by Ari Yares

Let’s face it. Most organizations have limited funds available for professional development and growth. It doesn’t matter that the organization has the professional growth of the staff as one of its core values. It doesn’t matter that good professional development opportunities help retain staff and could turn a good staff member into a better one. What matters is the the professional development line in a budget can easily be cut without anyone noticing right away. Sure, it might not be wise in the long-term, but when it comes to budgets, most people think tactics and not strategy.

This makes professional development funds in any organization’s budget a limited and precious resource. So how best to deploy it?

If you are like me, you often think about who should be allocated funds from the professional development budget. Often, I would think about the teacher’s long term plans for the school and their previous professional development experiences. I might be more willing to provide funds for a new to us teacher in the hopes that this would help retain them on staff longer. Sometimes it worked. Sometimes it didn’t.

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