This document provides an overview and evaluation of Turkey's new school administrator assignment system that was implemented in recent years. It discusses the changes made to regulations governing how school administrators are selected and assigned. The new system involves written and oral exams as well as performance evaluations to determine administrator placements every four years. However, some argue that the new system lacks objectivity and fairness, and that favoritism played a role in administrator assessments. The document presents perspectives from school administrators and teachers on the new system through interviews with 34 people and a focus group of 12 people. Overall responses were mixed, with those who retained administrative roles generally viewing the system positively while others viewed it more negatively.
Job Satisfaction and Faculty Turnover Intentions: A Case of Pakistani Univers...IOSRJBM
Retaining faculty members has been a problem in many universities for decades. When competent teachers quit, they depart with critical knowledge and experience that are essential for maintaininga competitive advantage. The aim of this study was to measure the impact of four facets of job satisfaction on turnover intentions of faculty members of different universities of Rawalpindi/Islamabad. A 16-item, selfadministered questionnaire was used to gather data on independent and dependent variables. In questionnaire, researchers used 5 point Likert scale for variables to measure respondent’s possible responses. 110 questionnaires were completed and returned back. Pearson Correlation and Multiple Regression tests were used to test the hypothesis. The results showed that the three facets of job satisfaction i.e. remuneration, supervisory support and work life policies have significant and negative relationship with turnover intentions while recognition has insignificant relationship with turnover intentions and this relationship did not support the researchers’ prediction. Results have been discussed andrecommendations have been made for universities’ administrations.
How Organizational Climate Influences Job Satisfaction in Educational Sector ...inventionjournals
The study aims in determining the organizational climate that would result in job satisfaction among academic staff in educational settings. Adequate literature on organizational climate and job satisfaction was reviewed. Findings results into the factors that contribute to shape culture, and its results into a framework, to encompass manifestations of organizational culture in relation to academic excellence. Further researchers can use this conceptual model to include few more pre cursors to outcomes to it, also this model can be tested empirically
The study aimed to investigate the influence of total quality management and school governance on school management effectiveness, whether school governance as an antecedent of total quality management and school management effectiveness. The object of research is the vocational high school with the Regional Public Service Agency status (school-based enterprise) in Indonesia. The research is a quantitative research with survey method. The sample of 533 people who are school principals, teachers, and students. It was selected by proportional stratified random sampling. The data analysis using structural equation modeling (SEM). The research finding is the total quality management has a significant influence on school management effectiveness. The mediation analysis indicates that school governance as the antecedent of total quality management and school management effectiveness. The improvement of effectiveness school-based enterprises should consider implementing total quality management and it will be increasingly by school governance application. The modeling that correlates total quality management and school governance to improved vocational school management effectiveness, especially at vocational school with Regional Public Service Agency status (school-based enterprise).
SB-191 - An Overview to Implementing Effective Evaluation CASELeaders
School leadership ranks second only to classroom instruction among school-based factors that influence student achievement, according to Wallace Foundation research. Many of the things that happen inside school buildings, when examined separately, affect learning in small ways. But a strong principal can create an environment in which individual factors have a synergistic effect when blended, producing considerably better results.
Recognizing the importance of school leadership, federal and state policymakers a few years ago began to push for reforms aimed at ensuring that each public school has an effective principal. The Colorado General Assembly passed legislation in 2010 that thoroughly overhauled the evaluation process for both principals and teachers. The bill was designed to increase educator effectiveness by making evaluations more meaningful and the feedback from them more useful, with the end goal of improving student achievement.
SB-191 goes into effect statewide in the 2013-14 school year and requires that at least half of a principal's evaluation be based on the academic growth of students in that principal’s school and that at least half of a teacher’s evaluation be based on the academic growth of his or her students. The remaining portions measure how well they meet the new standards that define what it means to be an effective principal or teacher. The law also mandates that evaluations be conducted annually, promotes new opportunities for professional development and requires that teachers and principals be rated in one of four categories: highly effective, effective, partially effective or ineffective. To get or keep non-probationary status (tenure), teachers must show that they are effective or better.
This issues brief from the Colorado Association of School Executives (CASE) is the first in a series of briefs that will begin to explain the new rules and how they are being implemented. The paper focuses on how principals are to be evaluated. It also provides an overview of the new law, some history behind the legislation and a short guide to similar reforms in other states. In addition, it offers some perspective and advice from administrators in Colorado school districts that are piloting the revamped system.
The document discusses quality concerns in teacher education in India. It notes that while the number of teacher education institutions and programs have increased rapidly, quality has suffered due to issues like late admissions, short durations of courses, lack of integration of new topics and skills, and subjective evaluation practices. It provides suggestions to improve quality such as having standardized admission processes, increasing the duration of programs, integrating new topics like computers, and implementing objective evaluation practices. Overall, the document analyzes factors impacting quality in teacher education and provides recommendations to enhance quality.
This study aimed to evaluate the effectiveness of institutional performance in public secondary schools in Al-Ahsa, Saudi Arabia from the perspective of school administrators. A questionnaire was administered to 90 randomly selected school principals. The findings showed no significant differences in institutional performance based on principal qualifications or experience. However, the study concluded that effective school administration requires strategic planning, organization, evaluation, development, and adaptation. It was also concluded that school effectiveness can be measured by positive culture, cooperation, feedback systems, and alignment with the five responsibilities of effective principals outlined by Orloski: strong leadership, appropriate atmosphere, skills learning, teacher expectations, and performance monitoring.
This study aimed to evaluate the effectiveness of institutional performance in public secondary schools in Al-Ahsa, Saudi Arabia from the perspective of school administrators. A questionnaire was administered to 90 randomly selected school principals. The findings showed no significant differences in institutional performance based on principal qualifications or experience. However, the study concluded that effective school administration requires strategic planning, organization, evaluation, development, and adaptation. School effectiveness is measured by positive culture, cooperation, feedback systems, and achieving educational goals.
This study aimed to evaluate the effectiveness of institutional performance in public secondary schools in Al-Ahsa, Saudi Arabia from the perspective of school administrators. The researcher conducted a questionnaire with 90 school principals to determine the level of effectiveness and identify any differences based on administrator qualifications and experience. The findings showed no significant differences in institutional performance related to qualifications or experience. The researcher concluded that effective school administration requires strategic planning, organization, evaluation, and development. Providing feedback systems and maintaining a positive school culture can measure institutional effectiveness. This study provides implications for improving administrator training programs and developing intervention strategies to address weaknesses in school performance.
Job Satisfaction and Faculty Turnover Intentions: A Case of Pakistani Univers...IOSRJBM
Retaining faculty members has been a problem in many universities for decades. When competent teachers quit, they depart with critical knowledge and experience that are essential for maintaininga competitive advantage. The aim of this study was to measure the impact of four facets of job satisfaction on turnover intentions of faculty members of different universities of Rawalpindi/Islamabad. A 16-item, selfadministered questionnaire was used to gather data on independent and dependent variables. In questionnaire, researchers used 5 point Likert scale for variables to measure respondent’s possible responses. 110 questionnaires were completed and returned back. Pearson Correlation and Multiple Regression tests were used to test the hypothesis. The results showed that the three facets of job satisfaction i.e. remuneration, supervisory support and work life policies have significant and negative relationship with turnover intentions while recognition has insignificant relationship with turnover intentions and this relationship did not support the researchers’ prediction. Results have been discussed andrecommendations have been made for universities’ administrations.
How Organizational Climate Influences Job Satisfaction in Educational Sector ...inventionjournals
The study aims in determining the organizational climate that would result in job satisfaction among academic staff in educational settings. Adequate literature on organizational climate and job satisfaction was reviewed. Findings results into the factors that contribute to shape culture, and its results into a framework, to encompass manifestations of organizational culture in relation to academic excellence. Further researchers can use this conceptual model to include few more pre cursors to outcomes to it, also this model can be tested empirically
The study aimed to investigate the influence of total quality management and school governance on school management effectiveness, whether school governance as an antecedent of total quality management and school management effectiveness. The object of research is the vocational high school with the Regional Public Service Agency status (school-based enterprise) in Indonesia. The research is a quantitative research with survey method. The sample of 533 people who are school principals, teachers, and students. It was selected by proportional stratified random sampling. The data analysis using structural equation modeling (SEM). The research finding is the total quality management has a significant influence on school management effectiveness. The mediation analysis indicates that school governance as the antecedent of total quality management and school management effectiveness. The improvement of effectiveness school-based enterprises should consider implementing total quality management and it will be increasingly by school governance application. The modeling that correlates total quality management and school governance to improved vocational school management effectiveness, especially at vocational school with Regional Public Service Agency status (school-based enterprise).
SB-191 - An Overview to Implementing Effective Evaluation CASELeaders
School leadership ranks second only to classroom instruction among school-based factors that influence student achievement, according to Wallace Foundation research. Many of the things that happen inside school buildings, when examined separately, affect learning in small ways. But a strong principal can create an environment in which individual factors have a synergistic effect when blended, producing considerably better results.
Recognizing the importance of school leadership, federal and state policymakers a few years ago began to push for reforms aimed at ensuring that each public school has an effective principal. The Colorado General Assembly passed legislation in 2010 that thoroughly overhauled the evaluation process for both principals and teachers. The bill was designed to increase educator effectiveness by making evaluations more meaningful and the feedback from them more useful, with the end goal of improving student achievement.
SB-191 goes into effect statewide in the 2013-14 school year and requires that at least half of a principal's evaluation be based on the academic growth of students in that principal’s school and that at least half of a teacher’s evaluation be based on the academic growth of his or her students. The remaining portions measure how well they meet the new standards that define what it means to be an effective principal or teacher. The law also mandates that evaluations be conducted annually, promotes new opportunities for professional development and requires that teachers and principals be rated in one of four categories: highly effective, effective, partially effective or ineffective. To get or keep non-probationary status (tenure), teachers must show that they are effective or better.
This issues brief from the Colorado Association of School Executives (CASE) is the first in a series of briefs that will begin to explain the new rules and how they are being implemented. The paper focuses on how principals are to be evaluated. It also provides an overview of the new law, some history behind the legislation and a short guide to similar reforms in other states. In addition, it offers some perspective and advice from administrators in Colorado school districts that are piloting the revamped system.
The document discusses quality concerns in teacher education in India. It notes that while the number of teacher education institutions and programs have increased rapidly, quality has suffered due to issues like late admissions, short durations of courses, lack of integration of new topics and skills, and subjective evaluation practices. It provides suggestions to improve quality such as having standardized admission processes, increasing the duration of programs, integrating new topics like computers, and implementing objective evaluation practices. Overall, the document analyzes factors impacting quality in teacher education and provides recommendations to enhance quality.
This study aimed to evaluate the effectiveness of institutional performance in public secondary schools in Al-Ahsa, Saudi Arabia from the perspective of school administrators. A questionnaire was administered to 90 randomly selected school principals. The findings showed no significant differences in institutional performance based on principal qualifications or experience. However, the study concluded that effective school administration requires strategic planning, organization, evaluation, development, and adaptation. It was also concluded that school effectiveness can be measured by positive culture, cooperation, feedback systems, and alignment with the five responsibilities of effective principals outlined by Orloski: strong leadership, appropriate atmosphere, skills learning, teacher expectations, and performance monitoring.
This study aimed to evaluate the effectiveness of institutional performance in public secondary schools in Al-Ahsa, Saudi Arabia from the perspective of school administrators. A questionnaire was administered to 90 randomly selected school principals. The findings showed no significant differences in institutional performance based on principal qualifications or experience. However, the study concluded that effective school administration requires strategic planning, organization, evaluation, development, and adaptation. School effectiveness is measured by positive culture, cooperation, feedback systems, and achieving educational goals.
This study aimed to evaluate the effectiveness of institutional performance in public secondary schools in Al-Ahsa, Saudi Arabia from the perspective of school administrators. The researcher conducted a questionnaire with 90 school principals to determine the level of effectiveness and identify any differences based on administrator qualifications and experience. The findings showed no significant differences in institutional performance related to qualifications or experience. The researcher concluded that effective school administration requires strategic planning, organization, evaluation, and development. Providing feedback systems and maintaining a positive school culture can measure institutional effectiveness. This study provides implications for improving administrator training programs and developing intervention strategies to address weaknesses in school performance.
A quality assurance model for training government teachers and educational of...Alexander Decker
This document describes a study that aimed to develop a quality assurance model for training government teachers and educational officers. The researcher conducted the study in 3 phases: 1) reviewing literature and gathering input on training quality issues, 2) creating a proposed quality assurance model and training standards, and 3) testing the model on 5 training projects and gathering feedback.
The results showed that the suitable quality assurance model consists of 7 steps: 1) increasing quality awareness, 2) setting goals and standards, 3) quality monitoring, 4) quality auditing, 5) quality assessment, 6) quality accreditation, and 7) reinforcement. The study also defined quality standards for training consisting of input, process, and output factors divided into sub-
The document discusses various models for school turnaround and improvement including definitions, requirements, and notes about each model. It provides information on:
1) Definitions of school turnaround and improvement from a book on the topic.
2) The requirements and options for the transformation, turnaround, restart, closure, whole school reform, and early childhood models. Notes are included to provide additional details on elements of each model.
3) Data on previous School Improvement Grant cohorts including number of schools awarded, funding amounts, and school types.
4) Details of the requirements for the upcoming Cohort IV grants including eligible schools, award amounts, and differences from previous cohorts.
THE DEGREE OF ARAB SCHOOL PRINCIPALS' COMMITMENT WITHIN THE GREEN LINE TO THE...indexPub
The document discusses the Code of Ethical Conduct for teachers in the Green Line region of Israel. It outlines 34 standards that teachers are expected to uphold in their professional responsibilities and interactions with students, parents, colleagues, and the community. The standards address topics like impartial treatment of students, maintaining student and family privacy, professional development, handling disciplinary issues appropriately, promoting parental involvement, and treating colleagues with respect. Adherence to these ethical standards is intended to guide teachers in carrying out their mission to educate students and serve the community.
The purpose of this study is twofold: to examine the curriculum structure for instructional leaders’ training and development against the desired competences; and to evaluate the career development framework of instructional leaders. With these ends in view, the study examined the instructional leadership framework, the curriculum document, and the instructional leaders’ recruitment, selection and retention strategies. The perspectives of instructional leadership trainers, instructional leaders, zone education department heads, and national level education experts who were selected using a purposive sampling technique were explored through one-on-one interviews. In the light of these, the qualitative data analysis discloses the absence of national instructional leadership framework from which instructional leadership curriculum should have emerged. It was also understood that the loosened curriculum development culture ultimately resulted in the curriculum’s lack of relevance to the desired competences for instructional leadership development. It was further learnt that there existed an absence of context specific recruitment, selection and retention strategies for instructional leaders. It is, therefore, concluded that the instructional leadership development practices of Ethiopia, seemed to have been deviating from expectations. Hence, it is recommended that there is a need to design a national instructional leadership development framework based on which the instructional leadership curriculum development and implementation practices could be managed. The recruitment, selection, and retention strategies should also involve incentive packages that could attract competent candidates to the profession. It is further recommended that there is a need to promote positive mindset exercises for instructional leaders to take their own professional development initiatives.
The transfer of public secondary school teachers in the national capital regi...Alexander Decker
This document summarizes a study on the transfer policies and practices for public secondary school teachers in the National Capital Region of the Philippines. The study aimed to analyze how various stakeholders perceive the factors that influence teacher transfers between divisions and schools. It utilized questionnaires and reviewed documents on existing transfer policies. The results found significant differences in stakeholder perceptions of most transfer factors, except for those related to teacher qualifications and skills. The study concluded specific policy proposals could help improve transfer practices for teacher welfare.
Assignment 4 Public Leadership PresentationDue Week 10 and wort.docxbraycarissa250
Assignment 4: Public Leadership Presentation
Due Week 10 and worth 150 points
Condense information from Assignments 1, 2, 3, and additional criteria in order to develop a creative and appealing PowerPoint presentation.
Create a ten to twelve (10-12) slide presentation in which you:
1. Create a title slide and references section (as indicated in the format requirements below).
2. Narrate each slide, using a microphone, indicating what you would say if you were actually presenting in front of an audience. Note: If you do not have access to a microphone, then you should provide detailed speaker notes with your presentation.
3. Briefly summarize your idea of a public leader. Cite experiences and research to support your assertions.
4. Discuss the specific leadership theories and styles that support your definition of a public leader. Provide a rationale to support your answer.
5. Discuss gender diversity in the workplace, including the increasing numbers of women in the workplace and leadership positions. What are the main barriers to women’s political participation and expression? What is the role of government and political parties to address this gap?
6. Predict three (3) public leadership trends that you believe will be particularly significant within the next decade.
7. What is the most important idea that you have learned in the course? How can you apply what you have learned? What will you do with whom, where, when, and, most important, why?
8. Include at least four (4) peer-reviewed references (no more than 1 year old) from material outside the textbook. Note: Appropriate peer-reviewed references include scholarly articles and government websites. Wikipedia, other wikis, and any other websites ending in anything other than “.gov” do not qualify as academic resources.
Your assignment must follow these formatting requirements:
· Include a title slide containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The title slide is not included in the required slide length.
· Include a reference slide containing the sources that were consulted while completing research on the selected topic, listed in APA format. The reference slide is not included in the required slide length.
· Format the PowerPoint presentation with headings on each slide, two to three (2-3) colors, two to three (2-3) fonts, and two to three (2-3) relevant graphics (photographs, graphs, clip art, etc.), ensuring that the presentation is visually appealing and readable from eighteen (18) feet away. Check with your professor for any additional instructions.
· Slides should abbreviate the information in no more than five or six (5 or 6) bullet points each.
· Slide titles should be based on the criteria being summarized (e.g., “Four Key Attributes,” “Responses to Budget Issues,” etc.).
Running head: MANAGING PEOPLE THROUGH CHANGE
MANAGING PEOPLE THROUGH CHANGE ...
This study aimed to examine the relationship between principals' use of transformational leadership and teacher job satisfaction in Galilee region schools. The researchers surveyed 182 teachers using questionnaires on transformational leadership practices and job satisfaction. The results showed that principals' use of transformational leadership and teacher job satisfaction levels were both very high. A statistically significant positive relationship was found between greater use of transformational leadership and higher teacher job satisfaction. The researchers recommend maintaining high levels of transformational leadership through training for principals, which could further develop teaching and learning.
Stakeholders’ Preparedness of School Teaching and Learning Conditions to Faci...ijtsrd
Change and transition processes are complex. As a result, the implementers tend to be reluctant in executing them. Education in Kenya has evolved with time in an effort to meet the needs of the changing times to attain quality standards. However, policy changes in the education sector have been both a success as well as have experienced failures in their implementation. Kenya’s education system is currently transitioning from 8 4 4 to the Competency Based Curriculum CBC which is in its implementation stage following a one year pilot. This study sought to investigate the Stakeholders’ preparedness of school teaching and learning conditions to facilitate transition from 8 4 4 to Competency Based Curriculum in Bungoma, Kenya. The study was anchored on Kotters eight step model theory that defines the manner of handling change in an organization and used descriptive research design due to its appropriateness in identifying characteristics, frequencies, trends, correlations and categories of the variables under study. The population under study was divided into separate clusters from which a probability sample was drawn. The target population of 3,159 was used and samples were drawn from the target population with the use of systematic random sampling and purposive sampling techniques. Further, data was collected by use of questionnaires, interview guides and document analysis guide. Cecilia Osyanju Namuyemba | Dr. Simon Kipsemon Kipkenei | Prof. Julius Kiprop Maiyo "Stakeholders’ Preparedness of School Teaching and Learning Conditions to Facilitate Transition from 8-4-4 to Competency Based Curriculum in Bungoma, Kenya" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-1 , December 2021, URL: https://www.ijtsrd.com/papers/ijtsrd47840.pdf Paper URL: https://www.ijtsrd.com/humanities-and-the-arts/social-science/47840/stakeholders’-preparedness-of-school-teaching-and-learning-conditions-to-facilitate-transition-from-844-to-competency-based-curriculum-in-bungoma-kenya/cecilia-osyanju-namuyemba
Educational administration between reality and hopejournal ijrtem
ABSTRACT: The pedagogical administration has undergone a certain transformation in relation to the changes in the Moroccan education system. From a classical action model to a modern and multifunctional conception of the pedagogical manager, which needs a redefinition of the referential framework for administrative executives. The different reforms in the Moroccan education system have led to changes in educational administration in a process of decentralization / deconcentration, towards a new model of good leadership and participative management seeking efficiency and results-based management. The implementation of new management methods in schools is highly dependent on the levels of competence required for good leadership. The study proves that there is an awareness of the importance of modern management tools and their impact on academic performance. Pedagogical administration is a major pillar in the Moroccan education system for a quality school.
This document provides background information and outlines the scope of a proposed thesis that will investigate the lived experiences of neophyte (new) school heads in Leyte, Philippines. The study aims to understand the challenges faced by new school administrators and how they cope. It will interview heads from 4 schools who have served 2-5 years. The theoretical frameworks of symbolic interactionism and organizational adaptation theory will be used. The significance of the study is that it could help DepEd and other stakeholders better support new school leaders in managing schools.
This document summarizes a research paper on the certification process for non-civil servant teachers in madrasah ibtidaiyah (Islamic primary schools) in Tangerang District, Indonesia. The research finds that some teachers have falsified documents like diplomas to meet certification requirements or manipulate other data. There are issues with the validity and accuracy of teacher portfolios used for certification assessments. While certification aims to improve teacher quality, the current portfolio-based approach in Indonesia has actually increased the potential for data manipulation and not properly evaluated teacher competence. Reforms are needed to strengthen the certification process and reduce fraudulent practices.
The document summarizes the results of a survey of 160 Hawaii public school principals regarding their work environment and responsibilities. Key findings include:
- 87.7% of principals disagreed that the Hawaii Department of Education provides sufficient support systems for principals as required.
- 61% said the new principal evaluation process (CESSA) was not focused on providing quality feedback for improvement.
- 75.5% felt that implementing new teacher evaluation systems and standards has negatively impacted areas like staff morale, professional development, and student supervision.
- 65.5% disagreed that they can express concerns without fear of retaliation.
The survey aimed to understand principals' perspectives on factors impacting their ability
A Critical Review of The Future SACE Review Report Ronglin Yao
The document provides a critical review of the "Success for All" report which proposed reforms to the South Australian Certificate of Education (SACE). The review report contained evidence from community views and recommendations to reform SACE. Key proposed changes included establishing a single new qualification, introducing a "learning space" concept for flexible study options, implementing a credit point system, and strengthening literacy and numeracy requirements. While many changes were laudable, the reviewer had some concerns about ensuring equal access for low SES students and adequate funding for at-risk students' personal learning plans.
The Influence Of Individual Characteristics And Job Characteristics On Vocati...iosrjce
This study explores the relationship between individual characteristics, job characteristics with job
satisfaction of teachers in vocational schools at the Province of North Sumatera, Indonesia. The sample size of
this study was obtained using the proportional random sampling which further resulting a total number of 166
teachers who were found having the expected qualification in Mechanical Engineering subject. The hypotheses
tests based on the path analysis on the research model revealed that individual characteristics and job
characteristics. The results showed that : 1) Individual characteristics directly affect the job satisfaction of
vocational teachers in North Sumatra, and 2). Job characteristics directly affect the job satisfaction of teachers
of vocational schools in North Sumatra.
Impact of school facilities and teachers’ training on child education: Evidence from Balochistan and KP
Syed Shujaat Ahmed, Asif Javed, Rabia Manzoor, Vaqar Ahmed and Duaa-e-Zahra Shah
September 2021
SDPI working paper # 190
Latest report summary on school governancedownhousel
This document summarizes a report on effective school governance. It finds that the most effective governing bodies 1) have positive relationships with school leaders based on trust and transparency, 2) are well-informed about student achievement through high-quality data, and 3) provide meaningful support and challenge to school leaders through regular monitoring and questioning. The report identifies several key characteristics of outstanding governance, including efficient use of time, clear roles and responsibilities, and a focus on continuous self-improvement.
This research intends to investigate the implementation and what indicator that is used in implementing the remuneration of government and non-government educational staff in the university with the general service institution status. This research is conducted in Faculty of Engineering, University of Brawijaya, Malang-Indonesia. Location shows that the social situation which is categorized by three unsure that are location that is Faculty of Engineering, University of Brawijaya, perpetrator that is educational staff of Engineering Faculty, University of Brawijaya that accepts the remuneration, and activity that is the remuneration process. The research method uses the models of Miles and Huberman that is through the process of data reduction, data presentation, conclusion, and triangulation. This research is hoped to be able to analyze how the implementation is by accurate, equitable, and feasible based on the staff performance and then to propose a recommendation of educational staff remuneration system, so the remuneration system later is applied regarding to the available principals and the rules that have been applied. The result shows that in reality, in the implementation of the remuneration based on the performance in Faculty of Engineering University of Brawijaya, there is still a problem such as there is a difference between the remuneration that is accepted by government and non-government employee. In addition, there has not been objective and transparent in giving the rating weight in the duty letter
This document summarizes a research project evaluating the advantages of embedding a careers program within a Sixth Form College in the UK. The researcher aims to understand how the careers service is delivered, its impact on stakeholders, and how it can be integrated into the student experience. Data was collected through questionnaires, interviews with students and staff, and analyzed for themes. The findings suggest that building visibility, communication, flexibility, and relationships helps students engage with career guidance support. Measuring success and addressing future areas for development are also discussed.
How To Write Law Essays Exams By S.I. Strong (EnglClaire Webber
The document provides instructions for creating an account and submitting assignment requests on the HelpWriting.net website. It outlines a 5-step process: 1) Create an account with a password and email, 2) Complete an order form with instructions and deadline, 3) Review bids from writers and choose one, 4) Receive the paper and authorize payment if satisfied, 5) Request revisions until fully satisfied and receive a refund if plagiarized.
Give You Wedding A Hint Of Luxury. When You Plan, UsClaire Webber
The document discusses the importance of intelligence fusion centers in sharing information between federal, state, and local law enforcement agencies. It notes that if the FBI had informed local law enforcement about the previous arrest of the Orlando nightclub shooter for domestic violence with his ex-girlfriend, and his link to terror groups, it could have helped prevent the deadly shooting. Fusion centers are presented as important for facilitating communication across different levels of law enforcement.
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A quality assurance model for training government teachers and educational of...Alexander Decker
This document describes a study that aimed to develop a quality assurance model for training government teachers and educational officers. The researcher conducted the study in 3 phases: 1) reviewing literature and gathering input on training quality issues, 2) creating a proposed quality assurance model and training standards, and 3) testing the model on 5 training projects and gathering feedback.
The results showed that the suitable quality assurance model consists of 7 steps: 1) increasing quality awareness, 2) setting goals and standards, 3) quality monitoring, 4) quality auditing, 5) quality assessment, 6) quality accreditation, and 7) reinforcement. The study also defined quality standards for training consisting of input, process, and output factors divided into sub-
The document discusses various models for school turnaround and improvement including definitions, requirements, and notes about each model. It provides information on:
1) Definitions of school turnaround and improvement from a book on the topic.
2) The requirements and options for the transformation, turnaround, restart, closure, whole school reform, and early childhood models. Notes are included to provide additional details on elements of each model.
3) Data on previous School Improvement Grant cohorts including number of schools awarded, funding amounts, and school types.
4) Details of the requirements for the upcoming Cohort IV grants including eligible schools, award amounts, and differences from previous cohorts.
THE DEGREE OF ARAB SCHOOL PRINCIPALS' COMMITMENT WITHIN THE GREEN LINE TO THE...indexPub
The document discusses the Code of Ethical Conduct for teachers in the Green Line region of Israel. It outlines 34 standards that teachers are expected to uphold in their professional responsibilities and interactions with students, parents, colleagues, and the community. The standards address topics like impartial treatment of students, maintaining student and family privacy, professional development, handling disciplinary issues appropriately, promoting parental involvement, and treating colleagues with respect. Adherence to these ethical standards is intended to guide teachers in carrying out their mission to educate students and serve the community.
The purpose of this study is twofold: to examine the curriculum structure for instructional leaders’ training and development against the desired competences; and to evaluate the career development framework of instructional leaders. With these ends in view, the study examined the instructional leadership framework, the curriculum document, and the instructional leaders’ recruitment, selection and retention strategies. The perspectives of instructional leadership trainers, instructional leaders, zone education department heads, and national level education experts who were selected using a purposive sampling technique were explored through one-on-one interviews. In the light of these, the qualitative data analysis discloses the absence of national instructional leadership framework from which instructional leadership curriculum should have emerged. It was also understood that the loosened curriculum development culture ultimately resulted in the curriculum’s lack of relevance to the desired competences for instructional leadership development. It was further learnt that there existed an absence of context specific recruitment, selection and retention strategies for instructional leaders. It is, therefore, concluded that the instructional leadership development practices of Ethiopia, seemed to have been deviating from expectations. Hence, it is recommended that there is a need to design a national instructional leadership development framework based on which the instructional leadership curriculum development and implementation practices could be managed. The recruitment, selection, and retention strategies should also involve incentive packages that could attract competent candidates to the profession. It is further recommended that there is a need to promote positive mindset exercises for instructional leaders to take their own professional development initiatives.
The transfer of public secondary school teachers in the national capital regi...Alexander Decker
This document summarizes a study on the transfer policies and practices for public secondary school teachers in the National Capital Region of the Philippines. The study aimed to analyze how various stakeholders perceive the factors that influence teacher transfers between divisions and schools. It utilized questionnaires and reviewed documents on existing transfer policies. The results found significant differences in stakeholder perceptions of most transfer factors, except for those related to teacher qualifications and skills. The study concluded specific policy proposals could help improve transfer practices for teacher welfare.
Assignment 4 Public Leadership PresentationDue Week 10 and wort.docxbraycarissa250
Assignment 4: Public Leadership Presentation
Due Week 10 and worth 150 points
Condense information from Assignments 1, 2, 3, and additional criteria in order to develop a creative and appealing PowerPoint presentation.
Create a ten to twelve (10-12) slide presentation in which you:
1. Create a title slide and references section (as indicated in the format requirements below).
2. Narrate each slide, using a microphone, indicating what you would say if you were actually presenting in front of an audience. Note: If you do not have access to a microphone, then you should provide detailed speaker notes with your presentation.
3. Briefly summarize your idea of a public leader. Cite experiences and research to support your assertions.
4. Discuss the specific leadership theories and styles that support your definition of a public leader. Provide a rationale to support your answer.
5. Discuss gender diversity in the workplace, including the increasing numbers of women in the workplace and leadership positions. What are the main barriers to women’s political participation and expression? What is the role of government and political parties to address this gap?
6. Predict three (3) public leadership trends that you believe will be particularly significant within the next decade.
7. What is the most important idea that you have learned in the course? How can you apply what you have learned? What will you do with whom, where, when, and, most important, why?
8. Include at least four (4) peer-reviewed references (no more than 1 year old) from material outside the textbook. Note: Appropriate peer-reviewed references include scholarly articles and government websites. Wikipedia, other wikis, and any other websites ending in anything other than “.gov” do not qualify as academic resources.
Your assignment must follow these formatting requirements:
· Include a title slide containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The title slide is not included in the required slide length.
· Include a reference slide containing the sources that were consulted while completing research on the selected topic, listed in APA format. The reference slide is not included in the required slide length.
· Format the PowerPoint presentation with headings on each slide, two to three (2-3) colors, two to three (2-3) fonts, and two to three (2-3) relevant graphics (photographs, graphs, clip art, etc.), ensuring that the presentation is visually appealing and readable from eighteen (18) feet away. Check with your professor for any additional instructions.
· Slides should abbreviate the information in no more than five or six (5 or 6) bullet points each.
· Slide titles should be based on the criteria being summarized (e.g., “Four Key Attributes,” “Responses to Budget Issues,” etc.).
Running head: MANAGING PEOPLE THROUGH CHANGE
MANAGING PEOPLE THROUGH CHANGE ...
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Stakeholders’ Preparedness of School Teaching and Learning Conditions to Faci...ijtsrd
Change and transition processes are complex. As a result, the implementers tend to be reluctant in executing them. Education in Kenya has evolved with time in an effort to meet the needs of the changing times to attain quality standards. However, policy changes in the education sector have been both a success as well as have experienced failures in their implementation. Kenya’s education system is currently transitioning from 8 4 4 to the Competency Based Curriculum CBC which is in its implementation stage following a one year pilot. This study sought to investigate the Stakeholders’ preparedness of school teaching and learning conditions to facilitate transition from 8 4 4 to Competency Based Curriculum in Bungoma, Kenya. The study was anchored on Kotters eight step model theory that defines the manner of handling change in an organization and used descriptive research design due to its appropriateness in identifying characteristics, frequencies, trends, correlations and categories of the variables under study. The population under study was divided into separate clusters from which a probability sample was drawn. The target population of 3,159 was used and samples were drawn from the target population with the use of systematic random sampling and purposive sampling techniques. Further, data was collected by use of questionnaires, interview guides and document analysis guide. Cecilia Osyanju Namuyemba | Dr. Simon Kipsemon Kipkenei | Prof. Julius Kiprop Maiyo "Stakeholders’ Preparedness of School Teaching and Learning Conditions to Facilitate Transition from 8-4-4 to Competency Based Curriculum in Bungoma, Kenya" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-1 , December 2021, URL: https://www.ijtsrd.com/papers/ijtsrd47840.pdf Paper URL: https://www.ijtsrd.com/humanities-and-the-arts/social-science/47840/stakeholders’-preparedness-of-school-teaching-and-learning-conditions-to-facilitate-transition-from-844-to-competency-based-curriculum-in-bungoma-kenya/cecilia-osyanju-namuyemba
Educational administration between reality and hopejournal ijrtem
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This document provides background information and outlines the scope of a proposed thesis that will investigate the lived experiences of neophyte (new) school heads in Leyte, Philippines. The study aims to understand the challenges faced by new school administrators and how they cope. It will interview heads from 4 schools who have served 2-5 years. The theoretical frameworks of symbolic interactionism and organizational adaptation theory will be used. The significance of the study is that it could help DepEd and other stakeholders better support new school leaders in managing schools.
This document summarizes a research paper on the certification process for non-civil servant teachers in madrasah ibtidaiyah (Islamic primary schools) in Tangerang District, Indonesia. The research finds that some teachers have falsified documents like diplomas to meet certification requirements or manipulate other data. There are issues with the validity and accuracy of teacher portfolios used for certification assessments. While certification aims to improve teacher quality, the current portfolio-based approach in Indonesia has actually increased the potential for data manipulation and not properly evaluated teacher competence. Reforms are needed to strengthen the certification process and reduce fraudulent practices.
The document summarizes the results of a survey of 160 Hawaii public school principals regarding their work environment and responsibilities. Key findings include:
- 87.7% of principals disagreed that the Hawaii Department of Education provides sufficient support systems for principals as required.
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A Critical Review of The Future SACE Review Report Ronglin Yao
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The Influence Of Individual Characteristics And Job Characteristics On Vocati...iosrjce
This study explores the relationship between individual characteristics, job characteristics with job
satisfaction of teachers in vocational schools at the Province of North Sumatera, Indonesia. The sample size of
this study was obtained using the proportional random sampling which further resulting a total number of 166
teachers who were found having the expected qualification in Mechanical Engineering subject. The hypotheses
tests based on the path analysis on the research model revealed that individual characteristics and job
characteristics. The results showed that : 1) Individual characteristics directly affect the job satisfaction of
vocational teachers in North Sumatra, and 2). Job characteristics directly affect the job satisfaction of teachers
of vocational schools in North Sumatra.
Impact of school facilities and teachers’ training on child education: Evidence from Balochistan and KP
Syed Shujaat Ahmed, Asif Javed, Rabia Manzoor, Vaqar Ahmed and Duaa-e-Zahra Shah
September 2021
SDPI working paper # 190
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This document summarizes a report on effective school governance. It finds that the most effective governing bodies 1) have positive relationships with school leaders based on trust and transparency, 2) are well-informed about student achievement through high-quality data, and 3) provide meaningful support and challenge to school leaders through regular monitoring and questioning. The report identifies several key characteristics of outstanding governance, including efficient use of time, clear roles and responsibilities, and a focus on continuous self-improvement.
This research intends to investigate the implementation and what indicator that is used in implementing the remuneration of government and non-government educational staff in the university with the general service institution status. This research is conducted in Faculty of Engineering, University of Brawijaya, Malang-Indonesia. Location shows that the social situation which is categorized by three unsure that are location that is Faculty of Engineering, University of Brawijaya, perpetrator that is educational staff of Engineering Faculty, University of Brawijaya that accepts the remuneration, and activity that is the remuneration process. The research method uses the models of Miles and Huberman that is through the process of data reduction, data presentation, conclusion, and triangulation. This research is hoped to be able to analyze how the implementation is by accurate, equitable, and feasible based on the staff performance and then to propose a recommendation of educational staff remuneration system, so the remuneration system later is applied regarding to the available principals and the rules that have been applied. The result shows that in reality, in the implementation of the remuneration based on the performance in Faculty of Engineering University of Brawijaya, there is still a problem such as there is a difference between the remuneration that is accepted by government and non-government employee. In addition, there has not been objective and transparent in giving the rating weight in the duty letter
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An Evaluation Of The New School Administrator Assignment System Applied In Recent Years In Turkey
1. 75
International Journal of Learning, Teaching and Educational Research
Vol. 15, No. 5, pp. 75-102, April 2016
An Evaluation of the New School Administrator
Assignment System Applied in Recent Years in
Turkey
Tarık SOYDAN
Ankara University, Faculty of Educational Sciences
Ankara, Turkey
Abstract. As in a range of fields of the public life, an extensive
reconstruction process within the education field is ongoing in today‟s
Turkey and the changes made upon the educational administrator
appointment/assignment system constitute one of the major dimensions
of this process. Educational administrator appointment/assignment
system in Turkey is a field where new regulations have been prepared,
where numerous circulars have been issued and where extensive
changes have been made upon all along the time. However, the changes
made nowadays are on a level having an effect on all the school system
radically by means of their sizes and qualities. This study, in which the
new school administrator assignment system in Turkey is evaluated
based on the views of the school administrators and teachers in terms of
providing an objective evaluation, making a selection based on
competences, improving the effectiveness of the school system and
encouraging the school administrators and the teachers for professional
development, is a qualitative research based on a survey model. Semi-
structured interview and focus group interview techniques were used as
the qualitative research techniques in this study. Working group of this
study was consisted of teachers and school administrators who served at
the state primary schools, secondary schools and high schools in 2014-
2015 school year. Interviews were done with 34 people and a focus
group discussion with 12 people was carried out within the scope of the
study. As a result of the study, it was found out that the participants
who have already taken administrative roles consider the system
majorly positively while the other participants consider it clearly
negatively. Doubts and criticisms of the participants, who took on
administrative roles before the new assignment system but who were
eliminated during the revaluation stage and appointed as teachers,
towards the new system are more intense.
Keywords: School administrator; educational administrator
appointment/assignment system; objectivity; competence; effectiveness.