Sentences with phrase «model of staff development»

Cognitive apprenticeship: A model of staff development for implementing technology in schools.

To address ever - changing technological advances for student learning and assessment opportunities, our district uses technology staff to provide an «on demand» model of staff development.

Models of staff development.

Not exact matches

During the last 5 years, due to the integrity of our farming techniques and business model, as well as Brendan's skills in Sales and Marketing, our business has experienced massive growth, necessitating the employment of key staff to help develop our business and continue expanding our Research, Development and Innovation projects.

Professional Development: Iowa Association of School Board's model Wellness Policy (2010), put forth by the State Board, recommends food service staff be provided with continuing professional dDevelopment: Iowa Association of School Board's model Wellness Policy (2010), put forth by the State Board, recommends food service staff be provided with continuing professional developmentdevelopment.

Her research experience includes modeling of organic aerosol oxidation at LBNL, fabrication and optimization of high performance semiconductor nanoparticle - based image sensors as Manager of Materials Development at InVisage Technologies, Inc., and foundational and applied research as a Research Staff Member at IBM's Almaden Research Center on transformations in dielectrics, semiconductors, metals, and polymer films.

We welcomed our new staff mid-July for summer professional development, and spent three weeks aligning around the vision of RISE and learning the instructional and student support models.

She proposed that instead of just documenting technology group trainings, she should be allowed to document other types of staff development, including modeling, co-teaching, conferencing, finding resources, and mentoring her teachers.

While one is called the «turnaround model» and the other is called the «transformation model,» they amount to the same thing: using the same types of interventions applied over the last number of decades to try to improve struggling schools — replacing some staff, improving professional development, changing the curriculum, etc..

Payne: «One of the most popular models for staff development, sometimes called a Train the Trainer model, involves sending a few teachers out to be trained so that they can come back and train others.

One of the newest models for staff development is one - on - one training.

Learning Forward (formally the National Staff Development Council), an organization focused on effective educator professional learning, adopted and expanded the Guskey and Sparks (2002) model by developing a set of standards for high quality educator learning (Learning Forward, 2011; National Staff Development Council, 2001).

Our coaching model was featured in the August 2010 Journal of Staff Development.

In this session, leaders discuss how the Marzano Causal Teacher Evaluation Model was developed to assist school leaders to be effective managers of staff: from the initial hire of a new teacher, through mentoring, support, and professional development, to accountability, retention, and promotion.

Overall, from the comments provided by the participants and the frequencies of those comments summarized in Table 3, it was concluded that the teacher participants enjoyed the workshop, enjoyed the project staff, and had insight as to how the professional development model could evolve and improve.

a collegial team of empowered teachers linked through a collaborative school - based management design and supported by a comprehensive staff development model;

Staff development is a key feature of the model; each site, in fact, has a full - time coordinator whose major responsibility is to conduct staff development sessions that initiate teachers into the SFA routines and sustain their continued use throughout the duration of the proStaff development is a key feature of the model; each site, in fact, has a full - time coordinator whose major responsibility is to conduct staff development sessions that initiate teachers into the SFA routines and sustain their continued use throughout the duration of the prostaff development sessions that initiate teachers into the SFA routines and sustain their continued use throughout the duration of the program.

These workshops can be presented as a whole staff development training, a train the trainer model, or as a series of workshops provided over one or more academic years.

In addition to ongoing professional development to build human capacity, the principal is undertaking a number of steps to ensure that the model is staffed by the most highly - qualified teachers.

Our campus uses Sibme to facilitate the implementation of staff development using a peer coaching / collaboration model.

A CORE Educational Consultant initiates or reviews your comprehensive school literacy and / or mathematics plan, including organization of instruction, implementation of a multi-tiered model, student grouping, time allocations, materials, personnel usage, and planned staff development.

Approach: The unified and single approach of the Haberman Educational Foundation is to teach and implement a research - based model for how teachers and principals are identified and interviewed, particularly those educators who serve students at risk and in poverty (for purposes of this RFP, «research - based» is defined as those results of staff development that apply research to educator decision - making; see NSDCProcessStandards www.nsdc.org/library/standards2001.html.)

Working closely with principals, central office staff and the School Board, Dr. McLaughlin is responsible for the implementation of the division's strategic plan and for the development of contemporary learning initiatives that support its project - based instructional model.

Overall results of the study indicate that the RLT model is effective in training general educators to implement such interventions as the Benchmark Strategy Instruction Process, but they also show that «traditional in - service without any follow - up was not effective staff development, since none of the control group teachers consistently implemented the [intervention].»

Funding: School Improvement Grant Budget Code: 5152 - F -14102-2070-0844 Description: Professional Development Justification: As an indirect service to students, staff will attend professional development provided by Coordinated Care Services Inc. to develop an understanding of the foundations of trauma responsiveness as a model for addressing social emotiDevelopment Justification: As an indirect service to students, staff will attend professional development provided by Coordinated Care Services Inc. to develop an understanding of the foundations of trauma responsiveness as a model for addressing social emotidevelopment provided by Coordinated Care Services Inc. to develop an understanding of the foundations of trauma responsiveness as a model for addressing social emotional needs.

These supports will include evidence - based improvement strategies and models; addressing human capital capacity through professional learning and development; school and district audits with action planning to address priority needs; matching schools and districts with vetted external partners to address specific needs; and technical assistance by a cadre of OSIT staff that includes academic content experts, school improvement and strategy personnel, in addition to climate, culture, and mental health specialists.

Staffed by a team of experienced engineers, creative artists, game designers, and global market experts, the Yodo1 team adds value in all stages of a game's development cycle through its unique co-production publishing model.

• Direct and control clients» order processing and fulfillment and field inquiries by employing discretion • Provide product training to clients through presentations and modeling • Discuss technical aspects of each product and ensure that clients are at par with instructions provided to them • Provide advice to clients by communicating courteously through telephone, email and in person • Investigate and resolve clients» problems in a bid to ensure retainer - ship and repeat business opportunities • Develop and implement feedback and complaints procedures as part of client outreach programs • Train staff members to deliver a high level of client services and provide them with assistance in understanding the company's products and services • Keep abreast of industry trends and developments and ensure that improvements are applied by employing best practices

HIGHLIGHTS • Skilled in supervising line staff by displaying model behavior and maintaining open lines of communication • Deep insight into designing and executing programs to ensure inclusion of various recreation and self - development programs, set in accordance to individual members» competencies • Proficient in providing a workable and effective interface between community partners and members

Skill Highlights School Operations Management Curriculum Development School Improvement Planning Academic Modeling Strategic Planning Staff Development and Leadership Professional Experience Principal 7/1/2010 — Current Chandler High School — Chandler, AZ Champion academic quality of school, ensuring students receive exemplary education, while managing day - to - day school operations of 600 - person school.

PA Reps for staff development and growth opportunities * Plan, assign, and direct work, appraise performance, reward and discipline employees, address complaints and resolve problems within the team * Assist in the hiring process * Assist in the preparation of performance reviews * Deliver performance reviews in conjunction with the Prior Auth Manager * Meet monthly with each staff member to go over performance status * Assist with training as needed * Lead weekly Team meetings with staff to keep them informed of changes to policy and procedures and corporate communications * Meet with the Prior Authorization Management team weekly to report on clinical call center performance and personnel issues Required Qualifications: * High School Diploma or equivalent * Current and unrestricted Pharmacy Technician license * 2 years» experience supervising Pharmacy Technicians in a Call Center environment * Prior Authorization experience * Knowledge of the Pharmacy Benefit Management and / or Health Insurance * Knowledge of Call Center industry through work experience and as obtained through related courses * Proficient in Microsoft Word and Excel Preferred Qualifications: * Bachelors» Degree * PBM experience * National Pharmacy Technician Certification Required Competencies: * Must have strong leadership and problem solving skills * Strong written and verbal communication skills * Strong interpersonal skills * Ability to effectively present information and respond to questions from groups of associates, managers and clients * Ability to comprehend ACD statistical reporting and apply it to the operation of the department * Ability to interpret a variety of instructions furnished in written, oral, diagram or schedule form * Ability to maintain a high level of consistency while working with team members * Ability to recognize the needs of the staff, heighten morale, and decrease stress and burnout * Ability to understand what style of conflict resolution is best suited for a particular situation * Ability to determine the needs of each individual team member and assist them in achieving set goals * Demonstrate a clear understanding of company and client confidentiality * Excellent organizational skills * Exemplary coaching / motivational skills at both an individual and team level * Adaptable and able to move with change while maintaining a positive attitude and strong role model for the Team.

Summary of Qualifications * Proven ability to provide sound and innovative engineering design services on schedule and at budget * Extensive experience in highway, municipal and land development design and permitting * Broad, in - depth knowledge of hydrologic / hydraulic / stormwater modeling analysis and design * Strong motivational capacity, encouraging staff and satisfying clients» needs * Effectiveness in coordinating projec...

Tags for this Online Resume: Clinical supervision, Training, Quality assurance, Model development, Implementation, Leadership, Team building model, Retention of staff, Referrals, ManagModel development, Implementation, Leadership, Team building model, Retention of staff, Referrals, Managmodel, Retention of staff, Referrals, Management

Sales Manager — Duties & Responsibilities Experienced professional with expertise in sales, marketing, and customer service across a variety of industries Generate sales in excess of $ 75 million through effective networking, marketing, and other sales tactics Design and implement comprehensive business development plans, marketing initiatives, and business models Recognized and promoted for excellence in management, staff development, and sales Cut company expenses by 16 % while increasing revenues through effective management decisions Train and direct large staffs ensuring they understand the brand and adhere to sales best practices Conduct research on prospective leads and existing clients to assist in developing sales strategies Craft effective sales presentations and proposals, tailoring them to clients based on their specific needs and styles Maintain comprehensive records detailing pricings, sales, activities reports, and other pertinent data Build and strengthen professional relationships with clients, partners, peers, and community leaders Set and strictly adhere to departmental budgets and timelines Study internal literature and industry publications to become an expert on products and services Successfully collaborate with customer service, marketing, and sales departments Provide exceptional customer service resulting in client satisfaction and referrals Enforce corporate compliance with all applicable regulatory authorities and bodies of law Represent company brand with poise, integrity, and positivity

Managed office operations and work flow, office staff, recruitment, and performance Management and training or development of specialty practice Enabled excellent customer service in a medical institution and made sure that all patients are well attended Provided support and performed regular QA reviews for client intake, registration and scheduling functions Provide required leadership, support and direction for office initiatives and special projects Built financial model for new business unit Developed and enforced new policies Reduced and controlled expenses by creating kanban, managed overtime and temp labor.

Professional Experience Harburg Freudenberger — A Subsidiary of The Possehl Group (Topeka, KS) 2005 — Present Director of Finance • Plan and direct corporate finance, human resources, legal compliance, and business development • Responsible for accounting, budgeting, forecasts, cash and credit management, and P&L statements • Manage HR including 401 (k) plans, staff development programs, benefit and payroll administration • Design and implement business development plans for sales and marketing departments • Build and strengthen professional relationships with investors and banking leaders • Examine business model and lead organizational reengineering to enhance company efficiency • Oversee strategic planning and project cost management for new company initiatives • Ensure legal compliance and due diligence in all mergers and acquisitions

To support new and existing staff, the ePyramid online training gives you access to high - quality, interactive professional development around all 3 - tiers of the Pyramid Model.

For all these reasons, this is a crucial time for a new contribution that revisits organizational issues, conceptual models and best practices aimed at helping countries, communities, programs, managers and practitioners learn from each other; to garner public and political support; to improve practice; to promote staff development, to mitigate problems of misunderstanding; and to move the field forward in a positive policy direction.

Within the education community, Parents as Teachers (PAT) has gained prominence as a program for promoting child development and school readiness after achieving promising results in Missouri.12 In New Zealand, Scotland, and other countries, recent development of home - visiting efforts have replicated American models, thus indicating that the promise seen in this country with home visiting is envisioned beyond our shores.13, 14 Lisbeth Schorr, in her 1988 book Within Our Reach: Breaking the Cycle of the Disadvantaged, stated: «[Home - visiting] programs that succeed in helping the children and families who live in the shadows are intensive and comprehensive, flexible, and staffed by professionals with the time and skills to establish solid relationships with their clients.

Over the course of several years and multiple projects, researchers and other staff received funds from a variety of sources to conduct the research that led to the development and evaluation of the PROSPER Partnership Model.

Rural workforce: the prioritisation of digital infrastructure in regional and remote communities; expansion of health - related education and training options to support smaller regional and remote communities; long - term contracts for providers of health, mental health, disability and aged and community care services in small regional and remote communities to enable a stable base for recruitment and retention of staff; the development of a Regional and Remote Health Workforce Strategy; delivery of health care and medical education in regional and remote communities; development of the Health Care Home model for regional and remote communities and funded at levels that enable the delivery of the range of services needed in those communities; more mechanisms for information sharing between health care practices, Primary Health Networks and regional and remote health care providers.

A method to train staff on delivering the model, with supervisory systems in place to support the ongoing development of staff

Among the steps taken towards a more enlightened professionalism have been: the requirement that clinical staff have tertiary qualifications; an increased awareness of domestic violence and the development of appropriate practice models; an increased awareness of the importance of the voices of children being heard and their well being considered paramount; and the range and style of services provided having expanded way beyond the «staples» of counselling, community education and mediation.

The requirements imposed by the Developer on the Salespeople included the following: staff model home during certain hours; maintain model home and surrounding grounds; have certain information related to the development available for potential buyers; handwrite thank you notes to prospects within 48 hours; inspect inventory daily; and attend classes and meetings on behalf of the Developer.