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Ideal org isd hr dept

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  • 1. Ready To Learn Independent School District
    Department of Human Resources
    Priscilla D. Johnson
    EDUL 7023: Dr. Douglas Hermond
    May 8, 2010
  • 2. Mission Statement for Ready To LearnDepartment of Human Resources
    WEwill sustain high academic achievement of all Ready to Learn students by recruiting, selecting, retaining, and supporting a diverse and highly talented staff. WEwill train and educate our staff to be fluent in technical trends, cultural responsiveness, and excellent gatekeepers for the opportunitiesWEopen for our students. WE are the voice for all staff, the developers of many, all to serve our students, who areReady To Learn.
  • 3. HR Strategic Goals
    • Provide the best available staff for student achievement and staff development
    • 4. Train a diverse workforce fully engaged with students
    • 5. Develop student teachers and ensuretheir success
    • 6. Provide teachers the opportunities to lead in our supporting departments
    • 7. Provide training for teachers who instruct the Substitute Academy classes
    • 8. Implement individual development action plans for teachers
    • 9. Encourage parent and community participation through quarterly newsletters, parent conferences each semester, and maintaining a dynamic website
  • Organizational Structure
  • 10. Organizational Structure
    Departments Supporting Student Learning
  • 11. Technical Core of our SchoolFocus: Cognitive & Constructivism
    Our learning culture is based on cognitive development and social constructivism:
    We believe:
  • 12. We teach:
    Technical Core of our SchoolFocus: Cognitive & Constructivism
  • 13. Technical Core of our SchoolHow we Teach Students to Learn
  • Technical Core of our SchoolTeaching Strategies
  • 32. We gratifying certain needs, called MOTIVATORS:
    Achievement
    Recognition
    Work itself
    Responsibility
    Advancement
    Yet, we also recognize fulfillment of hygiene needs:
    • Relations
    • 33. Supervision
    • 34. Policy & administration working conditions salaries
    • 35. Personal life
    Rewarding & Motivating our Teachers
  • 36. How We Motivate Our Teachers
    • Beginning of year survival kit
    • 37. Once a year, team building and socializing 2-day retreat
    • 38. Educational Olympic games to strengthen cohesion
    • 39. Updated technology and supplies for teaching
    • 40. Once a semester, each teacher gets a two-hour “come to work late or leave early coupon”
    • 41. We keep salaries above market levels
    • 42. We provide cost of living adjustments
    • 43. Occupational Health, Safety, and Wellness department provides a 24-hour gym for all staff members
    • 44. Reduce the number of unfulfilled contracts due to pregnancy, by offering 16 weeks off, with ½ pay
    • 45. We provide daycare called “Children’s Center,” from 4 months to age 5; we pay 33% of costs
    Motivators
  • 46. How We Reward Our Teachers
  • 47. Motivating Students
    “It only takes a spark to get a fire going, and soon all those around warm up to its glowing…”
    • 1st day: Teachers tell of their passion for learning
    • 48. Observe students and make records of all learning styles
    • 49. Create supportive relationships with students through encouragement, attention, & feedback
    • 50. Create an atmosphere where students want to work hard for someone
    • 51. Provide standards and structure
    • 52. Let them know what they have to do to succeed
    • 53. Relate assignments to real life (bring current event articles to class)
    • 54. Vary delivery of instruction
    • 55. Use visual aids (technology, internet, social networks
    • 56. Reward success with verbal praise and trinkets
    • 57. Help students build their character by focusing on 1 character trait/week
    • 58. Teach goal setting by having students write down 3 goals/week
    • 59. Teach accountability, were goal met?
    • 60. Have students answer the “big” question 3 x’s per week: “did I do my best?”
    • 61. Incorporate team building exercise to teach importance of helping others
  • Power and Authority Structure
    Professional Bureaucracy with Shared Decision Making
  • 62. Research Questions
    Does the teacher-student relationship have an influence on student motivation to learn?
    Does shared decision making have and adverse impact on teacher job performance?
    What is the correlation among well-trained substitute teachers and student performance?
  • 63. References
     
    Ames, R. and Ames, C. (nd). Nine ways to motivate your students. Journal of Educational Psychology. Retrieved May 5, 2010 from http://www.imakenews.com/achievement/Nine_Ways_to_Motivate_2006.pdf
    Cambridge Public School (2009). Goals for 2008-2009. Retrieved April 30, 2010 from http://www.cpsd.us/schcomm/goals.cfm
    Craven, H. (nd). Lighting the learning fire. Retrieved May 5, 2010 from http://www.inspiringteachers.com/classroom_resources/articles/curriculum_and_instruction/learning_fire.html
    Hoy, W. & Miskel, C. (2008). Educational Administration: Theory, research, and practice (8th ed.). New York, NY: McGraw-Hill.
    Hopkins, G. (2008). 25 ways to motivate teachers. Education World. Retrieved April 30, 2010 from http://www.educationworld.com/a_admin/admin/admin289.shtml
    Kostelecky, K., & Hoskinson, M. (2005). A "NOVEL" approach to motivating students. Education, 125(3), 438-442. Retrieved from Professional Development Collection database.
    Murphy, E. (1997). Characteristics of constructivist learning and teaching. Retrieved April 20, 2010 from http://www.ucs.mun.ca/~emurphy/stemnet/cle3.html
    NDT Resource Center (2010). Teaching with the constructivist learning theory. Retrieved April 30, 2010 fromhttp://www.ndt-ed.org/TeachingResources/ClassroomTips/Constructivist%20_Learning.htm