Sentences with phrase «turnover in staffing»

I'm not so easily convinced that unions nationwide will jump aboard a plan that involves huge turnover in staffing and significantly more hours and days per year.

Because of her positive attitude and efficient way of running the cafeteria, high turnover in staffing has stopped and student satisfaction is at an all - time high.

Not exact matches

With a turnover rate of nearly 300 %, the staffing and recruiting industry has one of the highest attrition rates of any industry in the nation.

The Teacher Follow - up Survey of the Schools and Staffing Survey (SASS - TFS) provides data designed to examine teacher turnover, and it has a much larger sample, 706 former teachers currently working in nonteaching jobs.

While this can seem to be a convenient solution to staffing problems and staff turnover, be aware that without a member of staff «in house» with music as their responsibility, it may prove difficult to do certain things.

While the choices regarding staffing were deliberate, they do create challenges particularly around the high rate of turnover and thus ongoing training in the SSO role as well as eligibility for staff applying for Lead Teacher roles.

In its final years, the school had a lot of turnover and flux in staffing and administration as well as curriculum and behavior plans, said Carla Toliver, a former teacher at the schooIn its final years, the school had a lot of turnover and flux in staffing and administration as well as curriculum and behavior plans, said Carla Toliver, a former teacher at the schooin staffing and administration as well as curriculum and behavior plans, said Carla Toliver, a former teacher at the school.

As mentioned before, our research has found that teacher turnover plays a large role in school staffing problems and teacher shortages (Ingersoll & Perda, in press).

In Teacher Turnover: Why It Matters and What We Can Do About It, authors Desiree Carver - Thomas and Linda Darling - Hammond do a deep dive into the 2012 Schools and Staffing Survey and the 2013 Teacher Follow - up Survey (the most recent of two nationally representative surveys) to investigate how turnover trends vary across teachers and Turnover: Why It Matters and What We Can Do About It, authors Desiree Carver - Thomas and Linda Darling - Hammond do a deep dive into the 2012 Schools and Staffing Survey and the 2013 Teacher Follow - up Survey (the most recent of two nationally representative surveys) to investigate how turnover trends vary across teachers and turnover trends vary across teachers and schools.

«It's just that the turnover is such that we have these staffing problems in particular types of schools.»

Professional Summary Functional manager with 10 + years of experience across diverse corporate environments with a proven track record in staffing, supporting, reducing turnover and enhancing the customer experience.

• Managed talent acquisition programs for multi-billion dollar companies across the United States • Clients included Yahoo!, Microsoft, Tumbleweed Communications, BEA, & Aderactive • Responsible for designing and implementing comprehensive recruitment and training programs • Trained and led staffing team consisting of recruiters, sourcers, coordinators, and schedulers • Offered guidance in recruitment, interview, negotiation, and training best practices • Developed execution plans offering metrics, hiring goals, and improvement strategies • Evaluated company staffing model, identified needs, and recommended remedial measures • Interacted with company CEO's, Presidents, and other members of senior leadership • Partnered with HR, Development, and other company departments to best meet company goals • Significantly cut personnel costs and turnover rate through recruitment of career employees • Recruited, interviewed, screened, and filled positions from entry level to senior leadership • Negotiated and finalized compensation packages and job descriptions • Managed complex personnel issues during company acquisitions and mergers • Responsible for ensuring that recruitment procedures empowered underrepresented groups • Authored reports detailing cost per hire, turnover ratios, and retention statistics • Utilized online and in - person recruitment tools and methods to attract best possible candidates • Developed working knowledge of varied professional fields to best fill positions • Built strong, long - term relationships with industry leaders across multiple professions • Cultivated sourcing pool for technology, sales, marketing, and other professional skill sets • Maintain strong ties to leading colleges and universities for recruitment purposes • Performed all duties in professional, efficient, and effective manner

/ School restorative conferencing / School restorative conferencing / School setting / Schools / School's contribution / Secure accommodation (1) / Secure accommodation (2) / Self / Self awareness for facilitators / Self in family work / Self - blame / Self - development / Self exposed / Self - expressions / Self formation / Self - injury (1) / Self - injury (2) / Self - injury (3) / Self - mutilation / Self - mutilation: an examination of a growing phenomenon / Self renewal / Self - supervision (1) / Self - supervision (2) / Selfishness / altruism / Separation and Loss / Separations / Service user involvement / Severe personality disorder / Sex education / Sexual abuse / Sexual abuse in an institutional setting / Sexual abuse recovery work / Shaping modifying environments / Sharing and bearing with a child / Showing that life can be enjoyable / Significant adults / Significant learning / Silence / Silent voices / Single cause / Size of residential settings / Sleep / Small group living / Small groups / Social brain (The) / Social care in Ireland / Social care — the field / Social change / Social competence (1) / Social competence (2) / Social Competencies: Affect / Social networks in restricted settings / Social Pedagogy / Social policy / Social skills training (1) / Social skills training (2) / Social skills training (3) / Social skills training (4) / Social skills training (5) / Socratic questioning / Solution - focused principles / Some unanswered questions / Space and place / Space under threat / Spaces / Spatial arrangements / Special considerations in the development process / Spiritual connection / Spiritual well - being / Spirituality / St. John Bosco / Staff and sexual orientation / Staff induction / Staff integrity / Staff meeting / Staff morale / Staff morale in children's homes / Staff retention / Staff selection / Staff support / Staff training groups in institutions / Staff turnover / Staff values and discipline / Staffing / Statement of Purpose / Status of care workers / Stealing / Steering a middle course / Stigma / Story, time, motion, place / Story unfolding / Storybook reading / Street children (1) / Street children (2) / Street children (3) / Street children (4) / Street children (5) / Street children (6) / Street children and self - determination / Street corner / Street kids / Street youth and prostitution / Streetsmart kids / Stress / Stress in child care work / Strengths (1) / Strengths (2) / Strengths (3) / Structure of activities / Structured storying / Structuring the relationship / Stuck clients / Students / Students, self and practice / Succeeding with at - risk youth / Successful careers / Suicidal behaviour in GLB youth / Suicide (1) / Suicide (2) / Suicide attempts / Suicide risk / Suitability for practice / Supervision (1) / Supervision (2) / Supervision (3) / Supervision (4) / Supervision (5) / Supervision (6) / Supervision (7) / Supervision (8) / Supervision (9) / Supervision and ethics / Supervision and practice / Supervision and teaching / Supervision formats / Supervision: Parallel process / Supervision wish list / Supervisor insecurity / Support for self - harm / Support for self - harm / Symbolic communication / Symptom tolerance guaranteed / Systemic thinking / Systems (1) / Systems (2) / Systems (3) / Systems and spheres of influence / Systems thinking / Systems vs developmental views /