Sentences with phrase «changing needs of staff»

Not exact matches

Recognizing GE needed to be much leaner and faster - moving to compete globally in the 21st Century, Welch slashed its bloated corporate staff, cut several layers of management, and radically changed GE's cumbersome processes to accelerate decision making — enabling GE to move in front of major global competitors like Siemens, Phillips and Mitsubishi.

The Air Force chief of staff said it was hard to predict how the branch's footprint in Afghanistan would change, as operational needs may shift in the future.

It's easy for a company to donate money to a good cause or to sponsor a charitable event, but to have true impact, companies serious about social or environmental change need the buy - in of staff.

Therefore, in terms of staff, the Berlin branch would only need to change the status of those roles to meet legal requirements for a subsidiary, rather than having to transfer more people, according to one of the sources.

Most importantly, Banducci has delivered much - needed cultural change — putting customers rather than shareholders first to underpin long - term growth, repairing damaged relationships with suppliers, rebuilding the confidence of staff and creating a less centralised structure by giving Woolworths» business units more control over their own destinies.

Here in South Africa the team that i support the fans did a pitch invasion they were chasing the players and the technical staff after a team play against scored 6th goal in the 80th min, fans were angry at the chairman who promised them the coach in January, the coach only came after the pitch invasion in middle of Feb, maybe Arsenal needs that to enforced the change.

Let him be delusional, a fan being delusional won't change a games outcome, it's the players, manager and training staff that need to keep their feet on the ground... Us making unrealistic predictions on an online blog makes absolute zero impact on the outcome of any game..

Different ways of doing things will need to be implemented, some modernisation, (eg its one thing to appoint a director of football, its another for everyone at the club to understand what that means and to adapt to it,) some staff will need to be moved on, and probably some players too, there will probably be a change in playing style / ethos too.

So in order for Arsenal to move forward by appointing a new manager we need to compliment that with a director of football, definitely a new transfer chief executive a change in the coaching / medical staff along with a new ideals and ambiton from the owner / board.

We might think that the likes of Walcott, Ramsey and ox are bad, but maybe it is how they are being managed and tutored that is bad.Sanchez and Gabriel were really good when we signed them, now they look lost, we need to ask ourselves why.Let's first change the manager and coaching staff, see what the new manager will do with this group of players and then we can decide who to move on.Something tells me that a player like ox can really turn into a beast of a player under the right tutelage.

Not just players we need change back room staff we need new blood on the board and most of all we can get pep and must get him to take over now and give him freedom like AW has had

This is the kind of article that highlights exactly what is wrong with this club as a whole... so the question you're asking is what option would be less shitty... after the firestorm surrounding Wenger's contract last season, which somehow led to his highly questionable re-upping for 2 more years, things needed to dramatically change or the inevitable same old, same old was bound to occur... as of right now the bare minimum has occurred... we knew about Sead long before Wenger's renewal so that can't be considered a part of the «new world order»... so the only real changes are Lehman coming into the coaching staff, which could be positive but he's always been a Wenger lackey so the jury is still out, and the acquisition of Lacazette, who I really like as a player but I question the reasoning behind his signing

actually he has you need to check your facts he added new staff 1 or 2 years ago he, s also going to change the surfaces of the training pitches!!

The Blues are aware that they are in need of some drastic changes to their front and back room staff next term following their lacklustre form in the first half of this season, with Diego Simeone apparently topping his wish list.

Yet fans are moaning about the board and lack of ambition in the board and want to see the board change more than manager, no manager is perfect and we need the support staff to bring out the best in a manager.

He will be gone soon «catalisty of change» is already happening and everything is in place wenger just needs to take with him his coaching staff, asst, manager, head coach and mr Boro

That needs a change of mindset from everyone, from staff to the supporters, to look at performances first.

Had the requirement been for cosmetic changes to a mostly functioning squad rather than a much needed overhaul of playing staff then the lack of early activity might not be so worrisome.

The Chicago Park District unveiled plans Thursday to increase staff levels and extend hours at 22 of the district's summer day camps, the latest in a series of changes in the district, which has been criticized for not adapting to the needs of city residents.

Over time, as the demands for delivering fresh content and keeping up with the changing needs of the community have grown, so too has the Scary Mommy staff.

With a slight declining enrollment and expected staffing changes through the retirement of some exceptional faculty members, we are again looking for adjustments and realignment of staff to best meet our current needs.

According to the Chief of Staff, President Mahama's achievement coupled with his commitment to building a fair and just society, is unparalleled, the need for the good people of Ghana to maintain him on December 7, to continue with his drive to change lives and transform Ghana.

Olsen, who spoke exclusively with CalNewsroom.com on Sunday evening, said that the staff changes were needed for the long - term success of the caucus.

Equally, they will change staff and they will change teachers, but it's about improving the capability of the school, or it might be that they realise that the school is too large for its community and it needs to be reduced.

Effective leadership is a pre-requisite for a successful school; in successful schools head teachers and senior leaders understand the changing needs of their schools and their staff, continually communicate their ideals, vision and expectations, use robust monitoring and evaluation, balance support with challenge and plan ahead to sustain excellence.

«The government - now more than ever - needs to make assurances that they will prioritise the health and safety of pupils and staff in school buildings and implement the changes required to keep them safe.»

The educational charity highlights that the adoption of tablets is not always an easy process, and so the drive and determination of school leaders is important to facilitate the change needed for support staff to successfully implement the technology.

Time is needed for leaders to facilitate systemic change processes through the development of multiple year plans to bring all staff on board.

because I realized that, in order for the kind of systemic change in teacher leadership that I was proposing to happen, we were going to need to create real change in how we develop our staff.

Furthermore, when you're unencumbered by the logistical responsibilities of hiring employees, you can change the shape of your staff more easily to suit your needs at that exact moment.

«The government needs to acknowledge it is responsible for much of the current workload because staff have to keep re-planning what they are doing to keep up with changes to the curriculum.

Long hours, heavy workloads and periods of pressure and uncertainty are all typical of roles in education, and problems with stress, burnout and staff retention are all clear indications that there is a need for change, writes Dr Brian Marien

So, one of the keys things that I stress is that being a leader of learning and teaching you need to understand the research evidence on that, so that leaders can work with staff in schools to identify priorities, plan for professional learning, put into place various changes and so forth.

But more work is needed to create a cadre of leaders who can enter hard - to - staff schools and bring about the necessary changes.

«It was clear to me that if we were asking teachers to make huge [changes], we needed to do something at the sector level in terms of supporting staff wellbeing.»

«So, it was a bit of a case of initiative overload... we needed to make it very clear to staff that we were taking a long - term approach, it was research - based, you'd be supported with all of this, it's not going to mean dramatic change very quickly but there is an expectation that there will be change.»

District performance - based assessments in reading, writing, spelling, and math are given, on average, three times each year, and numerous staff development hours are spent reviewing results and discussing ways in which the findings can be used to inform and change classroom instruction to meet the needs of individual students.

We have worked together with the Academy to deliver a «state - of - the - art» solution deploying the very latest technology to provide an engaging ICT solution for the pupils, teaching staff, and support staff that will continue to evolve and develop as the needs change, and more importantly to provide a solid backdrop to aid the educational transformation which will assist the Principal, Andrew Hemmings, vision of the future.

Stewart identified a need to expand the skill set of her staff before she could expect a change in practices or school culture.

Providing opportunities for assessing the emotional health and wellbeing needs of staff, enabling staff to take actions to enhance their own wellbeing, and promoting a good work ‑ life balance for staff are all ways of driving necessary change.

Clive added: «Our focus at the events, which will play host to in excess of 200 delegates, is therefore to ensure that teachers feel confident about delivering a mathematics curriculum that is fit for purpose and provide staff with the basic knowledge they need to implement the changes and really feel in control.»

Here are starter questions for the first four - week check - in conversation of instructional coaches and building administrators: What leadership actions have we purposefully taken in this first month to communicate, initiate, and support the changes needed in staff to gain our needed changes in student learning production behaviors?

Assuming the principal is working productively with staff and other stakeholders on improving the school, more frequent changes in principals typically results in wasted energy, dissipation of scarce resources and considerable skepticism on the part of teachers that they will receive the support they need when the change process begins to confront the most difficult challenges.

The Government needs to understand the FE sector better and resist the compulsion to impose constant structural change which leaves turmoil in its wake and makes it hard for staff to focus on the quality of teaching and learning provided to students.

Due to the personalized learning approach utilized at TAGOS and the staff's ability to build a culture supportive of social and emotional needs, the school is able to take highly at - risk and disenfranchised students and change their life trajectory.

Heads need to change between 30 and 50 per cent of the teaching staff at a failing secondary school in their first three years if they want to see a successful «culture shift», according to new research into the behaviour of successful turnaround heads.

These include: · Use of instructional programs and curricula that support state and district standards and of high quality testing systems that accurately measure achievement of the standards through a variety of measurement techniques · Professional development to prepare all teachers to teach to the standards · Commitment to providing remedial help to children who need it and sufficient resources for schools to meet the standards · Better communication to school staff, students, parents and the community about the content, purposes and consequences of standards · Alignment of standards, assessment and curricula, coupled with appropriate incentives for students and schools that meet the standards In the unlikely event that all of these efforts, including a change in school leadership, fail over a 3 - year period to «turn the school around,» drastic action is required.

With regards to SEND paperwork, we have analysed this through a process of discussion with staff; the paperwork has been changed to make it not only more user friendly but importantly to provide the information needed to evidence how we meet the requirements of our pupils.

Too often, reform efforts have foundered because of a district's inability to place in its schools the quality of staff needed to effect radical change.

Parents at Haddon Avenue Elementary School in the Los Angeles suburb of Pacoima gathered some of the signatures they needed to trigger staff and other changes at the school, but they suspended their petition drive when administrators and teachers agreed to an in - district reform plan.