Earth Day Project: Recycle with Students

Though it may not be a question on standardized tests, recycling, energy conservation and green living are crucial factors in our world. Establishing knowledge and good habits about conservation doesn’t have to be a hassle with these classroom tips.

Use Classroom Management to Calm Your Students

Transition times – those chaotic times when students get back from gym class, for instance – are always tricky, even for the most seasoned educators. A class of 25 excited kids can be difficult to manage during these times.

To that end, today on TeachHUB.com, seasoned educator Janelle Cox, who has spent years in the classroom and is also a regular contributor, takes a look at how teachers can use classroom management tactics to calm energized students down.

Janelle’s ideas include:


Janelle sums up her article thusly, in a section entitled, “Limit the Number of Students in Class”: “When students get back from a special activity like gym or recess, they are very wound up. When you have more than 20 kids enter your classroom all at the same time, this can lead to a lot of chaos. Instead, have a few students at a time take turns getting a drink from the water foundation or their water bottles, then enter the classroom. If you have five students at a time enter the classroom instead of 25, you will limit the amount of chaos that will be in your classroom.”

Do you have any tips to help calm students down in school? Please share your expertise, we would love to hear what you do in your classroom. You never know, your ideas may just be the thing that works for other teachers too!

Get our tips on how to use classroom management techniques to calm your class>>

Classroom Games: Winter Brain Breaks
Chances are, it’s cold and windy where you live and teach right now. And with the cold comes the winter doldrums – kids are cooped up, wound up, and ready for just about anything that bucks the normal school day.
Recently, we listed out some classroom games and winter brain breaks designed to break the monotony of a cold winter day. Our ideas, again compiled by contributor Janelle Cox, are great ways to recharge your students on these frigid February mornings and afternoons.
These ideas include:
•    Have a snowball fight (not literally)
•    Winter-Themed Yoga Poses
•    And More!
Do you have any classroom games or fun winter brain break ideas that students love in your classroom?

Sharing Favorite Sites for Teachers

As a new feature on the site, we’d like to let teachers share their favorite websites for school, whether it be for

  • lesson plan ideas
  • learning games
  • amazing blogs
  • grant and donations sites
  • online ed tech software
  • any site you just love and think other teachers would love
A few of my favorites are:
TeacherLingo – This is an everyday stop for me to reaad the latest teacher blogs from across the net. You can upload your blog from other sites too, so get your blog on TeacherLingo and share in the fun!
Brainpop – Brainpop features animated videos on a range of topics, mostly K-8 but some higher up. There’s also a teacher community with supplemental lessons and ideas on how to make the most of Animoto’s videos.
They also have a ESL beta page worth checking out!
eSchoolNews – This ed news site focuses on ed tech, with the latest developments, trends and studies in learning styles.
Animoto – With a quick photo upload, you can have a slideshow video with titles and music in a few minutes. It’s a great way to get students attention and appeal to visual learners with little effort.
“Animoto is a magically-easy way to grab attention… and create new visual contexts.”— Joyce Valenza Ph.D
Jeopardy Quiz Game – This one I haven’t used yet, but my friends are all about it. It’s quiz software online, so you can fill in review questions and make your jeopardy game. You can also search previously-made games that fit your unit.
Unlike the powerpoint versions, this has sound effects, scoring and is just really fun.

5 Teaching Strategies to Help Boost Test Scores

The Common Core State Standards have brought about an increased urgency among educators (and among schools at large) to increase the test scores of their students.

With this in mind, today on TeachHUB.com, frequent contributing writer Janelle Cox, herself a seasoned educator on the East Coast of the United States, takes a look at five ways that teachers can increase the test scores of the kids in their class.

Janelle’s ideas include:

  • Give Students In-School Reading Practice
  • Assign Homework Every Day
  • Increase Parental Involvement
  • And More!


In summation, Janelle concludes: “As a teacher, you can only do so much. Your main goal is to see each and every one of your students succeed. Just by reading this article you are doing something. You are taking the time to find ways to get your students to improve. That in itself is enough.”

Do you have any tricks or tips to help your students boost their test scores?

Get our tips on how to increase test scores>>

Fun Classroom Ideas to Celebrate Family History Month
Throughout October, teachers around the U.S. will be commemorating family history moth. It’s a great way for students to get in touch with their own identities, and to learn about their classmates as well.
Today, TeachHUB.com (and TeachHUB magazine) contributor Janelle Cox visits some fresh ideas for teachers and students to celebrate this important month of ancestral recognition. Her new ideas to recognize to family history month include:
•           Prepare a family dish
•           Research the family tree
•           Create a family newspaper
•           And more!
Remember, by learning more about their history, your students will better be able to understand their role in the current world.
Get more classroom ideas to celebrate Family History Month >>
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Each week, we send out an e-newsletter featuring the best articles and ideas from teachHUB.com. It’s the perfect way for you to keep up with what’s new each and every week – and it’s delivered straight to your inbox!
The TeachHUB.com newsletter also offers up an array of new lesson plans each week, and we spotlight the hottest trending articles from our website as well!

BEG, STEAL AND BORROW: BUILDING AN HR ANALYTICS TEAM

Analytics is HR\’s ticket to boardroom respect and business clout — by becoming data-driven, HR can provide the hard evidence and figures that chief executives and finance directors love. Analytics has become a driving force between both marketing and finance in recent years, so why should human resources be any different?
The majority of senior HR professionals \”get\” this message. But there\’s one problem: Putting people analytics into practice is harder than it seems.

A Shift in Perspective — and Skill Set

A big part of the challenge in building people analytics expertise is simply overcoming the traditional HR structure — transforming the people-focused nature of the industry into a data-driven one not only requires a shift in perspective, but also an entirely new set of skills.
The short supply of mathematical and analytical skills in talent management stymies the uptake of HR analytics. A recent Deloitte study found that while three-quarters of companies believe analytics is important, a dismal 8 percent felt their organizations were actually strong in the area.
It can be quite costly to acquire the right skills, too. A Burtch Works survey, for example, found that an entry-level data science role rakes in a median base salary of $91,000. Of course, given unlimited budget and a fabulous brand, it would be no problem to build a full-time team of talented people. But for most of the corporate world, different tactics (and slow steps) are required.

First Steps for Starting Analytics

Before your team goes truffling for analytics talent to bring on, of course, you need to understand exactly what you should be looking for. Analytics is not a solo sport and an entry-level data scientist won\’t cut it. It takes a team of skilled people to truly do analytics right.
There are roughly three skill sets needed: 1) a deep understanding of HR and business, 2) an ability to pull together the data and 3) knowledge of statistical modeling. So, where can you find these skills?
First, look inside the HR department. There may be people within the existing team already demonstrating an aptitude for statistics, or who used it as part of their degree (psychology, for example, has a statistical component to it). With a little training and encouragement, these are the kinds of people who can start making HR data talk.
Alternatively, there may be people from other parts of the company who can move into HR, either on a rotation to share their knowledge or as a permanent move. Employees in the finance department, for example, should be masters at using analytics. Borrow some of their expertise or partner with them to get started.
If you can\’t afford permanent members on your staff, bring in contractors or consultants for specific tasks. Or even contact local universities to see if any of their students are interested in hands-on experience to bolster their studies. Starting with outsourced talent may actually help provide the proof of concept you need to increase your team\’s budget.

How to Build a Full-Time Team

Eventually, there will come a time when borrowing people isn\’t enough and you need to start hiring.
Competition is tough, so you\’ll need to stand out from the crowd. Because HR is usually new analytics territory, it will appeal to ambitious analytics or data experts looking for a challenge. Instead of simply focusing on the technical requirements for the job, discuss the opportunities and untapped possibilities of big data for talent management.
This is particularly true if you\’re aiming to lure the rarest of analytics beasts: the data scientist. These highly sought-after experts have an unusual mix of skills, but what motivates them above all else are new challenges and the ability to use their creativity. If you can promise autonomy and an enticing mix of projects, you will stand a better chance of attracting top analytics talent.
While it is far from easy or quick to get up to full speed with HR analytics, it is also a journey that needs to be started. If HR doesn\’t start doing HR analytics, another department in the company will. In fact, according to research by Harvard Business Review and Visier, 9 percent of organizations have already shifted people analytics out of HR\’s clutches altogether.
Do you really want to cede control over how data informs talent management to another department? Didn\’t think so.
https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

Classroom Activities: Halloween Party Alternatives

It’s no secret that many schools have ceased Halloween celebrations, given many families’ religious beliefs that conflict with the annual end-of-October festivities.
But there are still many ways that educators can acknowledge the crisp fall season without compromising a student’s beliefs.
Here are a couple alternatives to traditional Halloween celebrations that your students will certainly enjoy:
Children’s Book Character Parade – You and your class can dress up as characters from their favorite books and walk through the hall in a parade.
Career Day — This Halloween party alternative lets students to dress up like the professional (lawyer, fireman, web editor, etc.) they would like to be when they become adults.
Fall Festival, or “Falloween” Celebrations — These include field trips to the pumpkin patch and apple orchard, fall-themed pumpkin activities, and learning about plant life and nocturnal animals.
Discover some great new classroom activities that can help you celebrate the autumn season >>
Elsewhere on TeachHUB.com today, we give a rundown of our favorite math apps. These iPad apps for teachers strive to make math something that students look forward to learning and educators eager to teach.
By using these iPad apps for teachers in and beyond your classroom, you will undoubtedly facilitate fun learning and even spark a bit of imagination in your K-8 classrooms.
Learn more about the best math iPad apps for teachers >>
October is Bully Prevention Month. Did you know that TeachHUB can be your go-to resource for an in-service day dedicated to helping your district combat bullying?
Our turnkey in-service solutions feature professional, industry-leading expert speakers and are prepared to give an exceptional presentation on this topic and many others.
In a TeachHUB-led in-service seminar, teachers will participate in various anti-bullying activities and they will anti-bullying strategies they can use to help prevent and intervene with bullying behavior and participate in modeled exercises to create self-awareness within a child.
Teachers will learn how other educators are encouraging anti bullying behavior in and outside of the classroom across the country.
https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

Assessment Without Tests

As teachers, we are often (not by choice) attached to the concept of assessment, either rightly or wrongly.
But rather than firing up the scantron, did you know that there are alternate ways for assessments to be carried out?
Today on TeachHUB.com, frequent contributing writer Jordan Catapano, who is a seasoned high school English teacher based in the Chicago suburbs, looks at some off-the-beaten-path assessment methods that you can use to measure student mastery of the material without giving a formal test.
Jordan’s ideas include:
Video Explanation
Podcast
Infographic
Self-Reflection
Teach the Class
Here’s how Jordan describes one new way to carry out assessment: “Make a Game: We all love a good challenge or competition. Ask students to demonstrate their learning by creating a new card game, board game, or gamified learning challenge that the whole class can engage in. Games are fun and help students draw upon otherwise hard-to-remember information. And when students can make a game that successfully incorporates elements of their learning, everyone wins.”
Jordan sums up today’s article thusly, in a paragraph entitled “Let Students Generate Make Their Test”: “Challenge your students by asking them, “What should a test on this look like?” At first, they might come up with the traditional multiple choice, matching, and true/false questions they’re accustomed to. But put students in the driver’s seat of their own application and push them to consider how the skills and knowledge would look in the real world. Ask your class to use collaborative design and take their own test to demonstrate in a practical manner how their knowledge and skills have applicable value.”
What do you like from the list above? What assessment would you add or change? Share your thoughts with our community in the comments below!
https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

Technology in the Classroom: 6 Substitute Lesson Plans

Substitute teachers generally face an uphill battle: Sub lesson plans sometimes might be unclear, the students are wound up (especially this time of year), and it’s tough to perform well in a new environment.
Subbing for a technology teacher can be even more challenging. Subs might not be technologically proficient, or the computer equipment might not function properly.
Today, real-life tech teacher and frequent TeachHUB.com contributor Jacqui Murray offers up six helpful (and easy – even for technophobic teachers) lesson plans for tech teachers to employ when they are out sick – or taking time for professional development – including:
Problem-Solving Challenge
Gameshow Competition
Khan Academy
And more!
What do other teach teachers do for lesson plans when they know they’ll be out?
Get out technology in the classroom substitute lesson plans now>>
What Happens If We Abandon the Common Core?
Nationwide, there’s a movement afoot to dump the Common Core State Standards, that set of national benchmarks that create the opportunity for an across-the-board, agreed-upon set of college and career readiness standards.
Ideally, the Common Core allows for more data-driven educational changes that ultimately could improve student performance. The standards focus on not simply providing content to students, but helping students become more solution-oriented and able to apply concepts to real-world situations.
But a fierce backlash from administrators, teachers, parents, and even students has led to the aforementioned backlash.
But what happens if more states abandon the standards? Will academic chaos reign? Today we gaze into the crystal ball and try to predict the outcome.
What are your thoughts on the future of the Common Core?
Get the answer to “What happens if we abandon the Common Core?”>>
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Every Friday, you have the FREE opportunity to get the latest in TeacHHUB.com updates delivered straight to your inbox! It’s a great way to get a recap of what we’ve been up to, including educational articles, tips and free lesson plans!

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Handy YouTube Tools for Teachers

Many districts are realizing the potential that YouTube learning can have in the classroom. There are lots of great videos and channels out there on 1000’s of topics.

I have put together a list of some of my favorite tools to use with YouTube. Some are for the creation end, while some are for the consumption end.

Overall, they hopefully will give you a good start on getting more out of your favorite video service.

Ed Celeb Interview: NEA prez Dennis Van Roekel

How will you distinguish yourself from previous NEA presidents?

NEA’s mission—great public schools for every student—is bigger than any one individual’s intentions. It’s more about the students our 3.2 million members serve. My goal is to continue the work of the Association in creating great public schools for all children. Obviously, I am going to have projects and issues that are “near and dear” to my heart. However, make no mistake about it, I plan for this Association to stay the course of making sure that all children—regardless of their race, zip code, or economic status—have access to quality public schools.

Read the rest of TeachHUB\’s ultimate union-insider interview with NEA president Dennis van Roekel.

Have ideas for other Ed Celebs to interview? Post in the comments section OR email me at acondron@teachhub.com

https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

12 Fresh Teaching Strategies to Assess Learning

Back in the day, testing and assessment were as simple as multiple choice or true/false tests. A teacher’s classroom life and teaching strategies were simple: Just grade, record, and move on to the next chapter.
But in subsequent years, it’s become much more difficult for educators. We now need to undertake assessment teaching strategies that address students’ personal communication styles.
Frequent TeachHUB.com contributing writer Jacqui Murray goes about offering up alternative assessment teaching strategies in today’s centerpiece article. She begins by defining the uniting characteristics of all assessment:
  • What\’s been learned.
  • What can be transferred to other parts of the student\’s life.
  • The student\’s granular understanding of the material.
  • What the student understands, not what s/he parroted back to the teacher.
  • Knowledge rather than facility presenting it.
Jacqui then lays out 12 fresh ways to assess learning, including:
  • BrainPop
  • Warmups or Exit Tickets
  • Discussion Boards
  • Google Forms
  • And More!

Here’s how she introduces Digital Breakouts: “Digital breakouts are based on the popular breakout rooms played around the country where critical thinking and problem-solving allows participants to escape a room and unlock prizes before time runs out. When run digitally, participants follow digital clues and solve puzzles in a format somewhat like a scavenger hunt or the old-style webquest. Teachers can create their own, or use templates from others (click the heading link for any example). These are adaptable to any subject, student-centered, and teach students to work under pressure while promoting team-building.”
Jacqui sums up her article like this: “This year, assess student learning in ways that excite them. With most of the choices on this list, students won\’t even see them as testing. Do you have a favorite non-traditional assessment tool? I\’d love to hear about it in the comments.”

https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

First Day of School Activities Students Love

The first day of school will be here before you know it. Most teachers face the big day with enthusiasm, but they dread the inevitable challenge: what to do on the first day of school.

Every teacher’s approach is different. Whatever your goal, here are a few things to try to get the school year off to a great start!

https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

WHY THE FIRST 100 DAYS OF WORKFORCE ANALYTICS MATTER MOST

Presidents, chief executives and senior business leaders all understand the importance of the age-old 100-day benchmark: The first few months in a new position are critical for setting a vision, acting upon your strategy and convincing colleagues that you’re the best person for the job.
While this rule has generally been applied to individuals, I’ve found that it is just as applicable to workforce analytics. Decisions made in the first 100 days of an analytics program have strong impact on the success of a company’s analytics journey; early efforts will pay dividends, while mistakes are hard to bury.
Earlier this year, an IBM report on starting the workforce analytics journey focused on what companies should do in these vital first 100 days. The key message? Workforce analytics is not an HR-only project. To succeed, it needs to be a business initiative aimed at improving decision-making for managers company-wide.
Collaboration across departments is just one aspect of a successful analytics program, however. Here are three other pieces of advice to keep in mind as you embark on the first few months of your analytics efforts:

Define Your Vision

IBM emphasized analytics was not simply an HR project, but it’s not just a technology project, either. It requires more than buying the best software or making sure you have squeaky-clean data. The first step—and a key element of the first phase of a workforce analytics initiative—is to set the vision.
If you’ve gathered the tools and built a team for an analytics program, now is the time to gather information from business leaders in order to prioritize your goals, understand your stresses and identify areas where HR analytics can help.
These initial talks are also important for HR to gauge how other business units view your department. Is HR seen purely as a backroom operational function or viewed as a strategic partner delivering business value? If the balance is tipped heavily towards the operational side, then your HR analytics team needs to put in time and effort to build trust and persuade business execs that HR is delivering more than transactional insights.

Walk Before You Run

Once everyone is on board, it’s time to prove your worth—but it’s best to temporarily park grand ideas.
Instead of trying to implement a massive change in a management program or a new cost-savings initiative, focus on a quick-win project that can be completed within those first 100 days. Only with a successful project under your belt can you begin to plan and receive the resources for more ambitious initiatives.
Modest ambition is important when it comes to data and technology. Data can be a major stumbling block—and the most common excuse—for failing to start an analytics initiative. If you wait for perfect data, your analytics project will never get started. Data doesn’t need to be 100 percent accurate: whether attrition rates are found to be 10 percent or 11 percent, the action is still going to be the same, so don’t sweat the small stuff.
Of course, this doesn’t mean that data accuracy isn’t important—it’s absolutely necessary. But HR needs to work with business executives to determine how accurate the data needs to be or to limit the data sample to areas with more accurate data. Finding the right data requires considering individual needs for each business case.

Create a Talent Pipeline

While you may have a solid team to start running analytics, it’s likely not a full-blown team solely dedicated to workforce data—you probably have people doing work across departments, or helping out in their spare time. While this strategy may work for the first 100 days, it’s important to consider how you will continue to bolster your team and build out the right skills sets to push your analytics initiatives forward.
In the long-term, you will need more complex skills and dedicated experts across different areas of the company. Will you train people in-house, or will you look outside the company for talent? Will people join the analytics team as one part of their current jobs, or will you create a separate sub-group with HR?
In these first few months of your big data program, remember these key lessons if you want to succeed: more than HR; vision not technology; good enough data; and a solid team. If you’re able to not only convince business leaders of your vision, but also show them how you can bring it life—small project by small project—you’ll be on the road to a thriving, sustainable and impactful workforce analytics journey.