F5 conference form for all employees 7.25.09
•Download as DOC, PDF•
0 likes•117 views
This form is used by supervisors to meet with employees to discuss performance issues or provide feedback. It includes fields for the employee and supervisor information, a description of the event or concern being addressed, a resolution plan with timeline, and space for employee comments. The completed form becomes part of the employee's personnel file.
Report
Share
Report
Share
Recommended
Small Improvements: Performance Reviews
This document describes the features of a performance review software called Small Improvements. The software allows managers to fill out self and manager assessments on one page using a customizable 2D graph. It provides convenient summary screens that can be printed or exported. Administrators can customize the performance review timeline, questions, ratings and graphs. The software also allows users to view team or company-wide data on a 2D graph and get an overview with pie charts and filtering options.
Bf Hr Performance Evaluation
This performance evaluation is for an employee at Columbia Theological Seminary. It rates the employee's performance in areas like job understanding, organizational skills, quality of work, and dependability. The evaluation also identifies the employee's major responsibilities and allows comments on their performance in factors like communication, initiative, and problem solving. Upon completion, the evaluation is signed by both the employee and evaluator to indicate it has been reviewed and discussed.
F2 personnel observation form 9.1.09
This personnel observation form is used to evaluate an employee's performance. It includes spaces to record the employee's name and position, the date and location of the observation, as well as the name and title of the evaluator. During the observation, notes are taken on the lesson or activity, and areas for reinforcement, improvement, and the employee's own comments are documented. The employee and evaluator sign and date the form, with the employee signature acknowledging receipt rather than agreement with the content.
IDENTIFYING INFORMATION EMPLOYEE’S NAMEPOSITION FORMDR.docx
Here is a one page, double spaced comparison of the State of Washington and Orange County appraisal forms/systems:
The State of Washington and Orange County utilize different performance appraisal forms and systems to evaluate their employees. The State of Washington form is more structured and quantitative, while the Orange County form allows for more narrative feedback.
The Washington form breaks performance down into specific "Core Competencies" that are each rated on a numeric scale from 1 to 4. It then calculates an overall competency rating by averaging the individual scores. Goals are also assigned numeric ratings of 0, 2, or 4 and averaged for a goal rating. The two ratings are then weighted and combined to calculate an overall performance rating.
In contrast
Employee performance phrases
In this file, you can ref free useful materials about employee performance phrases and other materials for employee performance review.
S Goldsberry - 2013 Performance Assessment - IH
Sue Goldsberry is being assessed for her performance from January 1st, 2013 to December 31st, 2013 as the Executive Administrative Assistant in the Jacksonville office.
She consistently exceeds expectations in acquiring job knowledge, adaptability, customer service, decision making, and maintaining confidentiality. Sue's main strengths are her willingness to work extra hours with little supervision and her ability to assist all departments.
One area of improvement is to cross-train with HR. Her supervisor recommends this training to further develop her skills. Overall, Sue receives positive reviews and is a valued member of the team.
Personal appraisal form
This document is an employee performance appraisal and development plan for Ebony FM. It contains sections to rate the employee's overall performance, significant performance dimensions such as initiative and teamwork, goals accomplished during the review period, and optional comments from the employee. For each dimension, the employee is rated on a scale from outstanding to unsatisfactory. The signatures of the employee, immediate supervisor, department head, and HR manager are required at the end of the appraisal.
Performance review phrases examples
In this file, you can ref free useful materials about performance review phrases examples and other materials for employee performance review.
Recommended
Small Improvements: Performance Reviews
This document describes the features of a performance review software called Small Improvements. The software allows managers to fill out self and manager assessments on one page using a customizable 2D graph. It provides convenient summary screens that can be printed or exported. Administrators can customize the performance review timeline, questions, ratings and graphs. The software also allows users to view team or company-wide data on a 2D graph and get an overview with pie charts and filtering options.
Bf Hr Performance Evaluation
This performance evaluation is for an employee at Columbia Theological Seminary. It rates the employee's performance in areas like job understanding, organizational skills, quality of work, and dependability. The evaluation also identifies the employee's major responsibilities and allows comments on their performance in factors like communication, initiative, and problem solving. Upon completion, the evaluation is signed by both the employee and evaluator to indicate it has been reviewed and discussed.
F2 personnel observation form 9.1.09
This personnel observation form is used to evaluate an employee's performance. It includes spaces to record the employee's name and position, the date and location of the observation, as well as the name and title of the evaluator. During the observation, notes are taken on the lesson or activity, and areas for reinforcement, improvement, and the employee's own comments are documented. The employee and evaluator sign and date the form, with the employee signature acknowledging receipt rather than agreement with the content.
IDENTIFYING INFORMATION EMPLOYEE’S NAMEPOSITION FORMDR.docx
Here is a one page, double spaced comparison of the State of Washington and Orange County appraisal forms/systems:
The State of Washington and Orange County utilize different performance appraisal forms and systems to evaluate their employees. The State of Washington form is more structured and quantitative, while the Orange County form allows for more narrative feedback.
The Washington form breaks performance down into specific "Core Competencies" that are each rated on a numeric scale from 1 to 4. It then calculates an overall competency rating by averaging the individual scores. Goals are also assigned numeric ratings of 0, 2, or 4 and averaged for a goal rating. The two ratings are then weighted and combined to calculate an overall performance rating.
In contrast
Employee performance phrases
In this file, you can ref free useful materials about employee performance phrases and other materials for employee performance review.
S Goldsberry - 2013 Performance Assessment - IH
Sue Goldsberry is being assessed for her performance from January 1st, 2013 to December 31st, 2013 as the Executive Administrative Assistant in the Jacksonville office.
She consistently exceeds expectations in acquiring job knowledge, adaptability, customer service, decision making, and maintaining confidentiality. Sue's main strengths are her willingness to work extra hours with little supervision and her ability to assist all departments.
One area of improvement is to cross-train with HR. Her supervisor recommends this training to further develop her skills. Overall, Sue receives positive reviews and is a valued member of the team.
Personal appraisal form
This document is an employee performance appraisal and development plan for Ebony FM. It contains sections to rate the employee's overall performance, significant performance dimensions such as initiative and teamwork, goals accomplished during the review period, and optional comments from the employee. For each dimension, the employee is rated on a scale from outstanding to unsatisfactory. The signatures of the employee, immediate supervisor, department head, and HR manager are required at the end of the appraisal.
Performance review phrases examples
In this file, you can ref free useful materials about performance review phrases examples and other materials for employee performance review.
Performance appraisals HR PPT @ MBA
The document provides guidance on conducting performance reviews at the department or unit level. It outlines the performance management process which includes goal setting, mid-year and end-of-year reviews. It describes how to measure performance through goals and competencies. The process for completing written performance appraisals is also outlined, including rating performance factors, calculating overall ratings, seeking approvals, and preparing for and conducting review meetings.
Performance review Appraisal
The document provides guidelines for conducting annual performance reviews between managers and employees. It outlines a multi-step process for reviews, including the employee completing a self-appraisal, discussing goals and expectations, having the manager assess and rate the employee's skills and performance, developing a growth plan, and setting new goals for the coming review period. The overall aim is to facilitate constructive feedback to improve employee development and organizational success.
Job Analysis Template #1 Your Position Title ________.docx
Job Analysis: Template #1
Your Position Title _________________________________
Date __________________
Your Name _______________________________
Managers Title _____________________________
Managers Name _______________________ Hours Worked ______________________
1. What is the general purpose of your position?
2. What was your last position? If it was in another organization, please name it.
3. To what position would you normally be promoted?
4. If you regularly supervise others, list them by name and position title.
5. If you supervise others, please check those activities that are part of your supervisory
responsibilities:
O Hiring
O Promoting
O Compensating
O Training
O Budgeting
O Disciplining
O Scheduling
O Directing
O Terminating
O Developing
O Measuring Performance
O Other
6. Job Responsibilities: Please describe what you do. Indicate those responsibilities you consider to
be most important and/or most difficult. Please use a separate sheet if necessary.
a. Daily responsibilities:
b. Periodic responsibilities (Please indicate whether weekly, monthly, quarterly, etc.):
c. How long have you been performing these responsibilities?
d. Are you now performing unnecessary responsibilities? If yes, please describe.
e. Should you be performing duties that are not currently included in your responsibilities? If yes,
please describe.
7. EDUCATION: Please check the educational requirements for your position, not your own
educational background.
O High school diploma or equivalent
O Associates degree
O Bachelors degree
O Masters degree
O Professional license/specialized training
List advanced degrees, special training, or specific professional license.
Please indicate the education you had when you started this position.
8. EXPERIENCE: Please specify the amount needed to perform your responsibilities.
O No experience
O One to three years
O One month to six months
O Three to five years
O Seven months to one year
O Five to ten years
Please indicate the experience you had when you started this position.
9. SKILL: Please list any skills required in the performance of your position. (For example, amount of
accuracy, alertness, precision in working with described tools, methods, systems, etc.)
10. EQUIPMENT: If your position requires you to use any equipment and/or programs, please list the
equipment and check how often you use it. Please use a separate sheet if necessary.
Equipment/Programs Rarely Occasionally Frequently
a.
b.
c.
Job Analysis: Template #2
Job Title:
Department:
Reports to:
Section:
Employee(s) interviewed for this analysis:
Job title:
Date:
1.
2.
3.
1. Basic Functions and Scope of Job: Please ...
Performance appraisal discussion
In this file, you can ref useful information about performance appraisal discussion such as performance appraisal discussion methods, performance appraisal discussion tips, performance appraisal discussion forms, performance appraisal discussion phrases … If you need more assistant for performance appraisal discussion, please leave your comment at the end of file.
Performance Appraisal Report
This document provides an overview of the performance appraisal process. It discusses goal setting, planning and reviewing performance throughout the year. Performance is measured based on results and demonstrated competencies. The written performance appraisal involves self-evaluations, rating performance factors, setting goals and getting approvals. The performance review meeting involves discussing evaluations and developing plans. Employees provide feedback and the completed reviews are delivered with an opportunity for comments. The process aims to answer questions for employees on their performance and development.
Performance appraisal forms
The document discusses performance appraisal forms and their importance in the performance review process. It explains that the forms provide the foundation for feedback and the employee's final rating. They also facilitate human resources decisions and career development planning. When filling out the forms, managers should be objective, carefu, and focus on the employee's future potential. All guidelines must be followed sincerely. Managers should prepare with details of the employee's performance standards, responsibilities, and past evaluations in order to provide unambiguous ratings and substantiate them with supporting documents. The forms are just part of the appraisal process, so the discussion should also focus on resolving work problems and barriers to success.
Employee performance review phrases
In this file, you can ref free useful materials about employee performance review phrases and other materials for employee performance review.
Effective phrases for performance reviews
In this file, you can ref free useful materials about effective phrases for performance reviews and other materials for employee performance review.
Annual performance review
This document outlines the instructions and process for conducting an annual employee performance review. It includes sections for evaluating an employee's performance on primary job responsibilities and factors like quality of work, initiative, and problem solving. Goals and objectives from the review period are also assessed. The review is signed by both the employee and supervisor and then submitted to Human Resources.
Gathering performance information
The document discusses performance appraisal forms and their components. It describes the typical sections in appraisal forms which include basic employee information, objectives and standards, competencies, achievements, development goals, stakeholder input, employee comments and signatures. It also discusses characteristics of effective forms like simplicity, relevancy, descriptiveness, adaptability and comprehensiveness. The document outlines factors to consider in rater training programs like providing information on how the performance system works, addressing rater motivations, and teaching skills like identifying, observing and evaluating performance.
Sample performance review phrases
In this file, you can ref free useful materials about dogcare manager and other materials for employee performance review.
Appraisal writing phrases
In this file, you can ref free useful materials about appraisal writing phrases and other materials for employee performance review.
Sample job description (for format and content) job ti
The supervisor plans goals and allocates resources to achieve them. They supervise employees, providing feedback and coaching to develop their skills. The supervisor must maintain accurate records and coordinate with others to optimize the use of organizational resources.
Custom Performance Appraisal Review Form
This employee performance appraisal form reviews an employee's performance over a specified period. It contains 6 sections that evaluate the employee's responsibilities, core competencies, feedback from stakeholders, developmental goals, future goals, and comments. The goal of the review is to help the employee succeed in their career by improving performance and meeting expectations. Ratings are provided to assess performance in each area reviewed.
Performance phrases examples
In this file, you can ref free useful materials about performance phrases examples and other materials for employee performance review.
Employee performance review_package
This performance review package provides forms and guidance for evaluating employee performance. It includes 9 forms for conducting performance reviews, 2 forms for probation reviews, 2 forms for employee self-evaluations, and templates for documenting performance issues and warnings. The package explains how to prepare for a review, including gathering relevant documents and providing drafts for employee input. It also provides tips for handling common employee behaviors during reviews such as defensiveness, anger, or lack of response. The goal is to facilitate a constructive review process through open communication.
Employee performance review_package
This performance review package provides several forms to evaluate employee performance. The forms address key areas such as job knowledge, quality of work, attendance, communication skills, and goals. The documents provide guidance on conducting effective performance reviews, including preparing, handling different employee behaviors, and follow-up. The package aims to help managers smoothly and successfully evaluate, record, and communicate with employees about their work.
Employee performance review_package - copy
This performance review package provides several forms to evaluate employee performance. The forms address key areas such as job knowledge, quality of work, attendance, communication skills, and goals. Managers are advised to prepare for reviews by gathering relevant documents and avoiding biases. The package also offers tips for handling employee behaviors during reviews and instructions for closing and following up after reviews.
ROWE
This presentation is offering information on how an organization can transition from their current organizational culture and processes to a Results-Only Working Environment. This new working environment allows employees the ultimate freedom in controlling and scheduling their time to have a greater work-life balance. I created this presentation for my current internship with JumpStart: HR.
Performance Management Paper
The performance feedback form is designed to support employee growth and development. It includes ratings for critical job tasks, identification of strengths and areas for growth with examples and competencies, and goals. The manager collects feedback from their experiences and team members to evaluate the employee's performance semiannually using this form. Both the manager and employee provide ratings which are discussed, with the manager's rating as the final decision. However, employees can appeal ratings to HR. The process aims to have open communication and determine if employees are developing and should be retained. The form was evaluated positively overall for supporting development and communication between managers and employees.
Kim marshall nola time man june 30,2010
This document discusses effective time management strategies for school principals. It emphasizes having a laser-like focus on student achievement and executing on a few "Big Rocks" or high priority projects each year that will most improve teaching and learning. Principals must first diagnose the biggest issues in their schools through a needs assessment to identify no more than 2-3 major priority projects to work on annually. They then set measurable goals for these projects and develop a research-based theory of action and action plan to achieve the goals. Principals must communicate these priorities to staff and say no to less important tasks that don't support the Big Rocks. Regularly evaluating priorities and progress against goals is key to maximizing impact on student outcomes
Eagle faq
The Eagle Academy for Young Men at Ocean Hill strives to create a supportive learning environment that enables students to become globally conscious and competitive. As a single-sex public school for grades 6-12, it uses an International Baccalaureate curriculum and house model to support students academically and socially. Eagle Academy offers various academic programs, sports, arts, and college preparation to motivate students and develop well-rounded young men for higher education.
More Related Content
Similar to F5 conference form for all employees 7.25.09
Performance appraisals HR PPT @ MBA
The document provides guidance on conducting performance reviews at the department or unit level. It outlines the performance management process which includes goal setting, mid-year and end-of-year reviews. It describes how to measure performance through goals and competencies. The process for completing written performance appraisals is also outlined, including rating performance factors, calculating overall ratings, seeking approvals, and preparing for and conducting review meetings.
Performance review Appraisal
The document provides guidelines for conducting annual performance reviews between managers and employees. It outlines a multi-step process for reviews, including the employee completing a self-appraisal, discussing goals and expectations, having the manager assess and rate the employee's skills and performance, developing a growth plan, and setting new goals for the coming review period. The overall aim is to facilitate constructive feedback to improve employee development and organizational success.
Job Analysis Template #1 Your Position Title ________.docx
Job Analysis: Template #1
Your Position Title _________________________________
Date __________________
Your Name _______________________________
Managers Title _____________________________
Managers Name _______________________ Hours Worked ______________________
1. What is the general purpose of your position?
2. What was your last position? If it was in another organization, please name it.
3. To what position would you normally be promoted?
4. If you regularly supervise others, list them by name and position title.
5. If you supervise others, please check those activities that are part of your supervisory
responsibilities:
O Hiring
O Promoting
O Compensating
O Training
O Budgeting
O Disciplining
O Scheduling
O Directing
O Terminating
O Developing
O Measuring Performance
O Other
6. Job Responsibilities: Please describe what you do. Indicate those responsibilities you consider to
be most important and/or most difficult. Please use a separate sheet if necessary.
a. Daily responsibilities:
b. Periodic responsibilities (Please indicate whether weekly, monthly, quarterly, etc.):
c. How long have you been performing these responsibilities?
d. Are you now performing unnecessary responsibilities? If yes, please describe.
e. Should you be performing duties that are not currently included in your responsibilities? If yes,
please describe.
7. EDUCATION: Please check the educational requirements for your position, not your own
educational background.
O High school diploma or equivalent
O Associates degree
O Bachelors degree
O Masters degree
O Professional license/specialized training
List advanced degrees, special training, or specific professional license.
Please indicate the education you had when you started this position.
8. EXPERIENCE: Please specify the amount needed to perform your responsibilities.
O No experience
O One to three years
O One month to six months
O Three to five years
O Seven months to one year
O Five to ten years
Please indicate the experience you had when you started this position.
9. SKILL: Please list any skills required in the performance of your position. (For example, amount of
accuracy, alertness, precision in working with described tools, methods, systems, etc.)
10. EQUIPMENT: If your position requires you to use any equipment and/or programs, please list the
equipment and check how often you use it. Please use a separate sheet if necessary.
Equipment/Programs Rarely Occasionally Frequently
a.
b.
c.
Job Analysis: Template #2
Job Title:
Department:
Reports to:
Section:
Employee(s) interviewed for this analysis:
Job title:
Date:
1.
2.
3.
1. Basic Functions and Scope of Job: Please ...
Performance appraisal discussion
In this file, you can ref useful information about performance appraisal discussion such as performance appraisal discussion methods, performance appraisal discussion tips, performance appraisal discussion forms, performance appraisal discussion phrases … If you need more assistant for performance appraisal discussion, please leave your comment at the end of file.
Performance Appraisal Report
This document provides an overview of the performance appraisal process. It discusses goal setting, planning and reviewing performance throughout the year. Performance is measured based on results and demonstrated competencies. The written performance appraisal involves self-evaluations, rating performance factors, setting goals and getting approvals. The performance review meeting involves discussing evaluations and developing plans. Employees provide feedback and the completed reviews are delivered with an opportunity for comments. The process aims to answer questions for employees on their performance and development.
Performance appraisal forms
The document discusses performance appraisal forms and their importance in the performance review process. It explains that the forms provide the foundation for feedback and the employee's final rating. They also facilitate human resources decisions and career development planning. When filling out the forms, managers should be objective, carefu, and focus on the employee's future potential. All guidelines must be followed sincerely. Managers should prepare with details of the employee's performance standards, responsibilities, and past evaluations in order to provide unambiguous ratings and substantiate them with supporting documents. The forms are just part of the appraisal process, so the discussion should also focus on resolving work problems and barriers to success.
Employee performance review phrases
In this file, you can ref free useful materials about employee performance review phrases and other materials for employee performance review.
Effective phrases for performance reviews
In this file, you can ref free useful materials about effective phrases for performance reviews and other materials for employee performance review.
Annual performance review
This document outlines the instructions and process for conducting an annual employee performance review. It includes sections for evaluating an employee's performance on primary job responsibilities and factors like quality of work, initiative, and problem solving. Goals and objectives from the review period are also assessed. The review is signed by both the employee and supervisor and then submitted to Human Resources.
Gathering performance information
The document discusses performance appraisal forms and their components. It describes the typical sections in appraisal forms which include basic employee information, objectives and standards, competencies, achievements, development goals, stakeholder input, employee comments and signatures. It also discusses characteristics of effective forms like simplicity, relevancy, descriptiveness, adaptability and comprehensiveness. The document outlines factors to consider in rater training programs like providing information on how the performance system works, addressing rater motivations, and teaching skills like identifying, observing and evaluating performance.
Sample performance review phrases
In this file, you can ref free useful materials about dogcare manager and other materials for employee performance review.
Appraisal writing phrases
In this file, you can ref free useful materials about appraisal writing phrases and other materials for employee performance review.
Sample job description (for format and content) job ti
The supervisor plans goals and allocates resources to achieve them. They supervise employees, providing feedback and coaching to develop their skills. The supervisor must maintain accurate records and coordinate with others to optimize the use of organizational resources.
Custom Performance Appraisal Review Form
This employee performance appraisal form reviews an employee's performance over a specified period. It contains 6 sections that evaluate the employee's responsibilities, core competencies, feedback from stakeholders, developmental goals, future goals, and comments. The goal of the review is to help the employee succeed in their career by improving performance and meeting expectations. Ratings are provided to assess performance in each area reviewed.
Performance phrases examples
In this file, you can ref free useful materials about performance phrases examples and other materials for employee performance review.
Employee performance review_package
This performance review package provides forms and guidance for evaluating employee performance. It includes 9 forms for conducting performance reviews, 2 forms for probation reviews, 2 forms for employee self-evaluations, and templates for documenting performance issues and warnings. The package explains how to prepare for a review, including gathering relevant documents and providing drafts for employee input. It also provides tips for handling common employee behaviors during reviews such as defensiveness, anger, or lack of response. The goal is to facilitate a constructive review process through open communication.
Employee performance review_package
This performance review package provides several forms to evaluate employee performance. The forms address key areas such as job knowledge, quality of work, attendance, communication skills, and goals. The documents provide guidance on conducting effective performance reviews, including preparing, handling different employee behaviors, and follow-up. The package aims to help managers smoothly and successfully evaluate, record, and communicate with employees about their work.
Employee performance review_package - copy
This performance review package provides several forms to evaluate employee performance. The forms address key areas such as job knowledge, quality of work, attendance, communication skills, and goals. Managers are advised to prepare for reviews by gathering relevant documents and avoiding biases. The package also offers tips for handling employee behaviors during reviews and instructions for closing and following up after reviews.
ROWE
This presentation is offering information on how an organization can transition from their current organizational culture and processes to a Results-Only Working Environment. This new working environment allows employees the ultimate freedom in controlling and scheduling their time to have a greater work-life balance. I created this presentation for my current internship with JumpStart: HR.
Performance Management Paper
The performance feedback form is designed to support employee growth and development. It includes ratings for critical job tasks, identification of strengths and areas for growth with examples and competencies, and goals. The manager collects feedback from their experiences and team members to evaluate the employee's performance semiannually using this form. Both the manager and employee provide ratings which are discussed, with the manager's rating as the final decision. However, employees can appeal ratings to HR. The process aims to have open communication and determine if employees are developing and should be retained. The form was evaluated positively overall for supporting development and communication between managers and employees.
Similar to F5 conference form for all employees 7.25.09 (20)
Job Analysis Template #1 Your Position Title ________.docx
Job Analysis Template #1 Your Position Title ________.docx
Sample job description (for format and content) job ti
Sample job description (for format and content) job ti
More from gnonewleaders
Kim marshall nola time man june 30,2010
This document discusses effective time management strategies for school principals. It emphasizes having a laser-like focus on student achievement and executing on a few "Big Rocks" or high priority projects each year that will most improve teaching and learning. Principals must first diagnose the biggest issues in their schools through a needs assessment to identify no more than 2-3 major priority projects to work on annually. They then set measurable goals for these projects and develop a research-based theory of action and action plan to achieve the goals. Principals must communicate these priorities to staff and say no to less important tasks that don't support the Big Rocks. Regularly evaluating priorities and progress against goals is key to maximizing impact on student outcomes
Eagle faq
The Eagle Academy for Young Men at Ocean Hill strives to create a supportive learning environment that enables students to become globally conscious and competitive. As a single-sex public school for grades 6-12, it uses an International Baccalaureate curriculum and house model to support students academically and socially. Eagle Academy offers various academic programs, sports, arts, and college preparation to motivate students and develop well-rounded young men for higher education.
Christman j making_the_most_of_interim_assessment_data
1) Research for Action examines the use and impact of interim assessment data (called Benchmarks in Philadelphia) in elementary schools in the School District of Philadelphia. Philadelphia was an early adopter of interim assessments, implementing them district-wide in 2003.
2) Unraveling the benefits of interim assessment data on improving student learning is a complex task. While some claim interim assessments can guide instruction, others argue there is little evidence they improve achievement and that true formative assessments must be embedded in classroom instruction.
3) This report uses teacher surveys, student achievement data, and school observations/interviews to examine factors like leadership, teacher collaboration, and investment in the curriculum that may influence the impact of Benchmarks on learning
I leap leap 7-12 power point presentation
This document provides a table of contents for graphic organizers for standardized testing in Louisiana for grades 7 through 11. It lists the tests, subjects, and grades covered, including the iLEAP for grades 7 through 9, LEAP for grade 8, and GEE for grades 10 and 11. The graphic organizers contain information gathered from LDOE assessment guides to help teachers plan instruction aligned to test content and standards.
Medard h. nelson walkthrough observation notes
The document contains observation notes from a classroom walk-through. It summarizes the teacher and student behaviors observed related to classroom management and culture as well as instructional planning and delivery. Key strengths and areas for improvement are noted for each. The observer also provides general comments, key takeaways, and potential action steps to discuss with the teacher.
Medard h nelson focus observation notes
This focus observation form documents a classroom observation with notes on the mastery objective, focus area, key take-aways on strengths and areas for growth, and potential action steps. The observer and teacher sign off to confirm the discussion and next steps.
Mays prep the roundtable issue v (the year-in-review)
Mays Preparatory School saw significant academic growth in its first year. Students made an average of 1-2 years' worth of reading progress based on STEP literacy assessment results. The school adopted the STEP program, hired a reading interventionist, and changed schedules to focus on literacy.
Mays Prep opened its doors for the first time in August 2009 as one of New Orleans' first transformation charter schools. It aimed to gradually transform a previously low-performing school. The school received a $250,000 grant from the Walton Family Foundation, which believes in the school's model and leadership.
Improving adolescent literacy
This document provides recommendations for improving adolescent literacy based on a review of research evidence. It is intended for educators working with students in grades 4-12. The recommendations are: 1) Provide explicit vocabulary instruction; 2) Provide direct comprehension strategy instruction; 3) Provide opportunities for extended discussion of text meaning; 4) Increase student motivation and engagement; and 5) Make intensive, individualized interventions available for struggling readers. Each recommendation is accompanied by a discussion of the supporting evidence and examples for implementation.
Mays prep the roundtable issue viii
The document summarizes news from Benjamin E. Mays Preparatory School. It discusses how the school will soon move from temporary trailers into the historic William Frantz Elementary School building. This building holds significance as the site of Ruby Bridges' desegregation of schools in 1964. The new building will be renovated with modern facilities like science labs and a gym. The move honors the building's legacy while providing students with an improved learning environment. It also highlights a teacher who spoke at a conference and partnerships that enabled a holiday gift drive for students and families.
Mays prep the roundtable issue vii
Mays Preparatory School has increased enrollment by 20% this year and is focused on preparing students for success in high school and college. The school recruited new students through family visits to the school and glowing recommendations from current parents. This year, third graders will take the iLEAP exam, which will be closely watched. Additionally, Mays Prep and New Orleans schools stand to benefit from a $650 million federal grant awarded to the New Schools for New Orleans nonprofit and $1.8 billion in FEMA funds to rebuild schools damaged by Hurricane Katrina.
Dragon tales 9 20-2010
1) The principal expresses pride in the teachers for completing interim assessments by the deadline and thanks them for their efforts.
2) The first interval of student assessments is now complete and teachers are expected to analyze results by specific upcoming dates to inform reteaching.
3) The principal commits to remaining at the school for the long term to achieve the vision of all students achieving proficiency.
4) A new procedure is implemented for student seating on buses to reduce talking.
Dragon tales 9 13-2010
The document discusses several topics related to the upcoming school week at McDonogh 26:
1) Collaborative planning time will be reduced to allow teachers to complete required assessments.
2) The school is embarking on a journey to improve student achievement but current proficiency rates are unacceptably low. Everyone must work together to reach the goal of all students achieving proficiency.
3) An upcoming collaborative planning session will focus on lesson planning using a new template and bringing necessary materials.
Dragon tales 8 30-2010
The principal provides an update on the upcoming school year at McDonogh 26. Key points include thanking the staff for their commitment to students, emphasizing the school's mission to increase performance scores by 20% in all subjects, and announcing important upcoming dates. Teachers are asked to sign up for committees to support the school's goals and priorities for the year.
Dragon tales 8 16-2010
This document provides information about the start of the school year at McDonogh 26, including thanks to staff for their dedication, a focus on purposeful planning and small group instruction, signups for committees, and instructional goals for the week. Teachers are reminded that their colleagues are a resource and asked to ensure their lesson plans incorporate objectives, small group structures, and alignment to standards and assessments. The impact of teacher effectiveness on student achievement is illustrated, and staff are asked what they are doing to help achieve 20% growth in each subject area.
Dragon tales 9 6-2010
The document provides an update on professional development activities at a school. It recognizes staff for improving lesson plans to include mastery objectives. Upcoming meetings and important dates are listed, including interim assessments and parent-teacher conferences. Instructional priorities for the upcoming week focus on purposeful planning, mastery objectives, and small group instruction. One teacher, Mrs. Davis, is praised for taking initiative to research mastery objectives online to help other teachers.
Lt meeting
The document outlines an agenda for a leadership team meeting at Live Oak school. The agenda includes:
- Identifying elements of high-performing teams and comparing principal-led vs. teacher-led teams
- Watching and discussing two videos about effective teams
- Reflecting on personal strengths and weaknesses in building effective teams
- Creating an action plan for professional development to improve team leadership skills
Pd team building_handbook ppt
The document summarizes the agenda and activities for the first day of professional development at Albert Wicker Literacy Academy. It included introductory activities, team building exercises focused on personality types and effective collaboration, an overview of the school handbook, and establishing norms and procedures for behavior management. Staff were also assigned homework of reviewing discipline scenarios and the handbook in preparation for the next session.
Doug lemov handouts
Here are the key points about buy-in from the training:
- Buy-in from teachers is an outcome of effective training and supervision, not a pre-condition.
- In traditional districts, buy-in is often assumed up front which can undermine the training process.
- Charter schools don't have to get buy-in first since they select teachers who are open to being trained effectively.
- The goal of training is to build mastery of techniques, not immediate comfort or agreement. Mastery leads to buy-in.
- An effective trainer focuses on the work, not feelings, and addresses resistance respectfully without being derailed.
- Over time, as teachers see results from techniques,
More from gnonewleaders (20)
Christman j making_the_most_of_interim_assessment_data
Christman j making_the_most_of_interim_assessment_data
Mays prep the roundtable issue v (the year-in-review)
Mays prep the roundtable issue v (the year-in-review)
Recently uploaded
Chapter wise All Notes of First year Basic Civil Engineering.pptx
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
How to Make a Field Mandatory in Odoo 17
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
How to Setup Warehouse & Location in Odoo 17 Inventory
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
-------------------------------------------------------------------------------
Find out more about ISO training and certification services
Training: ISO/IEC 27001 Information Security Management System - EN | PECB
ISO/IEC 42001 Artificial Intelligence Management System - EN | PECB
General Data Protection Regulation (GDPR) - Training Courses - EN | PECB
Webinars: https://pecb.com/webinars
Article: https://pecb.com/article
-------------------------------------------------------------------------------
For more information about PECB:
Website: https://pecb.com/
LinkedIn: https://www.linkedin.com/company/pecb/
Facebook: https://www.facebook.com/PECBInternational/
Slideshare: http://www.slideshare.net/PECBCERTIFICATION
Walmart Business+ and Spark Good for Nonprofits.pdf
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Aberdeen
Reimagining Your Library Space: How to Increase the Vibes in Your Library No ...
Librarians are leading the way in creating future-ready citizens – now we need to update our spaces to match. In this session, attendees will get inspiration for transforming their library spaces. You’ll learn how to survey students and patrons, create a focus group, and use design thinking to brainstorm ideas for your space. We’ll discuss budget friendly ways to change your space as well as how to find funding. No matter where you’re at, you’ll find ideas for reimagining your space in this session.
BÀI TẬP BỔ TRỢ TIẾNG ANH LỚP 9 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2024-2025 - ...
BÀI TẬP BỔ TRỢ TIẾNG ANH LỚP 9 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2024-2025 - ...Nguyen Thanh Tu Collection
https://app.box.com/s/tacvl9ekroe9hqupdnjruiypvm9rdaneLAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UP
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
Pengantar Penggunaan Flutter - Dart programming language1.pptx
Pengantar Penggunaan Flutter - Dart programming language1.pptx
How to Fix the Import Error in the Odoo 17
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
বাংলাদেশ অর্থনৈতিক সমীক্ষা (Economic Review) ২০২৪ UJS App.pdf
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
Hindi varnamala | hindi alphabet PPT.pdf
हिंदी वर्णमाला पीपीटी, hindi alphabet PPT presentation, hindi varnamala PPT, Hindi Varnamala pdf, हिंदी स्वर, हिंदी व्यंजन, sikhiye hindi varnmala, dr. mulla adam ali, hindi language and literature, hindi alphabet with drawing, hindi alphabet pdf, hindi varnamala for childrens, hindi language, hindi varnamala practice for kids, https://www.drmullaadamali.com
Wound healing PPT
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
Recently uploaded (20)
Chapter wise All Notes of First year Basic Civil Engineering.pptx
Chapter wise All Notes of First year Basic Civil Engineering.pptx
How to Setup Warehouse & Location in Odoo 17 Inventory
How to Setup Warehouse & Location in Odoo 17 Inventory
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
Walmart Business+ and Spark Good for Nonprofits.pdf
Walmart Business+ and Spark Good for Nonprofits.pdf
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...
Reimagining Your Library Space: How to Increase the Vibes in Your Library No ...
Reimagining Your Library Space: How to Increase the Vibes in Your Library No ...
BÀI TẬP BỔ TRỢ TIẾNG ANH LỚP 9 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2024-2025 - ...
BÀI TẬP BỔ TRỢ TIẾNG ANH LỚP 9 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2024-2025 - ...
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UP
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UP
Pengantar Penggunaan Flutter - Dart programming language1.pptx
Pengantar Penggunaan Flutter - Dart programming language1.pptx
Digital Artefact 1 - Tiny Home Environmental Design
Digital Artefact 1 - Tiny Home Environmental Design
বাংলাদেশ অর্থনৈতিক সমীক্ষা (Economic Review) ২০২৪ UJS App.pdf
বাংলাদেশ অর্থনৈতিক সমীক্ষা (Economic Review) ২০২৪ UJS App.pdf
NEWSPAPERS - QUESTION 1 - REVISION POWERPOINT.pptx
NEWSPAPERS - QUESTION 1 - REVISION POWERPOINT.pptx
F5 conference form for all employees 7.25.09
- 1. F5 CONFERENCE FORM This form should be used when any supervisor meets with an employee to discuss performance. This form may be used to provide feedback on areas that require improvement or areas to be commended. This form will become a part of the employee’s personnel file. Employee: Pers. # Position: School/Dept.: Date: Supervisor: Supervisor’s Title: Description of Event/Concern Be specific and concise. (Attach additional pages as needed) Resolution (Be specific and direct. Ensure that each action requested is measurable and achievable within the established timeline.) Timeline For Resolution Employee Comments My signature indicates that I have received a copy of this document. It does not indicate that I agree with the event(s) described. _____________________________________ ________________________________ Supervisor Date Employee Date