Appalachian Trail Summary: 25 miles through Georgia

Let me tell you a little about what I did last week! I hiked nearly 25 miles of Appalachian Trail in Georgia, with the Certified Student Leadership course I took (the "Wilderness Track"). We Drive to Georgia on May 2nd, and from May 3rd until May 7th, backpacked up and down the mountains. I really believe it's the hardest thing I have ever done. I'd gotten to know the other students just a little, but I believe I've made a few new good friends. I was so nervous that my knee or slowness would make me a liability, but as we went along we all adjusted to each other and learned how to support one another. We each had a day where we led the entire group, and on my day a girl twisted her ankle, exacerbating an an old injury. It was really hard to keep camp organized for such a long period of time. We hiked only 3 miles that day and after just an hour in camp people were napping and wandering off. I found it so much harder to organize them in camp than on the trail! The instructor told me later that it's often true, and is made more pronounced by a weakness of mine: getting people's attention, and then keeping it. I tend to just do a needed task, myself. I learned that can enable laziness at a time when action is needed. So, something to work on.

Recognizing Effective Teachers

Best "Best Teacher" medal:
Made out of chocolate!

Oftentimes it may seem that the only reward for an effective teacher is the teacher seeing the growth of their students under their tutelage. Certain school districts and educational programs have instituted “merit pay” systems that rewards teachers whose students receiver overall higher grades on standardized tests. However, this merit pay can leave students, parents, and even other teachers, skeptical that teachers are being rewarded for “teaching to a test” by way or emphasizing rote memorization or test-taking skills in lieu of actual critical thinking skills.

A method more akin to non-educational promotional methods is the “career ladder”. Effective teachers may be recognized for their skill as an educator by evaluation and achieve “rank” such as “master” or “mentor teacher” (Sadker 432). These ranks give the recognized teacher more say in things like selecting textbooks and shaping curricula. This seems to be one of the rewards beneficial to not only the recognized teacher but the rest of the department as the effective teacher has a chance to share what has been working for them with the other teachers.

A very prestigious for of recognizing teachers comes from the National Board for Professional Teaching Standards. Teachers put together portfolios including videos, lesson plans, project mock-ups, etc, to show their level of effectiveness and ingenuity in the classroom. These portfolios are evaluated by the Board and the teachers put through challenging tests, observational sessions and, if the teacher is found to be exemplary, are awarded one of several “board certifications”. A certification complements a state teaching certification but is not a replacement for it. In fact, other than the prestige itself, the certification is not a guarantee of a raise or other monetary prize from the teacher's school districts. As the certification is an expensive process for the teacher some schools offer fee reimbursement should the teacher pass the certification.

Whether a teacher receives recognition for their effectiveness through monetary rewards, more responsibility, or wider influences, the main reward for teachers will always be making a difference in the lives of young adults.

Sadker, David Miller. Teachers, Schools, and Society, 2010 McGraw-Hill. New York.

Image: "Teachers Medal" Trulychocolates.co.uk Accessed 2012 Nov 27. [http://trulychocolates.co.uk/Teachers%20Medal]