Sentences with phrase «district hiring needs»

Residencies are a promising long - term solution to meeting district hiring needs, allowing districts to play a direct role in training their future workforce.

High - ability candidates / residents to meet specific district hiring needs, especially in fields where there are shortages;

Residents who successfully complete the program will be placed in SPS elementary classrooms or special education classrooms in high needs schools and are based on district hiring needs.

Not exact matches

Park District staff members are working fast to hire and train lifeguards, sell pool passes and make other preparations needed before the swim area opens, said director Ray Ochromowicz.

To keep up with the growing number of children, she said, the district needs to make about 19 hires — most in the instructional areas, with others being additional support and security staff.

Union leaders say the district is retaliating against the teachers, while the district says the cuts are needed to balance the building's budget, as the aides hired to perform those supervisory duties cost an additional $ 571,000.

Gillibrand was a hardworking lawyer (partner in David Boies» law firm); elected TWICE in a heavily Republican district; serves on the Armed Services Committee; ranks among the top ten fundraisers in the House; was hired by President Clinton to work at HUD; fought for the rights of abused women; is a genuine working Mom who gave birth to her second child just last March, making her only the sixth woman in the House to do so while serving in office; she has voted in every single election (unlike Kennedy who has missed even GENERAL elections); magna cum laude graduate of Dartmouth... Need I say more?

He explained after the meeting that because the New Suffolk district will pay him less than the amount required for him to remain in the benefits program, it will no longer need to cover state retirement contributions associated with his hire.

For many of us, the job's biggest impact is in the district, helping the constituents who hire us.I have been proud to work with colleagues and community leaders to secure millions for public housing, new waterfront parks and flood resiliency after Hurricane Sandy; make local improvements, like bringing a pool to enliven Brooklyn Bridge Park and cherry trees to beautify Chinatown; and advocate for constituents in need — to save a home, pay for life - changing surgery or cut through bureaucratic red tape.

To improve special education, we need to ensure full funding so that districts can hire certified special - education teachers; reduce paperwork so special - education teachers have more time for planning and instruction; and provide administrators with training in special education.

For instance, if a district does not need the money to prevent teacher layoffs, it might use this windfall to hire new staff.

Some growing Oklahoma school districts have not hired new teachers they need or have made budget cuts because the Governor and the state legislature could not agree on doling out special payments for the districts.

If the school's district needed to hire 300 teachers per year before, it needs to hire 450 now.

Districts are too often meeting their needs by hiring untrained educators with emergency licenses and by assigning teachers to work outside their subject areas, he said.

«Consultants are hired by the district for technical needs at the district level, but not at the school level.

Last summer, for example, the Camden, New Jersey, school board outsourced its substitute hiring to a private vendor because the job was so onerous: between teachers calling in sick or on leave, the district needed to find subs for up to 40 percent of its teachers each day, it told the local newspaper.

Our primary finding is that principal - hiring practices — even in pioneering districts — continue to fall short of what is needed, effectively causing needy schools to lose out on leaders with the potential to be great.

Evaluating ELLs for Special Needs a Challenge Education Week, August 29, 2012 «Faced with a class action five years ago over the poor quality of its special education services, the San Diego school district hired Thomas Hehir, a Harvard Graduate School of Education professor and a former special education chief in the federal Education Department, to take a hard look at how students were faring.»

As school enrollments continue to rise and more teachers retire, school districts across the country are valiantly trying to hire and retain enough high - quality educators to meet their needs.

Most school districts — especially those that serve high - need populations and hire the most new teachers — have little capacity to train and mentor novices uniformly and unilaterally.

It's time we emphasize the value of an arts - based approach to literacy & writing, as well as cross-pollinate science and history, but sadly, most school districts don't want to spend the time / money to hire a consultant or provide adequate professional development, strategies or materials needed.

For example, while districts estimated their hiring needs at roughly 4,500 special education teachers in 2014 — 15, only about 2,200 fully prepared new teachers emerged from California's universities that year.

The suit also challenged the «last hired, first fired» laws that require districts to follow seniority during layoffs and dismiss the least - senior teachers first, with exceptions for those with needed and specialized skills.

It was soon clear that Zuckerberg's money wasn't going to patch holes in buildings that need a district - estimated $ 1.3 billion in repairs, or hire support staff for the fifth - poorest youth population in the country.

Many districts need to hire more teachers to comply with new state - government pressure to reduce K - 3 class sizes to 24 students.

Such teachers need to be included because the purpose of this study is to compare TFA teachers with the pool of potential hires available to the district.

They also need to partner with school districts to meet their hiring needs.

With the data made public and tied back to the preparation program, school districts would need to become smart consumers and hire from the programs that prepare the most effective principals.

Sanger Unified is partnering with Fresno State University to build a teacher residency program that will meet the school district's hiring needs and support the preparation of effective, committed teachers that will work with their students for years to come.

«They've almost been bullied by them, and one of the things (NCTQ) is trying to work on with districts is to get them to be more assertive about their needs and to say «I'm not going to hire from you until you teach effective ways of reading instruction.»»

School communities should be responsible for making hiring decisions based on school needs and demonstrated skills not imposed mandates from the district or Sacramento.

Christina Wong, the special assistant to the superintendent who oversees implementation of the Lau Action Plan, said the universities receive information about hiring needs and new district initiatives to inform their instruction and training of new teachers.

Based on 10 years of research, Wallace has identified four key parts of a «principal pipeline» that can develop and ensure the success of a sufficient number of principals to meet district needs: rigorous job requirements, high - quality training, selective hiring, and on - the - job evaluation and support.

Districts, for their part, reported needing to hire more than 22,000 teachers for the same year.

Principal hiring practices across the country often lack the rigor, thoughtfulness, and data needed to hire the right talent, and according to a study from TNTP — formerly called The New Teacher Project — hiring practices can result in districts, particularly urban districts, «not selecting the best candidates from [their] limited pool.»

Jefferson County, Ky., is among districts that give hiring preference to graduates of leadership training programs whose curricula and teaching methods are well matched to district needs.21

In addition to monetary incentives, states and districts should offer good working conditions, new equipment, lower class sizes, preferential hiring and staffing as a way to recruit highly effective principals to high - need schools

Among the big budget questions that have yet to be resolved by the state legislature is how much school districts will need to contribute toward teacher pensions, which could affect hiring.

«Just to return to pre-Great Recession levels, school districts in the state would need to hire 60,000 new teachers,» said LPI researcher Leib Sucher.

The provision allowed school districts to hire uncertified teachers for non-academic CTE courses on school district teaching permits without needing approval from the commissioner of education.

Stronger charter school laws can help meet rural students» needs by allowing communities to innovate in ways that traditional districts can not because of regulatory constraints on hiring, spending, allocation of time, and class offerings.

«Across the country, many urban school districts are recognizing that they need to hire teacher workforces that better reflect the diversity of their students.

Schools and districts, they say, will not necessarily hire teachers with adjunct permits in large numbers, but need the flexibility to hire the best non-traditional applicants for teaching jobs.

The districts» response to many of these policies has been to hire more teaching and non-teaching staff (including aides to assist in the classroom, but also support staff such as speech pathologists, psychologists, and nurses) to accommodate students» needs.

In San Diego Unified, if two teachers were hired on the exact same day and the district only needs to lay off one, the teacher working at a school with a higher API score would be let go.

Preparation programs track districts» hiring and assignment decisions to be responsive to local educational needs and collaborate with local education agencies on the matching of candidates with the communities and schools.

Recruitment and selection processes ensure that schools are hiring quality candidates who meet the district's leadership needs while making a right «fit» for the school.

A structured hiring process that includes screening and interviews, and in some cases incorporates assessments based on district leadership standards and competencies, may help identify future professional development needs for newly hired principals.

Principals in that district determined their hiring needs and began recruiting early, working with local universities to connect graduates of teacher preparation programs with schools that have openings.

Currently, school districts may hire candidates with an emergency teaching license for high - need subjects.