Unfortunately I couldn’t attend Karin Krummenacher’s IATEFL 2018 presentation on providing differentiation on initial teacher training courses like the Cambridge CELTA or Trinity CertTESOL. For those of you who aren’t familiar with this kind of course, they generally last four weeks full-time, including workshop-style input sessions, observation of experienced teachers and peers, and (crucially) six or more hours of observed teaching and feedback from tutors. There are as many kinds of four week course as there are tutors, and no two are exactly the same as long as they meet the criteria of Cambridge or Trinity, but one thing that is extremely rare is differentiation for the trainees. Karin has kindly agreed to write up her presentation as a guest post, so we can all find out more about how this might be possible.
To differentiate and challenge our students based on their prior knowledge and current abilities is something we teach our trainees in pre- and in-service teacher training courses. At diploma level it becomes a key criterion and there is tons of literature about it. And then many of us trainers go on and make trainees with outstanding language awareness sit through over half a dozen basic grammar input sessions throughout a 4-week TEFL course in which they will learn close to nothing, most likely receive no differentiated tasks and might be asked not to reply to the next question because we already know they know. I would not be particularly impressed with a trainee handling a strong student in a lesson like this and I get more and more annoyed by us trainers doing it.
And while the reasons are obvious to a degree (that’s the course they signed up for), I don’t think they are good enough to keep doing what we’re doing the way we are doing it. Once upon a time, when the CELTA still had a different name, the groups of trainees were homogenous and what the course taught them was, in a way, revolutionary and useful. Nowadays, trainees identifying as non-native English speakers outnumber trainees that identify as native English speakers on the majority of courses. Our one “strong student” has become half the class by now and we still tell them to only answer when prompted instead of questioning our approach.
Jason Anderson has investigated at length how experienced teachers with MAs in pedagogy take 4-week initial training courses because Trinity Cert TESOL and CELTA have become a global seal of quality. The course is no longer what it used to be and the fact that very often it is still taught the way it was taught in the 1990s makes me picture John Haycraft, who first designed CELTA, rotating in his grave.
“CELTA has to change or die” said Hugh Dellar when I talked to him last year. He’s far from being the only one who’s unimpressed. Since the courses started they have been criticised (see, for example Anderson, Hobbs, Fergusson and Donno [behind ELT Journal paywall] and Borg [behind paywall]) and the voices have become louder and louder. I agree with all the criticism by experts and practitioners when it comes to short initial teacher training courses (ITTCs), but letting them die is not an option for me. It may be because I myself entered the profession that I now consider my career and vocation through an ITTC that I come from a place of great love and admiration for these courses and the educators who train people on them. I believe in the concept, I believe it works and I do not want it to vanish because I think we would miss out on some excellent teachers. Most experts suggest making the courses longer. However, as much as we would all like that, from an economic point of view, this makes little sense to course providers and is not the appeal it has to customers either.
I set out to find a way of differentiating on ITTCs. My colleagues laughed at me.
It’s too difficult, too much admin, too complex.
You’re already working 12 hour days. Do you really want to add to that?
If it could be done, it would have been done.
It may be a late effect of being the only female in a male clique when I was a teenager (strikingly similar to my work environment nowadays, by the way) but dare me and I’ll do it.
At least 13,000 candidates per year take the CELTA or Cert TESOL (based on numbers from Green 2004 and information requested from Trinity). That’s not even considering all the TEFL schools accredited by less rigorous organisations. And all Cambridge Assessment and Trinity College London tell us about these people is whether they identify as native or non-native English speakers. If you are a trainer, you will know that there is so much more to our trainees than that. One of the reasons why I, and many of my colleagues, love the job is that there is no group like any other, no trainee the same as the next. You can divide them by nationality or place of birth but there will be disappointingly few conclusions you can draw from this. In a single group of trainees, you can find so many different people with different motivations to take the course, different backgrounds and different aims. Some people take an ITTC because they want to change their lives, start a new career and plan on doing the diploma two years later. They’re in it for the long run. Others simply need to prove to their parents that the Eurotrip they paid for is not just drinking with people you met in a hostel. Many want to fund their travels before they return to their “real job” back home. Some want to lose their fear of public speaking. The ones that usually end up most disappointed are the English literature majors who want to spark the love for the English language in their students. It’s tough to love a language and make it your job to hear people butcher it 10 hours a day. Trainees have told me they wanted to build up their confidence or are just in it because their boyfriend wanted to do the course. Some see it as a challenge and aren’t planning on teaching a day in their life after the course. More than you would think are experienced teachers that want to go international.
So again, why don’t we do with our trainees what we do with our students? That is, a thorough needs analysis. The idea is to do this in two parts:
Part 1: A diagnostic test. Applicants take an online test and you feed their results into Excel. I’ve come up with a formula that will assign sessions based on performance and spit out a tailor made timetable for each trainee. Meaning the ones who answer questions on verb tenses wrong, will be assigned sessions on verb tenses. The ones who answer them right will not. All trainees will still have the same number of input sessions, just not the same ones or necessarily at the same time. Multilingual candidates will be assigned sessions on using L1 in the classroom, so they can do so deliberately and without feeling it is the wrong thing to do. Trainees that aren’t quite confident about their own proficiency will get an English for specific purposes course that really polishes their teacher language and makes them feel more confident while monolingual trainees learn a little bit of a foreign language, so they can empathise with their students. This all means we offer trainees a schedule based on their background and abilities. This is something I’m still trialling, but the diagnostic test may contain tasks such as:
- Identify the verb tenses in the following sentences
- Identify the parts of speech (based on a given list) in the following paragraph
- Match the words with the correct phonemes
- Mark the word stress in the following words
- Match the sentences with the grammatical structure (e.g. conditionals, modals for obligation vs. speculation)
Part 2: Setting aims. The teaching practice tutor will agree on personal aims with their group of trainees. This means that feedback on teaching practice will be as focused and personalised as possible. The trainer and trainee assess progress in the middle and at the end of the course.
The diagnostic test can be redone as a summative test at the end of the course. Together with the achievements of their personal aims, this will then be the starting point for professional development. This is something really important that in my experience is not done at the moment or not done enough. Partially, this is down to the way ITTCs are sold. The marketing says that you are a teacher and ready to go out in the world after 4 weeks. And people take that at face value. Unfortunately, this is unlikely to change and stands in contrast to the fact that these courses were never meant to provide a standalone solution to teacher training. But what we can do is equip our trainees better and make them more reflective beginner practitioners. They will benefit tremendously from having a better understanding of where they stand and what their strengths and weaknesses are. And to get our marketing teams on board, it is a unique opportunity to advertise our programmes beyond teacher training, like workshops, online courses, diplomas or in-service training.
Finding out what our trainees need is the first step. The obvious question is, how can we give it to them? Not every centre has the capacity to entirely revamp their course and I’m not saying that’s necessary, but I believe we could get a little more creative and offer more differentiated input sessions. That would mean though, that we wave goodbye to input sessions being mainly delivered face-to-face. I have thought of different ideas on how to deliver input and have come up with different puzzle pieces that can be combined as needed.
Whether trainees get tailored pre-course tasks, attend very intensive sessions on linguistic systems, such as grammar, in so called boot camps, benefit from Q and A sessions with tutors or teach each other in designated peer teaching slots, whatever works best in your context will be the right thing to start differentiating. This can be a slow addition to the course over several months and does not have to be all at once. Maybe some sessions can be added to the regular timetable, others delivered through online learning. Common needs could be addressed through video summaries. It will depend on the groups’ needs and the resources, tutors and space available. For most centres, a mix will be the right way to go.
In this way, timetables for trainees could become more varied and trainees would get more personalised content that better prepares them for the challenges they will face. It would free up timetables for more interesting content. Instead of teaching basic phonemes, these would be learned independently, and class time can be spent on how to teach phonology to students, the really interesting stuff.
Obviously, there would be some flexibility required from accreditation bodies. The Unknown Foreign Language in its current form could no longer be part of the assessment on Trinity Cert TESOL courses. And while CELTA has a very flexible syllabus, centres would benefit from being encouraged to make more use of it. At the same time, this could be an exclusive opportunity to promote more professionalism in initial teacher training and remind customers that these are in fact level 5 qualifications on the UK Qualifications and Credit Framework and therefore have an academic aspiration.
Overall, the idea is to take our trainees’ backgrounds and goals into consideration more. No matter how small we start, these initial courses need to change or die trying.
About the author
Karin Krummenacher is a freelance teacher trainer on Trinity Cert and Dip TESOL courses, researcher and international conference speaker. She holds Cambridge Delta and is currently working towards an M.Ed. TESOL, researching the role of ITTCs and their implications for professionalism in the industry. This article is based on her IATEFL talk from April 2018 for which Jason Anderson, Hugh Dellar and Ben Beaumont were invaluable sounding boards. She has recently started blogging at thekarincluster.wordpress.com. Give Karin a shout at email@example.com or on Twitter @thekarincluster.