Provide input
on staff performance evaluations.
Not exact matches
Mr Prosper Ahalivor who spoke
on behalf of the Head of the Local Government Service (LGS) said it was pertinent to disclose that in its bid to improve institutional and
staff capacity, competition,
performance and service delivery, the Service had developed and implementing an evaluation / assessment system known as the LGS Performance Management Sy
performance and service delivery, the Service had developed and implementing an
evaluation / assessment system known as the LGS
Performance Management Sy
Performance Management System (PMS).
With districts accountable for raising achievement like never before, the pressure falls
on principals to connect teacher
evaluations to student
performance and possibly also
staff compensation.
Likewise,
evaluations of educators» effectiveness should be based
on a combination of elements and could include students»
performance, classroom observations, and
staff feedback.
The group's recommendations include increasing the starting salary by a third; creating a «career ladder» so teachers can be rewarded for strong
performance without leaving the classroom; introducing bonuses for teachers who receive top ratings
on new teacher
evaluations; and paying more to draw teachers to hard - to -
staff subjects, such as science or special education.
Specifically, officials at the state and district levels have had difficulty building
staff capacity for implementing the reforms, meeting the requirements to develop teacher
evaluations and increase student learning time, and gathering data
on performance in SIG schools to make decisions about future grant renewals.
Despite this, LAUSD's Deasy bio still says he's «a man
on a mission» who's «championed rigorous and ambitious learning opportunities for youth, fair teacher and administrator
evaluations, pay ‐ for -
performance,
staff development and training, and data ‐ based decision ‐ making.»
(e) The board shall establish the information needed in an application for the approval of a charter school; provided that the application shall include, but not be limited to, a description of: (i) the mission, purpose, innovation and specialized focus of the proposed charter school; (ii) the innovative methods to be used in the charter school and how they differ from the district or districts from which the charter school is expected to enroll students; (iii) the organization of the school by ages of students or grades to be taught, an estimate of the total enrollment of the school and the district or districts from which the school will enroll students; (iv) the method for admission to the charter school; (v) the educational program, instructional methodology and services to be offered to students, including research
on how the proposed program may improve the academic
performance of the subgroups listed in the recruitment and retention plan; (vi) the school's capacity to address the particular needs of limited English - proficient students, if applicable, to learn English and learn content matter, including the employment of
staff that meets the criteria established by the department; (vii) how the school shall involve parents as partners in the education of their children; (viii) the school governance and bylaws; (ix) a proposed arrangement or contract with an organization that shall manage or operate the school, including any proposed or agreed upon payments to such organization; (x) the financial plan for the operation of the school; (xi) the provision of school facilities and pupil transportation; (xii) the number and qualifications of teachers and administrators to be employed; (xiii) procedures for
evaluation and professional development for teachers and administrators; (xiv) a statement of equal educational opportunity which shall state that charter schools shall be open to all students,
on a space available basis, and shall not discriminate
on the basis of race, color, national origin, creed, sex, gender identity, ethnicity, sexual orientation, mental or physical disability, age, ancestry, athletic
performance, special need, proficiency in the English language or academic achievement; (xv) a student recruitment and retention plan, including deliberate, specific strategies the school will use to ensure the provision of equal educational opportunity as stated in clause (xiv) and to attract, enroll and retain a student population that, when compared to students in similar grades in schools from which the charter school is expected to enroll students, contains a comparable academic and demographic profile; and (xvi) plans for disseminating successes and innovations of the charter school to other non-charter public schools.
My
evaluation of Duncan's
performance is the result of my personal interaction with the Secretary and his
staff, his attack
on the schools in my community, as well as a through review of his policies.
The methodology is fairly straightforward: we are collecting and sharing outcomes and
performance evaluations on a wide range of legal matters with AdvanceLaw
staff, who are determining which behaviors consistently generate better results.
Performed routine
evaluation of
staff's clinical
performance on problem prone equipment and high risk procedures which resulted in increase in knowledge and competent use of equipment.
Supervised up to five
staff members
on audit engagements, and reviewed their
performance for annual
evaluations.
Guided faculty and
staff in making recommendations
on university policies and procedures, regarding disciplinary and
performance evaluations
Prepare
staff performance evaluation, including verbal and written warning based
on company policy.
Received 94 percent rating
on staff evaluations of personal
performance within the health services manager role at exit interview.
Manage up to five valet attendants, delegate work responsibilities, train new prospective
staff members and provide oral
evaluations based
on job
performance
Also conducting
performance evaluations of direct reports and providing executive input
on salary levels training and compensation of technology
staff
Created testing and
evaluation procedures.Effectively trained instructors and supervisors
on techniques for managing employees.Designed training modules that implemented strategic business practices and organizational behavior training concepts.Planned and led training programs
on staff development.Analyzed each department's training needs and developed new training programs based
on the analysis.Presented training information via role playing, simulations and team exercises.Led training programs designed to implement new agent
performance management standards for fourMentored team members to succeed and advance within the department and company.Supervised an average of 21 enlisted forecasters in the weather training complex.Managed the training calendar for the entire fiscal year.Created effective training course objectives, course content and all materials.Delivered training material to a diverse audience of both blue and white - collar professionals.Led trainings for up to 21 employees
on a weekly basis.
Managed
staff recruitment, conflict resolution, conducted
performance evaluations, and focused
on staff development initiatives.
Professional Experience GA DFCS Clayton County (Jonesboro, GA) 2008 — 2010 Supervisor • Manage
staff orientation and
on - going training, including technology, reference materials, and other pertinent information, to ensure a high - quality of public service • Delegate important tasks and assignments to other
staff members while providing guidance
on relevant expectations and completion timetables as well as support and experience in job execution • Monitor and document associate
performance through the use of monthly
evaluation meetings to address any issues or areas of weakness through focused training efforts as well as resolve issues and complaints • Perform other important
staff management functions, including time records / time off requests, career mentoring, and employee discipline / dismissal when necessary
Director of Human Resources / HR Consultant — Professional Duties & Responsibilities Oversee the planning, direction, and management of all HR - related activities including
staff recruiting, candidate tracking, personnel screening and testing, and hiring processes in accordance with Affirmative Action and Equal Opportunity Employment regulations Support senior management to develop and maintain personnel policy and ensure compliance with all standards, authoring and implementing new policies and procedures as needed along with creating HR procedure manual Serve as lead analyst for compensation reviews,
performance and pay - scale benchmarking, market studies, and salary structure decisions, also creating organizational /
staff planning charts for all departments and all positions Create and deliver firm - wide
staff new - hire orientation, training and development programs, and
performance evaluations utilizing a competency - based appraisal system which leads to focused training and development programs based
on common and individual areas of
performance deficiency Manage all aspects of workers compensation and unemployment claims
on behalf of employer, attending hearings and participating actively in all related meetings Hold responsibility for all benefit negotiations, administration, and plan reviews, promoting compliance with and effective execution of IRS / DOL regulations, ERISA, HIPPA, and all audit - related processes Implement and sustain safety programs while performing regular safety - policy trend analyses to identify critical issues, developing corrective action plans to ensure compliance with applicable safety, health, and environmental regulations including OSHA and other applicable laws Consult with management regarding employee - and labor - related issues to resolve conflicts in a professional manner, conducting grievance hearings and negotiation agreements with worker representatives within the provisions of any applicable contract Provide relevant guidance and administration to the development of human resources site
on firm intranet, housing online - employment forms, manager resources, job postings, and HR - related forms and documents Develop valuable
staff relationships to improve workplace morale as well as maintain positive business relationships with all related brokers and vendors
Accounting and Financial Administration Professional — Duties & Responsibilities Develop and maintain a strong and extensive working knowledge of various accounting principles, regulations, tax codes, and applications, continuously applying changes to accounting landscape to current responsibilities Apply various accounting rules and procedures to critical tasks, including the review and approval of journal entries, data and financial reconciliations, balance sheet and income statement accounting, cash flow analyses, account collections, capital utilization and
on - going budgetary considerations Provide relevant oversight and administration to all aspects of business finance, including billing and collections, payroll execution, vendor relationships, payroll and salary management, and other pertinent functions Perform regular book reconciliations and variance resolutions to ensure audit - ready financials and provide continuous relevant insight into the financial health of the company, in both a regular and ad - hoc manner, to company management Manage important and sensitive financial documents, receipts, and invoices
on a daily basis, providing organization for audit assistance and execution as well as compliance with various accounting standards Perform analysis, research and
evaluation of current accounting policies and procedures, implementing change where necessary to drive corporate efficiency, manage costs and drive revenue Facilitate the efficiency and implementation of all accounting operations from concept to execution, while coordinating actions
on all daily operational and logistical aspects from corporate financial management to payroll Utilize technological resources, including software and accounting applications, to track all aspects of firm accounting and financial operations as well as prepare important and sensitive tax documents related to all aspects of organizational operations Collaborate with respect to effective communication between all departments and coordinate all daily business operations with other leadership
staff and other personnel Work closely with and support senior - level management in budgeting and corporate planning strategies Address client, vendor, and management queries, resolving them in an expedited manner Assist management with various other duties as assigned to facilitate efficient administration and operations, making appropriate and effective recommendations with respect to
performance optimization
The Chasm Group, LLC and Chasm Institute, LLC (San Bruno, CA) 1997 — 2008 Business Operations Manager • Managed all daily operational tasks for leading multi-million dollar high - tech market strategy consultancy, while providing executive administration to C - level executives and venture capital partners • Developed and managed the firm's annual budget, proposing and implementing expense cuts, producing monthly reports and financial statements, and coordinating with CPA firm for accurate and timely filings • Oversaw all client relationship management efforts while cultivating new business efforts from concept to implementation, providing high - quality service in sales efforts while utilizing new lead tracking system • Negotiated and managed all contracts, stock grants, and financing arrangements, working closely with outside counsel to draft legal documents and resolve LLC - and proprietary - related issues • Led three office space build - outs and two office relocations, managing all aspects of each process under aggressive timeline and budget expectations • Reduced firm telecom expenses by 22 % by streamlining IT objectives, including migration to VOIP phone system, software / hardware purchases, domain renewals, and outsourced technical support • Directed all phases of
staff recruitment while creating and implementing all HR policies and programs, including comprehensive employee benefits plans • Supervised multiple administrative
staff members, conducted
performance appraisals and wage / salary surveys in comparison to incentive program guidelines, and maintained HR files in accordance with legal mandates • Produced all out - going client invoices in an accurate and timely fashion to increase, cash flow and reduce aging receivables, providing consistent attention to overhead costs and vendor arrangements • Administered all company insurance policies, including E&O, general liability, bonds, partner life and disability, conducting annual benefits reviews and employee / company insurance audits • Obtained necessary certificates for consulting contracts while processing federal, state, and local business reporting requirements to maintain licenses and incorporation status • Directed all marketing efforts and oversaw logistical aspects of national educational workshop series, utilizing sponsorship arrangements to offset production costs • Transformed «brochure» website into a dynamic tool to better illustrate company opportunities through relevant case studies, as well as maintaining all other promotional media, including press kits and video Association of California School Administrators (Burlingame, CA) 1993 — 1997 Issues and Planning Committee Coordinator • Executed all phases of event planning and implementation for a membership - driven organization including 23 state committees, 5 task forces, 6 strategic planning conferences, and a conference of 1,500 attendees • Focused
on facility
evaluations, bid requests, site visits, contract negotiations, and all pre - and post-conference planning processes • Produced statistical and financial reports, including budget projections and cost monitoring for developmental training efforts • Oversaw all participant - level responsibilities, including inquiries, eligibility, registration, correspondence, and billing statements • Managed all legal professional standards calls for Northern California regions, including the processing of attorney authorizations, the preparation of legal assistance letters, and liens
on cause of action • Served as second point of contact for computer inquiries and troubleshooting efforts as well as provided back - up executive administrative support for Executive Director, Committee Chairs, and the State Superintendent of Public Instruction • Held responsibility for software installation and hardware configuration while performing weekly AS / 400 backup and report generation
Computer Operations Technician — Duties & Responsibilities Direct information technology department ensuring effective and efficient operations Recruit, train, and supervise computer technicians and administrative personnel Responsible for department budgets, project timelines, and team workflow Assist in the design, launch, and management of multiple data centers Proficient in the operation, repair, and maintenance of complex computer hardware and software Develop significant experience with financial applications and business platforms Oversee system security and
performance enhancements to exceed industry standards Utilize cost cutting measures in the backup of valuable company data Perform
staff evaluations to set professional goals and recognize exceptional service Serve as a liaison between the information technology team and senior leadership Present reports regarding information technology best practices and proposed system upgrades Develop a rapport with company personnel and deliver exceptional service Study industry literature to become an expert
on emerging technologies Maintain comprehensive records detailing service calls, system updates, and other pertinent data Represent company brand with positivity, professionalism, and dedication
It should focus first
on skills and training of its
staff and invest in a robust data and
evaluation strategy
on the
performance of programs.
Family Voices: Piloting a New Qualitative Measure of Family Engagement for Head Start and Early Head Start
Staff and Families (PDF - 2,468 KB) Aikens, Bandel, Akers, Lyskawa, & Jerald (2014) U.S. Department of Health and Human Services, Administration for Children and Families, Office of Planning, Research and Evaluation & Mathematica Policy Research Focuses on the development of qualitative instruments designed to better understand family engagement in Head Start and Early Head Start; draws on pilot data collected during the 2012 - 2013 program year; and provides information about the performance of the piloted interview protocols, revisions made to instruments based on their performance, and the best methods for gathering qualitative information about family engagement experiences from families and staff in future stu
Staff and Families (PDF - 2,468 KB) Aikens, Bandel, Akers, Lyskawa, & Jerald (2014) U.S. Department of Health and Human Services, Administration for Children and Families, Office of Planning, Research and
Evaluation & Mathematica Policy Research Focuses
on the development of qualitative instruments designed to better understand family engagement in Head Start and Early Head Start; draws
on pilot data collected during the 2012 - 2013 program year; and provides information about the
performance of the piloted interview protocols, revisions made to instruments based
on their
performance, and the best methods for gathering qualitative information about family engagement experiences from families and
staff in future stu
staff in future studies.
The chief
staff performance evaluation process varies from association to association, depending
on each association's organizational goals and distinct character.
The chief
staff performance evaluation process varies from association to association, depending
on each association's organizational goals, size, and distinct character.