농촌지도직공무원의 전문능력 개발 체계

김진모,주대진,곽지훈 한국농·산업교육학회 2006 농업교육과 인적자원개발 Vol.38 No.1

The purposes of this study were 1) to set up the career development stages of rural extension workers, 2) to identify the roles and competencies needed to perform their roles, and 3) to suggest approaches to their professional development. This study was mainly carried out through literature review, expert panel workshop, benchmarking, and a survey. As the result of this study, the career development stages of rural extension workers were set up in three levels, which were divided into a general stage including an entry level, professional stage, and consulting stage. Also, the eleven roles required for rural extension workers and five competencies needed to perform their roles were derived. These five competencies consisted of twenty-nine sub competencies. Finally, several development strategies that can be derived from educational experience and job experience were suggested as the approaches to professional development of rural extension workers. To practically utilize the result of this study, the following measures should be taken. First, organizational and institutional supports should be made for professional development of rural extension workers rather than relying solely on personal endeavor. Second, the structure of regional agricultural technology centers should be reorganized. Third, the development and application of the various approaches to professional development of rural extension workers should be implemented. 이 연구의 목적은 우리나라 농촌지도직공무원의 전문능력 개발 체계를 만드는데 있었다. 이를 위해 농촌지도직공무원을 육성하기 위한 직업 경력단계를 설정하였고, 농촌지도직공무원의 경력단계별로 요구되는 역할과 역량을 구명하였다. 또한, 농촌지도직공무원의 직업적 전문성 개발을 위한 다양한 방안을 모색하였다. 이 연구는 주로 문헌분석과 전문가 협의회, 벤치마킹, 전문가 의견조사를 통해 이루어졌다.연구의 결과는 다음과 같다. 먼저 우리나라 농촌지도직공무원의 경력개발단계는 일반 지도단계, 전문 지도단계, 농업기술 컨설팅단계의 3단계로 설정하였다. 또한, 우리나라 농촌지도직공무원이 주로 수행해야 할 11개의 역할과 29개의 하위역량으로 구성된 5개의 역량군을 도출하여 각 경력단계별로 요구되는 역할과 역량을 구명하였다. 마지막으로, 농촌지도직공무원들의 전문능력 개발을 위해 교육경험과 직무경험을 활용한 전문능력 개발 전략들을 모색하였다. 이 연구의 결과가 실제적으로 활용되기 위해서는 다음과 같은 지원과 노력이 뒤따라야 한다. 첫째, 우리나라 농촌지도직공무원의 전문성 개발을 위해서는 본인들의 노력이 필요할 뿐만 아니라 조직적제도적 지원이 뒤따라야 한다. 둘째, 우리나라 농촌지도기관의 조직개편이 필요하다. 셋째, 농촌지도직공무원의 전문성 개발을 위한 다양한 방법들을 개발하고, 이를 실천하려는 노력이 필요하다.

교육대학교-부설초등학교 간 PDS(교사전문성개발체제) 협력에 관한 인식과 실태 조사: 교육대학교 교수를 중심으로

이현명,심영택 인하대학교 교육연구소 2012 교육문화연구 Vol.18 No.4

This study analyzed the perception of university faculty on a university-school collaboration in terms of teachers' professional development and the establishment of a professional development system. It had been conducted for three weeks in 11 National Universities of Education from April 23 to May 11, 2011 throughout the country. The subjects of this study was 875 and the returned responses were 273. With the returned response,this study analyzed 6 domains: mutual collaboration, pre-service teacher education, teachers' professional development and open class, an establishment of a professional development system, mutual benefits and personal information through a university-school collaboration. In an analysis of the survey data, this study provided how university faculty perceived a university-school collaboration and how a university-school collaboration could lead teachers' professional development and contributed to establishing professional development system. At the same time, it also provided an opportunity for both university faculty and school staffs to articulate a new possibility for a school reform and to develop systemic thinking about a culture of continuous improvement in education. 본 연구는 교육대학과-부설초등학교 간 PDS (전문성 개발체제) 협력에 관한 실태 조사를 통해대학교수들이 가지고 있는 두 기관간의 협력에대한 인식을 분석하였다. 전국에 분포되어 있는11개 교육대학교(제주 교육대학 포함)해서 2011년4월 23일부터 동년 5월 11일까지 총 3주간에 걸쳐 설문조사를 실시하였고 설문조사 대상자총 875명 273명의 응답을 중심으로 6개 영역(상호 협력, 예비교사 교육, 교사의 전문성과수업 공개, 전문성 개발체제 구축, 상호 협력을 통해서 얻게 될 이점과 인적사항)에 대한분석을 하였다. 설문분석을 통해서 본 연구는 대학교수들의 대학-학교간 협력에 대한 인식과 대학-학교간 협력을 통해서 교사의 전문성 개발과 전문성 개발체제 구축의 가능성에 대해서 기술하였다. 더불어대학교수와 교사들이 학교개혁에 대한 새로운 가능성을 확인하고 지속적인 교육문화 개선을 위한체계적인 사고를 발전시킬 수 있는 방안을 모색하였다.

국가경쟁력 제고를 위한 도시교통정보시스템(UTIS) 활용전략 수립에 관한 연구

김철순(Kim, Cheolsun),황재민(Hwang, Jaemin),하동익(Ha, Dongik),고승영(Seung-Young Kho) 경찰대학 경찰학연구편집위원회 2015 경찰학연구 Vol.15 No.4

본 연구의 목적은 도시교통정보시스템(UTIS: Urban Traffic Information System)의 장단점을 분석하여 활용전략을 수립하는 것이다. UTIS는 2005년 시범사업을 실시한 후 현재까지 전국 31개 도시에 사업을 완료하였으며, 2022년까지 전국 62개 도시에 확대할 계획이다. 이러한 시점에서 다양한 미디어와 감사원에서는 전국확대 사업의 실효성에 의문을 제기하였다. 본 연구에서는 물리적인 시스템 구성요소, 자료의 수집 및 제공, 신호제어 부문으로 구분하여 UTIS의 장단점을 분석한다. 이를 바탕으로 우선신호 제어 시스템으로의 활용 및 전문가 육성 방안을 단기 활용전략으로 제시하고, ITS 통신방식 통합방안을 장기 활용전략으로 제시한다. The purpose of this paper is to establish strategies for the urban traffic information system (UTIS) based on the analysis of the strengths and weaknesses of the system. UTIS project was conducted as a pilot project in 2005, and now the system has been implemented in 31 cities throughout the country so far. Furthermore, it is planned to expand its implementation to 62 cities by the year of 2022. However, recently media and the Board of Audit and Inspection of Korea raised questions about the viability of expanding the project across the country due to the enormous amount of additional budget required. Therefore, this study evaluates UTIS project including its physical system components, data collection methods, data delivery service and signal controling system. The research suggests that UTIS should regard the priority signal control system and the professional development as its short-term development strategy, and should address long-term development strategy as the consolidation measure for the intelligent transportation system (ITS).

한국형 전문 스포츠 심판 양성 시스템 개발

양동석 한국융합과학회 2023 한국융합과학회지 Vol.12 No.8

Purpose The purpose of this study is to develop a Korean-style professional sports referee training system. Method The participants of this study were selected from among the referees of affiliated sports organizations of the Korean Sports Association with more than 15 years of experience and conducted in an interview format. The collected data were analyzed through open coding, axial coding, and selective coding after transcription. In order to secure the reliability and validity of the research in the process of analyzing the contents of the collected data, the subjectivity of the researcher was minimized through expert meetings (international referees with a Ph.D. in physical education, international referees). Result First, as a concrete plan to secure excellent referees by building systemicity in the referee recruitment process, a systematic system for referee recruitment should be established, professional players and secondary school students should be utilized, and referee recruitment publicity and qualification testing processes should be reformed. The establishment of a future-oriented referee education system was shown by the use of higher educational institutions, future-oriented referee education, and strengthening of expertise in referee education. Referee management appeared as operating system establishment and mentoring program. Referee education organization and administration appeared to operate a dedicated organization. Other referee operation assignments and international referee training were found to be job stabilization, referee invitation and competition participation system establishment, regular referee training, and support for entering the international arena. Conclusion This study is expected to provide basic data for the development of a Korean professional sports referee training system, such as referee recruitment, education, management, organization, and administration, as well as useful and specific data that can contribute to the overall development of sports in Korea.

교원능력개발평가 결과에 따른 맞춤형 교원연수 운영 지원 실태 분석

전제상(Jeon, Je Sang) 한국교육평가학회 2012 교육평가연구 Vol.25 No.4

교원능력개발평가는 2010년부터 초ㆍ중등학교에 전면 도입되면서 교원능력개발평가 결과 활용을 위한 맞춤형 교원연수 운영의 중요성이 증대되고 있다. 이 연구는 교원능력개발평가 결과에 대한 현장 교원들의 맞춤형 교원연수 운영 지원 요구가 무엇이고 이의 대안을 탐색하는데 있다. 맞춤형 교원연수 운영지원 요구는 교원능력개발평가 도입 이래로 교직사회의 핵심 과제로 부각되었으며, 교원연수지원 운영 및 지원사항 등 대한 요구조사를 실시하였다. 조사대상은 대구교육지역의 교원을 대상으로 총 4,811명이었다. 자료처리는 SPSS Win을 이용하여 교차분석을 실시하였다. 현장교원들의 맞춤형 연수요구는 높으나 연수지원환경에 대한 만족도는 높지 않았다. 또한 교원능력개발평가 도입에 따른 맞춤형 교원연수 수요가 증대될 것으로 예상되나, 다양한 교원요구를 반영한 연수프로그램이 미흡하였다. 교원연수운영지원으로는 맞춤형 연수프로그램 개발 지원, 미흡교원을 위한 능력향상연수 지원강화, 맞춤형 연수 시기와 홍보 강화, 교직생애별 맞춤형 연수프로그램 개발, 교육청의 연수기능 전문화 및 특성화 등을 제안하였다. The purpose of this study aims to investigate the in-service training of teachers according to teacher expertise development evaluation on the theoretical basis, to inquire operation for the training system, and to present and an professional development plan for the training system. The great interesting of the in-service training system according to teacher expertise development evaluation in 2010 has been a topic for model operation of new teacher's evaluation system in Korea. Based on literature review, a survey questionnaire of 3 category were developed for distribution to subjects. 4,811 survey sheets were distributed to teacher and educational supervisors, and treated for frequency and cross-tab analysis using SPSSWIN. Also, it was shared among those teachers that a new in-service training system should be developed which would promote teachers to develop professional development in the teaching and learning implementation. The results of the requires analysis for teacher should be shared among trainees and staffs in training centers. The new teacher's expertise development evaluation system will sharply expand the teacher-made in-service training. This study should be operated voluntarily and converted into various training for field experiences, major in-service training rating agencies, a customized education suited to in-service training, the program of specialization and specialization for in-service training teacher system according to teacher expertise development evaluation.

수석교사제 정책분석을 통한 합리적 운영방안 탐색

주철안(Joo, Chul-An),석혜정(Seok, Hye-Jeong) 한국교육사상연구회 2013 敎育思想硏究 Vol.27 No.2

본 연구에서는 Cooper의 4차원 정책분석모형을 활용하여 수석교사제를 다양한 관점에서 거시적이고 종합적으로 분석하여, 수석교사제가 교사 전문성 제고를 위한 정책으로 정착, 발전하기 위한 운영방안을 제시하는 것을 목적으로 한다. 수석교사제가 가지고 있는 가치, 다각적인 체제, 구성원간의 상호작용, 그리고 지원 체제 등의 다양한 접근을 통해 분석하고자 Cooper의 4차원 정책분석틀을 사용하여 분석한 관점은 다음과 같다. 첫째, 규범적 차원에서는 승진과열경쟁 완화, 교수활동 중시의 교직 사회 분위기 조성, 교사의 수업전문성 신장을 검토하였다. 둘째, 구조적 차원에서는 교원인사시스템, 교원자격체제의 이원화를 검토하였다. 셋째, 구성적 차원에서는 의견 대립을 보이는 집단으로 교육부, 한국교총, 전교조, 수석교사, 학교조직 구성원의 입장을 검토하였다. 넷째, 기술적 차원에서는 수석교사제 도입논의, 수석교사제 시범운영 및 평가, 수석교사제 법제화 및 실행결과를 검토하였다. The main purpose of this study is to review the Head Teacher System critically based on Cooper's four dimensions of educational policy theory. This study is to analyze the Head Teacher System through a systematic approach to succeed in the new qualification system by the Cooper's four dimensions(normative, structural, constituent, and technical dimension) of educational policy theory. The reason is that Cooper's four dimension system theory can analyze the Head Teacher System from various perspectives. Therefore, this study proposes a rational management plan of the Head Teacher System for teacher professionalism and development. The results are as follows. First, normative dimension components are the mitigation of the overheated competition promotion, composition of the social atmosphere that emphasizes teaching activities, and teacher professional development. Reactions by the school's members about the Head Teacher System were varied according to the head teacher's personal competence. It suggests the need for verification, head teachers need to combine with professionalism and consulting skills at the same time. Second, structural dimension components are the teachers' personnel system, and the teachers' dual qualification system. The Head Teacher System follows the path of reorganized instruction and management. Head teachers use discretion of supervision services related to the class, but it should be the principal and vice-principal measuring the supervision according to the Elementary and Secondary Education Act. Third, constitutive dimension components show the groupings and the position of disagreement. The Head Teacher System expects conflict between head teachers and regular teachers due to the lack of objective selection criteria and procedures. This is one of the reasons that they can not be suited for the Head Teacher's role. The Department of Education should provide specific services and criteria to the manual. Fourth, technical dimension components discuss the introduction of the Head Teacher System, operational assessment of the pilot the Head Teacher System, and legislation of the Head Teacher System. The negative impact of the Head Teacher System is still not resolved. It is important to come to an agreement and process with school members about the role and authority of the head teachers. Finally, the Head Teacher System requires an objective selection system to recruit the best head teacher to establish a competent model of the school culture and the learning organization.

‘C 교육대학교와 부설초등학교 간의 영어교과 전문교사학습공동체(PLC) 활동’의 실제와 의미

이현명(Lee Hyun Myoung) 학습자중심교과교육학회 2012 학습자중심교과교육연구 Vol.12 No.4

본 연구는 최근에 많은 주목을 받고 있는 대학과 학교 간의 파트너십 구축을 통한 ‘교사의 자기주도적 전문역량 강화 및 확산 PDS(교사전문성개발체제) 구축 연구’의 일환으로 전문교사학습공동체 활동의 실제와 의미를 알아보고자 하였다. 특히 영어 교과 기반 PLC 활동 참여를 통해 갈등과 핵심 쟁점을 합리적으로 해결 가능성, 실천 지의 잠재성 확대와 교과 전문성의 의미, PLC 활동이 영어교과 전문성을 신장하는 데 어느 정도 기여하고 있는지에 대해 분석하였다. 분석 결과에 따르면 영어수업을 할 때 발생하는 각종 갈등과 쟁점을 합리적으로 해결하는 방안으로 대화와 소통 채널의 확장으로 나타났다. 교실에서 실제로 영어 수업을 할 때 실천지의 잠재성 확대와 교사의 교과 전문성 신장을 촉진하기 위해서 다양한 문제들에 대해 교사들이 민감성을 유지할 수 있어야 한다는 것이었다. 더불 어 PLC 활동에 참여하는 동료교사들과 지식, 경험, 아이디어를 공유함으로써 교사들 간의 배움, 성장, 발달을 촉진할 수 있는 기회를 얻을 수 있을 뿐 아니라 단위학교 변 화의 가능성을 재발견할 수 있는 계기를 마련해준다는 점에서 중요한 것으로 받아드 려지고 있다. This study was to examine the meaning of participating professional learning community as part of building university-school partnership in strengthening self-directed capability and diffusion of a professional development system. By analyzing a possibility of desirable resolutions for the conflict and critical issues, a potential for expanding practical knowledge, and the meaning of participating professional learning community in teaching English it was to identify the degree of a contribution to promoting teachers professional development. I came to realize that the way to resolve conflicts and critical issues was an expansion of dialogue and communication channel among teachers who were actively engaging in a professional learning community focused on English teaching in a public elementary school. It also provided us with the potential for the practical knowledge and the meaning of professional knowledge for teaching English. To make it possible, the member of a professional learning community related to English teaching was necessary to concern about underachieving students in English, class engagement, and curriculum restructuring. It also seemed to appear that sharing practical knowledge, experiences and ideas helped us to learn from each other and bring us about the variety of practical solutions and alternatives for teachers professional growth and development.

합리적 교원경쟁체제 구축의 방향과 과제

정영수 한국교원교육학회 2009 한국교원교육연구 Vol.26 No.1

이 연구는 정책 환경이 변화되고 있는 현 시점에서 교원경쟁체제 구축의 방향과 과제를 밝힌 것이다. 구체적으로 첫째, 교원경쟁체제의 의미와 교원경쟁체제 구축의 조건을 밝히고, 둘째, 합리적 교원경쟁체제의 구성 요소를 제시하였으며, 셋째, 의미 있는 교원경쟁체제 구축의 과제를 제시하고, 넷째, 합리적 교원경쟁체제 구축을 위한 과제로서 양성체내실화를 지향하는 특성화된 양성체제, 네트워크형 통합 지향적 전문적 능력 개발체제, 전문적 교원인사관리 및 보상체제, 책무성을 확보하는 교원평가체제를 제시하였다. 이 연구는 규범적 문헌연구 및 내용 분석 방법론을 사용하여 논리를 전개하였으며, 교원경쟁체제 관련 교원정책의 모형을 고찰하고, 합리적 교원경쟁체제 구축의 방향 설정을 위한 논리적 토대로 활용하였다. 그리고 의미 있는 교원경쟁체제 구축의 방향에 따라 주요 과제를 도출하고 정책 제언을 하였다. The Purpose of this study is to build the effective professional development system for up-grading teachers' capability in Korea. The specific purposes are as follows: first, to find out the meaning of effective professional development system. second, to review the conditions of building the system of teachers' professional growth on teacher policy; third, to analyze the direction for extending teacher's capability and enriching professional ethos from the standpoint of the sound competition: and then finally to provide major discussion points and tasks on teacher capability enhancing system. The study is designed basically with normative approach, literature reviews and contents analysis methodology, and reviews the treacher policy models. From this methodology, the following conclusions can be provided: first, the direction of building of that system should be transferred from change of individual unit to systemic change, from negative strategy to positive strategy, from structural competition to constructive competition, the culture of promotion to the culture of professional development, and from individual ability to capacity development of organization. The major tasks are summarized as follows: preparing of the initiative teacher in knowledge based society, developing competence to lead the networking system of learning, strengthening of capacity of educational system, establishment of accountable system, and enhancing the quality of teachers with empowering teachers.

청소년육성 전담공무원의 전문성 확보방안에 대한 의견조사연구: 경기지역 청소년 관련 공무원 심층인터뷰 중심으로

신명철 한국청소년시설환경학회 2022 청소년시설환경 Vol.20 No.3

The purpose of this study is to explore opinions on securing the professionalism of public officials in charge of youth development through in-depth interviews with youth-related public officials in Gyeonggi-do. The research method is qualitative research, and the main data collection method is in-depth interview. In-depth interviews were conducted for 8 participants. As for the criteria for in-depth interview, five job performance skills(tools) were extracted and implemented through a theoretical background for a plan to secure professionalism. The main analysis results of the plan to secure professionalism are as follows. First, public officials in charge of youth development shall be increased and assigned to the department in charge of youth development. Second, a systematic policy delivery system, such as using the name 「youth」 should be established centering on the department in charge of youth development. Third, the scope of job of public officials in charge of youth development should be legislated. Fourth, the public official in charge of youth development should carefully consider the appointment plan from a term-based public official to a local professional career officer. Fifth, long-term education should be continuously received to improve the professionalism of public officials in charge of youth development. Finally, a professional organization should be established to defend the rights and interests of public officials in charge of youth development. Based on these results, it is intended to be used as basic research data.

교사 평가의 문제점과 개선 방안 연구

박종필 한국초등교육학회 2002 초등교육연구 Vol.15 No.2

오늘날 업무 수행 평가(근무 평가)는 모든 조직 상황에서 당연한 현실로 받아들여지고 있으며, 조직 생활에서의 중요성도 더욱 커지고 있다. 특히 학교의 경우, 적절하게 계획되고 수행되는 평가는 수업의 질 향상을 가져오기 때문에 학교에서 이루어지는 교사들에 대한 평가는 교사들만의 문제가 아니라 학부모들과 학생들에게까지 영향을 미치게 된다. 또한 책무성의 강조로 인해 오늘날에는 교사 평가에 대한 관심이 상당히 증가하고 있으나 현재 우리나라에서 이루어지고 있는 교사 평가는 합리적 인사 관리 및 교사들의 전문 능력 신장에 이바지하는 데 있어 많은 한계를 가지고 있다는 비판을 받고 있다. 따라서 본 논문에서는 학교 운영에 따른 교사 평가의 목적 및 필요성과 최근 외국에서 이루어지고 있는 교사 평가에 대한 내용들을 토대로 하여 현행 우리나라 교사 평가의 현황과 문제점들을 살펴보고 제도 개선에 필요한 시사점을 탐색하였다. The purpose of the study was to find problems and implications to make better of the teacher appraisal system in Korea. In these days, performance appraisal is regarded as a matter of course, and almost no one is indifferent to it. Also, performance appraisal become more and more important because staff management is an key point in success of organizational management and it provide basic information on staff management. Performance appraisal is done almost all organizations, whether they are formal or informal, and all members in the organization profit or loss by the appraisal. In schools, however, the effect of teacher appraisal is not limited to teachers. It is because that well-planned and performed appraisal system results in quality improvement in instruction, and it directly influence on parents and students, too. In spite of the importance of the appraisal system, there are many problems and negative perspectives on it in Korea. Namely, it is said that the system does not contribute to rational staff management and professional development of teachers. Based on teacher appraisal system in Texas and NBPTS in the U.S., the study described the teacher appraisal system in both country and analyzed the problems in appraisal system in Korea. The result suggests that there needs to be made changes in the purpose of the appraisal. In Korea, the appraisal system if focused on promotion and transfer of teachers, but to be a developmental appraisal, it should be emphasized on the other side of appraisal system, which give opportunities for teachers to make quality improvement and professional development. Second, currently the result of the teacher appraisal does not open to the public so that it results in many problems in schools, thus, the result should be open to the public to give them feedback and the opportunities for professional development and improving their instruction. Third, new criteria or standards should be made to be a objective and developmental appraisal which based on various criteria and opinions of teachers, not based on the subjectivity of an appraiser or unclear standards. Fourth, teacher appraisal system should be based on absolute evaluation, not relative evaluation which does not give informations on actual performance of teachers. Because absolute evaluation can give informations on actual performance of teachers, it may reduce the unnecessary competition and negative effects among teachers, and can give each teachers feedbacks on what is necessary to improve instruction or professional development, etc. Fifth, with the importance of the standards and criteria of the evaluation, the role of the appraiser is also important. Thus, with continuous training and efforts, appraisers should try to increase their ability and quality for effective appraisal.