ABSTRACT
A major problem facing advisory and support personnel which emerges both in the literature and in conversations with individuals relates to the lack of clarity about the nature and purpose of the roles which they have to perform. Many advisory teachers with whom we have worked report difficulties in managing the role. In order to do the job effectively decisions have to be taken regarding: managing time and selecting priorities; managing meetings; managing boundaries; communicating effectively; evaluating the role; and marketing the service. Evaluation can be seen as end point activity which is based upon a consumer satisfaction model. The biography of the school and its emotional climate will need to be considered in evaluating the work. The final stage of the process is the end game phase, where the adviser is working towards ending direct work in the school. This is often a stage of the work which does not receive sufficient attention or evaluation.
