...Reading #1 Keeping Quality Teachers The Art of Retaining General and Special Education Teachers Building a Framework: The Role of the Administrator in Teacher Retention Working conditions cannot improve without a commitment from district and building level leadership. Superintendents, principals and special education administrators are key personnel in retaining teachers. In addition, the role of administration in retention and support for special educators is particularly crucial given a history of exclusion and isolation from general education that many special educators have experienced. Section One in this document summarizes the critical importance of administration in teacher retention.School leaders at all levels of education can use the resources and strategies in this document to strengthen their efforts to ensure that students learn with high quality teachers. It should be noted that the term “school leader” extends beyond the role of superintendent or principal. Often, assistant superintendents, vice principals, or others are responsible for certain areas and this needs to be acknowledged when reading the strategies that are recommended. Further, some issues discussed here are building level, while others are district level. The categories described in Section Two touch on most aspects of effective school leadership. Therefore, this section will describe administrative strategies specific to those categories. A more in-depth and complete description of...
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...Administration and Supervision of Industrial Education Institutions 1. Discuss scholarly the role of and concerns of school administration in response to education for all. The 1987 Constitution guarantees the right to education of every Filipino. It provided that, “The State shall protect and promote the right of all citizens to quality education at all levels and shall take appropriate steps to make education accessible to all.” As it is a mandate, it is also a challenge to the present and future school administrators in implementing the right of every Filipino citizen along with the movement led by UNESCO “Education for all”. What is the role of school administration in response to education for all? School administration plays a very important and vital role in the realization of education for all. School administration is a system that oversee the daily operations of school, colleges, universities or centers. Different systems are run by different administrators. Behind every school is a team of administrators that oversee everything, from curriculum development to budget and school discipline. In response to education for all, the role of school administration is to ensure that the educational system is tailor-made and modified to cater to the needs of individual children. As per UNESCO, Education for All Goals Goal 1 Expanding and improving comprehensive early childhood care and education, especially for the most vulnerable and disadvantaged children. ...
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...SCHOOL SUPERVISION Definition of School Supervision Supervision of any school ordinarily refers to the improvement of the total teaching-learning situation and the conditions that affect them. It is a socialized functions designs to improve instruction by working with the people who are working with the students/pupils. Supervision can also be defined in terms of function and purposes for which it shall be used as a) skills in leadership, b) skills in human relation, c) skill in group process, d) skill in personnel administration and e) skill in evaluation. Scope of School Supervision The major functions logically under school supervision can be cited as: Inspection. This is actually a study of school conditions, to discover problems or defects of the students, teachers, equipment, school curriculum, objectives and methods. This could be done via actual observation, educational tests, conference, questionnaires and checklists. Research. This has something to do to remedy the weaknesses of the solution to solve problems discovered. The supervisor should conduct research to discover means, methods and procedure fundamental to the success of supervision. The solutions discovered are then passed on the teachers. Training. This is acquainting teachers with solutions discovered in research through training. Training may take the form of demonstration teaching, workshops, seminars, classroom observations, individual or group conferences, intervisitation, professional...
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...Supervision and Instructional Leadership Benchmark Assessment Grand Canyon University EDA-551 Abstract A potential problem has occurred at a middle school where a young lady has witnessed pornographic pictures on a projection screen in technology class. The parent of the student has superintendent of the school. Administration is responsible for taking the appropriate action within the school. A plan of action will be implemented to bring this issue to a resolution and determine if there are any ramifications of the incident. Administration will determine if the teacher was at fault of it was negligence on the part of the school. In implementing a plan of action, the teacher will be subject to a professional development plan to improve classroom management. Once the professional development plan is completed, administration will make the determination if the teacher should be released of her duties at the middle school. Response to Letter Mrs. Robertson 130901 Hwy 27 South Lake Wales FL, 33898 March 22, 2015 Dear Mrs. Robertson: Thank you for bringing this incident to my attention. I take all matters, such as this very serious. This letter is to inform you that myself as well as school district personal will take action to investigate the allegations that you have brought forward. At our schools, we focus on providing a safe and effective learning environment for each one of our students. I, myself, take such allegations very serious and will not tolerate...
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...setting, first semester students may be permitted to administer parenteral injections under the direct supervision a facility RN designated by the Clinical Instructor, if permission is given by the Clinical Instructor. An RN must be physically present and supervising the student from preparation through administration. b. Second, third and fourth semester students may be allowed to give IM, SubQ or ID injections and saline IV flushes under the supervision of a facility RN designated by the Clinical Instructor, if permission is given by the Clinical Instructor. An RN must be physically present and supervising the student from preparation through administration. c. Second semester students may administer secondary IVPB medications under the direct supervision of a facility RN designated by the Clinical Instructor, if permission is given by the Clinical Instructor. An RN must be physically present and supervising the student form preparation through administration. d. Third and fourth semester students may administer secondary IVPB medications and blood transfusions under the supervision of a facility RN designated by the Clinical Instructor, if permission is given by the MJC clinical instructor. An RN must be physically present and supervising the student from preparation through administration. e. IV push medication (identified in the Policy for the Administration of IV solutions for Nurse 265 and 267 (now N276)) may be given by third and fourth semester students...
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...CONCEPT AND PRACTICES OF SUPERVISION/INSPECTION IN KWARA STATE PUBLIC PRIMARY SCHOOLS BY S. A. ONASANYA Ph.D. DEPARTMENT OF SCIENCE EDUCATION, FACULTY OF EDUCATION, UNIVERSITY OF ILORIN, ILORIN, NIGERIA. Introduction The sudden explosion of pupils population coupled with the attendant increased complexity of the school organization and the introduction of the new school basic system of 6-3-3-4 or 9-3-4 (?) system of education in the country has indeed necessitate a greater attention of supervision more than ever before. This is more so because school supervision occupies a unique place in the entire education system. If qualitative education is a thing seriously desired in schools so that standard of education in our schools can be highly improved, school supervision must therefore be accorded high priority. Through inspection and supervision, the inspectors and supervisors assist in improving classroom instructions because teachers are made more competent and efficient, parent are satisfied with the performance of their children, children are motivated to work harder in order to achieve the required standard, hence in the long run, the goal of education is achieved. Concept of Supervision Supervision is a way of stimulating, guiding, improving, refreshing and encouraging and overseeing certain group with the hope of seeking their cooperation in order for the supervisors to be successful in their task of supervision. Ogunsaju (1983). Supervision is essentially the practice...
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...Vision of professional ethics and human relations in school administration and supervision for year 2020 “Leaders who lead by knowing and doing what is right” The above statement encompasses and summarizes my vision for professional ethics and human relations in school administration and supervision for year 2020. Let me elaborate on my definition of the words/ statements which I have included on my vision. KNOWING WHAT IS RIGHT This means that administration and supervision in the future is about understanding the conventions, context, traditions and beliefs but is not bound by them. He influences process by inducing best practices gained through benchmarking, studies and observations. He stimulates change in subordinates’ attitudes and values and also tries to augment followers’ self-efficacy. He fulfills his duties and responsibilities stated by the organization at the same time compromising it with what is dictated by the situation. DOING WHAT IS RIGHT The ethical leader does what is right. He leads the way and inculcates fairness, pluralism and inclusion in the organization. No one is left behind. He articulates a vision that connects to the shared experiences of the members of the organization. He live with integrity and fosters the values it espouses. The leader also invests wisely. He trains future leaders and help those who have the potentials. He is not confined with the norms of nepotism and favoritism. Everyone is treated equally. The ethical...
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...Florida Commission on Ethics Florida has been a leader among the states in establishing ethics standards for public officials and recognizing the right of the people to protect the public trust against abuse. The Florida Commission on Ethics is required to submit to the Legislature from time to time a report of its work and recommendations for legislation deemed necessary to improve the code of ethics and its enforcement. The Constitution provides for investigations of complaints concerning breaches of the public trust and provides that the Florida Commission on Ethics be the independent commission to conduct these investigations. The Commission on Ethics is an appointive body made up of nine members, none of whom hold any public employment or may not be employed to lobby state or local government. Five of the members are appointed by the Governor and confirmed by the Senate. No more than three of the Governor’s appointees may be of the same political party, and one must be a former city or county official. The Speaker of the House of Representatives and the President of the Senate each make two appointments to the Commission of Ethics. The two appointments must be persons with different political party affiliations. The appointees of the President and Speaker are not subject to Senate confirmation. Any member of the Commission on Ethics may be removed...
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...program of behavior, the hospital take satisfaction in the complete policies and actions that are set to preserve patient privacy. Each worker is apprehended to an extreme standard of upholding the maximum level of confidentiality and privacy when is refer to patient health data. This document will make a summary of the strategy that St. John’s hospital has produced in a circumstance of a security breach or security risk in the service. The administration in the St. John’s Hospital have lately been informed that employees has perceived some of the cleaning person are browsing correspondence that was dropped in the Data Systems (DS) department, this has occurred on many occasions. The cleaning personnel is given by an outside company and are not hire directly by workers of St. John’s Hospital, which creates the security breach a little more dangerous. Workers have been trained to challenge the cleaning personnel if they eyewitness something similar like this, however a lot of the employee would prefer to have an affiliate of supervision to challenge the personnel. The employee in the DS department have been educated on what moves to proceeds when are conducting PHD and private data, nevertheless it appears that some of the employees are acting negligent when succeeding the guidelines and procedures that employees are entailed to ensue. Workers in the DS department have been trained to shred any correspondence after they are finished, even more if encloses private data...
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...Department of Business Administration Stamford University Bangladesh 21th November, 2012 STAMFORD UNIVERSITY BANGLADESH. Letter of Transmittal November 21, 2012 To Mohammed Jaynal Abedin Assistant Professor Department of Business Administration Stamford University Bangladesh. Subject: Submission of Thesis report on “Perception of Employees of Prime Bank Ltd & Mutual Trust Bank Ltd on E- Recruiting Practices” Dear Sir, I am Md. Minhazul Islam, student of MBA-45th batch have great pleasure to submit my thesis report under your supervision. In preparing report I faced inconvenience relating to collection of pertinent information. I respectfully acknowledge your guidance, leadership and helping me for preparation of this report. It is worthwhile to mention that there might be some errors and mistakes in my report due to limited knowledge. I am still at learning stage. So, I expect that you will pardon me for my unintentional mistakes in preparing this report. Sincerely Yours, ________________________ (Md. Minhazul Islam) ID No: MBA-04512769 Batch: 45th Stamford University Bangladesh. ii Acknowledgement While making a thesis, a lot of sincere supervision, guidance of expert and experienced people is required. I have received a lot of close co-operation, valuable suggestions, inspirations and references. First of all, I express my profound gratitude to Mr. Mohammed Jaynal Abedin, assistant professor of the Business Administration Stamford University of...
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...satisfaction, then we will look at how to keep turnover down, then how to keep productivity high and last Job satisfaction Job satisfaction is the key to keeping turnover low, productivity high, and quality of work high. Job satisfaction is "an individual's reaction to the job experience" (Berry, 1997). There are several components to having high job satisfaction and they are: 1. How fulfilling the work is. 2. How good is the supervision. 3. The type of workers and their relationships. 4. What the opportunities are for promotion and recognition. 5. How the employee is paid. When looking at these five components of job satisfaction it is important to look at each department individually, for each has their own needs. Sales Sales can be a grind and it takes a special person to be able to handle the rejection that comes along with the job. So in knowing how hard a sales job can be it takes special rules to make a sales force happy. The work itself isn’t always fulfilling so the job satisfaction comes from the other areas. The supervision will be loose and not hovering type, but will be there for the sales force if they need it. In this way they will have the freedom to do their job but will have the support they need. Relationships among the sales force are key, sales can be a lonely job at times and having a sales force get along is key to having high job...
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...CASE 1: ZAUNER ORNAMENTS Table of Contents I. CASE SUMMARY 2 II. POINT OF VIEW 2 III. STATEMENT OF THE PROBLEM 2 IV. FRAMEWORK OF ANALYSIS 2 V. ANALYSIS 2 VI. DISCUSSION OF RESULTS AND RECOMMENDATION 4 VII. APPENDIX 5 VIII. REFERENCES 9 I. CASE SUMMARY Chia-yi Yu, the new controller of Zauner ornaments, decided to research Zauner’s current costing methods. She approached her senior analyst, Yung Chen, to prepare an analysis of unit-product costs for each of Zauner’s products, namely small glass ball ornaments, large glass ball ornaments, and specialty glass ball ornaments. Using information from the sales department, Chen calculated the cost per box using traditional volume-based costing system and as a result, small glass ornaments’ cost is more than twice higher than its selling price, which means the company is losing money. David Metz, the directory of Operations, analyzed the results and suggested to redo the calculations and to try allocating overhead to each product based upon direct materials and direct labor. Chen calculated the cost per box using Metz’ suggested approach and found that product costs are below current sales price. Yet, Chia-Yu was not fully convinced of this approach and realized that activity-based costing (ABC) system might reflect Zauner’s product costs more accurately and serve as a basis for better product-pricing decisions. II. POINT OF VIEW The analysis of Zauner Ornaments’ cost allocation per...
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...of Corrections (ODOC). I will explain what ODOC is and what they do. We will also explore the pros and cons of some of the current policies and how those policies could be improved upon. NOTE TO INSTRUCTOR: I chose this government agency because it is of great interest to me. I simply chose this agency instead of an agency that has to do with my employment due to the fact that I am unemployed. Thank you. Keywords: DOC, Department of Corrections, corrections, agency, correctional institutions, governing agency, criminal justice policy, etc. DEPARTMENT OF CORRECTIONS OREGON The Oregon Department of Corrections is a state agency that handles the states’ adult corrections affairs. The ODOC is responsible for the management and administration of all adult correctional institutions and other functions related to state programs for adult corrections. There are seven major divisions within the agency as well as a strong relationship with Oregon Corrections Enterprises, a semi-independent state agency. The department handles the custody of offenders that are sentenced to prison for more than twelve months. The offenders are housed in one of the fourteen state prisons. It is the mission of the ODOC to promote public safety by holding offenders accountable for their actions and reducing the risk of future criminal behavior through rehabilitation, education, treatment and work by providing inmates with the cognitive behavioral and job skills needed to become productive citizens...
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... Once the news unfolded throughout the hospital, of Dr. Johnson’s hospitalization, the staff began to openly discuss the cause. Many of the staff nurses thought Dr. Johnson suffered from a drug addition to morphine. He was accused of documenting on the narcotic sign out log that he was providing morphine to his patients, who sometimes did not need it. Furthermore, many of the patients lacked documentation in medical record pertaining to the actual administration of the drug (Shaw & Carter, 2015)....
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...The Impact of Job Characteristics on Social and Human Service Workers Reva I. Allen/Eric G. Lambert/Sudershan Pasupuleti/Terry Cluse-Tolar/Lois A. Ventura, Department of Social Work, University of Toledo 1 In many career fields, there is a tendency to try to find the right person for the job instead of trying to make the job right for the person. Koeske and Kirk (1995) wrote, “Social work administrators presume that there are certain characteristics of human service workers that predispose some of the workers to thrive in a particular job while workers with other characteristics are more likely to dislike the job or do poorly” (p. 15). Additionally, some administrators of social and human service agencies appear to be more concerned with the impact of workers on their agency than the impact of the organization on workers. “Blaming the employee” focuses the attention away from the real causes (Arches 1991). It is true that social and human service workers can and do have meaningful effects on their employing organizations. It is, however, naive to assume that employees are not affected by the organization. It is reasonable to assume that many employees who have negative or positive impacts on the employing organization do so because of how they were treated at work. The work environment has real and lasting effects on most employees. It is generally theorized that the work environment influences employees mainly through their attitudinal states, and these...
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