Curriculum of advanced training courses. Advanced training of personnel - goals and objectives, forms and methods of education and training

True professionals learn throughout their lives. Technology is developing very quickly, and new methods are constantly emerging in almost any field of activity. To remain in demand in the labor market, you must regularly take advanced training courses. We will tell you about the available forms of training, programs and costs of courses, as well as the features of choosing a center for additional professional education.

Who needs to improve their qualifications and why?

First of all, it is worth mentioning that advanced training courses and professional retraining are different things, although many people confuse these concepts. Professional retraining involves mastering new profession, often adjacent to the main one. Such courses are usually long-term (up to 6 months or more) and culminate in the issuance of a state diploma.

Unlike retraining, advanced training courses are not taken to acquire a new profession, but to expand and improve existing knowledge and skills. Advanced training takes less time than retraining (from several days), and after completing the course, you are issued not a diploma, but a certificate or certificate.

In most cases, advanced training courses are voluntary. They increase the value of employees in the labor market, allow them to master modern techniques and work more efficiently, which is why many employers send employees to such courses - this benefits both the employee and the company.

However, it should be remembered that in some areas advanced training is a mandatory measure, which is prescribed in the legislation of the Russian Federation. Employees of internal affairs bodies, doctors, pharmacists, civil servants, lawyers, auditors, chief accountants, teachers, workers are required to regularly take advanced training courses railway transport, urban transport drivers, aircraft crews, workers engaged in underground work and in the production of chemical weapons, judges, etc. These professionals need to take advanced training courses at certain intervals: teachers - once every three years, chief accountants - once every 5 years, etc.

It is not necessary, but it is advisable to take such courses after a long break from work, as well as in cases where an employee wants to increase his category or rank, take a position of a higher rank, or master new technology or learn to work with the most modern equipment.

It's obvious that additional courses advanced training opens up excellent career prospects for an employee - they provide an opportunity to expand and deepen their knowledge, increase the chances of rapid advancement up the career ladder and allow them to qualify for a higher salary.

Forms of training

Since advanced training courses are designed for employed people, as a rule, they are conducted without interruption from work. Although in some cases, the employer can send an employee for training during working hours - of course, with the preservation of wages for the entire duration of the educational process.

However, most often advanced training courses are conducted on weekends, in the evenings, or even remotely.

Full-time advanced training courses - an option that takes time. In-person courses allow you to interact directly with teachers and clarify all difficult points, make new professional acquaintances and exchange experiences. In addition, full-time training involves a more systematic approach to professional development. However, face-to-face courses are expensive and require careful planning of your schedule. To achieve the best results, it is advisable not to combine them with professional activities, otherwise either work or study may suffer.

Part-time form involves a combination of self-study and expert-led training. You will also meet teachers and colleagues, although less frequently than if you were studying full-time. The cost of such courses, as a rule, is slightly lower than full-time courses and they are a good option for those who want to undergo training without a significant break from the work process.

Distance learning on full-time, part-time, part-time, part-time basis requires maximum responsibility and organization, since you will study mainly according to an individual curriculum. After paying for the course you will have access to Personal Area on the organization’s website and that’s it necessary materials V in electronic format. However, this also means a certain level of comfort. The convenience of distance learning is that you can regulate the intensity of your classes and choose a schedule that suits you. Distance learning can be used in any form of courses, including face-to-face, when videoconferencing provides direct interaction between the student and the teacher. This is also its great advantage. The disadvantages include the need to maintain the selected tempo, which requires high level self-discipline. Nevertheless, for busy people who know how to plan their time, distance learning courses will be very convenient.

Advanced training course programs

There are three main types of advanced training course programs - short-term programs, long-term programs and thematic seminars.

Short-term programs. The duration of such courses is usually 72 hours, at the end of which students receive a certificate of short-term professional development.

Long-term programs. Their duration is 100–500 hours; after the course, students receive a certificate of long-term professional development.

Thematic seminars. Usually they are devoted to a specific narrow topic. The duration of the seminars is 72–100 hours; based on the results, a certificate of short-term professional development is issued.

At the end of any advanced training courses, certification is carried out - this can be either a written or oral exam or test. Long-term courses also require intermediate certification - for example, tests at the end of each training block.

When choosing advanced training courses, you need to understand exactly what you need them for, what skills and knowledge you expect to gain in the end, how much time and money you are willing to spend on them.

A clear and specific goal will allow you to choose a course with specific disciplines and not waste time studying something that you will not need. No less important are clear-headed ideas about the form and duration of the course; this will allow you to plan your time wisely and avoid conflict between work and study. And finally, the price of the issue matters: you should not trust organizations that offer advanced training courses very cheaply. The work of experienced professionals and teachers is worth a lot. And if the cost is below the market average, this is a sign that the courses are conducted by people who are willing to work for very little money. Think for yourself whether you should trust their competence.

Advanced training courses are a profitable investment in your career and in the potential of the company. The main thing in this matter is to choose the right center that provides truly high-quality educational services.

How to choose a retraining and advanced training center?

“Immediately determine the level educational services which one or another training center offers can be difficult, - says the rector of the modern scientific and technical academy ANO DPO SNTA. - All that remains is to pay attention to the key signs that speak about the organization better than any laudatory speeches. The first and most important thing is the availability of a license, which gives the center the right to conduct educational activities. This document is often falsified, so check the license number on the official website of Rosobrnadzor. Only a valid license allows the issuance of government-issued documents. We publish all our licenses on our website. You can familiarize yourself with them at any time - this is open information.

The website can generally say a lot about the level of the center. You should not trust organizations that provide too little information about programs, sometimes limiting themselves only to their names and offering to clarify everything by phone or e-mail. What is the point of such a trick? There is a high probability that you will be “processed” during telephone conversation. Therefore, we made our website as informative as possible so that a person can decide for himself what courses he needs and why. On our website you can find out everything about the programs - their duration, short description, full syllabus. You can also immediately familiarize yourself with sample documents that you will receive as a result.

Another reason for minimalism in information terms may be the fact that you ended up on a scam site - this is not uncommon these days. Check the site using the Whois service - this way you can definitely find out the date of creation of the domain and the name of the organization to which it belongs.

Of course, the reputation of the center is very important. Take the time to find reviews about the courses, information about the specialists of this educational institution (for example, leading teachers from Lomonosov Moscow State University and recognized experts from various fields work with us), the period of work on the market, as well as a list of companies cooperating with it.”

P.S. Autonomous non-profit organization additional professional education is one of the largest Moscow organizations engaged in distance professional retraining and advanced training.

License No. 034268 dated October 23, 2013 for educational activities was issued by the Moscow Department of Education.

Editorial opinion

When choosing an organization of additional professional education, find out whether the advanced training center has been certified according to European ISO quality standards. The presence of such a certificate means that the courses correspond to the international level. And when signing an agreement with the center, be careful - carefully study everything written: from the subject of the agreement to the terms of termination.

Organization All MCRKPO. Department of Geographical Education, Innovative and Space Technologies MCRKPO. Department of Management and Project Management MCRKPO. Department of Psychology of Leadership MCRKPO. Department for analysis of the effectiveness of educational policy MCRKPO. Department for the implementation of interactive educational technologies MCRKPO. Implementation department digital technologies education MCRKPO. Department additional education and education of MCRKPO. Department of Additional Education and Upbringing of the Department of Meta-Subject Training and Educational Technologies of the ICRPE. Department of Preschool and Primary Education MCRKPO. Department of Natural Science Education MCRKPO. Department of Inclusive Education MCRKPO. Department for coordination and support of development projects human resources MCRKPO. Department of Educational Technologies MCRKPO. 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Sector of Foreign Languages ​​MCRCPE. Sector of multicultural education MCRKPO. Sector of physical education MCRKPO. Continuous management art education MCRKPO. Directorate for training and professional development of management personnel of the ICRKPO. Department of Teacher Training educational fields MCRKPO. Directorate for Professional Development of Teaching Staff of the Moscow Center for Education and Training. Directorate for the Development of Digital, Interactive and Distance Education Technologies of the ICRPE. Educational department of MCRKPO MCRKPO. Center for Career Development of Managerial Personnel of the ICRKPO. Center for Consulting, Design and Implementation educational products MCRKPO. Center for meta-subject training and convergent programs of the ICRPE. Center for General Cultural Competencies of Teachers of the Moscow Center for Educational and Cultural Education. Center for assessing the competencies of teaching staff MCRKPO. Center for Instructional Design and Digital Pedagogy "Business Center" APKiPPRO ANO "Institute of Applied Analysis of Behavior and Psychosocial Technologies" ANO "Scientific and Methodological Center for Mediation and Law" ANO "National Research Institute of Further Professional Education" ANO "Creative Educational Technologies" ANO "National Center for Innovation in Education" ANO VO "International Institute of Management LINK" ANO VO "University of Russian Innovative Education" ANO VO "MPI St. John the Evangelist" ANO VO "Institute of Educational Policy Problems "EUREKA" ANO VO "Cultural and Educational Center" Global World" ANO DPO "MASPK" ANO DPO "Multidisciplinary innovation center» ANO DPO "Moscow Academy" National economy And civil service» (MANHiGS) ANO DPO "OBRAZOVANIE-RS" ANO DPO "Prosveshchenie-Stolitsa" ANO DPO "SoftLine Education" ANO DPO "TsRMK-educational programs" ANO DPO "Center for Effective Education" ANO DPO "Kitaygorodskaya School" ANO DPO "Higher School" Competencies" ANO DPO "Institute of Personnel Development" ANO DPO "Educational Center for the Municipal Sphere Kamenny Gorod" ANO DPO "SNTA" ANO DPO "UMC RSA "Intercon-Intellect" ANO DPO Open Institute "Developmental Education" ANO DPO CPSO "Center for Psychological Support" Education "POINT PSI" ANO Center for Legal Support "Profzaschita" ANOVO "International University in Moscow" ANODO "International Sports Academy of Irina Viner" JSC "Academy "Prosveshchenie" JSC "ELTI-KUDITS" State Autonomous Educational Institution of Higher Education "Leningradsky" State University them. A.S. Pushkin" (Moscow branch) State Autonomous Educational Institution of Higher Education "Moscow City Pedagogical University" State Autonomous Educational Institution of Further Professional Education "Moscow Center for the Quality of Education" State Autonomous Institution of Additional Professional Education "Moscow Center for the Development of Human Resources Potential of Education" (MCRKPO) State Autonomous Institution of Additional Professional Education "Moscow Center for Technological Modernization of Education" (Temocenter) State Autonomous Educational Institution of Additional Professional Education " Center for Pedagogical Excellence" GAPOU "Technological College No. 24" (GAPOU TK No. 24) State Institution "Moscow Zoo" GBOU City Organizational and Methodological Center "School Book" GBOU DPO "Center for Patriotic Education and School Sports" GBOU DPO GMC DOGM (City Methodological Center ) GBOUDO "Palace of Creativity of Children and Youth named after A.P. 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Fedorov" State Budgetary Institution "City Psychological and Pedagogical Center" State Budgetary Institution of Additional Professional Education "Moscow Educational and Sports Center" of the Department of Sports and Tourism of the City of Moscow State Budgetary Institution of Additional Professional Education of Moscow "Directorate of Educational Programs in the Field of Culture and art" City Methodological Center and MIOO State budgetary educational institution of higher education "Moscow City Pedagogical University" Institute of Further Education Institute for Advanced Studies and Professional Retraining of Employees of the Financial University under the Government Russian Federation Institute of Tourism and Hospitality Department of IT&OS. Order DO 732 Department of Life Safety Department of Valeology Department of Health-Saving Content of Educational Technologies Department of Mathematics (state contract) Department of International Integration of Linguistic Education Department of German Language Department of Labor Safety Department of Psychological Innovations in Education Department of Social and Humanitarian Education Department of Tutor Support of Educational Activities Department of Personnel Management Department of Physics Department Linguistics Laboratory of Informatics MSTU ISOT MIOO. Department preschool education MIOO. Department of Foreign Languages, MIOO. Department of Information Technologies of Education MIOO. Department of History and Culture of Religions of the Peoples of Russia MIOO. Department of Correctional Pedagogy, MIOO. Department of international (multicultural) education and integration of migrant children at the MIOO school. Department of Biology Teaching Methods, MIOO. 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Office of Professional Pedagogical Support and Support of the State Academy of Pedagogical University, Moscow State Pedagogical University Office of Continuing Additional Education MC Green Educational Institution MCONMO Research Institute of Preschool Education named after A.V. Zaporozhets National Research University Higher School of Economics "Federal Methodological Center for financial literacy systems of general and secondary vocational education" National Research University Higher School of Economics "Center for Finance social sphere Institute of Social Policy" NOU "Institute of Pedagogical Systems" NOU VO "Moscow Social Pedagogical Institute" NOU DV "Institute of New Technologies" NOU DV "Institute of System-Activity Pedagogy" NOU DV "National Institute of Modern Education" NOU VO "MFPU "Synergy" Non-profit educational institution "School for Toddlers" JSC VO "Moscow Psychological and Social University" ODO CHOU "Center for Additional Education "Sneil" OMC VOUO OMC SAO OMC NEAO OMC SZAO OMC TsOUO DO OMC South-Western Administrative Center LLC "Children's Science City" LLC "Institute of Organizational Psychology" LLC "Infourok" LLC "International Center "Creative Technologies of Consulting" LLC "Scientific and Educational Center for the Development of Continuing Education" LLC "National Technological University" LLC "SiSiN" LLC "Federation of Fitness Aerobics of Russia" LLC "Center for the Development of Education named after I.G. . Pestalozzi" LLC "BELOV PRODUCTION" (Higher School of Sanogenic Correctional Pedagogy) LLC "Institute of Consulting and Development of Education" LLC "Laboratory of Intellectual Technologies LINTECH" LLC "International Association of Additional Education" LLC "International Educational Projects" LLC "Methods of Intellectual Development" LLC " Practice Project Management" LLC "RELOD" LLC "Modern Educational Technologies" LLC "Capital Institute of Foreign Languages" LLC Multidisciplinary Training Center for Additional Professional Education "Educational Standard" LLC Training Center "PROFATTESTATION" LLC Training Center "PROFACADEMY" OU Pedagogical University "First of September" OCHU VO "Moscow international academy" RBOO "Center for Curative Pedagogy" RSU named after A.N. Kosygin Resource center for the transition to the Federal State Educational Standard LLC Joint courses MIOO ShNT (School of New Technologies) Joint programs MIOO-MCKO Union "Young Professionals" (WorldSkills Russia) Federal State Autonomous Educational Institution of Higher Education "Moscow Physics" -Technical Institute" Federal State Autonomous Educational Institution of Higher Education "National Research Technological University "MISiS" Federal State Autonomous Educational Institution of Higher Education "National research university"MIET" Federal State Autonomous Educational Institution of Higher Education "National Research University "Higher School of Economics" Federal State Autonomous Educational Institution of Higher Education "National Research University "Higher School of Economics". Department of Foreign Languages, National Research University Higher School of Economics. Institute of Practical Psychology, National Research University Higher School of Economics. Moscow Institute of Electronics and Mathematics named after. A.N. Tikhonov Federal State Autonomous Educational Institution of Higher Education "Russian State University of Oil and Gas (National Research University) named after I.M. Gubkin" Federal State Autonomous Educational Institution of Higher Education First Moscow State Medical University named after. THEM. Sechenov Ministry of Health of Russia (Sechenov University) FSAOU DPO "Academy for Advanced Training and Professional Retraining of Education Workers" FGAU "Federal Institute for Educational Development" FGBNU "Institute for the Study of Childhood, Family and Education of the Russian Academy of Education" FGBNU "Institute of Education Development Strategy of the Russian Academy of Education" FGBNU "Institute of Educational Management of the Russian Academy of Education" FGBNU "Institute of Art Education and Cultural Studies of the Russian Academy of Education" FGBOU "Russian Academy of National Economy and Public Administration under the President of the Russian Federation" FGBOU "Russian Peoples' Friendship University" FGBOU HE "Academy of Watercolor and Fine Arts of Sergei Andriyaka » Federal State Budgetary Educational Institution of Higher Education "State Institute of Russian Language named after. A.S. Pushkin" Federal State Budgetary Educational Institution of Higher Education "State University of Management" Federal State Budgetary Educational Institution of Higher Education "Moscow Aviation Institute" Federal State Budgetary Educational Institution of Higher Education "Moscow Architectural Institute" Federal State Budgetary Educational Institution of Higher Education "Moscow State Engineering University" Federal State Budgetary Educational Institution of Higher Education "Moscow State Technological University "STANKIN" FGBOU of Higher Education "Moscow State University named after M. IN. Lomonosov" FSBEI HE "Moscow State University of Technology and Management named after K.G. Razumovsky" FSBEI HE "Moscow Pedagogical State University" FSBEI HE "Moscow Poly Technical University» Federal State Budgetary Educational Institution of Higher Education "Russian State Humanitarian University" Federal State Budgetary Educational Institution of Higher Education "Russian State Social University" Federal State Budgetary Educational Institution of Higher Education "Russian Chemical-Technological University named after D.I. Mendeleev" FSBEI HE "Russian Economic University named after G.V. Plekhanov" FSBEI HE "Moscow State Linguistic University" FSBEI HE "Moscow State Psychological and Pedagogical University" FSBEI HE "Moscow State Technical University named after N.E. Bauman" FSBEI HE "Moscow State Technical University named after N.E. Bauman". Technopark "Engineerium" FSBEI HE "Moscow State Technical University named after N.E. Bauman". Center for pre-university training (department of interaction with specialized schools) FSBEI HE "National Research Moscow State Construction University" FSBEI HE "National Research Moscow State Construction University". Institute of Distance Education of the Federal State Budgetary Educational Institution of Higher Education "National Research Moscow State University of Civil Engineering". Department of Youth and Information Policy of the Federal State Budgetary Educational Institution of Higher Education "National Research Moscow State University of Civil Engineering". Center for Pre-University Training "Abiturient" FSBEI HE "Russian University of Transport (MIIT)" FSBEI HE RNRMU named after. N.I. Pirogov Ministry of Health of Russia FSBEI HPE "Moscow State Technical University of Radio Engineering, Electronics and Automation" FSBEI HPE MGUESI (MESI) FSBEI HPE RGAIS FSBEI DPO "Institute for the Development of Additional Professional Education" FSBI "Federal Scientific Center physical culture and Sports" Federal State Budgetary Institution "Russian Academy of Education" Federal State Budgetary Institution "Russian Academy of Education". Prospective Department scientific research Faculty of Advanced Studies Federal State Budgetary Scientific Institution "Psychological Institute of the Russian Academy of Education" Federal State Budgetary Educational Institution of Higher Education "Moscow State Academic Art Institute named after V.I. Surikov at the Russian Academy of Arts" Federal State Budgetary Educational Institution of Higher Education "Moscow Technological University" Support Fund social projects"Education for Society" CPPRiK "Yasenevo" Center for Pedagogical Excellence POU VO "Moscow University named after S.Yu. Witte" POU DPO "Fractal" POU ODPO "Endemic" POU DPO "Business School "Capital" Department of DPO OMC SEUO

Program

advanced training for teachers

Municipal educational institution "Tolmachevskaya secondary school"

Implementation period: 5 years

2015 – 2020

Tolmachevo village

2015

For whom? How?

Description of the effects achieved when using the product

Introduction

Key ideas and provisions:

One of the priority areas for the modernization of Russian education, identified in the Scientific Research Institute “Nasha” new school”, is the renewal and improvement of the teaching corps. The procedure for the phased implementation of the new generation Federal State Educational Standards is also connected with this direction, in which, among the requirements for the conditions for the implementation of basic educational programs, the requirement is given first place staffing educational process up toattracting teachers to the school who do not have basic pedagogical education, who will be able to demonstrate to schoolchildren their rich professional experience in various fields of activity. A professional standard for a teacher has been developed - emu must be met. The need to create conditions for continuous education and self-education of Russians is also mentioned in the Concept of long-term socio-economic development of Russia until 2020, and one of such conditions is the creation of certification centers and the assignment of professional qualifications.It is expected to “form innovative pedagogical complexes that unite pedagogical communities, science, effective pedagogical practices, which will compete with existing forms of advanced training or will be integrated into modernized forms.”

Regional documents call for dissemination of the experience of the best teachers in the system of teacher education, retraining and advanced training, suggests changing the forms and methods of advanced training, in particular distribute forms of corporate and team training for teaching staff. Summarizing the above, it can be argued that it is the human resources of the education system that are the key link in the modernization of the education system.

The main idea of ​​the program– maintaining the existing human resources potential subject to changing and updating its quality characteristics, giving a systematic nature to the processes of advanced training at the school level, ensuring the availability of high-quality postgraduate education through increasing the professional competence of teachers on the job, creating a system for stimulating quality and effectiveness pedagogical work, taking into account indicators of teacher self-development.

is an individualized, criterion-oriented system of work to improve teaching staff, which is based on a systemic and activity-based approach to improving the qualifications of teachers

The program involves the possibility of distance education for teachers at Educational portal"MY UNIVERSITY" , SEPTEMBER 1 www .1september.ru offering enough wide range educational services for all categories of teaching staff. Used coaching(post-graduate consulting and practical support for students) and outsourcing(training conducted by specialists from third-party educational institutions). Our traditional partners have become the IMC of the Education Committee of the Luga Municipal District, GBOU DO LOIRO.

Professional periodicals and the Internet are a good help in the self-education of teaching staff.

In a programme we're talking about on adjusting the training of teaching staff, and each school must decide how to modernize existing human capital, give it new features, qualities and properties.

Addressability: Every teacher working in a school receives exactly the knowledge and skills that he needs here and now to solve specific problems and overcome difficulties in his immediate environment. professional activity.

Efficiency: monitoring of specific educational requests of teachers, on the basis of which educational routes are adjusted, is carried out at least three times during the academic year.

Post-educational support teachers (targeted coaching) at their workplace, eliminating inconsistencies.

Reducing information load: the amount of information offered to teachers in the process of in-school teaching is optimal, and the preparation is practice-oriented in nature.

Direct connection between theory and practice: teachers are trained by practicing teachers who have extensive experience in implementing the proposed methods, technologies, techniques, who are able not only to tell, but also to show in practice “how it’s done,” even in the context of one school, but this is “living experience”, and at the level virtual network interaction is a colossal resource for self-improvement and development Launched continuous process of improving skills in the field of ICT.

Connection advanced training in the field of ICT with the process of school informatization, elimination of contradictions such as “I know how, but I don’t have the opportunity to use it,” “I have it, but I don’t know how to use it.”

The advantage of the program is its complex nature. The problem is so acute and multifaceted that we must use all possible and available means to achieve results.

The practical implementation of the program is based on application of a system-activity approach to the education of a teacher who is already motivated to acquire certain knowledge and practical skills.

As part of the program implementation a system is being created and a block of local regulations on stimulating quality and efficiency pedagogical work, allowing to develop competitive environment and significantly increase wages successful teachers.

The administration supervises the areas of the development program for advanced training of teachers and conducts in-school theoretical and practical seminars in their area, so the work is planned in terms of work for the year, and its implementation is analyzed in the in-school control.

Required resources when working with the program

This program is intended to be implemented in public organizations since there are minimal regulatory, organizational, methodological, information and communication, personnel, administrative, and material and technical resources available that can help in its implementation.

Human resources:

it could be a creative group of teachers ready to share their experience. If necessary, you can use outsourcing, inviting professional partners of the district IMC, resource centers, LOIRO specialists, and teachers from other schools to conduct the necessary classes at the school.

Administrative:

the presence in the teaching staff of administrators capable of leading this area of ​​the school’s activities. These are deputy directors, heads of educational organizations, who formulate the development strategy of public organizations.

Logistics:

multimedia technology for presentations, project work and the use of information and communication pedagogical technologies during training sessions, computer class, duplicating equipment - copier, printer.

Organizational resources:

Development of a model of innovation activity with the aim of introducing an innovative product.

Designing a program for conducting a single methodological day during the holidays, based on the wishes of the school teachers and the current tasks being solved by the educational institution.

Determining a lesson plan with seminar leaders and developing handouts for participants.

Organization of thematic teacher councils, information and methodological meetings, round tables, competitions, festivals, and other events where teachers can demonstrate their experience.

Systematic monitoring of human resources for possible participation in seminars and the emergence of new successful teaching practices.

Information, methodological and technical support for teaching teachers.

Financial resources:

To encourage teachers-mentors and heads of training seminars, funds from the above-tariff fund can be used to encourage teachers for the quality and effectiveness of their professional activities; it is enough to determine the number of points awarded for conducting training and consulting events; also, heads of institutions can use the bonus fund to encourage employees .

Methodological resources:

For conducting classes with teachers and consultations, methodological resources posted on the Internet can be used. Materials of professional pedagogical periodicals, electronic methodological resources.

Information and communication:

creating presentation materials, posting them on the school website or in the electronic methodological collection of an educational institution, registering electronic mailboxes for all school employees. Carrying out information exchange using

e-mail. Create or update job descriptions for administrative personnel, introducing new requirements for intra-company interaction.

Motivational conditions:

carrying out a number of events aimed at developing a positive attitude of the team towards the proposed innovations. It is necessary to widely promote the benefits that every teacher, teaching staff and school that takes the path will receive innovative development, and point out the risks of delay and delay in the development of innovation processes.

Program implementation technology

School Human Resources Modernization Program is an individualized criterion-oriented system, which is based on a system-activity approach to improving the qualifications of teaching staff. The educational process is designed taking into account the results of a comprehensive analysis and self-analysis of the school’s personnel potential and its educational environment. In our case this is the usual comprehensive school, which are the majority in the region. The program is attractive in that it can be used in a teaching staff, in which many typical problems of teaching staff are focused (aging, high qualification teachers and low performance of students’ participation in subject and alternative Olympiads and competitions, gender bias in favor of women, weak influx of young specialists and their insufficient qualifications, insufficient awareness of teachers in the use of modern educational technologies and especially ICT, lack of psychological knowledge in the field of developmental psychology, ethnopsychology and conflictology, low professional mobility, etc.) To these problems we can add the problems of a weak socio-cultural environment.

FOR WHAT AND WHY? To start the process of teacher self-development, since it is the teacher who is the key link in modernizing the education system in the country. To achieve this, it is not enough to create concepts, strategies, plans and programs. We need specific mechanisms for their implementation, diagnostic complexes for assessing the results achieved, comparative analysis indicators of the effectiveness of technologies used to solve certain educational problems. This is the only way to design best option from available local options. Only a “new teacher” can act effectively and professionally in the conditions of a “new school.” But each school has its own concept of “new school”. To encourage the school's teaching staff to engage in creative, productive work, change the psychological microclimate, and increase competitive activity outside the school, we have chosen as our main priority the creation of a system of in-school postgraduate training for teachers. Young teachers are interested in more quick adaptation to school conditions, mastering practical skills, mature personnel - in mastering modern ICT. The skillful combination of the interests of both within the framework of an educational institution leads to the appearance of the effect. Human Resources Modernization Program component school development programs, its key link.

FOR WHOM?

Consumers of the program are heads of public organizations, deputy heads, methodological services, heads of educational institutions, teachers, and other interested parties.

The developed program is aimed at overcoming existing negative trends in the development of human potential of employees of educational institutions, providing conditions for the self-expression of talented teachers, their growth professional excellence, providing equal opportunities for advanced training and improving the educational and methodological base to all teaching staff, expanding the field of independent activity, ensuring professional and career growth, retaining personnel, provided that their training complies with modern qualification requirements.

HOW? The organization of the process of improving the school’s human resources is presented in the following table 1.

Table 1.

Organizing the process of improving the school’s human resources potential

on the basis of the school by LOIRO specialists

Distance learning

without interruption from production

Advanced training for innovative teachers and managers

Video conferencing and webinars

without interruption from production

Advanced training for subject teachers and managers

Short-term full-time training courses

on-the-job (do not disrupt the natural course of the educational process)

Advanced training for all teachers according to schedule.

Retraining and advanced training courses on the basis of postgraduate education institutions for teachers

with a break from production for the duration of the session

Training personnel reserve and teachers seeking to master related specialties

Mechanism of in-school postgraduate training of teaching staff

It is fundamental to preserve the usual forms of interaction between teachers, which are filled with new content and carried out using new educational technologies and technical means. This removes the psychological barrier to proposed innovations. They organically enter the consciousness of teachers, becoming part of their experience. Various forms of intra-school interaction have become firmly established in work practice, a list of which is presented in the table.

Forms of intra-school interaction twiya

Exhibitions;

Competitions;

Round tables;

Master classes;

Open classes;

Distance courses;

Business games and trainings;

Mentoring and coaching;

Self-training and self-education;

Scientific and practical conferences;

Subject methodological associations;

In-house practice-oriented seminars;

Video conferencing, webinars, virtual interaction;

Short-term training courses on the basis of the school;

Joint creative activity in interdisciplinary creative groups

Description of the effects achieved when using the program

The proposed program will significantly optimize the process of updating the quality of education, taking into account the implementation of federal state educational standards

Armed with new knowledge and having mastered new professional skills, the teacher will be able to optimize the organization of the support system for gifted children. Many school teachers, after a training seminar on the problems of gifted children in public schools, chose individual methodological topics related to supporting giftedness.

The implementation of the program will significantly optimize the modern educational infrastructure.

It is possible to optimize the system of health-preserving activities of the teaching staff only if teachers know how this is done in practice. Within the framework of the project, competitive activities of teachers are implemented - these are annual thematic festivals of open lessons.

Promoting the work of teachers for a specific tangible socially and personally significant result. It is very important to change the mental attitudes of school employees, to show that the wolf is not as terrible as it is painted. And incomprehensible ICTs become new opportunity communication with family and friends, solve the problem of falling behind sick students, and provide an opportunity to communicate with colleagues from other regions. This is the only way, step by step, it is possible to resolve personnel issues, to reconcile traditions with innovations, instead of opposing them.

Transforming an “age-related blood clot” into a “golden fund.” When our experienced teachers get acquainted with new pedagogical technologies, they will see familiar didactic elements and features, and most importantly, they will realize that mastering innovations allows them to save time, and for them, time is days, hours, minutes of life, and not just lessons learned. Moreover, the innovative activity of the teacher will prevent the emergence of professional burnout syndrome; teachers will open web pages on school websites.

Interdisciplinary integration. The system of in-school education contributes to the emergence of new interdisciplinary creative ideas and projects; it will revive professional contacts within the school, giving them new impulse. The in-school education system has become a universal integrator professional knowledge skills and abilities, transforming them into basic professional competencies.

Changing the vector of corporate culture formation. The transition from an organizational mechanism to self-organization and self-presentation in the process of team interaction when attending seminars, games, trainings, and workshops will appear in the near future. Public presentation of successful experiences will be the norm. Seeing the experience of their colleagues, teachers reflect on their professional findings and will no longer keep them as dead capital in a drawer, but strive to put out the best methodological developments to school websites or your own professional websites.

Updating the intra-school educational environment. Armed with new knowledge and skills, school teachers are gradually changing the surrounding reality. Handwritten documents are disappearing from view, and a system is gradually being formed electronic document management. Speeches at round tables, teacher councils and conferences are accompanied by electronic presentations. Useful reminders and algorithms for students are developed by the leaders of practice-oriented seminars in order to consolidate useful skills. Now teachers can develop their own test tasks and conduct testing in real time, will be able to create websites, invent interactive tasks, and keep records of student achievements using a rating-cumulative system.

Lifelong learning. The in-school education system will also launch this mechanism. The teacher now understands that knowledge can become a commodity if it is packaged in project product and is trying to create such products.

Advanced development. Many competencies that teachers master in the process of in-school training will give them the opportunity to quickly adapt to other educational institutions, in real and virtual communication with colleagues, in a new everyday and social environment.

Improvement of teachers' qualifications. New qualification characteristics for employees of the education system and the new procedure for certification of teaching staff will not cause rejection in the teaching staff, since the professional skills of teachers will be an order of magnitude higher than the requirements for a teacher set out in these documents.

Thus, we can say with confidence that it is the work to develop the human resources potential of educational institutions that is the key to the successful implementation of the intended goals of the country’s socio-economic development, since the quality human capital assessed by his competencies and qualifications. And the development of competencies and qualifications of teaching staff required to solve problems in a particular educational institution is one of the primary tasks of the management of this particular institution.

The practical result of the program will be:

increasing the number of teaching staff involved in innovation process, experimental, research and diagnostic activities;

increasing the number of methodological products, didactic materials and teaching aids;

increasing the number of teachers giving open classes, master classes and workshops;

effective participation of teachers in professional skills competitions at various levels;

increasing the level of competitive activity of teachers and their students;

effective network interaction of teachers in real (cluster, district, region) and virtual educational space (Russia, international pedagogical community);

initiation by teachers of organizing and conducting various events at the school level;

increasing the number of publications on best teaching practices.

Since the program is part of the school development program, it is appropriate to indicate specific intermediate and final target indicators at which it is aimed at achieving.

Target indicators(results) Programs

Starting conditions

Intermediate

Number of teachers with higher and first categories

Primary School

basic school

high school

Number of teachers trained to work with IT

Number of teachers using IT as a means of teaching and education

Advanced training of teaching staff in institutions of additional professional education

Number of teachers included in innovative activity

Proportion of teachers who have personal professional websites

Proportion of teachers participating in teaching competitions outside of school

1 8%

2 2%

2 5%

Proportion of teachers participating in distance projects

Expected result of advanced training

security optimal integration of education workers into the value system of modern education;

Adoption ideologies of Federal State Educational Standards LLC and SOO;

development new system of requirements for the structure of the main educational program, the results of its development and the conditions for implementation, as well as the system for assessing the results of students’ educational activities;

mastery educational and methodological and information and methodological resources necessary for the successful solution of the tasks of the Federal State Educational Standard.

One of the conditions for the readiness of an educational institution to introduce the Federal State Educational Standard general education and secondary general education is the creation of a system of methodological work that provides support for the activities of teachers at all stages of the implementation of the requirements of the Federal State Educational Standard.

However, the key feature of a modern school should be a teacher who “determines for himself what, when and in what form he should do in order to change himself and influence the results of his work” (M.M. Potashnik, “Managing the professional growth of teachers in a modern school” ). With this approach, the professional and personal growth of the teacher becomes the main thing, and methodological work becomes one of the means of ensuring this growth.

Organization of methodological work

Activity:

1. Seminars on the content and key features Federal State Educational Standard.

2. Trainings for teachers in order to identify and correlate their own professional position with the goals and objectives of the Federal State Educational Standard.

3. Meetings of methodological associations of teachers on the problems of introducing the Federal State Educational Standard.

4. Conferences of participants in the educational process and social partners of public organizations based on the results of the development of the main educational program, its individual sections, problems of testing and introducing the Federal State Educational Standard.

5. Participation of teachers in the development of sections and components of the main educational program of an educational institution.

6. Participation of teachers in the development and testing of performance assessment in the context of the implementation of the Federal State Educational Standard and New system wages.

7. Participation of teachers in conducting master classes, round tables, internship sites, “open” lessons, extracurricular activities and events in certain areas of the introduction and implementation of the Federal State Educational Standard.

Long-term plan for advanced training of teaching staff. In this case, various educational institutions, having the appropriate license, formed on the basis of educational institutions of general, vocational and additional education, as well as distance educational resources.

List of used literature

1. Certification of teaching and management employees of educational institutions. Order of the Ministry of Education and Science of the Russian Federation, 2014.

2. Diagnosis of teacher success: Sat. method, materials for school leaders / Comp. T.V. Morozova - M., 2007.

3. The concept of modernization of Russian education for the period until 2020.

4. National educational initiative “Our New School”, Moscow, 2010.

5. Articles of the scientific and practical journal “Management” modern school", Moscow, 2014.

6. Materials from Internet sites.

Hello! In this article we will talk about staff development.

Today you will learn:

1. What is qualification and why improve it;
2. What methods of this exist;
3. How does the promotion process work?

Any self-respecting company that engages in any type of activity always considers staff development among its main issues. In order not to lose its position in the market, the company needs highly qualified personnel.

This is exactly what today's conversation will be about.

Types of employee training

• Improvement of personnel qualifications;
• Retraining;
• Preparation.

Goals and objectives of staff development

Before, you need to ask the question: why? So, what could be the goals of professional development?

• Arm employees with new knowledge and skills. This will allow them not only to express fresh ideas, but also to cope with various difficulties in their work;
• Staff motivation. When an employee gains knowledge through the organization, he feels that management cares about him. Therefore, a person has a desire to increase labor productivity;
• Reduced staff turnover rate. Advanced training is considered effective way combat this phenomenon. This principle applies even when even bonuses do not help.
• Introduction of new technologies. Now is the time of computers and high speeds. There is no escape from this; we need to develop and modernize production. And only a team of true professionals can handle this.
• Education of our own personnel. This is the production strategy of some companies. They prefer to train their own employees rather than hire large numbers of people from outside.

Who to train

It is clear that it is unrealistic to simultaneously improve the qualifications of all specialists. It turns out that we need to highlight those who should be among the first to improve their level of professionalism.

In addition, there is a risk that time and financial resources will be spent on training what the employee already knows and can do. And it’s even worse when the employer pays for the training of an employee, and after a while he leaves for another job.

That is why managers prefer to train employees who will bring maximum benefit to the organization or enterprise, or employees who occupy important positions.

The rest of the employees are trained at the expense of the company in only two options:

• If training is an important part of the work process (for example, in medical companies);
• If you need to create a new production or change the profile of an old one .

The problem is that the management of a young company cannot always determine what the potential of its employees is. In this case, you can consult with specialists involved in personnel training. You can also conduct a survey of employees and then analyze the information received.

Using a questionnaire, you can determine not only the psychological type of an employee, but also how suitable he is for the position, what is his level of professionalism, and so on.

Differences between advanced training and professional training

Often people believe that these two concepts are the same thing. This is not true, the difference between them is serious. Let's see what it is next.

Both of these processes are aimed at improving and developing personnel. But in the first case, the specialty remains the same, only knowledge and skills are improved, and in the second option there is the possibility of obtaining a new profession.

Forms of advanced training

Improving the qualifications of the organization's personnel occurs through the use of various forms. These forms differ from each other according to various criteria: the level of connection with practical activities, the organization of the process, and the target groups.

• Depending on who is conducting the promotion program, it is divided into external training(outside the company) and in-house(within the company). In-house training has its advantages: reducing costs for the company, the ability to control the process, developing corporate spirit, and so on;
• With or without separation from the workplace. Experts recommend combining these 2 forms;
• By degree of organization: independent and organized professional development;
• Depending on target groups: advanced training for management personnel, general promotion, as well as open promotion (which can be used even by family members of employees).

Methods for staff development

The method of advanced training depends on the exact form in which the training will be carried out. If within the company, then documents, equipment and materials that the employee usually uses in his work will be used.

On-the-job training methods

• Briefing. Used when you need to acquire skills in a new workplace;
• Project group. A group is formed that collectively works on one project. At the same time, management skills and problem solving collectively are improved;
• Coaching. When using this method, the trainer and trainees interact and also establish communication between participants in the production process;
• Rotation. The employee is transferred within the company to another department. A very popular technique at the moment.
• Mentoring. When experience is purposefully transferred, the employee is trained by personal example. A more experienced employee transfers his knowledge to someone who is less experienced;
• Tutoring- a type of mentoring. A discussion is held, during which the student demonstrates the acquired knowledge;
• Strotelling – young employees are taught work rules using the history of the organization;
• Shadowing– the essence of the method is that the work process is monitored, which allows you to find out which aspects of the prof. training employee weaknesses and draw up a training plan to remove them.

Methods of external training

• Conferences, meetings, symposiums. An active teaching method that stimulates the development of communication skills, develops logical thinking, and teaches the specifics of public speaking;
• Lectures. The most traditional method. The materials here are absorbed passively and this method is now not considered optimal; it is supplemented with others.
• Training. During the training process, the trainer gives certain instructions and checks how much knowledge has been acquired over a certain period of time.
• Interactive courses. Knowledge is acquired, consolidated and tested using a training program;
• Selfeducation. The simplest option, but at the same time requiring self-discipline and responsibility. This method is now being developed through the introduction of various training programs and distance learning;
• Case study – This method allows you to solve real production problems. It is mainly suitable for managers senior management and management personnel.
• Business game– the essence of the method is that the problem is solved not by one person, but by a group of students;
• Basket - method – based on simulating situations encountered during work.

The choice of training methods depends on many factors: the characteristics of the students, the company’s capabilities (including financial ones), the qualifications of the teachers and the goals of the process. If the method is chosen incorrectly, the effectiveness of training will simply be reduced to zero.

Staff development courses

This training event is usually held in a designated area. They are organized so that nothing distracts listeners from the process or interferes with the perception of information.

The big advantage of taking such courses is that once the training is completed, not only will your skill increase, it will be documented.

The choice of a suitable training center should be based on the following indicators:

• Feedback from those who have already completed the training;
• Composition of teachers;
• How long has the center been operating;
• Cost of courses.

It is no coincidence that cost was in last place on the list. The high cost of taking courses does not guarantee that they will be useful to the student. There are cases when courses are expensive, but bring minimal practical benefit.

In such courses, classes are held in small groups, consisting of from 5 to 30 people maximum. Individual lessons are also available. They organize training according to advanced training programs designed to increase and expand the range of knowledge and skills, especially those that a person already has.

Conventionally, training in courses is divided into several groups:

• Comprehensive training;
• Self-study;
• Combined training.

Each of these groups has its own pros and cons, but the important thing is that these groups do not exclude each other, but complement and improve.

When employees undergo advanced training courses, both parties benefit: both the employee and the employer. An employee, having completed the course, can count on an increase in salary, by career and increasing the level of your knowledge. The employer will receive competent employees who can understand all the intricacies of the work process and increase the level of competitiveness of their company.

How professional development occurs: the main stages of the process

This process is divided into several important steps. Let's analyze them in more detail.

Stage 1. Calculation of the need for advanced training.

First you need to determine what the need for personnel training is in a particular company. It is defined at several levels.

At the level of the entire company as a whole, this need will depend on the following points:

• Are there any plans to modernize the equipment?
• Will new technologies be introduced into production;
• Are there plans to release a new type of product?
• How much is it planned to increase the number of jobs?

If we talk about the level structural divisions company, then it is necessary to carry out advanced training if:

• Workers often violate production technology;
• Occupational injuries occur;
• The volume of defects has increased significantly.

As for individual employees, everything also depends on several factors:

• How ready and willing the employee is to improve his or her professional level;
• What are the results of the certification;
• How much does a person want to move up the career ladder?

After analyzing all these nuances, the company’s management decides to improve the qualifications of its employees.

The next step will be the choice of methods of advanced training.

Step 2. Selecting a method.

When planning employee training, you need to determine through what methods it will take place. We have already talked about the most common methods earlier, we will not repeat them. Let us only note that Russian companies are increasingly introducing mentoring techniques.

Step 3. Budget development.

Once the need for advanced training has been analyzed, a budget is drawn up. It must be documented.

The cost items in this case will be: tuition costs, payment for training center services, and so on.

The least expensive option for a company is distance learning courses.

Stage 4. Choosing a teacher.

Before choosing a coach, you need to familiarize yourself with his work experience. It is also worth studying the documents that will confirm his qualifications and level of education.

In addition, you should not neglect the reviews of other people. Who can tell about a teacher better than those who were his students?

Step 5. The process of developing a training program.

If the training process is planned to be carried out within the company, it is necessary to develop and approve a professional development program. To do this, it is recommended to take advantage of consultations with outside specialists, since the necessary professionals are not always located within the company itself.

If you plan to use the services of the Training Center, ready-made programs will be offered, you just have to choose the right one.

Stage 6. The process of implementing the chosen methodology.

Depending on which method of advanced training was chosen, a decision is made on its implementation.

There are several ways to implement it:

• Organize advanced training within the organization itself using its specialists;
• Conduct staff training in the training center;
• Conduct training in the company's office, attracting an outside trainer.

Let us note right away that the first option is the most difficult to implement. Significant savings will not be possible here, but if you invest money and do not get the expected result, the opportunity exists. Therefore, before making such a decision, you need to weigh everything carefully.

Stage 7. Analysis of advanced training.

After the training is completed, you need to check the level of knowledge of those employees who underwent training. We'll talk further about how to do this correctly.

It is necessary to create a qualification commission, set a date for its meeting and notify interested parties. On the appointed day, the commission checks the knowledge acquired by the employee.

If he answers the commission’s questions confidently and demonstrates the knowledge acquired during the course, the commission decides to recognize the learning results.

Where to send an employee for advanced training

Educational institutions engaged in advanced training are the following:

• Institutes (regional, sectoral, etc.);
• Academies (except those where they receive higher education);
• Schools and centers of advanced training.

According to the conditions for advanced training of personnel, all educational institutions must have the appropriate license.

But this requirement does not apply to:

• One-time seminars, internships and lectures, after attending which no documents are issued;
• If the employee was trained by a specialist who has the necessary documentation.

An example of staff development.

A large training center for advanced training operates in the Euroset company. Here they train and retrain employees in order to increase sales volumes so that employees meet changing working conditions.

If an employee is promoted in another region

If the training takes place in another area, the employee’s trip should be in the form of a business trip.

In this situation, the following series of documentation must be completed:

• An order signed by the manager stating that the employee has been sent on a business trip;
• Service assignment;
• Business trip certificate;
• Form for reporting on the completion of a job assignment.

All documentation must be prepared on approved standard forms.

Documents confirming completion of training

Documents issued by the educational institution confirm:

• The fact that the employee underwent training and, based on its results, received a certain qualification;
• The fact that the employee is assigned a certain rank, class or category.

Based on legal requirements, educational institutions can issue the following documents to their students:

• Certificate of advanced training, if the training lasted more than one hundred hours;
• Certificate if the employee participated in a seminar or completed short-term training;
• A diploma if the employee has undergone training that lasted more than a thousand hours.

The act of providing services

After completing the training process, educational institution must be provided to the customer company. It records the duration of the training period, the name of the program and the cost of training.

Registration of training by the employer

The employee's advanced training must be documented. Let’s talk now about how to do this correctly.

First, you need to accept an application from the employee for re-examination of his professional level based on the documents he received.

As soon as the application is received, a qualification commission is created and the employee’s knowledge is checked. After the conclusion made by the commission, an order is issued to upgrade the category of a particular employee. After reading the order, the employee puts his signature.

Within 7 days, a personnel service employee makes an entry about the assignment of a rank or category in work book employee. In this case, they refer to the confirming document received during training.

A photocopy of the certificate or identification is also made, certified and stored in the employee’s personal file.

In the next part of our material, it is worth mentioning the retraining of specialists. We have already discussed the similarities and differences between retraining and advanced training, and now we will consider aspects of this process in more detail.

The retraining process: why it is needed and how it happens

The essence of this process is the same as any other type of training.

The principles of organizing the process are as follows:

• The process must be organized clearly, without failures;
• Employees should be focused on receiving good result training;
• Training must be conducted systematically, the relationship between theory and practice must be observed.

The general scheme of organizing the entire process is as follows:

• The purpose of retraining is determined;
• Predicting the result (for example, reducing production defects by half);
• Development of a personnel retraining program;
• Development of a list of teachers (if different disciplines will be studied);
• We determine in what form the acquired knowledge will be controlled.

Many employers today are of the opinion that retraining an already proven employee for a new position is more profitable than hiring a new specialist. This principle often applies to large companies that offer new vacancies primarily to existing employees.

When retraining is completed, a person can radically change his activities. For example, he was an art teacher, but became a psychologist. Upon completion of retraining, a person will receive a diploma equal to a document of a second higher education.

Conclusion

Advanced training and retraining are types of personnel training. The first one is still more popular. We tried to reveal the subtleties of this process as much as possible in this article.

I would also like to add: you need to engage in your professional development, improve your qualifications, if possible. This allows you not only to improve in your profession, but also to plan your future.

Training center "Specialist" at MSTU named after N.E. Bauman has been training certified specialists since 1991. Every year thousands of representatives of different specialties contact us: accountants, programmers, system administrators and engineers, designers, 3D artists, managers, etc.

Our students receive not only a good theoretical basis, but also valuable recommendations based on the practical experience of experts - university teachers, famous business consultants, managers and leading specialists successful companies. We guarantee 100% quality of education, which is achieved by a combination of the Bauman teaching methods and a unique teaching staff.

Advanced training programs will allow you to gain new knowledge and skills necessary for your career development in a short time and at minimal cost. We offer a wide range of professional development programs for employees and managers. In addition, within corporate order we can implement any individual educational project. All programs are specially adapted to meet customer requirements. More than 35,000 Russian and international companies trust the Specialist Center to improve the qualifications of their personnel!

According to clause 12 of the Procedure for organizing and implementing educational activities for additional professional programs, approved by order of the Ministry of Education and Science of Russia dated July 1, 2013 No. 499, the duration of the advanced training program is from 16 ac. h.

You can undergo training in advanced training programs in a traditional full-time, online or part-time format. The order of courses in the program can be any, minor breaks in training are allowed. Advanced training courses are available not only to Moscow residents. If you live in another city or country, online training via broadcast will be the ideal solution for you. Thanks to modern technologies You will study at your own pace educational materials remotely. Patented inClass® technology will provide you with a connection to a real lesson and the ability to freely communicate with your teacher.

Our programs are developed based on professional standards Ministry of Labor and social protection, and also taking into account the new Russian system of qualification levels.

Important! Since July 1, 2016, professional standards have become mandatory for use by most employers. We recommend that you take advanced training programs to meet the new requirements. This is your additional bonus for successful employment or passing certification in the workplace!

What is the advanced training program in the “Specialist”:

1. Full-time or part-time education format.
2. Innovative methodology using modern technologies.
3. For full-time and distance learning - distance learning at a convenient pace according to online training records, 1 face-to-face consultation per week as scheduled (at least 1/3 of the total training time).
4. Payment in installments: down payment - 25% from the cost of the advanced training program.
5. Prestigious completion documents: certificate of advanced training at the end of the entire program, certificate of an international center (if provided), international vendor certificate after each authorized course.

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