...Policy Brief: Are Principal evaluations a true assessments of their leadership abilities? EXECUTIVE SUMMARY Are principals’ evaluations a true assessment of their leadership abilities? Throughout this policy brief, justifications for principal evaluations are given, and the evaluation model is explained. Furthermore, a case is built to justify why the evaluation model needs to be reexamined to better represent a principal’s ability to positively lead a school. In addition, suggestions are given to adequately reflect principals’ abilities as leaders and to improve the overall effectiveness of the Tennessee evaluation process of administrators. Justifications for Evaluations Just as teachers should be rated by the performance of their students, principals should be rated by the performance of their schools. Quality school leaders can set high expectations for instructional practices and for creating positive learning environments. They can help improve instruction, and they can build a climate where teachers trust and find value in their own evaluations. In contrast, weak school leaders can wear away the overall school quality by not demanding or supporting excellence. “Principals exert indirect influences on student achievement through their effect on school climate”(Leeper, Tonneson & Xu, 2013). Assessing a school principal’s performance is both necessary and challenging. A principal’s impact is extremely significant because the actions a leader take creates...
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...Policy Monitoring vs. Policy Evaluation Comparison Team D: Aaron Sawyer, Paulette Banks, Buck Charley, Greg Bradley CJA/385 Criminal Justice Policy Analysis & Program Evaluation May 23, 2016 Professor: Dr. Duane Benton Policy Monitoring vs. Policy Evaluation Comparison Policy Monitoring Monitoring policies allows the gathering of factual information as to the causes and outcomes of criminal justice policies. For policy monitoring to be effective the information gathered must be relevant, reliable, and valid. Policy monitoring provides data on compliance, auditing, accounting, and outcomes of criminal justice policy. Policy monitoring further allows for the verification that policy goals and objectives are being met (Dunn, 2016, p. 245, 252). Policy monitoring allows for the analysis of how a policy is performing at different intervals throughout the implementation process. The monitoring process gives leadership measurements of the actual effects a policy is having towards the achievement of goals and objectives. Policy monitoring is a critical component in evaluating the policy process (Waterman, R. W., & Wood, B. D. (1993). Policy Evaluation The primary focus of policy evaluation is the facts and values derived through policy monitoring and implementation. While the facts can be developed through the statistical or qualitative measurements produced within the monitoring process, the evaluation process delves further into the true value through examining...
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...An Essay: An evaluation of how workplace practice is influenced and directed by a specific social policy. Social policy is “the theoretical pursuit of norms about how we think society ‘ought’ to behave” (Alcock et al. 2008) in action it consists of plans and interventions put in place by the government and social services to improve the wellbeing of society. There are five main areas influenced by social policies derived to improve services for the classic welfare state namely, education, housing, social security, health and social work. Social policy is intimately concerned with how to address and ameliorate social problems and with the analysis of the success or failure of policies designed to improve welfare and wellbeing (Alcock et all. 2008:2-3) Historically social policy can be seen as far back as 1388 when “attempts were made to fix wages and to limit the mobility of labour which may cause wages to rise” (Alcock, 2008:9) a more methodical system of poor relief was introduced in Victorian times, the Elizabethan Poor Law Acts of 1598 and 1601 to house and provide work for the poor under the direction of local parishes. Following this the Poor Law Amendment Act 1834 set the foundations for social policy and the modern welfare state today by changing the way that poor law was dealt with, it was streamlined into universal laws and principles that towards the end of the 18th century prompted formation of the English government. The...
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... |Program Planning and Grant Proposal Writing in Human Services | Copyright © 2009, 2007 by University of Phoenix. All rights reserved. Course Description This course provides practical knowledge in program planning, grant proposal writing, and program evaluation. Students will examine the planning process from conceptualization to implementation and evaluation. Also discussed is how to locate private and public funding for human service programs and agencies. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Course Materials Yuen, F. & Terao, K. (2003). Practical grant writing & program evaluation. Pacific Grove, CA: Brooks/Cole—Thomson Learning. All electronic materials are available on the student website. |Week One: Understanding Program...
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...Where the firm obtains information that would have caused it to decline an engagement if that information had been available earlier, policies and procedures on the continuance of the engagement and the client relationship should include consideration of: (a) The professional and legal responsibilities that apply to the circumstances, including whether there is a requirement for the firm to report to the person or persons who made the appointment or, in some cases, to regulatory authorities; and (b) The possibility of withdrawing from the engagement or from both the engagement and the client relationship. 35. Policies and procedures on withdrawal from an engagement or from both the engagement and the client relationship address issues that include the following: • Discussing with the appropriate level of the client’s management and those charged with its governance regarding the appropriate action that the firm might take based on the relevant facts and circumstances. • If the firm determines that it is appropriate to withdraw, discussing with the appropriate level of the client’s management and those charged with its governance withdrawal from the engagement or from both the engagement and the client relationship, and the reasons for the withdrawal. • Considering whether there is a professional, regulatory or legal requirement for the firm to remain in place, or for the firm to report the withdrawal from the engagement, or from both the engagement and the client...
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...POLICIES FOR SUPPLIERS NEW MEGAPUI Policy I. Supplier Accreditation 1. MEGAPUI shall continuously search a BUYERS for the items with the intention of establishing strategic and long-term business relationships. 2. The selection of suppliers is the responsibility of Procurement personnel. In making the selection Procurement will coordinate closely with the requisitioning department/subsidiaries to obtain adequate and reasonable specifications. Procurement should endeavor to place orders with regard to the dependability and service record of the supplier. The nature of the guaranty and warranty and its price and the quality. Preference should be given to the following types of suppliers, providing this involves no sacrifice in quality, service or price. 3.Supplier with adequate financial strength who also have a reputation for adhering to specifications and delivery schedules. 4.There will be two types of accreditation. specific to suppliers class: *Non-primary – supplier may either be New (with minimal transaction and no established performance history) or Accredited (with frequent transactions but on a short-term basis). Accreditation will focus on establishing legality of business and supplier’s capability to supply/deliver. *Primary – Supplier who has demonstrated an excellent performance history and transactions are on a long-term basis. Evaluation will focus on establishing supplier’s capability to sustain excellent performance and support long-term relationship with...
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...Program Development & Evaluation Steps of Planning Model for Program Development: 1. mission statement – general idea or main purpose of program 2. assessment & evaluation – inventory of internal assessment, resources and review of policy & regulations 3. needs assessment – involves both perceived & real needs 4. determine & set priorities 5. writing goals & objectives – objectives involve: a. who? b. to what extent? c. under what conditions? d. by what standards? e. within what time period? 6. step-by-step activities & procedures – pilot projects & consideration of other internal & external threats 7. develop timeline chart 8. implementation of the project 9. evaluation & feedback 1. Mission Statement – a statement by an organization that contains detailed info. about the overall direction & purpose of the organization a. usually based on a general observation, an obvious need, seen need or interest, or need assessment result b. it’s an administrative statement that guides planning & decision-making c. not restricted by time elements d. philosophy of an organization e. identification of the self-concept of the organizational program f. identification of general service catchment areas & target populations and markets to be served g. define terms & shared definition of problem of target population 2. Assessment & Evaluation – an inventory of resources and review of policy & regulations with...
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... Members will have an expected one day turn-around time for responses 4. Identify what, if any, time extensions will be given to team members who do not meet their task due dates…also identify at what point other team members will accept the additional task responsibilities from the offending team member, thereby, effectively REMOVING the member from the team: A one day time extension is permissible upon notification by the member to the team leader via email or by phone requesting that they need more time. If a team member fails to complete their assignment and their work is passed to another member then they will be removed (FIRED) from the team – No exceptions. 5. Decision-making policy (by consensus? by majority vote?): Group 3’s decision-making policy is done by consensus of members, along with leadership delegation if needed to move the project forward. Team Expectations (review and discuss Expectations:...
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...Objective The target audience of this communication plan is bank employees and customers. This includes employees ranking from highest level of management down to the low ranked employees These “low ranked “ employees are very important because they are often the first contact that customers have with the bank. Good communications among all stakeholders is key for the success of a project. It’s important to ensure your project team develops a communication plan so that lack of communication does not derail your goals. Use this project communications planning template to identify the stakeholders and audience you need to communicate with, the method of the communication, the frequency and the individuals responsible for executing the plan Duration 1st Quarter: Starts at beginning of the fiscal year begin conducting surveys to assess current conditions and opinions of the customer. Begin training employees on communication plan. 2nd Quarter: continued training and begin monitoring and evaluating employess for effectiveness of changes and new procedures 3rd Quarter: Reassess 4th Quarter: Re interview customers and compare findings from previous year. Provide a formal report to employees for them to review growth Contents Employees * Conduct a research –communication audit. Evaluate current communications * Find out what every staff person is doing in the way of communication, what each communication activity is designed to achieve * Analyze what is currently...
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...Discuss the factors influencing the emergence of the curriculum, models of curriculum design and the implication of curriculum evaluation. 1.1 Concept of curriculum There is no single definition of the curriculum .The most common definition of curriculum that most teachers give is that it is a syllabus or a program of study but this is an erroneous definition. For Taba (1962), it is a ‘plan for learning’, while Lawton describes the curriculum as “a selection from the culture of a society” (Lawton, 1975, p6). It has also been described as “a social and political construct that changes over time in response to a range of factors and influences” (Mc Cullock, 1992, p9). Hence, the term curriculum means different things for different people. While it is obvious that the curriculum is not neutral, its content and how it is transmitted depends on the kinds of interaction between curriculum developers, teachers and students. Stated differently, curricula emerges depending on the various ways curriculum developers, teachers and students interact with each other. In this essay, I will outline the internal and external factors that shape the interaction between the official curriculum, what is taught in secondary schools and learning that takes place in classrooms. Internal factors include the influences of philosophy, psychology and sociology, whereas external factors include the social, economic and political aspects that shape curriculum design. Two curriculum models, namely the rational...
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...InterClean and Enviro Tech Merger HRM 548 - Recruitment and Retention Practices August 5, 2013 InterClean and Enviro Tech Merger InterClean, Inc. is a strong player in the $8 billion institution and industrial cleaning, and sanitation industry. For InterClean to become a major player and increase its profitability, it is vital for the company to evolve with the industry. InterClean is exploring ways to increase the service based division of the organization. With the recent acquisition of Enviro Tech and its personnel, InterClean can do just that. The company must consider, however, how to redefine sales staffing and customer service, as well as restructure the organization to achieve maximum profitability. With a strong strategy, InterClean can easily attain the sales goal of a 40% increase in profitability over the next year. Rightsizing, or downsizing, in an organization is always a difficult decision, even when it is the “right” decision. Before moving forward with any rightsizing efforts, InterClean should consider all options. Currently, InterClean has 45 employees, half of which have one year or less experience with the organization. With the acquisition of Enviro Tech, there are now an additional 50 employees, all of whom have 5 years or more experience. One option would be to absorb the Enviro Tech employees into the InterClean sales team, using their education and experience to assist with the development of the current employees. With 90% of the Enviro...
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...“research” in a specific area of HRM. Such research requires the formation of a “research question” with a narrow focus to facilitate in-depth exploration and often entails a blend of field and literary research. You can elect to do primarily field or literary research. Some suggested topics are below, but you are encouraged to find one which excites your intellect and/or is relevant to your future business career. FIELD RESEARCH – requires contacting a company or companies, identifying their current HR policy issues or HR concerns, selecting only one, developing a list of interview questions based on a brief review of research in that HR area, and then conducting an interview to explore the matter in depth. It is NOT merely a report of the conversational narrative of the interview. It is a thorough critique with recommendation for improvement. 1. Critique a current HR policy or issue in a specific company and make recommendations for improvement. Examples of policies are: recruiting, hiring, orientation, training, succession planning, career planning, team development, performance review, equal employment opportunity, pay incentives, a specific type of employee benefit or perk, corrective/disciplinary action, OSHA compliance, and safety recognition. 2. Describe a current HR strategy in a specific company and how it enhances their competitive advantage in business. Discuss strengths and weaknesses of the strategy. Examples are: HR employment planning, performance...
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...Rock, Paper, Scissors, and Other Investment Techniques (UOP) FIS 240 Week 5 DQs (UOP) FIS 240 Week 6 CheckPoint: So Many Businesses, So Little Money PART 1 OF 2 (UOP) FIS 240 Week 6 CheckPoint: So Many Businesses, So Little Money PART 2 OF 2 (UOP) FIS 240 Week 6 Assignment: Analyze This (UOP) FIS 240 Week 7 DQs (UOP) FIS 240 Week 7 CheckPoint: Income that Sticks PART 1 OF 2 (UOP) FIS 240 Week 7 CheckPoint: Income that Sticks PART 2 OF 2 (UOP) FIS 240 Week 8 CheckPoint: Lifetime Investment Matrix PART 1 OF 2 (UOP) FIS 240 Week 8 CheckPoint: Lifetime Investment Matrix PART 2 OF 2 (UOP) FIS 240 Week 8 Assignment: Living the Easy Life (UOP) FIS 240 Capstone Discussion Question (UOP) FIS 240 Final Project: Investment Policy and Portfolio Evaluation (UOP) ____________________________________________________ FIS 240 Week 1 CheckPoint: Is Time on My Side (UOP) For more course tutorials visit www.tutorialrank.com Resources: Appendix D and the Time Value of Money multimedia (enter into the Axia College student webpage first then copy and paste the link into the open browser) TUhttps://ecampus.phoenix.edu/secure/aapd/UBAM/Libraries/Flash/TVM.swfUT. Due Date: Day 5 [post to the Individual forum] Complete your responses to this week’s CheckPoint in Appendix D. Post the completed...
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...general risks to children served by the child care center. The license holder must establish specific policies and procedures or refer to existing policies and procedures that minimize identified risks, train staff on the procedures, and annually review the procedures. [Minnesota Statutes, section 245A.66, subdivision 2] 1. Physical Plant. Identify specific risks to children based on an assessment of the physical plant where licensed services are provided. The assessment must include an evaluation of the required factors listed below in column 1. Write each identified risk in column 2; insert additional lines as needed. In column 3, write specific policies and procedures you have developed and implemented to minimize each risk, or in column 4, reference existing policies and procedures that minimize each risk. Physical plant Identified risks Policies and procedures Existing policies and factors developed and implemented to procedures that minimize required to be minimize the risks the risks assessed Condition and design of the facility Condition and design of the outdoor space Bathrooms Page 1 Minnesota Department of Human Services Division of Licensing Office of Inspector General November 2012 Physical plant factors required to be assessed Storage areas Identified risks Procedures developed and implemented to minimize the risks Existing policies and procedures that minimize the risks Accessibility of medications and cleaning products Areas that...
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...Performance Appraisal System Post Appraisal Activities Overall Satisfactory Rating Overall Unsatisfactory Rating Performance Appraisal System Feedback Pitfalls to Avoid Performance Appraisal System Feedback Managerial Steps Provide constructive feedback Demonstrate personal accountability Focus on specific behavioral outcomes Balance accolades / issues Encourage two-way communication Redirect focus to positive future outcomes Performance Appraisal System Company Benefits Productive, Loyal Employees Reduced Employee Turnover Lower recruitment and training costs Enhanced business reputation Identification of high-potential employees Evaluation of Teams Team Performance Evaluation of Teams Strategy Evaluation of Teams Performance Differences Team Individual Succession Planning Reasons for Adoption Mitigate risk due to employee turnover Availability of skilled replacements Prepare highly qualified candidates to fill executive positions Maintain continuity of operations Succession Planning Company Use Formal vs. informal Employee development Knowledge transfer Mitigate risk of discrimination actions Succession Planning Organization Use Assess the organization Determine key positions Identify competencies for key positions Identify...
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