Aisd pyp induction program 10 11
•Download as DOCX, PDF•
1 like•3,673 views
I planned the induction to last over six months. We started before school with a two day (mostly) intensive, then had an hour and a half session once a month after school until December.
Report
Share
Report
Share
Recommended
Human Resource Management:Recruitment and Selection, Placement and Induction)
The document discusses various methods that organizations use to recruit new staff and how recruitment methods have changed over the past 10 years due to technological advances.
Traditional methods like newspaper ads, employee referrals, and temp agencies are still used but have been supplemented by new online methods. Automated online applications and social media platforms like LinkedIn, Facebook, and Twitter allow organizations to more efficiently source and engage candidates.
Of the newer methods, employee referral programs and social media, especially LinkedIn, have been among the most effective at generating quality hires. However, many HR directors remain skeptical of social media's effectiveness and prefer traditional methods. Poorly designed recruitment processes that fail to properly target candidates or promote organizational benefits have proven
Recruitment 5
The document discusses employee induction and orientation programs. It explains that orientation is the first step for new employees to familiarize themselves with the work environment, policies, culture and people. The Toyota orientation program is then described in detail over four days, with a focus on communication training, teamwork, problem solving and health and safety. The goal of the program is to socialize new employees and ensure they understand and adopt Toyota's values and mission around quality.
Template for new employee induction program - Suitable for all kinds of organ...
This is an Induction Program Template that is suitable for all kinds of organizations. It allows for customization based on the scale and primary functions within most organizations
Sample programme content (1)
The induction program outlines sessions for new staff from their first day through probation. Sessions include introductions to the university and work area, other staff members, teams within the work area, terms and conditions, performance standards, office systems, job-specific training, health and safety, and probation. Regular review meetings are held throughout the induction period to monitor progress and make any adjustments.
How to Streamline Your Induction Programme to Fit Into Your Organisational Cu...
Introducing your new employees to the company is one the key steps to having an engaged workforce. The purpose of this session is to raise the importance of induction in acclimatising employees to an organisation and show you how you can evaluate your existing onboarding and induction processes. Elrona will showcase various approaches to creating an induction programme that is suitable to the Middle East’s multicultural organisation s while maintaining local considerations. You will see the benefits of aligning induction with organisation culture and business and how to engage with line managers by promoting the value added to all stakeholders.
Elrona D’Souza, Associate Consultant, PeopleFirst
Employee Induction[1]
This document provides an overview of company policies and procedures for new employees at Primedsys. It introduces key leadership roles and outlines general working hours, core business hours, dress code, harassment policies, and performance review processes. Performance reviews occur twice yearly and determine employee bonuses and compensation growth. The company culture emphasizes values such as honesty, reliability, simplicity, openness, trust, commitment and ethics.
Induction Training Program
The document provides details of the 3-day induction training program for 40 new middle-level recruits at the Ginger Group of Hotels in western India. The objective of the program is to familiarize new employees with company policies, departments, culture and work standards. It will be held at a Ginger Hotel in Goa and use both internal trainers from HR and departments as well as external trainers for skills. The agenda includes introductions, a hotel tour, department orientations, training on policies, leadership and skills. Evaluations will assess trainees and feedback will help improve future programs.
Human Resource Planning, Recruitment, Selection and Placement
The document discusses human resource planning, recruitment, selection and placement. It covers the 5 steps in human resource planning which are determining workload, studying jobs, forecasting needs, inventorying staff, and improving plans. It also discusses recruitment procedures such as job analysis, testing, interviews and checking references. The goals of selection are to find qualified candidates and create goodwill. Personality, mental ability and skills tests are used to evaluate applicants. The interview process aims to assess qualifications, inform candidates and develop relationships. Validity testing ensures tests accurately predict job performance.
Recommended
Human Resource Management:Recruitment and Selection, Placement and Induction)
The document discusses various methods that organizations use to recruit new staff and how recruitment methods have changed over the past 10 years due to technological advances.
Traditional methods like newspaper ads, employee referrals, and temp agencies are still used but have been supplemented by new online methods. Automated online applications and social media platforms like LinkedIn, Facebook, and Twitter allow organizations to more efficiently source and engage candidates.
Of the newer methods, employee referral programs and social media, especially LinkedIn, have been among the most effective at generating quality hires. However, many HR directors remain skeptical of social media's effectiveness and prefer traditional methods. Poorly designed recruitment processes that fail to properly target candidates or promote organizational benefits have proven
Recruitment 5
The document discusses employee induction and orientation programs. It explains that orientation is the first step for new employees to familiarize themselves with the work environment, policies, culture and people. The Toyota orientation program is then described in detail over four days, with a focus on communication training, teamwork, problem solving and health and safety. The goal of the program is to socialize new employees and ensure they understand and adopt Toyota's values and mission around quality.
Template for new employee induction program - Suitable for all kinds of organ...
This is an Induction Program Template that is suitable for all kinds of organizations. It allows for customization based on the scale and primary functions within most organizations
Sample programme content (1)
The induction program outlines sessions for new staff from their first day through probation. Sessions include introductions to the university and work area, other staff members, teams within the work area, terms and conditions, performance standards, office systems, job-specific training, health and safety, and probation. Regular review meetings are held throughout the induction period to monitor progress and make any adjustments.
How to Streamline Your Induction Programme to Fit Into Your Organisational Cu...
Introducing your new employees to the company is one the key steps to having an engaged workforce. The purpose of this session is to raise the importance of induction in acclimatising employees to an organisation and show you how you can evaluate your existing onboarding and induction processes. Elrona will showcase various approaches to creating an induction programme that is suitable to the Middle East’s multicultural organisation s while maintaining local considerations. You will see the benefits of aligning induction with organisation culture and business and how to engage with line managers by promoting the value added to all stakeholders.
Elrona D’Souza, Associate Consultant, PeopleFirst
Employee Induction[1]
This document provides an overview of company policies and procedures for new employees at Primedsys. It introduces key leadership roles and outlines general working hours, core business hours, dress code, harassment policies, and performance review processes. Performance reviews occur twice yearly and determine employee bonuses and compensation growth. The company culture emphasizes values such as honesty, reliability, simplicity, openness, trust, commitment and ethics.
Induction Training Program
The document provides details of the 3-day induction training program for 40 new middle-level recruits at the Ginger Group of Hotels in western India. The objective of the program is to familiarize new employees with company policies, departments, culture and work standards. It will be held at a Ginger Hotel in Goa and use both internal trainers from HR and departments as well as external trainers for skills. The agenda includes introductions, a hotel tour, department orientations, training on policies, leadership and skills. Evaluations will assess trainees and feedback will help improve future programs.
Human Resource Planning, Recruitment, Selection and Placement
The document discusses human resource planning, recruitment, selection and placement. It covers the 5 steps in human resource planning which are determining workload, studying jobs, forecasting needs, inventorying staff, and improving plans. It also discusses recruitment procedures such as job analysis, testing, interviews and checking references. The goals of selection are to find qualified candidates and create goodwill. Personality, mental ability and skills tests are used to evaluate applicants. The interview process aims to assess qualifications, inform candidates and develop relationships. Validity testing ensures tests accurately predict job performance.
NTU Programme Induction Guide (2010 version)
This resource was developed for programmes at NTU to improve their induction practice. It is based on student feedback gathered during Welcome Week in 2005, 2006 and 2007. The advice will be periodically reviewed
Final maso program b5
This document provides information about the Malaysian Association for the Study of Obesity 2009 Scientific Conference on Obesity. The two-day conference will be held on August 12-13, 2009 at the Best Western Premier Seri Pacific Hotel in Kuala Lumpur, Malaysia. The conference will include an opening ceremony, keynote address, plenary lecture, two days of scientific symposia and paper presentations, and a poster session. Topics will include the causes and consequences of obesity, epidemiology of obesity, and childhood obesity. Over 40 papers and posters will be presented by researchers from Malaysia and other countries.
Induction Plan - Synergetics India
This document proposes a training partnership between Synergetics and a client to develop productive developers through an induction program. It outlines Synergetics' understanding of the client's training needs and functions, including building competitive advantages. Synergetics provides its value propositions as the best fit, citing its experience, competency, and ability to manage consistency, quality, and risks associated with changes. The document details Synergetics' proposed induction program structure and key focus areas, as well as opportunities to enhance mentoring, testing, and measuring effectiveness.
Induction
The document discusses the induction process at the Taj Hotel in Mumbai. Induction is designed to familiarize new employees with their job, the work environment, and training programs to help them adjust quickly and have a positive mindset. The objectives are to treat employees fairly, ensure exciting work opportunities, provide communication channels, and offer recognition for excellent performance. The founder Jamshedji Tata established the Taj Hotel in 1903 with a goal of growth and employee development.
The Customer Revolution: 3 Remarkable Stories to Live By
There's a revolution going on.
We are living in the age of the empowered customer. Fuelled by the widespread adoption of cloud, social, and mobile technologies, our customers now have access to more information, more choices, and more opportunities to broadcast their opinions than ever before.
Equip yourself for today’s empowered customer. Read this Slideshare presentation to learn about 3 companies that are showing what it means to thrive in the customer revolution.
To learn more, read the manifesto for companies in the age of the empowered customer: http://bit.ly/custrevs
Role play induction process for new employees
The document provides information on induction processes for new employees including:
- An induction program welcomes new employees and prepares them for their new role through developing skills and interaction.
- Benefits include introducing employees to the work environment and setting them up within the organization by covering rights, terms and conditions.
- A typical induction includes health and safety training, terms and conditions, introductions, and job-specific training. Best practices include advance planning, assigning a buddy, and regular review.
CHAPTER 2 (ETHICAL PRINCIPLES IN BUSINESS)
This document discusses several approaches to ethical evaluation in business, including utilitarianism and rights-based approaches. It provides examples and definitions of key concepts. The central questions posed are how to determine the morally right action, how to weigh costs and benefits, and how rights and justice relate to utilitarian analysis. It also discusses contractual rights and duties as they apply to business ethics.
Sample of programme proposal
This document is a proposal for a vigil and induction event organized by Kumpulan Latihan Kelanasiswa Malaysia IIUM Kuantan Campus. The 2-day event will be held at Taman Rekreasi Air Balok on October 26-27, 2013 to welcome new members, enhance brotherhood, and conduct a vigil ceremony to qualify members as rover scouts. The event aims to train leaders and include activities like camping, prayers, campfire, competitions, and ceremonies. A budget of RM2985 is estimated to cover costs of transport, supplies, catering, certificates and souvenirs. Support is sought from various parties to help ensure the success of the event.
Induction and Orientation
The document discusses induction and orientation processes for new employees. Induction introduces employees to an organization's practices, policies, and purpose, while orientation acquaints them with the company. A good induction program helps retain employees and improve performance by clarifying job requirements and responsibilities. Sharayu Toyota's orientation process involves touring departments, learning company history, and explaining job details over the course of a month, with weekly reviews.
Principles of Test Construction 1
(MST) Test Construction and Material
(class report(s)/discussion(s))
DISCLAIMER: I do not claim ownership of the photos, videos, templates, and etc used in this slideshow
CREDIT/s: education-portal
Human dynamics assignment no 2 MITSOB
1. The induction training program for new executive chefs at Portiere Hotel and Restaurant aims to help the chefs settle in comfortably and be productive in their roles.
2. Over three days, the chefs will be introduced to key staff, given an orientation of the facilities, and trained on their job responsibilities and expectations, safety procedures, and the company's policies.
3. The itinerary includes introductions, orientation, training on the job description and responsibilities, employment terms and policies, safety drills, and service standards to prepare the chefs for their work.
Induction and Orientation
This document provides information on induction and orientation processes for new employees. It defines induction as the introduction of a new employee and orientation as familiarizing an employee with organizational policies, procedures, and culture. The objectives of induction and orientation are outlined, including improving job satisfaction and reducing turnover. Responsibilities for conducting the processes are discussed, along with various styles such as classroom lectures or online modules. Key aspects that are covered include company overview, policies, structure, and trainings. The document also provides checklists and considerations for planning induction and orientation sessions and discusses challenges that can be faced.
Staff development programme
The document provides information on staff development programs in healthcare settings. It defines various types of staff development like induction training, job orientation, in-service education, and continuing education. It outlines the need, goals, objectives, steps and methods of delivering different staff development programs. It also discusses the potential difficulties in implementing staff development activities and standards for an effective staff development program according to ANA.
Induction and orientation in HRM
This document discusses employee induction and orientation. It begins by introducing the author and then outlines the contents to be covered, which include the objectives, types, people involved, and how to conduct induction successfully. It notes that orientation introduces employees to their jobs, coworkers, and organization. The document also discusses the problems that can arise and how to make induction effective. It emphasizes that induction plays an important role in helping new employees adjust and perform better in their new roles.
Module 6.8 mapeh
This document provides an overview of a teacher induction program module focusing on curriculum and instruction for Music, Art, Physical Education, and Health Education (MAPEH/MSEP). It discusses five different teaching methods for music - Kodaly, Orff-Schulwerk, Dalcroze Eurythmic, Carabo-Cone, and Justine Ward. It also covers contents and activities for art, as well as teaching strategies for physical education and health education. The module aims to enhance teachers' skills and competence in providing varied learning experiences for students in these subject areas. It includes objectives, lessons, activities, sample lesson plans, and assessments to help new teachers deliver quality MAPEH/MSEP education.
Recruitment, Selection Process Methods And Steps,
The document discusses recruitment, selection processes, and psychological testing used in hiring. It covers the key steps in recruitment including identifying job requirements, attracting candidates, screening applications, interviews and assessments. Selection methods like testing, interviews and background checks are explained. The uses, types, advantages and disadvantages of psychological testing in selection are also summarized.
ARS Teacher PD - October 2011
This document outlines the agenda for an ARS PD session on their language and literacy curriculum. The morning portion focuses on phonological awareness, data analysis, and case studies. The afternoon covers oral language development strategies like conversation, vocabulary, and the "Big Three" techniques of clarify-extend, question-tell, and think-aloud. Participants also sign up for literacy coursework and provide a session evaluation. The overall goals of ARS are to implement best practices in early literacy and engage parents and communities.
Syllabuscite3scurrenttrendsandissuest 110615070345-phpapp02
This document outlines a course syllabus for a class on current issues and trends in multi-grade teaching. The 1-unit course will take place over 17 hours and introduce students to the complex nature of multi-grade learning environments. Students will be exposed to methods and strategies for multi-grade teaching, including the use of ICT. The syllabus schedules seminars on topics like the nature of multi-grade classes and using technology in teaching. It also assigns individual term paper topics and establishes committees for class seminar sponsorship activities.
Beginning task sheet 2 includes 3 1revised planner
This document provides tasks and instructions for a student's art assessment. It outlines 10 tasks for the student to complete including analyzing elements and principles of design, comparing the works of different artists, researching additional artists, and creating artworks. It also includes planning templates to schedule the tasks over multiple terms and art vocabulary terms. The overall goal is for the student to demonstrate their knowledge of art-making approaches and ideas through analyzing existing works and creating their own pieces.
SI Team Leader Session
This document provides information about an upcoming Summer Institute session for team leaders. It includes protocols for the webinar, outcomes participants should achieve, examples of team norms, plans for the structure and topics of the Summer Institute, locations and dates, important targets and deadlines, and guidance for teams on proceeding with planning and maintaining their wiki pages. The document gives an overview of the agenda and logistics for the Summer Institute session.
October 1-5
Ms. Hanks' lesson plan outlines her schedule and activities for the week of October 1-5. Each day includes a morning routine and specials period from 7:55-9:10. From 9:10-10:00 students have independent reading and study hall. The core subjects of ELA, math, and science are covered from 10:00-2:45 daily. Her plans detail the specific lessons, assignments, and assessments for each subject each day.
Ncea level3–design
This document provides information about the Level 3 Design course for 2013, including:
1) The course involves producing creative design solutions through research, idea generation, and finished artworks, some using computer skills. Students will develop ideas thematically and independently.
2) Assessment includes internal assignments on design approaches, drawing studies, and a final portfolio (14 credits) due in Term 3, as well as appeals and missed assessment procedures.
3) A year plan outlines the weekly activities and assignments, including timeline for internal and external assessments across the 4 terms. Students will develop skills and extensive knowledge of art-making methods within the design theme.
More Related Content
Viewers also liked
NTU Programme Induction Guide (2010 version)
This resource was developed for programmes at NTU to improve their induction practice. It is based on student feedback gathered during Welcome Week in 2005, 2006 and 2007. The advice will be periodically reviewed
Final maso program b5
This document provides information about the Malaysian Association for the Study of Obesity 2009 Scientific Conference on Obesity. The two-day conference will be held on August 12-13, 2009 at the Best Western Premier Seri Pacific Hotel in Kuala Lumpur, Malaysia. The conference will include an opening ceremony, keynote address, plenary lecture, two days of scientific symposia and paper presentations, and a poster session. Topics will include the causes and consequences of obesity, epidemiology of obesity, and childhood obesity. Over 40 papers and posters will be presented by researchers from Malaysia and other countries.
Induction Plan - Synergetics India
This document proposes a training partnership between Synergetics and a client to develop productive developers through an induction program. It outlines Synergetics' understanding of the client's training needs and functions, including building competitive advantages. Synergetics provides its value propositions as the best fit, citing its experience, competency, and ability to manage consistency, quality, and risks associated with changes. The document details Synergetics' proposed induction program structure and key focus areas, as well as opportunities to enhance mentoring, testing, and measuring effectiveness.
Induction
The document discusses the induction process at the Taj Hotel in Mumbai. Induction is designed to familiarize new employees with their job, the work environment, and training programs to help them adjust quickly and have a positive mindset. The objectives are to treat employees fairly, ensure exciting work opportunities, provide communication channels, and offer recognition for excellent performance. The founder Jamshedji Tata established the Taj Hotel in 1903 with a goal of growth and employee development.
The Customer Revolution: 3 Remarkable Stories to Live By
There's a revolution going on.
We are living in the age of the empowered customer. Fuelled by the widespread adoption of cloud, social, and mobile technologies, our customers now have access to more information, more choices, and more opportunities to broadcast their opinions than ever before.
Equip yourself for today’s empowered customer. Read this Slideshare presentation to learn about 3 companies that are showing what it means to thrive in the customer revolution.
To learn more, read the manifesto for companies in the age of the empowered customer: http://bit.ly/custrevs
Role play induction process for new employees
The document provides information on induction processes for new employees including:
- An induction program welcomes new employees and prepares them for their new role through developing skills and interaction.
- Benefits include introducing employees to the work environment and setting them up within the organization by covering rights, terms and conditions.
- A typical induction includes health and safety training, terms and conditions, introductions, and job-specific training. Best practices include advance planning, assigning a buddy, and regular review.
CHAPTER 2 (ETHICAL PRINCIPLES IN BUSINESS)
This document discusses several approaches to ethical evaluation in business, including utilitarianism and rights-based approaches. It provides examples and definitions of key concepts. The central questions posed are how to determine the morally right action, how to weigh costs and benefits, and how rights and justice relate to utilitarian analysis. It also discusses contractual rights and duties as they apply to business ethics.
Sample of programme proposal
This document is a proposal for a vigil and induction event organized by Kumpulan Latihan Kelanasiswa Malaysia IIUM Kuantan Campus. The 2-day event will be held at Taman Rekreasi Air Balok on October 26-27, 2013 to welcome new members, enhance brotherhood, and conduct a vigil ceremony to qualify members as rover scouts. The event aims to train leaders and include activities like camping, prayers, campfire, competitions, and ceremonies. A budget of RM2985 is estimated to cover costs of transport, supplies, catering, certificates and souvenirs. Support is sought from various parties to help ensure the success of the event.
Induction and Orientation
The document discusses induction and orientation processes for new employees. Induction introduces employees to an organization's practices, policies, and purpose, while orientation acquaints them with the company. A good induction program helps retain employees and improve performance by clarifying job requirements and responsibilities. Sharayu Toyota's orientation process involves touring departments, learning company history, and explaining job details over the course of a month, with weekly reviews.
Principles of Test Construction 1
(MST) Test Construction and Material
(class report(s)/discussion(s))
DISCLAIMER: I do not claim ownership of the photos, videos, templates, and etc used in this slideshow
CREDIT/s: education-portal
Human dynamics assignment no 2 MITSOB
1. The induction training program for new executive chefs at Portiere Hotel and Restaurant aims to help the chefs settle in comfortably and be productive in their roles.
2. Over three days, the chefs will be introduced to key staff, given an orientation of the facilities, and trained on their job responsibilities and expectations, safety procedures, and the company's policies.
3. The itinerary includes introductions, orientation, training on the job description and responsibilities, employment terms and policies, safety drills, and service standards to prepare the chefs for their work.
Induction and Orientation
This document provides information on induction and orientation processes for new employees. It defines induction as the introduction of a new employee and orientation as familiarizing an employee with organizational policies, procedures, and culture. The objectives of induction and orientation are outlined, including improving job satisfaction and reducing turnover. Responsibilities for conducting the processes are discussed, along with various styles such as classroom lectures or online modules. Key aspects that are covered include company overview, policies, structure, and trainings. The document also provides checklists and considerations for planning induction and orientation sessions and discusses challenges that can be faced.
Staff development programme
The document provides information on staff development programs in healthcare settings. It defines various types of staff development like induction training, job orientation, in-service education, and continuing education. It outlines the need, goals, objectives, steps and methods of delivering different staff development programs. It also discusses the potential difficulties in implementing staff development activities and standards for an effective staff development program according to ANA.
Induction and orientation in HRM
This document discusses employee induction and orientation. It begins by introducing the author and then outlines the contents to be covered, which include the objectives, types, people involved, and how to conduct induction successfully. It notes that orientation introduces employees to their jobs, coworkers, and organization. The document also discusses the problems that can arise and how to make induction effective. It emphasizes that induction plays an important role in helping new employees adjust and perform better in their new roles.
Module 6.8 mapeh
This document provides an overview of a teacher induction program module focusing on curriculum and instruction for Music, Art, Physical Education, and Health Education (MAPEH/MSEP). It discusses five different teaching methods for music - Kodaly, Orff-Schulwerk, Dalcroze Eurythmic, Carabo-Cone, and Justine Ward. It also covers contents and activities for art, as well as teaching strategies for physical education and health education. The module aims to enhance teachers' skills and competence in providing varied learning experiences for students in these subject areas. It includes objectives, lessons, activities, sample lesson plans, and assessments to help new teachers deliver quality MAPEH/MSEP education.
Recruitment, Selection Process Methods And Steps,
The document discusses recruitment, selection processes, and psychological testing used in hiring. It covers the key steps in recruitment including identifying job requirements, attracting candidates, screening applications, interviews and assessments. Selection methods like testing, interviews and background checks are explained. The uses, types, advantages and disadvantages of psychological testing in selection are also summarized.
Viewers also liked (16)
The Customer Revolution: 3 Remarkable Stories to Live By
The Customer Revolution: 3 Remarkable Stories to Live By
Similar to Aisd pyp induction program 10 11
ARS Teacher PD - October 2011
This document outlines the agenda for an ARS PD session on their language and literacy curriculum. The morning portion focuses on phonological awareness, data analysis, and case studies. The afternoon covers oral language development strategies like conversation, vocabulary, and the "Big Three" techniques of clarify-extend, question-tell, and think-aloud. Participants also sign up for literacy coursework and provide a session evaluation. The overall goals of ARS are to implement best practices in early literacy and engage parents and communities.
Syllabuscite3scurrenttrendsandissuest 110615070345-phpapp02
This document outlines a course syllabus for a class on current issues and trends in multi-grade teaching. The 1-unit course will take place over 17 hours and introduce students to the complex nature of multi-grade learning environments. Students will be exposed to methods and strategies for multi-grade teaching, including the use of ICT. The syllabus schedules seminars on topics like the nature of multi-grade classes and using technology in teaching. It also assigns individual term paper topics and establishes committees for class seminar sponsorship activities.
Beginning task sheet 2 includes 3 1revised planner
This document provides tasks and instructions for a student's art assessment. It outlines 10 tasks for the student to complete including analyzing elements and principles of design, comparing the works of different artists, researching additional artists, and creating artworks. It also includes planning templates to schedule the tasks over multiple terms and art vocabulary terms. The overall goal is for the student to demonstrate their knowledge of art-making approaches and ideas through analyzing existing works and creating their own pieces.
SI Team Leader Session
This document provides information about an upcoming Summer Institute session for team leaders. It includes protocols for the webinar, outcomes participants should achieve, examples of team norms, plans for the structure and topics of the Summer Institute, locations and dates, important targets and deadlines, and guidance for teams on proceeding with planning and maintaining their wiki pages. The document gives an overview of the agenda and logistics for the Summer Institute session.
October 1-5
Ms. Hanks' lesson plan outlines her schedule and activities for the week of October 1-5. Each day includes a morning routine and specials period from 7:55-9:10. From 9:10-10:00 students have independent reading and study hall. The core subjects of ELA, math, and science are covered from 10:00-2:45 daily. Her plans detail the specific lessons, assignments, and assessments for each subject each day.
Ncea level3–design
This document provides information about the Level 3 Design course for 2013, including:
1) The course involves producing creative design solutions through research, idea generation, and finished artworks, some using computer skills. Students will develop ideas thematically and independently.
2) Assessment includes internal assignments on design approaches, drawing studies, and a final portfolio (14 credits) due in Term 3, as well as appeals and missed assessment procedures.
3) A year plan outlines the weekly activities and assignments, including timeline for internal and external assessments across the 4 terms. Students will develop skills and extensive knowledge of art-making methods within the design theme.
Research methodology cours
This document provides an overview of a 10-session research design and methodology course held from July 19-23, 2010. The course aims to cover the research process, qualitative and quantitative methods, data collection and analysis, and drafting a research proposal. Sessions will be led by various presenters and cover topics such as introduction to postgraduate research, research design, literature reviews, theoretical approaches, quantitative and qualitative methods, data analysis, and drafting a proposal. By the end of the course, students will understand the research process and be able to prepare a draft research proposal within 3 months. Required readings are provided for each session.
Similar to Aisd pyp induction program 10 11 (7)
Syllabuscite3scurrenttrendsandissuest 110615070345-phpapp02
Syllabuscite3scurrenttrendsandissuest 110615070345-phpapp02
Beginning task sheet 2 includes 3 1revised planner
Beginning task sheet 2 includes 3 1revised planner
More from Boyd Kassandra
Pyp planning guide
This document provides a guide for planning instruction using Understanding by Design (UbD) framework. It outlines 7 stages of the planning process:
1. Identify desired results - highlight key concepts and skills
2. Determine acceptable evidence - plan assessments to measure understanding
3. Plan learning experiences - design lessons and activities
4. Teach and assess - implement lessons, provide feedback
5. Reflect - evaluate effectiveness and modify plans
6. Revise - refine lessons based on reflection
7. Continue the cycle - repeat planning process
The guide is meant to facilitate collaborative planning, prompt deep understanding, and help ensure student engagement in the learning process.
10 11 induction slides
I planned the induction to last over six months. We started before school with a two day (mostly) intensive, then had an hour and a half session once a month until December.
Induction planner 10
This document outlines an induction program for teachers new to the International Baccalaureate Primary Years Programme (PYP), covering topics like the learner profile, inquiry-based learning, collaborative planning, assessment, and developing an international mindset over the course of 10 sessions from September to December 2010. Each session focuses on key concepts and understandings of the PYP through facilitator notes, resources, and engaging learning activities.
OCC Presentation
The document discusses establishing home groups and expert groups to learn about areas offered on the Online Curriculum Centre (OCC). Students are split into home groups and then choose expert groups to research different OCC content areas like e-library, forums, news, and more. They have 15 minutes to explore as an expert group before returning to their home groups to share what they learned. The goal is for each student to become an expert in an area and teach their home group members.
Expert task sheets
The document provides instructions for exploring different areas of the Online Curriculum Centre (OCC) website, including forums, resources, the e-library, news, the PYP exhibition, musical journey, and support areas. Users are asked to explore their assigned area, then discuss what they learned and how they can share it with their home groups. The goal is for everyone to understand how to use and explain the various areas of the OCC website to others.
Aug 31 coteaching, auth report
Reviewed co-teaching strategies; teachers used Who/When/Where chart to brainstorm taking opportunities to co-teach
Parent pyp intro 2010
The document summarizes the history and goals of the International Baccalaureate (IB) Primary Years Programme (PYP). It describes the three components of the PYP curriculum - the written, taught, and assessed curriculum. The written curriculum focuses on six transdisciplinary themes of global significance. The taught curriculum involves in-depth inquiries into these themes. Assessment enhances learning and reflection. The PYP aims to develop inquiring, knowledgeable, and caring students through its learner profile and focus on international-mindedness.
Inquiry in PYP for parents
This document summarizes a parent workshop about inquiry-based learning in the PYP curriculum model. It discusses that inquiry can take many forms like exploring, wondering, experimenting, and researching. It also mentions that the workshop involved parents sharing their own learning experiences and visualizing something they deeply understood. An example of a coin sorting activity in the classroom was provided to illustrate inquiry-based learning.
Intro to PYP for Parents
1. The document provides an overview of the Primary Years Programme (PYP), which is one of the International Baccalaureate (IB) programmes for students aged 3 to 12.
2. The PYP focuses on developing inquiring, knowledgeable and caring young people through its transdisciplinary themes and essential elements of knowledge, concepts, skills, attitudes and action.
3. The document outlines the key components of the PYP including its definition and curriculum, transdisciplinary themes and concepts, learner profile, and authorization process for schools.
Co Teaching Handout
This document defines co-teaching as two or more educators sharing instructional responsibility for a single group of students in a classroom. It lists several benefits of co-teaching including developing a more heterogeneous classroom community and expanding teachers' professional expertise. It then describes seven co-teaching approaches: one teaches/one observes, one teaches/one drifts, station teaching, parallel teaching, alternative teaching, team teaching, and Sinatra style teaching. Each approach is defined and suggestions are provided for when each may be best used. The document concludes with recommendations for getting started with co-teaching, including reviewing elements of collaboration and planning extensively.
Question Strategies
This document discusses different questioning strategies that can be used in the classroom to promote critical and creative thinking among students. It recommends that teachers explicitly teach students about different types of questions and have students practice classifying and selecting questions. When students can successfully label and use different kinds of questions, they are better able to think critically and creatively. The document also suggests sharing questioning strategies with other teachers to help students develop more sophisticated questioning skills.
More from Boyd Kassandra (11)
Aisd pyp induction program 10 11
- 1. AISD PYP Induction Program August – December 2010 Goals of the Workshop To develop everyone’s personal knowledge and understanding of the PYP, particularly within the context of the school’s curriculum, practices, culture and environment. To increase the awareness of internationalism and the learner profile. To prepare participants for planning, teaching and assessing students. To create an opportunity to be active participants in their own learning and development. To provide an environment for life long learners who are eager to read and discuss current pedagogy and research. To analyse and refine the planners. Induction dates 2 August 1:00-3:00pm Session 1 The IB; the PYP; International-mindedness within the context of AISD 3 August 8:00-9:30 Session 2 The Essential Elements POI & yearly planner 1 sample planner 10:00-12:00 Session 3 Inquiry & Assessment 1 sample planner Assessment calendar (ES binder) Copies of report card 1:00-3:00 Session 4 Collaborative Planning Atlas Rubicon 25 Aug 3:00-4:15 Session 5 Check in & catch up/burning questions The OCC part 1 8 Sept 3:00-4:15 Session 6 Check in & catch up/burning questions The OCC part 2 Knowledge & Concepts – digging deeper 22 Sept 3:00-4:15 Session 7 Check in & catch up/burning questions Trasndisciplinarity (written, taught, learned) Skills – digging deeper 13 Oct 3:00-4:15 Session 8 Check in & catch up/burning questions Assessment – digging deeper 10 Nov 3:00-4:15 Session 9 Check in & catch up/burning questions Attitudes/Learner Profile – International mindedness 8 Dec 3:00-4:15 Session 10 Check in & catch up/burning questions Action