ideas with
teachers from other schools. Harwell (2003: 4) submits that when teachers have the
opportunity to interact, study together, talk about teaching, and assist one another in
applying new skills and strategies, they stand a better chance to grow, and their
students’ performance improves dramatically. Jita and Ndlalane (2009: 58) observe
that over time, the discussions, interactions and sharing of information regarding
personal experiences among teachers, together with relationships of trust and identity,
make clusters an attractive vehicle for challenging, and possibly changing teachers’
professional knowledge and practice. The participants reported that they worked in
teams in their schools, for instance, when preparing the lesson plans and assessment
plans (T1, T2, T3, T6 and T7) as reflected in the excerpts below.

 We meet with my colleagues to discuss how to present lessons and do work

schedules. (T6)
 We meet with other teachers in my phase to discuss and analyse lesson plans.
We use relevant documents and plan according to quarterly needs. (T7)

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The researcher found that in most schools, teachers of the same grade met weekly to
do lesson preparations and assessment plans. They indicated that it also helped them
to share ideas. The researcher found that teachers interviewed in this study were not
involved in clusters or learning communities because, as they reported, they were not
organised in their areas. Secada and Adajian (1997, as cited in Jita & Ndlalane, 2009:
59) posit that the cluster model represents a form of professional community that
provides a context within which a group of professionals can come together, discuss
and understand their practices. This means, through clusters, teachers are brought
together to identify and collectively attempt to address the problems which they
experience in their work (Gulston, 2010: 44). Characteristically, the group in a cluster
would engage in common activities, such as sharing content knowledge, reflecting on
their teaching experiences, giving feedback, collaboration and general cross-
pollination of ideas and views regarding their classroom practice (Conco, 2004: 84). It
is argued that working in clusters or forming learning communities would address a
variety of needs that teachers encounter in their isolated classrooms, through listening
to or observing other teachers, and that this can improve their productivity.

5.3.2.3 Sub-theme 3: Negative attitude towards change

A teacher with a negative attitude may not likely cooperate or participate well in school
activities. The participants were asked to respond to this question: What may be the
results of non-provision of professional development in teachers? Three principals felt
teachers may have negative attitude towards change if their needs are not identified
and provided with relevant development (P2, P3 and P5). In this respect, P2 stated
thus:

 If teachers do not attend professional developments and learn about new

changes in the curriculum they can have negative attitude. Some teachers may
stick to old methods of teaching and become reluctant to use methods of
teaching that are recommended in the current curriculum. (P2)
 Professional development helps teachers to be confident in their teaching.
They are able to meet other teachers and get to know how they deal with some
issues related to their teaching. (P3)
 The result of not providing teachers with development is that, they
underperform and have negative attitude towards their work. I find it so

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 challenging to deal with a person who have a negative attitude because usually
oppose any new idea or activity and even influence others to be on his/her side.
(P5)

The principals indicated that it is very difficult to work with teachers who have negative
attitudes because whatever activity is introduced at school, they will oppose it and
influence other teachers not to participate. It is the duty of the SMT to manage those
individuals who have negative attitudes and persuade them to see things differently.
If this situation is not managed, the good working culture at school can fizzle out.

The participants noted that a teacher who has a negative attitude towards change may
be left behind and not learn about the new changes especially in the context of rapid
curriculum changes that take place in South Africa. This requires teachers to be
flexible and able to embrace any changes they are expected to implement in their
teaching. Blanchard and Thacker (2013: 37) defined attitudes as the employees’
beliefs and opinions that support or inhibit behaviour.

5.3.2.4 Sub-theme 4: Teacher demotivation

Responding to the question: What may be the results of non-provision of professional

development in teachers? The participants noted that non-provision of professional
development may demotivate teachers and tend to perform poorly (P1 and P5). One
participant (P1) stated thus on the subject:

“Demotivated teachers need close supervision in order to perform well and some do
not even want to participate in extra-curricular activities. Some complained that there
is too much work that is why they sometimes fail to do other activities”.

The participants explained that a demotivated teacher is not the same as a teacher
with a negative attitude, but is similar in that they both resist participating in all school
activities (P3 and P5). Principal 5 also reported that:

“From my observation in many years as a principal, a demotivated teacher lacks zeal

and knowledge about some issues but does not necessarily display disrespect like
most people who have negative attitude”.

P1 and P2 felt that the School Management Team (SMT) should have a way of dealing
with demotivated teachers so that they can get help and because they need strong

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support and encouragement from the members of the SMT. Swanepoel (2009: 101)
regards motivating staff as an important activity related to the management function
of leading. The SMT members have a role to play in creating conditions that are
conducive to elicit and sustain teachers’ interest in their own professional
development.

Demotivation among teachers may be caused, for instance, by problems at home,

unhealthy conditions at school, social problems, illness, loss of loved ones and so on
(see 2.12). The principal should follow the right procedures as specified by the
Department of Education (Code of Conduct for Educators) to help the teachers who
face these problems. As stated earlier, not all needs can be addressed by professional
development; needs that are caused by a variety of family problems and chronic
illnesses may be referred to Employment Assistance Programme (EAP) (Chapter 2,
Section 2.13).

5.3.2.5 Sub-theme 5: Intervention

The researcher wanted to find out the role that principals participants play in ensuring
that teachers conduct needs analysis and attend professional development
programmes. The question was: How do you motivate teachers to take a leading role
in their personal development? In the participants’ responses, all the five principals
indicated that there are different kinds of interventions that they organise to empower
teachers with relevant knowledge. In their responses they named (a) Staff meetings
where they update teachers about the new developments in their work (b) In-house
workshops to address challenges that teachers encounter in their teaching and (c)
they ensure that HODs visit teachers in their classes frequently.

5.3.2.5.1 Staff meetings to address professional development needs

Three participants reported that they organised staff meetings where they discussed
professional development issues regarding IQMS processes, professional
development workshops as well as teaching and learning. They reported that teachers
got opportunities to discuss issues related to their duties. In this context, P2
responded:

“One of the important meetings that I hold with teachers at the beginning of the year
is that which focuses on staff development processes. From that meeting each

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teacher is required to meet with her Development Support Group and develop their
Personal Growth Plans (PGPs). The PGPs are important as they are the only tool
where teachers record their professional development needs with the assistance from
the DSGs”.

Staff meetings are important because they provide staff with the platform to discuss
and take crucial decisions concerning their school. Some of the typical issues they
discuss include teaching and other school initiatives like Quality Learning and
Teaching Campaign, Stop Child Abuse campaign and the involvement of parents in
school activities. Staff meetings also afford the principal an opportunity to disseminate
important information, and equally, teachers get a chance to ask questions and raise
some issues regarding subject teaching or management of the school.

5.3.2.5.2 Organisation of professional development workshops

The principals reported that organise workshops where they invite subject specialist
to assist on some topic and also they encourage teachers to attend workshops
organised by the Department of Education. The question was: How do you motivate
teachers to take a leading role in their personal development? P2 stated:

“I organise professional development workshops at school, it works much better when

support is given at the school and all teachers receive the information together,
discuss and take decisions as to how they may handle that particular issue. In our
school, we always benefited from the visits by subject specialists from the District
office”.

Principals (P4 and P5) revealed their concern similar to what was raised by teacher
participants that the workshops addressing the current curriculum changes in
Curriculum and Assessment Policy Statement, organised by the Department ran only
for a short period of time. Their concerns were expressed by P4 as follows:

“Although we support teachers with workshops at school, I feel the Department of

Education slacks behind because we submit the teachers needs after conducting
IQMS but no support had been provided in that regard. The workshops they organised
were focussing on were on curriculum change but we still need more of them as
teachers are still struggling in some areas”.

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The professional development workshop approach is widely used in the majority of
professional development programmes. Teachers attended workshops in preparation
for the introduction of the current curriculum, but there was a concern that those
workshops were not properly conducted; hence there was a need for more support
workshops. Chisholm (2000: 60) allude to the same point by explaining that,
specifically, most teacher development workshops for curriculum change
implementation have been conducted for as short as 3- to 5-day sessions often by
incompetent district trainers.

Furthermore, they were criticised for their virtual lack of on-going support and
development opportunities, especially when teachers return to schools after receiving
development workshops (Chisholm, 2000: 61).

5.3.2.5.3 Support provided by HODs

From the responses of the principals HODs are responsible for supporting teachers in
class on a daily basis. One participant indicated that in the foundation phase, HODs
did not find time to frequently visit classes because according to the Norms and
Standards for Educators, they are required to be class teachers. Below are some of
the responses.

 HODs visit teachers in classes to monitor how they teach, although some HOD
complain that they do not have enough time to do that as they are full-time class
teachers. (P1)
 HODs do regular class visits that are monitored by the deputy principal. With
cases that are beyond the HODs’ capacities, they are referred to the SMT for
discussion at their weekly meetings. (P2)

Two principals (P3 and P5) indicated that they encountered problems regarding the
efficient monitoring of teachers by HODs because they were full-time class teachers.
P5 stated:

“If the HOD is supervising ten teachers, it is hard to find time to visit them regularly
leaving her own class unattended. HODs have the same workload as all teachers,
and in addition, they have the administrative responsibility of monitoring the work of
teachers under their supervision. The Department of Education needs to look at this
issue if it wants efficiency and effectiveness in curriculum delivery”.

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P1 recommended that:

“… more workshops should be organised for the Heads of Departments to learn more
about their roles in monitoring progress as sometimes they did not perform their duties
as required, but expected to be reminded by the principal”.

5.3.2.6 Sub-theme 6: School Management Team (SMT) meetings

The question was: How do you motivate teachers to take a leading role in their
personal development? All the five principals as participants mentioned that they held
SMT meetings at least once a week to discuss the plans and activities of the week.
They explained how the SMT members addressed problems that they encountered.
Below are some of the verbatim responses.

 The SMT discusses and suggests possible strategies to solve the problems
encountered by teachers. They come up with solutions and if the problem
persists, the teacher is referred to Employment Assistance Programme. (P1)
 I personally set an example in the beginning of the year where I visit all the
classes focusing mainly on the needs of each teacher and also their personal
feelings about different aspects like how the learners cope in new grades. (P2)

The SMT consists of the principal, deputy principal and heads of departments. The
principal is always responsible for chairing the SMT meetings. The participants
displayed good understanding of their roles of leading and giving directions as it is
evident in the verbatim responses above.

5.3.3 Providing Support

Providing support was the third theme that emerged from the data collected through
observation of the Development Support Group (DSG) meetings in five schools. Table
5.3 illustrates the theme, sub-theme and categories that emerged from data collected
from Development Support Groups post-evaluation meetings.

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Table 5.3: Data pertaining to observation of the Development Support Groups

THEME SUB-THEME
Providing Support  Provision of feedback.
 Exposition of the purpose.
 Strengths of the teacher.
 Contextual factors.
 Evaluation.
 Areas of development identified by the DSGs.
 Recommendation for development.
 Concluding remarks on the post-evaluation meetings.

The researcher chose to observe the post-evaluation meetings because the meetings
discussed the professional development needs of an appraisee which is the main
focus of this study. I believed that data obtained from the meetings would yield
valuable insights. What the researcher observed was that the main purpose of the
DSGs was to give support to teachers so that their productivity could be improved.
The DSGs are responsible for mentoring and supporting the teacher throughout the
year, over and above, assisting with the development of the PGP (Department of
Education, 2003a: 26). The DSG was expected to have a clear idea of the progress
that the appraisee had made.

The post-evaluation meeting took place after the DSGs had observed the teacher in
class. The researcher intended to observe how the DSGs identified the appraisee’s
needs. After collecting and analysing data, three sub-themes and their related
categories emerged under the above theme.

5.3.3.1 Sub-theme 1: Provision of feedback

Provision of feedback was the first sub-theme that emerged under the theme –
Provision of support. The post-evaluation meeting was conducted after classroom
observation in order to give feedback to the appraisee. According to Aguinis (2013:
16), feedback allows for the identification of strengths and weaknesses, as well as the
causes of performance deficiencies. The researcher observed five meetings in five
schools focusing mainly on the procedures of the meetings and the content of the

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discussions. Specifically, the following were some of the issues that were deliberated
upon in the meetings:

 Purpose of the meeting.

 Identification of the appraisee’s needs.
 Discussion of how the needs were going to be addressed.
 How support was going to be provided.
 Involvement of all members in the discussion.
 Way forward.

5.3.3.2 Sub-theme 2: Exposition of the purpose

The chairpersons of the five schools specified the purpose of their meetings in different
ways. The chairpersons of School 4 and School 5 stated that the purpose of their
meetings was to discuss the performance of the appraisee. In this respect, the
chairperson of S1 clarified: ‘The purpose of this meeting is to discuss how the
appraisee performed in class during our class visit.’

Some chairpersons stated that the purpose of their meetings was to fill in the post-
evaluation forms (S2 and S3) as seen in the responses below.

 The purpose of this meeting is to fill in Development Support Group (DSG)

Assessment report form. (S2)
 We are here to fill in the post evaluation report form. (S3)

The researcher considered those DSGs who perceived the purpose of the meeting as
completing the forms, to be providing limited information about the real objective of the
meeting. Stating the purpose of the meeting is crucial as it sets the tone for the
discussion, prepares the appraisee and guides the discussions in the right direction.
The outcome of the meeting was for teachers to know their areas of development for
the purpose of addressing them.

The chairperson of School 1 presented the purpose of the meeting appropriately, but
limited its scope by stating that it was to discuss the performance of the appraisee
during the class visit by the DSG members. The DSG was supposed to discuss and
give feedback on all performance standards as prescribed in the IQMS manual. The
researcher observed that teachers displayed limited knowledge about the importance

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of the post-evaluation meetings. It was not proper to state that the purpose of the
meeting was to fill in the post-evaluation forms as this explanation watered down the
importance of the meeting.

5.3.3.3 Sub-theme 3: Strengths of the teacher

The researcher observed that participants from all schools were guided by the post-
evaluation form as their agenda for the meeting (S1, S2, S3, S4 and S5). All the
chairpersons started by requesting the members to identify the strengths of the
appraisee. In three schools, they simply mentioned two or three strengths without
clear explanation (S1, S2, S3,). Below are some of the strengths identified.

 The teacher has a clear knowledge of the subject. This was evident on the
performance of the learners when working in groups. I commend the
appraisee for her ability to discipline learners well. I also acknowledge that
the appraisee paid attention to even slow learners (S1 Chairperson).
 She was able to present her lesson well and to use different techniques of
involving learners. (S2 Peer)
 The lesson was well planned and structured. (S3 Peer)
 The teacher was able to interpret the subject matter to the level of the learners.
(S5 Chairperson)
 Teaching aids used were clearly visible, brightly coloured and appropriate for
the level of the learners. (S4 Peer)

Giving feedback on one’s performance increases motivation level and boosts

performance or productivity. Knowledge of how one is doing and recognition of one’s
successes provide the fuel for future accomplishments (Aguinis, 2013: 4), and
increases the appraisee’s self-esteem.

5.3.3.4 Sub-theme 4: Contextual factors

After discussing the strengths of the teacher, all the Development Support Groups
(DSGs) from five schools talked about the possible causes of the gaps in the teachers’
performance. In all five DSG meetings observed, the chairpersons asked the
appraisees to identify the factors that hindered them from performing their duties
efficiently. The appraisees had different things to say. Three appraisees from three
schools mentioned one commonly agreed on that, a large number of learners who are

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chronically ill and frequently absent from school (S1, S2 and S5). The issue of learners
who did not do homework because there was no one to supervise them at home as
most of them lived with their grandmothers or sick parents, was identified by three
appraisees (S1, S4 and S5). Below are some additional factors mentioned by the
appraisees:

 Lack of enough learning space to move around in class. (S1)

 Absenteeism and late-coming of learners. (S3)

These two contextual factors or problems belong to a category of needs that are
beyond the appraisee’s control, but which need support from the SMT, SGB, parents
and learners to solve. Participants indicated that some factors that caused learners
to come late to school included long distances from home, transport delays and lack
of support from adults at home.

5.3.3.5 Sub-theme 5: Evaluation

Evaluation was the third sub-theme that emerged under the broad theme ‘providing
support’. The researcher noted that the Development Support Groups (DSGs) were
expected to evaluate the performance of teachers so as to know their needs and be
able to provide support. The Kirkpatrick Four Level taxonomy remains the most
consistently used method for evaluating professional development (see 2.18.1). The
meetings that the researcher observed were conducted after all the DSGs had
observed the appraisees in class.

The researcher observed that the Development Support Groups’ (DSGs) meetings in
all the five schools took place after the classroom observation of the appraisees. Each
DSG member had to give their ratings to the performance of the appraisees. The
appraisees had been observed by the DSGs in classrooms on the following four
performance standards (DoE, 2003a: 20):

1. Creation of a positive learning environment.

2. Knowledge of curriculum and learning programmes.
3. Lesson planning, preparation and presentation.
4. Learner assessment.

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A close examination of the above performance standards suggests that their focus is
on the evaluation of individual teacher’s proficiency to deliver curriculum in a
classroom.

There are three more performance standards for post level one teachers (DoE, 2003a:
20):

5. Professional development in the field of work or career and participation in

professional bodies.
6. Human relations and contribution to school development.
7. Extra-curricular and co-curricular participation.

For the HODs, there are three more performance standards, namely:

8. Administration of resources and records.

9. Personnel.
10. Decision making and accountability (DoE, 2003a: 20).

In addition to the above, the deputy principals and the principals have the following
two more performance standards (DoE, 2003a: 20):

11. Leadership, communication and servicing the governing body.

12. Strategic planning, financial planning and Education Management and
Development (EMD).

The results of the developmental appraisal derived from the above performance
standards are consolidated into the Personal Growth Plan (PGP) of individual
teachers, which inform the School Improvement Plan (SIP), which will in turn be sent
to the area office for external development intervention (DoE, 2003a: 13).

The researcher has observed that under each performance standard, there are criteria
as reflected in Table 5.4 below.

Table 5.4: Performance Standards and Criteria

Performance Standards Criteria

 Learning space
1. Creation of a positive environment  Learner involvement
 Discipline

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 Performance Standards Criteria
 Diversity
 Knowledge of learning area
2. Knowledge of curriculum and  Skills
learning programmes  Goal setting
 Involvement in learning programmes
 Planning
 Presentation
3. Lesson planning preparation and
 Recording
presentation
 Management of Learning
Programmes
 Feedback to learners
 Knowledge of assessment
4. Learner Assessment/Achievement techniques
 Application of techniques
 Record keeping
(DoE, 2003a: 20)

The Development Support Groups observed teachers using performance standards

and criteria as guidelines. In that case, when assessing Performance Standard 4
(Learner Assessment) the DSG observed how the teacher applied assessment
techniques, how the teacher gave feedback to learners, and how he or she kept
records.

According to the IQMS manual, the appraisee is scored between 1– 4 for her
performance in each performance standard (DoE, 2003a: 11). The scores are
interpreted as follows:

Table 5.5: Integrated Quality Management System (IQMS) score keys

Code Description
1 Unacceptable
2 Satisfies minimum expectations
3 Good evidence present
4 Outstanding work
Adapted from DoE (2003a: 11)

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The researcher observed that each member gave their scores according to their
interpretation, contrary to the normal expectation that the appraiser and appraisee
should discuss and reach consensus regarding the final scores of all the performance
standards.

5.3.3.6 Sub-theme 6: Areas of development identified by DSGs

The researcher observed that each performance standard includes a number of

criteria. For each of these criteria, there are four descriptors derived from the four-
point rating scale (see Table 5.5). In the post-evaluation meeting, members were
required to identify areas of development by recording them as criteria of the
performance standards, for instance, if the DSG observed that the teacher struggled
with the assessment of learners, they should record her area of development as
knowledge of assessment techniques. In all the DSG meetings observed, the
members looked for the criteria where the appraisee scored lower scores and
regarded them as the areas for development.

Four Development Support Groups (DSGs) from four schools identified the same
criterion as an area of development for the appraisees, that is, ‘record keeping’ under
performance standard 4 (Learner Assessment/Achievement) (S1, S2, S3 and S5).
This means that most of the appraisees were found by their DSGs to be experiencing
challenges in record keeping. Below are other criteria and performance standards
identified in all the DSG meetings observed in this study.

Table 5.6: Areas for development identified by observed schools

School Criteria Performance Standards (as in IQMS)

S1 Involvement 7 - Extra-curricular participation
Holistic development 7 - Extra-curricular participation

S2 Assessment 4 - Learner Assessment/Achievement

S3 The use of teaching aids Does not belong to any performance

Learner involvement standard.

S4 Knowledge of assessment 1 - Creation of a positive learning

techniques environment

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 Application of techniques 4 - Learner Assessment/Achievement
4 - Learner Assessment/Achievement

S5 Leadership and coaching 7 - Extra-curricular participation

Organisation and 7 - Extra-curricular participation
administration 4 - Learner Assessment/Achievement
Record keeping

School 3 included one aspect which did not form part of the criteria as they appear in
the IQMS procedure manual, that is, the use of teaching aids. This means that they
had seen it as important for the appraisee to be developed in, although it was not
included in performance standards. This also showed that there were needs that were
not directly addressed by performance standards, but crucial to effective teaching and
learning. One of the objectives of this study was to devise strategies that can be used
to address even the areas that are not accommodated in the performance standards.

5.3.3.7 Sub-theme 7: Recommendations for development

Only one Development Support Group managed to discuss what they recommend the
teacher should do in order to improve on what they identified as her areas of weakness
(S4). The DSG members recommended that the appraisee needed to apply different
assessment techniques in order to cater for learners with barriers as well. For
leadership and coaching, the DSG advised the appraisee to be actively involved and
to play a leading role in motivating learners to participate in all school activities together
with other teachers.

The other four DSGs (S1, S2, S3 and S5) skipped or ignored this part which required
them to discuss what they recommended the appraisee to do to improve. This part is
important because it indicates the amount of support the DSG should give to the
appraisee, since they will do follow-ups from what they agreed upon in the post-
evaluation meeting.

5.3.3.8 Sub-theme 8: Concluding remarks on the post-evaluation meetings

The researcher observed that in the post-evaluation meetings, the chairpersons

concluded in different ways. In concluding the meeting, the chairperson of S1
commended the appraisee for her good cooperation and for working well with her

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learners. In S2, the chairperson concluded by saying that the overall performance of
the appraisee was good and that she was able to involve all the learners in her lesson.
After completing the post-evaluation meeting form, the chairperson requested the
members to sign the form.

The post-evaluation meetings are an important means of supporting teachers if they

are conducted properly. The Development Support Groups (DSGs) were able to
discuss the performance of the teacher as a whole, including the strengths,
weaknesses and recommendations for improvement.

5.4 INTEGRATED SUMMARY OF THE FINDINGS

The findings have been integrated from data generated from all groups of participants
in this study. The empirical study revealed that the term ‘needs analysis’ was not
frequently used in schools as participants seemed not to be sure about it (Chapter 5,
Section 5.3.1). This was indicated by their responses to the question of whether their
needs had been assessed – some said ‘YES’, while some said their needs had never
been assessed. The literature review of this study has revealed how important it is to
do needs analysis before any kind of professional development can be organised to
check its necessity (Chapter 2, Section 2.9). The term needs assessment should be
well known by all the employees as the Skills Development Act (South Africa: Office
of the President, 1998) specifies that all the South African employees must receive
skills they are short of in their respective workplaces (Chapter 2, Section 2.5). It was
observed from the responses of teachers that they did not understand the importance
of needs analysis, and this could be attributed to the fact that teachers were not
properly informed about the importance of needs analysis.

The researcher observed that teachers seemed not to understand that they have the
responsibility to take control of their own professional development and that they
should be the first to know what their strengths and performance gaps are. According
to Robinson (2003: 27), recent views on professional development emphasise the
importance of involving teachers in defining their needs and developing opportunities
for their own professional development. Teachers are the key actors in continuing
professional development and they should be involved in the decisions made by the
authorities about them.

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All participants were concerned about not receiving professional development on the
needs they had identified in the past years in IQMS review meetings (Chapter 5,
Section 5.3.1.2.3). This is a serious issue which needs to be addressed properly
because its consequences might be the cause of why learners are poorly performing
in this country. The focus in the South African Department of Education has been on
identifying the areas in which learners underperform in Languages and Mathematics
in the ANA. However, not much has been done in strengthening plans to ascertain
whether teachers are performing according to the required standards or not, as the
empirical section of this study revealed that teachers were still complaining that they
did identify their individual needs, but they had never been addressed (Chapter 5,
Section 5.3.1.2.3). From 1999 up to now (2015), the focus has been on professional
development all teachers on the implementation of the new curricula, that is, OBE,
RNCS, NCS and CAPS. In order for professional development programmes to be
successful, they have to be meaningful to the participating teachers. The challenge
to policy makers and management is to understand what the teachers want and what
they find meaningful, and then design continuing professional development
programmes that respond to their needs. Only if the continuing professional
development programmes have personal meaning for the teachers, will they have the
potential to be transformative and life-changing.

The participants identified a number of factors that contribute to poor performance, for
instance, absenteeism, non-attendance of workshops, frequent curriculum changes,
negative attitude towards change and so forth (Chapter 5, Section 5.3.1.4). It is crucial
to know the root causes of poor performance in order to avoid its future occurrence.
In post-evaluation meetings, the appraisees identified different contextual factors that
they thought hindered them from performing their jobs effectively. These included
inadequate learning space, overcrowding in classrooms and frequent absences of
learners due to illness. There are challenges that need to be communicated with
parents like learner absenteeism and failure to do homework so that they could assist
in addressing them. There are challenges that need to be addressed by the School
Management Team together with the School Governing Body, for instance,
overcrowding in classrooms and a shortage of furniture and textbooks (Chapter 1,
Section 1.2.3). There are some challenges that need to be addressed by the
Department of Education that negatively affect teachers, such as frequent changes of

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the curriculum without proper professional development, poor conditions of service for
teachers and a shortage of staff relative to learner enrolments, that is, high student-
teacher ratios.

It was clear from the responses of all participants that there was lack of monitoring
regarding teachers’ professional development needs (Chapter 5, Section 5.3.1.4.1).
This was revealed by the participants’ concerns about inadequate workshops. Data
from both teacher and principal participants indicated that HODs do class visits and
give professional advice to teachers. Principals mentioned that they held the SMT
meetings and discussed the school’s progress and challenges faced by teachers. The
participants indicated that more efforts need to be made to ensure that teachers’
performance gaps are properly identified, and that they are supported and change in
performance is monitored. The Department of Education officials need to monitor the
work done by the SMTs to check whether they supervise teachers and monitor their
work. Principals reported that they need to be supported as they come across different
challenging situations in their leadership roles, especially regarding poor learner
performance and demotivated teachers.

The participants reported that they were not involved in clusters or learning
communities, and the forums organised by teachers to share ideas about their
profession. Learning communities refer to the forums where teachers come together
on a regular basis to engage in collaborative planning, curriculum study and learning
assessment (Servage, 2008: 64). Teachers possess different forms of knowledge and
experiences, and therefore, they can learn from one another (Chapter 3, Section
3.10.1). Some participants mentioned that they were once involved in clusters after
the introduction of Outcomes-Based Education (OBE) and benefited from them. These
afforded them opportunities to meet with teachers from other schools and learn from
one another as to how they dealt with different educational issues. From my
experience as the principal, I have noted that when Curriculum Assessment Policy
and Statements (CAPS) was introduced, teachers were encouraged to do work
schedules and lesson plans in groups, that is, teachers in the same school teaching
the same grade.

In this study, the participants reported that teacher inefficiency is caused by different
factors, for example, they indicated that a teacher who has a negative attitude or

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demotivated does not have an interest in developing herself professionally (Chapter
5, Section 5.3.2.2.2). Such a teacher resists change and refuses to be involved in
school activities. Generally, principals encounter challenges in supervising teachers
who have a negative attitude.

Finally, evaluation of workshops attended by teachers is crucial to find whether they

have benefited or not. Most teachers interviewed in this study complained about the
poor facilitation of some workshops. If evaluation was done properly, then it follows
that feedback provided would also most likely be appropriate as well.

5.5 CHAPTER SUMMARY

This chapter presented data collected from interviews with teachers, principals and
observations of post-evaluation meetings of the Development Support Groups. The
purpose of the study was to investigate how individual needs analysis of teachers is
done in the foundation phase. From the collected data, three themes emerged –
needs analysis emerged from data collected from teachers, monitoring change
emerged from data collected from principals and providing support emerged from the
DSGs post-evaluation meetings.

It transpired from the participants’ responses that there was a gap in how individual
needs analysis was done in schools. Teachers seemed not to play a major role in
identifying their needs. It would seem that the only time teachers identify their needs
is during the IQMS post-evaluation meetings and when they complete their Personal
Growth Plans. The researcher is of a firm view that this is not adequate as PGPs are
done once a year, and the question is, what if some needs come up any time during
the course of the year. The researcher observed that some schools did IQMS
processes in one day which was ineffective as they tried to squeeze everything in at
the same time. Teachers are required to do IQMS reviews throughout the year, and
the Department of Education provides schools with a management plan to follow. At
the beginning of the year, the principal is expected to do advocacy on the
implementation of IQMS processes so that teachers would know what they are
expected to do with respect to the IQMS (Department of Education, 2003b: 6). The
Department of Education (2003a: 6) further states that schools must factor into their
broad planning, the cycles of the IQMS stated below:

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  First developmental cycle and reflection – March to end of June
 Second developmental cycle and reflection – July to end of September.

Most participants complained that their needs had never been addressed, which
showed that monitoring was not done properly. Addressing teachers’ needs should
assist in bringing change in the learners’ performance. The participants revealed that
they had not been adequately supported by the Development Support Groups. They
indicated that there were many activities and programmes that they were expected to
be involved in, and because of high job demands, they ended up failing to do justice
to all. In the next chapter, conclusions are drawn from the literature review and
empirical study, key findings and contributions of this study are highlighted, and areas
for further research are suggested.

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 CHAPTER 6

SUMMARY, CONCLUSIONS AND RECOMMENDATIONS

6.1 INTRODUCTION

South African schools are beset with many challenges, particularly the problem of
learners who underperform in reading and Mathematics as the 2011 ANA showed that
the vast majority of pupils in South Africa are seriously underperforming relative to the
curriculum (Van der Berg, Taylor, Gustafsson, Spaull & Armstrong, 2011: 1; Spaull,
2013: 3). Spaull (2013: 3) indicates that although there have been some recent
improvements in learner outcomes, as well as some important policy innovations, the
picture that emerges time and again is consistently dire. Teachers need to be
appropriately skilled to fulfil their roles effectively in order to transform the situation of
poorly performing learners.

Teachers have professional development needs that should be identified and

supported so that they can perform their roles as specified by the curriculum. If
teachers are not well-skilled, that can impact negatively on student learning. The
success of learners is heavily dependent on the efficiency of the teacher. The problem
statement of this study raised the question: Which strategies can be used to conduct
individual needs analysis effectively among the foundation phase teachers in order to
improve their effectiveness? The study addressed the question: How is needs
analysis of teachers done in the Foundation Phase. The study concludes by proposing
recommendations on how analysis of teachers’ needs should be done in the
foundation phase.

Chapter 1 presented the basis for this study by providing the background information,
research problem, aim, motivation for the research, and research methodology and
design.

In Chapter 2, the researcher presented a literature review related professional

development needs analysis situation in South African schools. The models of teacher
education in South Africa were presented with the purpose of finding out how individual
needs are supposed to be done in South Africa. The Skills Development Act No. 97
of 1998 that regulates the activities of the workforce of the South African organisations
was presented. Finally, the seven roles of the teacher were discussed.

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Chapter 3 explored the discourse and theories of performance improvement and
individual professional development needs analysis in order to determine how needs
analysis and teacher development are conducted in other countries. The methods for
determining specific professional development needs, essential elements of an
effective professional development programme and factors that can hinder effective
professional development programme were discussed.

In Chapter 4 the ontological and epistemological positions relating to the study were
presented. Three different paradigms, namely positivism, constructivism and critical
theory were discussed in detail. The researcher explained why a qualitative approach
was adopted for this study. This chapter further explained the procedure for sampling,
data collection and data analysis. The credibility and trustworthiness issues of the
study were highlighted in the chapter.

Chapter 5 presents and discusses data collected from participants during individual
interviews with teachers and observation of the DSG meetings. The key finding of this
study was that there were many challenges, inconsistencies and misunderstandings
regarding how individual teacher’s needs analysis should be done. These emerged
in the data collected from participants most of which was not in line with what is
directed by the Integrated Quality Management System (IQMS) procedures manual.
The implementation of IQMS processes seemed to be weak, due to poor monitoring
and lack of proper professional development workshops.

6.2 CONCLUSIONS FROM THE EMPIRICAL INVESTIGATION

In chapter 5, I have presented the findings of this study. In the following section, I
present the conclusions based from the collected data.

6.3.1 Needs Analysis

It became apparent during the fieldwork that the term needs analysis is not commonly
used in schools as evidenced by the participants’ responses, which displayed
misunderstanding of the concept (Chapter 5, Section 5.3.1). In my observation, there
was a gap between the ideal and the real, that is, what ought to happen and what was
actually happening in schools. This was evident during DSGs’ post-evaluation
meetings, where it became obvious that they combined most of the IQMS processes
into one day instead of spreading them throughout the year.

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The empirical study revealed that teachers seemed not to have the same level of
understanding on how some IQMS processes were to be done. This was shown by
their hesitance and brevity of their responses when asked how their needs had been
analysed. They provided different responses which showed that there was a lack of
uniformity in the implementation of the IQMS (Chapter 5, Section 5.3.1). One teacher
indicated in her response that she had been assessed by her HOD. Some teachers
stated that they had identified their needs and written them in their PGPs, while some
indicated that they had been assessed by their DSGs. Although most participants
indicated that their needs had been assessed, when explaining how this had been
done, it was clear that they were not following the right procedures. The knowledge
of the relevant terminology seemed to be a challenge as terms like needs analysis,
pre-evaluation meeting, identification of needs, intervention, contextual factors and
post-evaluation were not properly used. Some participants believed that needs
analysis should be done by the Departmental officials only. According to the DoE
(2003a: 7), needs analysis is done by the teacher together with her DSG.

6.3.2 Identification of Professional Development Needs

The participants in this study seemed to have different or limited understandings on

the identification of professional development needs, for instance, as to who should
do needs analysis. This showed that there was something lacking in teacher
development. It is a bit disappointing because without well-skilled teachers, the
achievement of learners will not improve. For the country to provide quality education,
it needs highly efficient teachers.

The researcher concluded that teachers only identified their needs by recording them
in the PGP forms. This means the PGP is only a tool currently used to assist in
identifying teachers’ needs. The PGP forms are completed once a year as classroom
visits by the DSG take place once a year. My contention is that identification of
teachers’ needs should be done at least four times a year or anytime teachers realise
that they lack some skills that need to be addressed with immediate effect. If needs
are not addressed, that will negatively impact on the teacher’s efficiency.

Teachers are involved in different activities, and as such, their needs should be
assessed frequently and throughout the year at different occasions to ensure that they
are well-supported. This may strengthen the quality of teachers’ needs assessment,

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while at the same time, it minimises the adverse effects of the limitations associated
with the inadequate implementation of developmental appraisal.

6.3.3 Needs Recorded in the Personal Growth Plan

Participants seemed not to know the significance of doing needs analysis, which
indicated that teachers were not properly knowledgeable about all IQMS processes.
They seemed to lack motivation on needs analysis. Teachers need to participate
actively in their own development because they can only succeed if they know the
importance of professional development. The researcher observed in some DSG
meetings that the PGPs were not fully completed, some were written in few words on
the lines and some had blank spaces.

The researcher acknowledges the importance of the template, but she feels that the
DoE needs to revise it and make it more user-friendly. According to the DBE (2011:
95), participants who attended the 2011 Teacher Summit maintained that although the
concept of PGPs was good, their use and effectiveness was not reliable because
teachers do not know how to draft them. The participants also suggested that
professional development was necessary on the use, development and collation of
PGPs into School Improvement Plans for these to be clear, specific and useful.

The researcher observed that the PGP template had few narrow lines which made it
difficult for the teacher to write freely. Although at the bottom of the template there
was an instruction: “You may amend the template to suit your needs”, all the schools
observed were using the original form taken from the IQMS procedures manual.

In the PGPs, teachers are required to record their needs in the form performance
standards and criteria as they appear in the procedures manual. The researcher felt
that it was limiting teachers to record their needs in the form of performance standards
and their criteria because there were some needs that were not specifically featured
in the performance standard. These are issues like improving learners’ pass rates,
absenteeism, handling sensitive issues like HIV/AIDS and child abuse. It is critical to
identify these issues because if not addressed properly, they can hamper the school’s
progress.

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6.3.4 Pre-Evaluation Meeting

The DoE (2003a: 7) stipulates that each DSG must have pre-evaluation discussions
with the teachers concerned and discuss what is expected of them. Since some
participants in individual interviews mentioned that they identify their needs in pre-
evaluation meetings with their DSGs, the researcher asked the DSGs whether they
held the pre-evaluation meetings or not. Some agreed that they did and some stated
that due to the limited time, they could not, but stated they filled in the template for pre-
evaluation meetings when they sat for post-evaluation meetings. In these meetings,
they were expected to record minutes that should be submitted to the DSG. During
the post-evaluation meeting, the participants explained to the researcher that when
they were trained on the IQMS, they were not told that they needed to hold formal pre-
evaluation and post-evaluation meetings. They stated that they heard about the formal
meetings and submission of minutes when the IQMS monitors and Circuit Managers
visited their schools for monitoring.

The researcher saw this as an irregularity as teachers were not uniformly informed
about the purpose of the meetings and trained on how to conduct them. As mentioned
above, the IQMS procedures manual does not give details about the meetings.

6.3.5 Skills that a Foundation Phase Teacher should possess

In terms of Norms and Standards for Educators (2000), teachers are expected to fulfil
seven roles, namely, mediator of learning, assessor, interpreter and designer of
learning programs, scholar, researcher and lifelong leaner, community, citizenship and
pastoral role and learning area/subject/discipline/phase specialist (DoE, 2000
[Chapter 2, Section 2.8.1]). Teachers were asked to name the skills that a foundation
phase teacher should possess, and they seemed to have good understanding of their
roles. Although they did not mention the roles as they appeared in the Norms and
Standards for Educators, they used the terms that could be linked with the roles
(Chapter 5, Section 5.3.1.2).

6.3.6 Intervention

All the teachers interviewed complained about the needs that they had identified in
their PGPs, but had never been addressed. This is critical and it means that most
teachers are not performing up to the required standard. This is demotivating and

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causes teachers not to view the IQMS as an instrument meant to support their
development.

Most needs that were identified by participants were those that required professional
development. They did not identify those that needed to be corrected by the
appraisees themselves, such as increasing learners’ pass rates, voice projection
during teaching, neatness, class arrangement and so forth. It is important that from
time to time teachers should check whether they are still performing as per required
standards and work hard to improve where possible without waiting for support.

Some areas that were not identified by DSGs were related to behaviour and emotions,
for example, poor relations with colleagues, shouting at learners, negative attitudes
towards some school activities, depression, chronic illnesses and so on. These needs
are also important and if not addressed, the smooth functioning of the school’s
activities may be compromised. That is what leads the researcher to believe that there
are gaps in the way teachers currently identify their needs.

During the interviews, the dominant intervention that participants talked about was
professional development professional development (Chapter 5, Section 5.3.1.2.1).
This was evident in their responses as most of them complained about not receiving
professional development professional development addressing their individual
needs. The researcher also observed that during the post-evaluation meetings, the
DSGs only identified the needs that required professional development. They did not
identify the needs that did not necessarily required professional development
professional development, but expected the appraisees to address their own needs.
Those needs include the following:

 Improve the sitting arrangement of learners in class;

 Improve chart displays on the walls;
 Voice projection, involving all learners during the lesson;
 Relating well with other people;
 Participating well in a team;
 Participating in extra-curricular activities; and
 Participation in professional development activities.

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The outcomes of the post-evaluation meetings were to capture the appraisees’ needs
in all areas of their performance. The researcher was not satisfied that all the DSGs
observed did not discuss the whole performance of the appraisees, but they only
focused on areas that were related to what they observed in the classroom.

6.3.7 Support from the Supervisor

The teachers who participated in this study indicated that there were good
relationships between them and the SMT members. They stated that they received
support from the HODs as their supervisors. On the other hand, the principals
explained how they supported teachers under their supervision, and this included
holding staff meetings to update teachers on important educational issues.

6.3.8 Professional Development on Required Skills

Most of the participants complained that they had not been trained on the skills they
required. Teachers blamed the Department of Education for not organising workshops
for the needs they had identified (Chapter 5, Section 5.3.1.4). As mentioned earlier,
there were no proper guidelines to clarify which needs should be addressed by schools
and which ones should be addressed by the Department of Basic Education. The
researcher observed that some of the needs mentioned by teachers could have been
addressed at school, but due to lack of clear guidelines, they stated that they were
waiting for the DBE to address them.

6.3.9 Implementation of Professional Development Programmes

This study found that teachers’ needs were not properly addressed. Almost all
teachers and principals who participated in this study revealed that their needs had
not been addressed, and that they did not see the benefit of identifying them. They
indicated that they had attended workshops addressing the new curriculum. This
implied that while the DBE officials were focusing on the implementation of CAPS
workshops, other needs like teacher’s individual needs were left behind.

The researcher concludes that one of the challenges that make the provision of
professional development professional development lag behind was lack of clarity and
proper guidelines as to which professional development needs must be addressed by
the DBE, and which ones by the schools. Another cause might be that the workplace

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skills plans are done by the provincial department of education and there is no proper
follow-up audit of whether all teachers have received professional development
professional development in areas they identified. The principals submit the School
Improvement Plan (SIP) to the circuit office which then consolidates all schools’ needs
and submits the consolidated report to the district. The district further consolidates
them into the District Improvement Plan (DIP) and submits to the provincial offices
(Chapter 2, Section 2.10). Finally, the province develops a workplace skills plan which
features the consolidated needs of all the teachers. The workplace skills plan was
well-thought-out and planned, but the researcher believes it is not easy to accurately
implement it. The province has large numbers of teachers, and it is impossible to
accurately capture the needs of each teacher in one workplace skills plan.

6.3.10 Workshops on Curriculum Issues

The participants indicated that they had attended workshops addressing the new
curriculum and stated that they still needed more of them. They pointed out that the
duration of the workshops was short, and proposed that more time was needed for the
teachers to master all the strategies and content related to CAPS. It is important that
the Department officials consult teachers and obtain their evaluation reports of the
professional development programmes.

The researcher feels that the Department of Basic Education needs to take the issue
of professional development seriously requiring urgent attention because there is a
great demand for professional development. There have been reports regarding poor
performance of learners at all levels. The Minister of Education Mrs Angie Motshekga
championed the administration of Annual National Assessments (ANA) 2007 to find
the causes of learners’ poor performance especially in reading (Chapter 1, Section
1.3). The researcher believes that the preparedness of teachers should also be
thoroughly checked as they are the major role players in the provision of education.

6.3.11 Staff Development in Schools

Both teachers and principals who participated in this study mentioned that they held
internal staff development activities where they acquired knowledge about teaching
techniques and methods that helped them to meet the standards required in the new
curriculum (CAPS). The question is how effective those staff development workshops

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that are organised in schools are, and also whether there are monitoring plans in place
to ensure that they are regularly organised. According to Dilts (2002: 1), staff
development programmes help teachers to:

 Be better at handling difficult pupils;

 Develop a greater understanding of different learning styles;
 Enhance learners’ self-esteem, and therefore, their desire for positive
reinforcement;
 Manage their own frame of mind and emotional state better, resulting in
reduced stress and greater job satisfaction;
 Become more positive about learning, and to transfer this attitude to the
learners; and
 Become more creative, imaginative and stimulating in their presentations.

Quattlebaum (2015: 2) identifies three characteristics of professional development,

namely opportunities for active learning, content knowledge, and the overall
coherence of staff development. According to Quattlebaum (2015: 2), the overall
coherence refers to the staff development programme perceived as an integrated
whole and development activities building upon each other in a consecutive fashion.
It is crucial that the Department officials monitor the staff development programmes
that take place in schools to ensure that they are up to the required standard and to
ensure uniformity among schools.

6.3.12 Causes of Poor Teacher Performance

The participants identified different factors that can cause a teacher to perform poorly.
As indicated earlier, there are challenges that can be caused by teacher themselves
and require them to address these challenges, for instance, absenteeism and lack of
positive attitude (Chapter 3, Section 3.4.3.2), and others like overcrowding in
classrooms are caused by the school’s situation (Chapter 1, Section 1.2.3).

The principals who participated in this study revealed that in general, teachers had
negative attitudes towards the IQMS and seemed not to be comfortable with it
(Chapter 5, Section 5.3.2.3). They highlighted that teachers’ negative attitudes might
be caused by different things like lack of motivation, lack of knowledge of the IQMS
and not being confident with their teaching due to lack of proper interventions.

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As a tool used to measure the quality systems in schools, the IQMS must be clearly
regulated by the DBE in terms of its implementation to curb teachers’ frustrations
because of the time spent on its paperwork (Dhlamini, 2009: 189). The DBE (2011:
95) noted that teachers expressed their frustration with the IQMS processes which
they found to be too lengthy and time-consuming, and suggested that the amount of
paperwork involved should be reduced so that it can be more user-friendly.

6.3.13 Inadequate Monitoring of Progress

This study identified poor monitoring of work as a contributing factor to poor academic
performance in schools. Monitoring of progress in schools is the responsibility of the
SMT, circuit managers and subject advisors. The researcher observed during DSG
meetings that they compressed the work which should be done throughout the year in
one day. Teachers did this because they knew that monitoring by the Department
officials was weak. This jeopardises the effective implementation of the IQMS. All
school programmes and initiatives need to be well-monitored so that they can be
efficient and achieve the goals they were organised for. Mafora and Phorabatho
(2011: 212) state that there is a general consensus among some scholars that the
principals are sometimes marginalised and do not receive specific professional
development and development related to their task of managing curriculum change
implementation.

Mailula (2004: 6) observes that the initial development and professional development
for the implementation of curriculum change in South Africa was limited to teachers in
the classroom during the implementation of OBE. Mulkeen, Chapman, DeJaeghere,
Leu and Bryner (2005: 34) note that most professional development opportunities that
principals, in particular, undergo are often brief and focused on the administrative
tasks. The researcher, as the principal, observed that whenever a new curriculum is
introduced, principals are trained for one day after teachers had already been trained
for three to five days.

The main focus of this study was to find out how individual needs analysis of teachers
was done in the foundation phase. The researcher observed that the monitoring of
IQMS implementation in schools is very weak. In part, this was demonstrated by a big
gap between what was happening in schools and what the policy prescribes. The
schools that were observed in this study implemented the IQMS, but due to a lack of

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proper professional development and monitoring, there were some gaps as reflected
in Table 6.3 below.

Table 6.3: The gaps between what was observed happening in schools and what
was required in the procedure manual.

WHAT IS REQUIRED IN PROCEDURE GAPS OBSERVED IN PRACTICE

MANUAL
The principal has the overall responsibility to There were no regular workshops for
ensure that the IQMS is implemented principals. Principals who participated in this
uniformly and effectively at the school (DoE, study felt that there were so many
2003b: 2). challenges in the implementation of the
IQMS. They indicated that they needed to
be updated on new improvements.
Immediately after the initial advocacy and The appraisees observed from most schools
professional development on IQMS did not evaluate themselves using the same
procedures and processes, each teacher tool that was going to be used by the DSG
should evaluate herself using the same prior to classroom observation. They scored
instrument that will be used by the DSG. themselves during the discussion of scores
(DoE, 2003b: 7) with the DSG. The researcher sees this as
a discrepancy as the right procedure was not
followed accordingly.
Each DSG must have a pre-evaluation The researcher learned that DSGs did not
discussion with the teacher concerned (DoE, give themselves time to sit for pre-evaluation
2003b: 7) meetings. During the pre-evaluation
meeting they are expected to look at the
appraisees’ PGPs so that they have an
understanding of what the appraisees
identified as their strength and weaknesses.
Among other things, this was caused by the
fact that the DSGs were rushing as they
wanted to complete most IQMS processes
on the same day.
In the procedure manual, there is nothing All DSGs observed conducted post-
mentioned about post-evaluation meetings. evaluation meetings. The shortfall observed
DSGs were required to fill in templates in the meetings was that they focused on
completing the post evaluation template

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 distributed to schools during their post- instead of focusing on having a
evaluation meetings. comprehensive discussion on the
appraisee’s performance.
The monitoring process is an on-going The monitoring of needs analysis and other
activity, which is conducted by departmental IQMS processes was found to be weak. This
officials, SMTs, SDTs and DSGs (DoE, was evident in the participants’ responses as
2003b: 9) they stated that their individual needs had
not been addressed.
Teachers must be evaluated by the DSG The PGPs and post-evaluation discussions
only once per annum (DoE, 2003b: 7). were the only means of identifying the
teachers’ needs. The researcher observed
that the above two were not effectively
conducted. Some PGPs were not fully
completed and almost all the DSGs did not
give themselves time to discuss the
appraisees’ areas of development.

The principals who participated in this study stated that their role was to ensure that
all teachers had a thorough understanding of the purposes, principles, processes and
procedures of the IQMS. They reported that they needed regular workshops on IQMS,
support from the IQMS coordinators and other officials of the Department of Education.
The gaps indicated in Table 6.3 above revealed that more workshops were needed in
the implementation of IQMS processes. As per policy, the principals are required to
submit the scores of all teachers and the School Improvement Plans (SIP) at the end
of every year. I observed during the post evaluation meetings that most DSGs did not
follow the DoE management plan but squashed about three IQMS processes on the
same day, for instance, pre-evaluation discussion, classroom observation, scoring and
post-evaluation meetings. As a result, the DSGs ended up not doing all the processes
properly because of limited time.

6.3.14 Poor Facilitation Skills

Poor facilitation of professional development distorts the information and demotivates

the participants. Teachers can attend workshops but if the professional development
content is not presented well, they can go back without gaining what they were
required to learn. Most participants complained that some facilitators did not have

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good facilitation skills which might have been caused by the fact that they were not
well trained (Chapter 5, Section 5.3.1.6). Professional development facilitators are
responsible for motivating and arousing the teachers’ interest in order to receive well
what is taught in that professional development. In this sense, it is critical that the DoE
should be very careful when selecting people who facilitate at the professional
development workshops. They should possess good presentation skills, be well-
mannered, be motivators and have positive attitudes.

6.3.15 Sudden Changes

Changes are crucial for improving the provision of quality education. Some
participants indicated that sudden changes in the curriculum contribute to poor
performance, if they are introduced suddenly before proper professional development
(Chapter 5, section 5.3.1.7). Some people resist change, but if it is well-planned, it
can be positively received. It important to monitor how employees accept change as
they might undergo different emotions, like, resistance, angry towards the
management or withdraw from being effective in their job. Barnard and Stoll (2010: n.
p.) maintain that one strategy for reducing resistance in employees is to involve them
in the change or empower them to make changes themselves.

6.3.16 Unavailability of Clusters/ Learning Communities

It is crucial for teachers to work as a team for the purpose of learning from each other.
It was clear from the participants’ responses that they should work together as grade
teachers to do lesson plans and assessment programmes, but they indicated that they
had not been involved in working in clusters with other schools. Some participants
mentioned that they once had been involved in clusters, but they no longer existed in
their areas. Teachers possess different forms of knowledge and experiences, and
they can organise themselves into learning communities and share ideas about their
profession (Chapter 3, Section 3.10.1). Consequently, by means of learning
communities, teachers could be enabled to assimilate and respond to new areas of
knowledge and to develop skills required to address issues as they emerge (Blandford,
2000: 8).

In general, teachers who work together are more likely to discuss the concepts, skills
and problems that they encounter during their professional development. Secondly,

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teachers who are from the same school, department, or grade are likely to share
common curriculum materials and assessment requirements. By engaging in
professional development together, they may be able to integrate what they learn with
other aspects of their instructional context. Finally, by focusing on a group of teachers
from the same school wherein some teachers may be new, professional development
may help sustain changes in practice.

6.3.17 Lack of Professional Development

Professional development of teachers seems to be very weak, currently the workshops

organised by the DBE were focussing on developing teachers for the implementation
of the new curriculum. There is no clear evidence that schools do staff development
regularly and that it is monitored by the DBE officials. The participants in this study
voiced their frustration regarding the fact that their individual needs are not addressed
(Chapter 5, Section 5.3.1).

Teachers need to develop themselves by means of attending workshops and studying

towards obtaining a higher professional qualification to stay abreast of the changes in
the teaching profession. A teacher who does not upgrade his or her knowledge and
skills, would be left behind and not know the current professional or curricular changes.
The DoE established the IQMS in 2003 and CPTD in 2007 to address the professional
development needs of teachers (DoE, 2003a: 3; DBE, 2011: 6). If teachers are well-
empowered and motivated in these programmes, their performance in class could
improve.

According to the KZN DBE (2007b: 86), a large majority of teachers need to strengthen
their subject knowledge base, pedagogical content knowledge and teaching skills.
Bubb and Earley (2007: 44) posit that many teachers believe they are overloaded and
simply feel that they do not have time for professional development and thus see it as
a burden. Teachers need to be encouraged to participate in professional development
programmes to improve themselves and acquire new skills.

6.3.18 Absenteeism and Late-Coming

Two principals who participated in this study identified absenteeism and late-coming
as contributing factors to poor academic performance of learners. Teachers who are
frequently absent from work not only cripple the smooth functioning of the school, but

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are likely to be left behind in their work and not have enough time to cover the work
specified for the quarter.

6.3.19 Support by School Management Team (SMT) Members

The teachers and principals who participated in the study stated that HODs give
support to teachers by visiting them in class. HODs work closely with teachers
because their main purpose is to monitor delivery of the curriculum; hence it is critical
that they should attend professional development workshops on curriculum
management in order to be equipped with the requisite skills.

All the principals in this study explained that they held SMT meetings once a week as
directed by the KZN DoE (Chapter 5, Section 5.3.1.4).

6.3.20 Providing Support

The participants reported that the SMTs and DSGs provided support to them although
they stated that they were not satisfied as the needs identified for the past years had
never been attended to. During the fieldwork, I observed that the DSGs completed
most processes of the IQMS on the same day that I went to observe post-evaluation
meetings. They first met for pre-evaluation meetings, and after a few minutes they
observed the appraisee in class, and then sat for a post-evaluation meeting.

The researcher was advised that they combined these processes because of the
pressure from the circuit offices that they should submit scores and School
Improvement Plans before the end of each year. This indicated that there was a need
for monitoring the implementation of the IQMS throughout the year so that this tool
could serve the purpose for which it was created, that is, enhancing teacher
development. The DoE officials should not only require scores at the end of the year
without knowing how teacher development activities took place throughout the year.
The appraisees identified different contextual factors that hindered them from
performing to the required standard. Some of these factors were beyond their control
such as overcrowding in classes and the incidences of chronically ill learners who were
frequently absent from school.

The study revealed that teacher support related to the required professional skills is
lacking. Most teachers interviewed were concerned about the necessity and efficacy

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of interventions on the identified needs. According to the DoE (2003b: 3), the
developmental appraisal is intended to assess the teachers in an objective and
participative manner with a view to determining their individual areas of strength and
weakness, and drawing up programmes for their professional development.

Predominantly, the implementation of the developmental appraisal is weakened by

elements of subjectivity such as bias, favouritism and lack of honesty on the part of
appraisees and appraisers (Blandford, 2000: 122; Biputh, 2008: 205; Letlhoo, 2011:
62). Some principals revealed that sometimes teachers choose their friends as peers
so that they could score them favourably after classroom observation. As mentioned
earlier, the challenge with the IQMS is that the scores are used for remuneration
purposes, and as a result, the developmental part of the IQMS is compromised
because the focus is on getting high scores (Chapter 2, Section 2.10). To make the
developmental appraisal worthwhile, it is necessary that the SMT members and
departmental officials should take heed of, and deal with the above limitations.

6.3.21 Classroom Observation

According to the teachers who participated in this study, classroom observations were
the key responsibility of the HoDs as well as class visits to give them support. The
researcher is concerned that the participants reported that there was no evidence that
the HODs or other members of the SMT made unannounced class visits. There should
be at least a checklist that should be used by the SMT members to record what has
been observed for future reference. In my view, unannounced class visits are crucial
and likely to give the true picture of what takes place in that particular class on a day-
to-day basis. My view is that what transpires during the classroom observations by the
DSG members might not be a true reflection of what the appraisee does every day in
class because teachers are notified beforehand about the class visit, and logically they
prepare themselves thoroughly. The teacher also knows in advance the tool that will
be used to evaluate her performance as she is required to do self-evaluation using the
same tool (DoE, 2003a: 7), and this may further compromise the authenticity of the
teacher’s true performance.

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6.3.22 Areas for Development

The researcher observed that teachers were not comfortable to mention their areas
for development. One participant in this study said she did not have areas for
development, which was unlikely since everyone needs to be developed in some area
or another in the workplace. This could have been due to the fact that teachers were
not well-informed on the purpose of the IQMS in relation to their work. The duty of
professional development staff on the IQMS procedures and processes is left to the
principals to do at the beginning of the year (DoE, 2003a: 7). Some principals
interviewed in this study revealed that they had only been trained on IQMS when it
was introduced in 2004 (DoE, 2003a: 8). They indicated that they wished that another
workshop could be organised because there is a lot of confusion and contradictions
regarding how the IQMS should be conducted.

6.3.23 Recommendations for Development

The DSGs were expected to also discuss the recommendations they proposed the
appraisees should adopt to improve the areas they had identified. As mentioned
earlier, the researcher observed that the DSGs focussed on filling in the forms and did
not engage in constructive discussions aimed at giving the appraisees guidelines on
to how they could improve the identified needs.

6.4 CONTRIBUTIONS OF THE STUDY

The study has generated knowledge that has the potential to improve the practice of
individual needs analysis. This study emphasises individual needs analysis as a
crucial aspect in the improvement of teachers’ performance. Without doing needs
assessment, it would not be possible to know the kind of intervention that a particular
teacher needs. On-going professional development keeps teachers up-to-date with
research-generated information on how children learn, emerging technology tools for
the classroom, new curriculum resources, and forms of knowledge. The best
professional development is on-going, experiential, collaborative, and connected to
and derived from working with students and understanding their culture.

Guskey (2003: 748) suggested a wide range of indicators such as “assessment

results, portfolio evaluations, marks or grades, scores from standardized exams and
even behavioural measures such as attendance, retention and participation in

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activities” as potential ways to determine if professional development is having an
effect on student achievement and learning.

The researcher has developed the model presented below in Figure 6.1 to assist in
guiding teachers to do needs analysis properly.

Individual Needs Analysis

Self Supervisor Development Support Group

Appraisee HOD/DP/ Principal (Supervisor, peer and
WHO
Self-Assessment Needs identification, appraise)
monitoring and Support Needs identification,
monitoring and support

Reflecting on previous Informal interviews Classroom observations (As

HOW performances Class visits per IQMS policy)
Integrate into daily Observation during every
activities day’s activities

Weekly Weekly (informal As per IQMS management

HOW assessment) plan (Continuous
OFTEN Monthly (formal discussions throughout the year)
with the appraisee)

Figure 6.1: Implementation model of teachers’ needs analysis

The above model is intended to work as a guideline in schools on how they can do
individual teachers’ needs analysis. The model integrates what the researcher
advocates as a possible strategy for effective individual teacher’s needs analysis and
IQMS processes as per the procedures manual. The model is easy to follow and it
does not add too much workload on teachers. The strength of the model is that all
activities specified are integrated into the daily activities. The researcher believes that
the process of needs analysis involves answering the following three key questions:

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  Who should do needs analysis?
 How should needs analysis be done?
 How often should needs analysis be done?

Hawley and Valli (1999: 138) identify eight principles for effective professional
development. In their view, powerful professional learning designs are:

 driven by attention to goals and student performance built upon teacher

involvement in identifying learning needs and shaping the learning
opportunities and processes;
 school-based emphasising job-embedded learning;
 collaborative and problem solving;
 continuous and supported over time;
 information rich with multiple sources of information for evaluation of the
outcomes based in theoretical understanding and utilising evidence and
research to develop, support and advance learning; and
 part of a comprehensive change process connecting individual and collective
learning to larger organisational issues and need.

6.4.1 The Persons Responsible for Needs Analysis?

Three categories of people should be involved in identifying the needs of all the
teachers, namely the teacher, the supervisor (HOD, Deputy Principal and Principal)
and DSG as per the IQMS. The researcher believes that the teacher, the school
management team and the DoE should work together to see to it that the needs of
each teacher are addressed properly. The literature review and empirical study
revealed that currently, needs analysis is done by the teacher and the DSG once a
year.

In addition to needs analysis that is done in the IQMS, this study proposes that
teachers should have an opportunity to identify their needs independently without
being assisted to do so as specified in the IQMS procedures, and that they should
draft their PGPs in consultation with the DSG. This will help them to have a chance
to do introspection and reflect on their previous performance. This would make them
feel confident, independent, accountable and in control of their development rather

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than waiting for the DSG. When employees are given a chance to participate in
performance management process, the acceptance of the resulting decision is likely
to increase, and their defensiveness during the appraisal interview is likely to
decrease. Teachers may develop their personalised professional development plans,
detailing their goals, the resources necessary to acquire new skills and the expected
outcomes. The PDP should be aligned with the school, district, province and National
Department of Education plans.

The supervisors should also do needs analysis on their own using their judgment.
According to Aguinis (2013: 147), an advantage of using supervisors as sources of
performance information is that they are usually in the best position to evaluate and
understand performance in relation to strategic organisational goals, and are usually
in charge of managing employees. The above statement emphasises the importance
of supervisors in addressing the employees’ developmental needs.

The DSGs are the third category that the researcher believes should do needs
analysis as per departmental policy. As mentioned earlier, the DSG consists of the
supervisor, an appraisee and the peer who is chosen by the appraisee. The
researcher as a person, who has served for many years as a member of the SMT, has
observed that some teachers do not choose peers who are knowledgeable as stated
in the policy, but choose their friends or a teacher who is soft and would not critique
their performance. Aguinis (2013: 147) contended that peer evaluations suffer from
the following three problems:

 Peer evaluations may not be readily accepted when employees believe there
is friendship bias at work;
 Peers are less discriminating among performance dimensions than
supervisors; and
 Peer evaluations are likely to be affected by what is called context effects, for
example, the situation in which peers evaluate communication behaviours.

In the light of the above challenges, I propose that the appraisee and the supervisor
should identify the needs independently. They can report the information they have
gathered about the appraisee’s needs and improvement made at the DSG meeting.
The researcher believes that by the time the appraisee and supervisor meet in the

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DSG meeting, they would have addressed some needs. This can contribute to
ensuring efficiency and maximising the level of needs identification.

6.4.2 Needs Analysis Process

Information about the appraisees’ needs can be collected from different activities that
they perform daily at school. Therefore, different methods should be used to assess
how teachers perform their jobs in order to give support where necessary. It is not
adequate to identify the teacher’s needs once a year because it would not be easy to
remember and capture all areas of development that might come up during the course
of the year. In the post-evaluation meetings, I observed that the DSGs focused on
identifying needs that they picked up during a single classroom observation.

The DoE (2003: 7) asserts that after the principals have conducted advocacy and
professional development on IQMS, they should communicate with the other SMT
members and the SDT about setting the dates for the DSG classroom observation
visits. Teachers should be told as to when they would be observed in the classrooms.
The researcher believes that a true reflection of the teacher’s day-to-day performance
will not necessarily be a true reflection of every day practice because, if the teacher
knows that she will be visited for evaluation purposes, he or she would naturally
prepare and rehearse well for the day. While it is not wrong to let the appraisees know
when they would be appraised, informal and unannounced visits are also important as
they have the potential to give the appraiser a clear picture of how the teacher is
performing daily.

The researcher is aware that the HODs visit teachers in classes but it is questionable
whether they record the observed shortcomings and the recommendations they have
given to teachers. The records of the supervisor would assist in monitoring the
teacher’s progress and for reporting purposes to the School Development Team,
principal and other departmental officials. There are needs that cannot be picked up
during a single-shot observation, like the turnaround time between marking and giving
learners feedback after a written exercise. Teachers who fall behind on those areas
need to be supported and monitored closely because the learners’ written work should
be supervised to ensure that it is marked and returned to them on time in order to
enhance their achievement.

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6.4.3 Recommended Time for conducting Needs Analysis

Teachers should integrate needs analysis in their everyday activities, and immediately
when they pick up that there is a gap in a particular area, they should seek support or
ways of improving. The above model presented in this study indicates that at least
once a week, a teacher should record what she has identified as a need to improve.
The teacher should keep records indicating which needs have been identified, the date
and the kind of support received. This can assist teachers to track their performance
patterns and monitor their own progress. Assessment of learners should be integrated
into teaching and learning, and teachers too should assess themselves during the
teaching and learning process.

It is recommended that the supervisor (the SMT member) should record whatever
gaps she finds in the teacher’s performance and discuss means of improvement with
the teacher. The following week, the supervisor should check whether there has been
any improvement. At the end of every month, the teacher and the supervisor can have
a formal meeting and discuss the gaps that were identified in that month and how
much improvement has been achieved.

The DSG should stick to the improvement plan designed by the school. During the
post-evaluation meeting, appraisees and their supervisors should report about the
needs they had identified. The DSG would then reach a consensus about which
professional development needs require to be sent to the School Development Team,
so that they can be included in the School Improvement Plan.

It is assumed that this model could be a useful guide in improving and strengthening
the way teachers do needs analysis. If teachers’ needs are addressed in good time,
effective teaching and learning can take place. The performances of learners can be
improved.

6.5 RECOMMENDATIONS OF THE STUDY

Flowing from the findings of this study, the recommendations stated below are made.

6.5.1 Recommendation for practice

It is recommended that needs analysis be conducted more frequently throughout the

year. This would enable the appraisee and the supervisor to identify the behavioural

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and emotional gaps that need to be addressed with immediate effect, for instance,
supervising teacher and learner school attendance, teacher and learner punctuality
and class discipline. Currently, teachers identify their needs once a year when
developing their PGPs. It is not right that the teacher only identifies his or her needs
once a year. If the teacher’s needs are not addressed in good time that would likely
affect learners’ performances. First and foremost, professional development needs to
be responsive to teachers’ learning and geared towards enhancing teacher
performance. It needs to attend to authentic themes and issues in the day-to-day work
of teachers in relation to student learning and be respectful of those theoretical and
technical knowledge bases that inform the act of teaching (Broad & Evans, 2006: 39).

It is recommended that, in addition to the DSG class visits that are done once a year
(as per the IQMS), at least once a term, a teacher should do self-evaluation and also
that the immediate supervisor should evaluate him or her. Appraisee and their
supervisors would then discuss a solution for the performance gaps identified
immediately without waiting for the DSG to address them. This can help teachers take
control of their own development. According to the KZN DBE (2007: 11), it is the
responsibility of teachers themselves, guided by their own professional body, the
South African Council of Educators (SACE), to take charge of their self-development
by identifying the areas in which they need to grow professionally.

There should be a form that the appraisee and the HOD can use to record the needs
identified per term. It is suggested that they should identify the needs separately, and
meet to discuss what they have found and discuss recommendations for improvement.

Table 6.4: A sample of performance appraisal form

Key competencies Principal’s/HOD’s Comments Score

(1-10)
Interpersonal Communication:
Talking to others to convey Very good. Always enthusiastic with
information effectively as well as customers and quickly develops a good 7
giving full attention to what other rapport with new customers.
people are saying.

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 Produced good results last year. In this
term, her work seems to have
Knowledge of principles and
deteriorated, learners have not been
processes for providing high- 4
given feedback on time, and the level of
quality learner performance.
learners’ written work is below the
expected level.
Problem sensitivity and ethics: The Excellent. Shows great ability to
ability to tell when something is anticipate if contract negotiations are
9
wrong or is likely to go wrong, taking an unethical or unprofitable
ethically or otherwise. direction.
Adapted from Aguinis (2013: 221)

The above sample of a performance appraisal may be used by supervisors and the
same form can be designed to be used by teachers for self-evaluation. The content
of the form may be discussed in the SMT and staff meetings as to which competency
areas will be looked at in that specific month depending on the school’s needs.

Teachers need to be motivated, supported and encouraged to be committed in their

work. Many teachers are demotivated and need to be monitored in order to do their
work effectively. This was revealed by some of the principals who participated in the
study. Schools cannot function properly if teachers do not show interest and
commitment in their work. Kee and Therith (2010: 5) proposed that a better way
around this is for management to combine extrinsic and intrinsic motivation to increase
quality and pride in the both their work and teachers’ work. Intrinsic motivation is the
enthusiasm and positive stimulation an individual experiences from the sheer joy of an
endeavour. SMTs need to work towards achieving their developmental objectives,
including monitoring development in their supervisees. They should create an
environment conducive for teachers to grow professionally. According to Beavers
(2009: 27), providing environment that allows teachers to share similar experiences,
brainstorm and problem-solve assist in creating solutions and building an atmosphere
of trust.

Intervention programmes need to be strengthened so that all teachers could benefit

from them. There should be clear guidelines as to which needs should be addressed
by the schools, and which ones by the DoE.

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According to the Skills Development Act 1998, all government institutions and
companies should develop workplace skills plans, where all the employees’ needs are
recorded (Chapter 2, Section 2.19). Workplace skills plan for schools should be done
at least at Circuit Office level so that they can be manageable and customised to local
conditions. Currently, the skills plan is done at a provincial level which renders it hard
to manage. This was evident from the participants’ responses who said that they had
been identifying the same needs over and over again, but no support had been
received.

There is a need for proper processes to ensure that teacher development programmes
contain high-quality content to help teachers master valuable skills relevant for their
individual development needs. The Department of Education should hire professional
development coordinators who will be stationed at the circuit offices and be
responsible for monitoring, coordinating and organising matters related to teacher
development. Among other responsibilities, the professional development
coordinators could ensure that the professional development sessions are facilitated
by suitable and well-trained facilitators. They could visit schools to monitor needs
analysis and staff development programmes and to find out the problems they
encounter regarding teacher development. Richardson (2003: 402) published a list of
characteristics associated with effective professional development, stating that such
programmes would optimally “encourage collegiality; foster agreement among
participants on goals and visions; have a supportive administration; encourage and
develop agreement among participants; acknowledge participants existing beliefs and
practices; and make use of outside facilitator/staff developers”.

Monitoring of teacher development in schools is weak and needs to be strengthened.

The DBE has plans and policies on teacher development, but they seem to be
ineffective. If the DBE intends to turn around the poor learner performance in schools,
a focus should be shifted to finding out whether teachers are performing according to
the required standards. Learners’ deficiencies have been identified through ANA as
well as the subjects in which the learners perform poorly.

Assessing learners through ANA is a good strategy because the researcher believes
that this is another way of identifying the teachers’ performance gaps. The chances
that deficiencies that were discovered in learners from ANA results were caused by

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teachers’ performance gaps are high as it is evident according to the findings of this
study. This is because teachers’ needs have not been properly addressed and the
monitoring is very weak. One of the key findings of this study is that only PGPs are
currently used for needs analysis, but the researcher submits that the learners’ end-
of-year poor academic results should be used as an indication that the class teacher
has performance gaps. Additionally, I propose that needs analysis should be done at
least four times a year to ensure that it does not take a long time to identify the
teachers’ performance gaps.

The DBE officials should work closely with the SMTs to train them on how to monitor
changes in teachers’ performance and provide them with tools that they can use during
monitoring and evaluation. There should be a checklist or forms that the SMTs can
use for monitoring and evaluation so that a clear record could be kept. It is important
for the SMTs to keep records of their work so that any official that comes for monitoring
in schools could access those records. It could be easier to trace those who are
struggling and offer them support.

The DSGs should follow the IQMS management plan designed for the school to avoid
doing everything on the same day. The DBE distributes IQMS management plans at
the beginning of the year and urges schools to develop theirs and spread them
throughout the year. The SMT should monitor the DSGs to check whether they are
performing their responsibilities during the planned time.

Facilitators should be carefully selected as they play an important role in ensuring that
the participants receive valuable knowledge and they are motivated to go back to their
workplaces to implement what they have acquired from the workshop. The
Department of Basic Education should at least employ or train people who will be
responsible for facilitating and running workshops in the District offices. In each district
there should be a team of professional development facilitators who should see to it
that the needs of schools presented by circuits are addressed. Harward and Taylor
(2014: 78) contend that one of the most common mistakes made is to use subject
matter experts as trainers without developing their facilitation skills.

The DBE usually makes use of teachers they believe are knowledgeable and subject
advisors to train teachers. As much as this is important, it is important that they should
be equipped with facilitation skills first so that they can have the ability to convey

188
knowledge effectively and engage the trainees meaningfully (Chapter 6, Section
6.2.13). The question is what good facilitation skills are and how they should be
developed. Harward and Taylor (2014: 78) identify the following as some of the
important facilitation skills:

 Being able to communicate and speak clearly and concisely, with good
pronunciation;
 Being influential while being respectful;
 Being compassionate and able to develop a relationship with trainees;
 Being able to accept criticism;
 Being entertaining; and
 Being able to listen well to trainees’ needs.

Teachers need to collaborate under proper guidance and support of departmental

officials in order to shape their professional development and professional
development. This is necessary because teamwork may provide learning
opportunities for teachers to take responsibility for their own learning, as well as their
professional development through sharing assessment practices, knowledge and
experiences. Working in collaboration is a way of developing a professional
community that responds to and explores common issues in teaching, learning and
assessment. Furthermore, such collaboration can assist teachers to continually reflect
on their practice to ensure that they are in tune with innovations and current policy
requirements. There is a need to develop a sustainable partnership between teachers
and policymakers. It is only in partnership that the expertise of policymakers may be
appreciated, and where classroom teachers can view themselves as valuable
contributors to the education system.

Teachers should be encouraged to participate in learning communities in order to

network with other teachers from different schools. Teachers may collaborate with
one another on instructional issues, as well as observe other teachers in classrooms,
receive coaching or mentoring, and be involved in research. The benefit of working in
teams is that professional learning teams can contribute significantly to schools by
fostering a culture of collaboration and collective responsibility for the development of
effective teaching practices. Teams may set up requirements for successful teamwork,
for instance, respecting one another and setting time to meet regularly.

189
Teams need to carefully plan the process they want to follow to achieve their
objectives. They can include the preparation of action plans, procedures for
implementation of the curriculum, and methods of evaluating the impact of their work
on teachers’ practices and student learning. Teachers need to be aware that working
with other people needs persistence and commitment. According to Broad and Evans
(2006: 61), members promote and participate in the creation of collaborative, safe and
supportive learning communities. They recognise their shared responsibilities and
their leadership roles in order to facilitate student success. Members maintain and
uphold the principles of the ethical standards in these learning communities.

Teachers may hold discussions which can provide them with the opportunity to reflect
on teaching and learning, and how to solve problems they encounter in their teaching
practice. As a group, teachers may focus on learning more about assessing learners’
understanding of key concepts, and look at assessment examples they have
developed and critique their appropriateness. Teachers can also read and discuss
educational research publications in a collaborative and supportive environment over
an extended period of time to share knowledge about current educational issues.
Professional learning communities can change teacher practices and increase learner
achievement. Broad and Evans (2006: 76) maintain that organised groups provide
the social interaction that often deepens learning and the interpersonal support and
synergy necessary for creatively solving the complex problems of teaching and
learning.

Teachers are provided with online support that provide individualised professional
development, including samples of lesson plans, assessment tasks samples and
lessons presentation. Many teachers, especially in rural areas, do not have access to
internet; if this could be provided in schools, that would enable teachers to search for
information related their specific needs. The researcher believes online resources are
not as expensive as bringing in experts to offer pricey, day-long presentations. They
can be integrated into the district's existing teacher improvement initiatives. The
researcher as a teacher, can confirm that KwaZulu-Natal DoE has done a good job by
supplying each school with laptops and desktop computers to be used by teachers.
The computers now need internet connection and software with teacher development
support. Online support can assist teachers to search for solutions to some of their

190
challenges, for instance, if a teacher wants information about how to present a certain
lesson, the internet can come in handy.

Beavers (2009: 25) posits that most teachers would acknowledge the need for
continued professional development on new technologies, updated educational
standards and relevant classroom strategies. Electronic networks and other
telecommunication media can assist teachers to enhance their own knowledge and
abilities, and to communicate more effectively with others. Teachers need to keep
abreast of advances in teaching/learning technologies and how they can be
incorporated into instruction and learning. Broad and Evans (2006: 58) assert:

as new technologies prove to be useful and become available in schools,

teachers need to develop their own and their students’ proficiencies in using
the technologies purposefully, which may include content presentation, delivery
and research applications, as well as word processing, information
management and record keeping.

6.5.2 Recommendation for further study

The study has established that there are serious challenges regarding professional
development for teachers in schools. Teachers are complaining about not being
provided with professional development support they require. Most learners in the
foundation phase were found to be underperforming in some subjects. That is why
the Department of Basic Education requires all foundation phase learners to write
Annual National Assessment to identify the causes of the problems. The argument of
this study is that more research needs to be undertaken regarding teacher
development because the causes of the ANA problems might be a lack of skills of
teachers. In this respect, the researcher views the following areas for possible further
research:

 The efficiency and effectiveness of the monitoring plans of the Department of

Basic Education in ensuring that teachers are provided with the required skills.
 The efficiency and effectiveness of the DSGs in implementing the IQMS
processes.
 Strategies that can be used to motivate teachers to view the IQMS and other
professional programmes positively.

191
  The extent to which teacher development programmes assist in improving the
current state of education in the country.
 How staff development in schools can be strengthened for the benefit of all
teachers.
 What kind of support newly appointed teachers require to in order to adapt well
to a school environment.

6.6 LIMITATIONS OF THE STUDY

Although the research had achieved its purpose, there were some unavoidable
limitations. The research was conducted in five primary schools out of 80 primary
schools with the Foundation Phase in Imfolozi Circuit, therefore the results of the study
might not be completely generalizable as the sample was restricted to small number
of schools. The reason for selecting the sample was that this is a qualitative research
which focusses on obtaining rich information from the participants. The other
contributory factor to this limitation was the vastness and rurality of the area. I tried to
overcome the limitation by interviewing two teachers, the principal and observe one
Development Support Group from each of the five schools.

I observed that some teachers do not understand how research works. Despite that I
wrote on the letters inviting teachers to participate in the study, teachers seemed to
view the research as being assessed or interrogated. They made many excuses
before giving me the meeting dates, like, they had other commitments after school and
others kept on asking whether what they say was not going to be used against them.
I kept on assuring them that the interviews observations were strictly confidential and
the names of the schools were not going to be disclosed at any stage. Therefore,
there might be probabilities that the lack of knowledge about research might have
influenced the way they responded on some questions.

6.7 CONCLUSION

Needs analysis of teachers in the foundation phase is crucial. Without ensuring the
professional development of teachers, improved curricula, proper assessment, well-
resourced and safe schools may not be helpful. The main purpose of professional
development is to bridge the gap between the teacher’s current skills and the expected
performance required by the job. Before any kind of professional development or

192
intervention is provided, needs analysis should be conducted to determine who needs
what kind of professional development to avoid providing teachers with professional
development they do not require. This study focused on how needs analysis is done
in schools to ensure that teachers are developed on required needs. The empirical
study revealed that there are inconsistencies regarding how teachers conduct needs
analysis, of which they identify lack of time as the main contributing factor. This study
has come up with simple model that teachers may use as guideline throughout the
year to strengthen the effective identification of needs. It is simple to understand but
embraces crucial factors of conducting needs analysis.

The study recommends that in addition to what is done in the IQMS, teachers should
conduct their needs analysis at the end of each week without being assisted. The
supervisors should conduct the needs of teachers under their supervision once a term
and meet with the teachers concerned to discuss the recommendations. The
researcher believes that the contribution of this study will assist in improving quality
teaching and learning.

193
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APPENDIX A: INTERVIEW SCHEDULE FOR TEACHERS

Main question Potential probing questions

1. Have your professional - How are they assessed?

development needs been - What have you done to improve
assessed? yourself professionally?

2. What kind of intervention have - Did you receive professional

you received? development in any skills for the past
two years?
- What kind of skills are you short of?
- What kind of skills does a foundation
phase teacher should possess?

3. Have you received professional - To what extent has your DSG assisted
development support, if yes from you?
who? - Have you been assisted on the areas
that you have identified in your PGP?
- What role does your supervisor play in
your development?
- How have your other colleagues
assisted you in your teaching?
- Do you meet with other teachers to
discuss learning content and lesson
plans?
- Have you been involved in teacher
clusters, team teaching, cooperate
groups or learning communities?
- To what extent does the professional
development assist you to bridge the
gap in your performance?

4. After professional development - To what extent does your professional

does your DSG or supervisor development contribute to the
monitor change in your improvement of learners’
performance? performances

210
APPENDIX B: INTERVIEW SCHEDULE FOR PRINCIPALS

Main Question Probing questions

1.How do you do individual needs - Do you identify your areas of

analysis in your school? weakness, if yes, how?
- How does your supervisor do your
needs analysis?

2. What kind of professional - Do you organise staff developments,

development if yes, how often?
does your staff receive? - Do teachers attend workshops
organised by the Department of
Education?
- Are the workshops enough, if not,
why?
- How does gaps in performance of
teachers impact on the learners
performances?
3. What are normally causes of poor
performances to teachers? - What role does excessive
absenteeism play in poor
performance?
- Are the members of your staff well
motivated to do their work effectively,
if yes, how is that evident?
- How does your school management
team deal with teachers who
4. Which strategies do you employ to underperform because of personal
monitor individual performance? issues?
5. Are your staff members involved in
team teaching/ Cooperative teaching - After monitoring what do the
/Professional Community? leadership do?
- Do teachers work together as teams?
- Do teachers benefit from these team,

211
APPENDIX C: OBSERVATION SCHEDULE

The researcher will observe everything that will take place in the post-evaluation
meeting of the participants. Among other things that will emerge from the proceedings
the researcher will observe the following;

1. The number of members constituting the meeting.

2. Specification of the purpose of the meeting.
3. Are all members engaged in the discussion?
4. What are main issues emerging from the discussion?
5. Are they able to specify the weaknesses and strength of the appraisee?
6. What kind of assistance are they going to provide that will assist the appraisee?
7. Is the appraisee given a chance to state where she feels are her challenges in her
teaching experience?
8. Are the members able to come up with sound solutions to the appraisee’s
challenges?

212
APPENDIX D: LETTER TO THE PRINCIPALS OF SCHOOLS

P.O. Box 1851

Empangeni

3880

10.06.2013

The Principal

Dear Sir/Madam

Re: PERMISSION TO CONDUCT ACADEMIC RESEARCH

I am Millicent Ngema, presently registered for Doctor in Education (D Ed): degree (Educational
Management): at the University of South Africa (UNISA). I am conducting a research study
entitled. “An effective use of needs analysis to promote the effectiveness of foundation phase
teachers: The case of Umfolozi Circuit in KwaZulu-Natal”.

This study will examine:

- How individual needs analysis for teachers are done in the Foundation Phase.
- The effective strategies that can be used to address performance gaps in the
Foundation Phase Teachers.

Your school has been purposefully selected as part of the sample schools to be polled. It
would be greatly appreciated if you and one foundation phase teachers participate in the
research. The research involves semi-structured interviews and observing post- evaluation
IQMS meetings. I undertake to ensure strict confidentiality with the information collected and
respondents will remain anonymous. A copy of the report would be available to the
Department or made available to individual schools on request.

If you are willing to participate in this research, may I request that you sign this informed
consent in the spaces provided below.

Your co-operation in this regard will be highly appreciated.

Kind regards

.......................................

M. Ngema.

213
...................................................................................................................................................
...

I .......................................................................................... consent to participating in this

research.

Signed: .....................................................................................

Name: ......................................................................................

Date: ........................................................................................

Witness: ....................................................................................

214
APPENDIX E: LETTER TO TEACHERS

P.O. Box 1851

Empangeni
3880
10.06.2013
Dear Colleague

Re: PERMISSION TO CONDUCT ACADEMIC RESEARCH

I am Millicent Ngema, presently registered for Doctor in Education (D Ed): degree (Educational
Management): at the University of South Africa (UNISA). I am conducting a research study
entitled. “An effective use of needs analysis to promote the effectiveness of foundation phase
teachers: The case of Umfolozi Circuit in KwaZulu-Natal”.

This study will examine:

- How individual needs analysis for teachers are done in the Foundation Phase.
- The effective strategies that can be used to address performance gaps in the
Foundation Phase Teachers.

You are invited to participate in this research study. Your participation in this study requires
an interview during which you will be asked questions about your opinions and attitudes
regarding the topic of the study. The researcher would like to observe your post-evaluation
meeting. The duration of the interview and observation will be approximately 60 minutes.
With your permission the interview will be audiotaped and transcribed, the purpose thereof
being to capture and maintain an accurate record of the discussion.

Your participation is voluntary and you will remain anonymous and the research will be treated
with strict confidentiality. There is no financial remuneration for your participation in this study.
Every effort will be made that all information provided by you be treated as strictly confidential.
The findings of the research will be shared with all interested role players.

If you are willing to participate in this research, may I request that you sign this informed
consent in the spaces provided below.

Your co-operation in this regard will be highly appreciated.

Kind regards

M. Ngema.

215
.................................................................................................................................................

I .......................................................................................... consent to participating in this

research.

Signed: .....................................................................................

Name: ......................................................................................

Date: ........................................................................................

Witness: ....................................................................................

216
APPENDIX F: LETTER TO THE DEPARTMENT OF EDUCATION

P.O. Box 1851

Empangeni

3880

10.06.2013

The Circuit Manager

Lower Umfolozi Circuit

Private Bag x14

Empangeni Rail

Dear Sir/Madam

Re: PERMISSION TO CONDUCT ACADEMIC RESEARCH

I am Millicent Ngema presently registered for Doctor in Education (D Ed): degree (Educational
Management): at the University of South Africa (UNISA). I am conducting a research study
entitled. “An effective use of needs analysis to promote the effectiveness of foundation phase
teachers: The case of Umfolozi Circuit in KwaZulu-Natal”.

This study will examine:

- How individual needs analysis for teachers is done in the Foundation Phase.
- The effective strategies that can be used to address performance gaps in the
Foundation Phase Teachers.

You are assured that the study will not in any way interfere with the normal running of the
school. The name of the school and teachers will be strictly treated as confidential, but the
findings of this research can be forwarded to your office should you wish so.

Your permission to conduct research in this Circuit will be highly appreciated.

Yours faithfully

.......................................

M. Ngema.

217
APPENDIX G: LETTER OF PERMISSION FROM THE DEPARTMENT OF
EDUCATION

218
APPENDIX H: UNISA ETHICS CLEARANCE

219