... CONTENTS PAGE OVERVIEW 2 PRINCIPALS 2 ASSISTANT PRINCIPALS 2 LEADING TEACHERS 4 CLASSROOM TEACHERS 5 PARAPROFESSIONALS 7 EDUCATION SUPPORT CLASS 7 Roles and Responsibilities – Teaching Service Page 1 OVERVIEW The roles and responsibilities that can be expected of employees at the various classification levels, including the principal class, is set out below and incorporates Schedule 2 of the Victorian Government Schools Agreement 2013. PRINCIPALS The role of the principal is to lead and manage the planning, delivery, evaluation and improvement of the education of all students in a community through the strategic deployment of resources provided by the Department and the school community. A key component of this role is to increase the knowledge base of teachers within their school about student learning and quality teacher practice. At the same time, the principal, as executive officer of the school council, must ensure that adequate and appropriate advice is provided to the council on educational and other matters; that the decisions of the council are implemented; and that adequate support and resources are provided for the conduct of council meetings. Principals have a clear set of accountabilities, which distinguish their work from other employees in the Teaching Service and the education community and are set out in detail in the contract of employment. The principal is accountable for the overall leadership, management and development of the school within...
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...servant whose leadership style is support, advocating, and empowerment, while in an ineffective leadership situation; the leader is a pushover, whose leadership is abdication and fraud. Human Resource Leaders believe in people and communicate that belief; they are visible and accessible; they empower, increase participation, support, share information, and move decision making down into the organization. Scratch the surface of an excellent school and you are likely to find an excellent principal. Peer into a failing school and you will find weak leadership. That, at least, is the conventional wisdom. Leaders are thought to be essential for high-quality education. But is this indeed true and if so, exactly how does leadership work? Amidst the seeming certainty that leadership matters, there is much that we do not yet understand about effective educational leadership. However, the knowledge base about leadership is constantly growing. This knowledge can be used with confidence to guide leadership practice, policy, and research. It also can provide a good starting point for dialogue with diverse audience about the future of educational leadership. Like other complex human activities, leadership is difficult to pin down. It might even be unwise to narrow it unnecessary. Nonetheless, a working definition can provide a useful frame of reference. Leaders do not merely impose goals on followers, but work with others to create a shared sense of purpose and direction. In public education,...
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...Process Evaluation DRAFT Report School Community Liaison and Security Programme Prepared for the National Committee for Families and Children (NPA M&E Sub-Committee);and Ministry of Education, Youth & Sports John D. Flowers Table of Contents Executive Summary ......................................................................................................................... Error! Bookmark not defined. 1.0 1.2 1.2.1 1.2.2 1.1.3 2.0 2.1 2.2 2.1 2.2 3.0 3.1 3.2 3.2.1 3.2.2 3.2.3 3.2.4 3.2.5 3.3 3.5 3.5.1 3.5.2 3.5.3 3.5.4 3.6 Background ................................................................................................................................................................................ 2 Project Description and Scope .......................................................................................................................................... 3 Purpose of the Consultancy ..................................................................................................................................... 4 Scope ............................................................................................................................................................................ 4 Key Activities and Main Deliverables .................................................................................................................... 4 Evaluation Design and Framework .....................................................................
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...MANAGING RISKS IN CONSTRUCTION WORK Draft Code of Practice Table of Contents FOREWORD 4 SCOPE AND APPLICATION 4 1. INTRODUCTION 5 1.1 What is construction work? 5 1.2 Who has duties relating to construction work? 7 1.3 What is involved in managing risks relating to construction work? 10 2. MANAGING RISKS WITH CONSTRUCTION WORK 12 2.1 Identify the hazards 12 2.2 Assess the risks 12 2.3 Control the risks 13 2.4 Review control measures 14 3. SAFE WORK METHOD STATEMENTS 16 3.1 What is a safe work method statement? 16 3.2 Preparing a safe work method statement 17 3.3 Implementing a safe work method statement 18 3.4 Reviewing a safe work method statement 19 4. WHS MANAGEMENT PLANS 21 4.1 What is a WHS management plan? 21 4.2 Preparing a WHS management plan 21 4.3 Implementing the WHS management plan 21 4.4 Reviewing and revising a WHS management plan 22 5. LICENCES 23 5.1 High risk work 23 5.2 Other licences 23 6. INFORMATION, TRAINING, INSTRUCTION AND SUPERVISION 25 6.1 General construction induction training 25 6.2 Workplace specific training 26 6.3 Other training 26 6.4 Supervision 27 7. FACILITIES AND THE WORK ENVIRONMENT 28 7.1 Facilities at a construction workplace 28 7.2 The work environment 29 7.3 Emergency plan 31 8. CONTROLLING RISKS IN CONSTRUCTION WORK 32 8.1 Falls and falling objects 32 8.2 Traffic management 37 8.3 Essential services 38 8.4 Hazardous manual tasks 39 8.5 Hazardous chemicals...
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...Review of Research School Leadership Study Developing Successful Principals Stephen Davis Linda Darling-Hammond Michelle LaPointe Debra Meyerson Stanford Educational Leadership Institute Commissioned by The Wallace Foundation SELI Stanford University School of Education 520 Galvez Mall Stanford, CA 94305-3084 Phone: 650.724.7384 Fax: 650.723.9931 Email: principalstudy@stanford.edu http://seli.stanford.edu This report was commissioned by The Wallace Foundation and produced by the Stanford Educational Leadership Institute in conjunction with The Finance Project. © 2005 Stanford Educational Leadership Institute (SELI). All rights reserved. Principals play a vital role in setting the direction for successful schools, but existing knowledge on the best ways to prepare and develop highly qualified candidates is sparse. What are the essential elements of good leadership? How are successful leadership development programs designed? What program structures provide the best learning environments? What governing and financial policies are needed to sustain good programming? “School Leadership Study: Developing Successful Principals” is a major research effort that seeks to answer these questions. Commissioned by The Wallace Foundation and undertaken by the Stanford Educational Leadership Institute in conjunction with The Finance Project, the study will examine eight highly developed pre- and inservice program models that address key issues in developing strong...
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...Curriculum Vitae | | | | | | |Personal information | | |Surname / First name |Thomadakis Markos | |Address |95, Ithakis, 11251, Athens, Greece | |Telephone(s) |6945536633 | |E-mail |markosth@hotmail.com | |Nationality |Greek | |Date of birth | May 28 1975 | |Gender |Male | | ...
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...party, the principal, delegates work to another party, the agent who performs that work. In the context of corporation, the agents are the managers and the principals are the shareholders. Agency theory as related to the corporation is set in the context of the separation of ownership and control as described in the work of Berle and Means (1932) Agency relationship Agency relationship is defined by Jensen & Meckling (1976) as a contract under which one or more persons (the principal(s)) engage another person (the agent) to perform some service on their behalf which involves delegating some decision making authority to the agent. If both parties to the relationship are utility maximizes there is good reason to believe that the agent will not always act in the best interests of the principal. Agency cost Agency cost is the principal can limit divergences from his interest by establishing appropriate incentives for the agent and by incurring monitoring costs designed to limit the aberrant activities of the agent. In addition, in some situations it will pay the agent to expand resources to guarantee that he will not take certain actions which would harm the principal or to ensure that the principal will be compensated if he does take such actions. However, it is generally impossible for the principal or the agent at zero cost to ensure that the principal will be make optimal decisions from the principal’s viewpoint. In most agency relationships, the principal and agent...
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...Development of WHS Management Plans COP | Code of Practice | D&C | Design and Construction | MSDS | Material Safety Data Sheet | NUL | National Uniform Legislation | NTG | Northern Territory Government | PC | Principal Contractor | PCBU | Person Conducting a Business or Undertaking | PPE | Personal Protective Equipment | SWMS | Safe Work Method Statements | WHS | Work Health and Safety | Practice and code PCBU | A Person Conducts a Business or Undertaking whether:- Alone or with others- Is conducted for profit or gainIt includes partnership or an incorporated association.Note: Employer is captured under the definition of PCBU(Refer to Subdivision 2, Section 5 of the WHS Act 2011). | PC | A PCBU that commissions a construction project is, thePrincipal Contractor (PC) for the project.If the person engages another PCBU as PC for theconstruction project and authorises the person to havemanagement or control to the workplace and to dischargethe duties of a PC, the person so engaged is the PC forthe project.Note: Construction projects can only one PC at anyspecific time.(Refer to Reg 293 of the WHS (NUL) regulations). | A Work Health and Safety (WHS) Legislation was developed as a result of acomprehensive national review into work health and safety laws across Australia, whichinvolved substantial public consultation. This initiative provided a framework to protectthe health, safety and welfare of all workers at work and of all other people who might beaffected by the work...
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...to communicate effectively are the catalyst for connectivity and progress. This is especially true in the arena of education. With so many people involved in the day to day running of a school, positive communication is paramount. Within the field of education, specifically educational leadership, there is a broad history of human relation and communication theories, movements, and practices. While some of these theories, movements, and practices have been widely adopted and promoted, the field of educational leadership still allows for significant amounts of autonomy and express for individual school leaders and administrative teams. While human relations have always existed, the study and application of these principles are fairly new; and it was not until the late 19th century that researchers began exploring how human relations, communication, and motivation affected workers (Razik & Swawnson, 2010). When looking specifically at human relations and its applications to educational administration, this field of study promotes the reduction of employee discrepancies with leadership/management and the promotion of improvement and resolution via problem solving (Razik & Swawnson, 2010). Within the educational leadership philosophy there are two unique perspectives: Democratic Educational Administration and the Human Relations Movement; each with its own unique advantages and disadvantages (Razik...
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...to communicate effectively are the catalyst for connectivity and progress. This is especially true in the arena of education. With so many people involved in the day to day running of a school, positive communication is paramount. Within the field of education, specifically educational leadership, there is a broad history of human relation and communication theories, movements, and practices. While some of these theories, movements, and practices have been widely adopted and promoted, the field of educational leadership still allows for significant amounts of autonomy and express for individual school leaders and administrative teams. While human relations have always existed, the study and application of these principles are fairly new; and it was not until the late 19th century that researchers began exploring how human relations, communication, and motivation affected workers (Razik & Swawnson, 2010). When looking specifically at human relations and its applications to educational administration, this field of study promotes the reduction of employee discrepancies with leadership/management and the promotion of improvement and resolution via problem solving (Razik & Swawnson, 2010). Within the educational leadership philosophy there are two unique perspectives: Democratic Educational Administration and the Human Relations Movement; each with its own unique advantages and disadvantages...
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...DESCRIPTION – COLLEGE ADMINISTRATOR The duties and responsibilities of a College Administrator shall include the following: Overseeing the day to day administrative management of the College; Managing and developing administrative, non-teaching staff within the college, including performance appraisal, discipline, role clarification and training; Supporting the College and the Council of Heads in the fulfilment of the functions of the College; Assisting in the preparation and the formulation of the College’s strategic and business plans, and the implementation of such plans. Providing input to the Business plan and Annual Financial Estimates Exercise and managing the section’s budget to ensure efficiency and effectiveness; Ensuring that records and statistics of all Schools in the College are accurate and up to date, including financial records and monthly management accounts as required by the DES and the College Principal; Creating and ensuring the effective maintenance of a data-management and ICT system, as required by the DES; Formulating accurate specifications in connection with calls for quotations/tenders for the procurement of services and goods, in full observance of the relevant government legislation, procedures and policies; Maintaining regular liaison with other College Administrators; Providing on-going practice guidelines, training and support to school secretaries and clerks, including those in the College Administration Team; Assuming responsibility for the administration...
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...2003). The writer of this paper acknowledges that school principals should play the role of instructional leaders, not just a school manager. The reality is that are many demands on a principals time and management skills making it difficult for most of them to spend time in classrooms, when performing teacher evaluation. Principals often make sure that teachers have the opportunities for professional developments, since they themselves rarely have any time to directly affect their teacher’s growth. The approach of sharing instructional leadership with teachers can present some organization challenges. The writer understood from this course that Communication is critical in a principal’s job. A leader must be clear, consistent in communication with students, staff, parents and community which, is imperative to the role of a principal. Similar to the teaching and reinforcement of math and reading skills, policies, procedures, and expectations need to be taught, practiced, and reinforced to students and staff. The writer acknowledges that the reinforcement of policies and procedures with discussions regarding their purpose also helps in communicating expectations with students and staff members. When communicating with staff, technology provides leaders s with the tools and ease to communicate with all members on a daily basis. Although the principal is ultimately responsible for building decisions, successful principals delegate, consult, and collaborate with staff. With many...
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...ISSUES, STATUS AND POLICIES MANAGEMENT RESEARCH AND PRACTICE Vol. 2 Issue 3 (2010) pp: 299-313 299 Management Research and Practice Volume 2, Issue 3 / September 2010 March eISSN 2067- 2462 mrp.ase.ro DEVELOPMENT OF BOND MARKET IN BANGLADESH: ISSUES, STATUS AND POLICIES Mohammad Saleh JAHUR 1 , S.M. Nasrul QUADIR 2 1 Department of Finance and Banking, University of Chittagong, Chittagong, Bangladesh sjahur2000@yahoo.com 2 Department of Finance and Banking, University of Chittagong, Chittagong, Bangladesh nasrul1964@yahoo.com Abstract Bond market acts as buffer of equity market. This market in Bangladesh has been found very inefficient with respect to number of issues, volume of trade, number of participant, long-term yield curve, interest rate policy etc. In view of this, the present study has been undertaken aiming at identifying the problems that impedes the growth and development of Bond Market in Bangladesh. Researchers have collected both primary and secondary data and analysed the same by employing descriptive measure as well as multivariate technique-Varimax Rotated Factor Analysis. The study has found that the size of debt market of Bangladesh is very low as compared to other SAARC Countries; has huge growth potentiality; and identified important impediments to the growth and development of Bond Market in Bangladesh such as risk and return factor, liquidity and government policy factor, issue management factor, investment policy factor...
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...[pic] THE LITTLE STAR KINDERGARTEN HUMAN RESOURCE MANAGEMENT CONTENT • INTRODUCTION • COMPANY PROFILES • DEFINATION • KEY FUNCTION • OBJECTIVE • HUMAN RESOURCE PROJECTION PLAN • 5 YEARS PLAN • JOB DESCRIPTION • TRAINING AND DEVELOPMENT • CONCLUSION Prepared by : YONG SIEK WOON ( JENY) ID: 128 INTRODUCTION Human Resources Management is a strategy that maximizes return on investment in the organization’s human capital and minimizes financial risk. This organize framework introduce to an organization the process of implementing and completing the functions of planning, organizing, staffing, directing and controlling in an efficient and effective manner to achieve the organization goals and objective. The main role of the Human Resource Department in The Little Star Kindergarten is to source and hire the qualified, experience, responsible teachers; to provide training and development; to motivate the employees; to prepare payroll and to maintain the optimum work force. COMPANY PROFILES The Little Star Kindergarten (TLSK) was established in Kajang in January 2011. The goal of the establishment of TLSK is to provide an overall early childhood educational programme that covers all the knowledge, skills, norms, values, cultural elements and beliefs that a child needs to help them to achieve the full development of their physical, mental and emotional growth. VISION ...
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...vigilant public and almost predatory journalistic fervour. Depending upon the model of corporate disclosure followed by different legal framework, right to information has forced corporation to divulge more than they ever did. Corporate governance is derived from Latin term ‘corpus’ which means ‘body’. governance means administering the process and system placed for satisfying stakeholders expectations . when the two terms are combined it together brings out set of system procedures , policies , practices , standards put in place by a corporate to ensure that relationship with various stakeholders is maintained in transparent and honest manner. One of the basic feature of corporate governance is that there is a separation of ownership and management. The board of directors work and operate as trustee and agent of shareholders and they have to safeguard the interest of shareholders and other stakeholders It may also be considered as a network of legal provisions , regulations, practices to bring accountability and transparcy in functioning of the body corporate. It specifies the distributions of rights and responsibilities among different participants in the corporation, such as among the board , managers , shareholders and other stakeholders. They have to do the following: * To act in the best interest of the company * To give directions * To remain accountable to the shareholders DEFINATION OF CORPORATE GOVERNANCE * “Corporate governance is concerned with...
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