Leslie Talbot is the Founder and Principal of Talbot Consulting, an independent education management consulting practice. Throughout her career Ms. Talbot has established herself as a strategic partner with educators, schools, state and local education agencies, charter management and other nonprofit organizations, school design teams, foundations and philanthropic institutions. Always seeking to work collaboratively and to provide customized and sustainable solutions, Leslie supports both existing and start-up education ventures in the areas of program design and strategic planning; site reviews and evaluations; program model expansion and site replications; staffing models and retention plans; board recruitment, development and training; guidance and technical assistance in distributive leadership and professional learning community structures and approaches; leadership coaching; and assistance in student assessment and professional development systems. Over the years, Ms. Talbot’s work has earned her projects supported by federal, state and local governments, the Bill and Melinda Gates Foundation, the Walton Family Foundation, the Carnegie Corporation of New York, the Ewing Marion Kauffman Foundation, The Edna McConnell Clark Foundation, Daniel Rose, Rose Associates, Inc., the Board of Elementary and Secondary Education for Louisiana, and the school districts of Newark, NJ, New York …show more content…
– a privately-held education software company specializing in technology solutions for school site human resource recruitment and management. As SVP, Ms. Talbot researched best practices in school staffing plans to identify “good fit” variables for schools and prospective employees. Leslie’s research contributed to the design, development, and marketing of web-based software, CharterSchoolJobs.com to help schools identify and recruit faculty and
The second domain in the Florida Principals Leadership Standards is composed of three different standards. The first of these is Instructional Plan Implementation and is about how an effective leader must collaborate to develop and implement an effective instructional framework that aligns with the required standards and meets his/her students’ needs (“The Florida Principal,” n.d.). Due to the variety in options that are available to align instruction to a pupil, given that the instruction will be adjusted to his/her needs, I feel that the situational leadership approach will be able to be implemented in this situation to create better results as “different situations demand different kinds of leadership (Northouse, P., 2016). The different leadership styles that make up the Situational approach can be tied to this standard by connecting the necessary leadership style with the supportive and directive behaviors in the task that is performed. As an instructor, I will spend time in the S1 category of the Situational Leadership Model as I make use of a “common language of instruction”, spend time between the S1 and S2 categories by “communicate the relationships among academic standards” and by being engaged “in data analysis for instructional planning and improvement”.
In MISD, the district shapes campus budgets based on snapshot data from the previous school year. In her second year as Mansfield Summit’s principal, Dr. Charlotte Ford next works closely with the Campus Leadership Team (CLT) and the Site Based Decision Making Committee (SBDM) in spending of allotments. In MISD, the district controls salaries, however salaries purchased by Title 1 funds can be controlled at the campus level. Once the district assigns campus monies,
My appointment to General McLane’s LINK Crew is an amazing opportunity to gain leadership training and utilize it within my local community. LINK Crew is a faculty-appointed organization that utilizes forty driven juniors and seniors to help transfer students and incoming freshman become orientated to the high school culture and rules. Leaders act as student mentors for new kids by helping them find their classes, teaching them small life-lessons, and introducing them to faculty, teachers, and other new students. Each year, we go through over fifteen hours of training regarding leadership, public speaking, and communication skills in order to present to new students several times a year. We also act as leaders within sports, academic, extracurricular,
The following vision and mission of Pineloch Elementary will never be fulfilled with an administration and their leadership team bullying, harassing and picking on teachers that they have emotional nonprofessional issues with. Vision: To be the top producer of successful students in the nation. Mission: To lead our students to success with the support and involvement of families and the community.
Over the past three decades’ educational leadership has been in search of ways to increase student literacy in urban middle schools in the southeast sections of the District of Columbia. The quest to closing achievement gaps in urban school districts have and will always be an on-going issue for educational leadership (Daly & Chrispells, 2008). Findings from research studies suggest that school leadership accounts for fully one quarter of total school effects on pupils, making it second only to classroom instruction among school-based factors affecting student achievement (Leithwood, Louis, Anderson & Wahlstrom, 2004). There are certain challenges that middle school principals face that pertain only to these middle school principals due to
Again, this information is tremendously important to me because as a future educator I would want to do anything and everything that I possibly could to make sure that every student has what they need to succeed and love getting their education. Following this, in 1975 the IDEA,
True transformative administrative leadership extends beyond understanding their students to comprehending the community their students live within. Years ago, schools functioned to provide students with knowledge, however, the objectives of schools evolved within the last twenty five years. As numerous low income communities crumble due to societal pressures the purpose of a school transformed from a place of education to one that comprises of education, health-care, nutrition, shelter, mental health, and safety. Society ask schools to accommodate the ever growing lists of student needs. Schools can’t create a legacy of transformational change without community involvement.
Using this model would allow Mr. Miller to review the mission of the school, determine whether ability grouping is aligned with the mission, and select an alternative that reflects the mission. 3. What action, if any, should Principal Miller take to demonstrate that he is an educational leader who treats people fairly, equitably, and with dignity and respect? Following Standard 3, Principal Miller should involve families and other stakeholders in the decision-making process. Mr. Miller should select and utilize a group decision technique will allow the opinions of the groups of parents, as well as other individuals and groups, to be heard and present their point of
She will even bring back an old class to do that. “We used to have a class, a leadership class, and that was a good way to do it.,” Elliott said. “For me, I think what we probably should’ve done was just have a leadership class.” Preferably, the program would not have separate requirements and would just be implemented in every course. “It [could be] just an extension of the class into the wider city-which I think is what students really want.
Effective leader build a strong and successful setting for children. Strong leadership, ethical practices and professional knowledge provides high quality educational outcome. I have strong leadership in my program and it builds respect, parent, teacher and community collaboration and a trusting and well nurtured relationship between teacher and students. Challenges and expectations are provided to help develop the highest outcome of education possible for all children. How do you envision this issue impacting your future work with children?
When I decided to train to become a professional school counselor, I knew I had a long road ahead. I am trained to be a teacher, a special education teacher to be specific, and though I will be able to use much of my past experience as a classroom teacher in my school counseling practice, I am aware that I will also need to see my students in a new way, a more holistic way. I will need to focus not only on what works in the classroom, but what works in order to motivate and support the students with whom I meet. It is essential for me to determine what will drive me, inspire me to be the best school counselor for both my school and students, therefore, I must determine my professional philosophy of education and school counseling and develop my beliefs, vision and mission statements.
I. OVERVIEW Google’s human resource management involves different strategies to address the workforce needs of this diversified business organization. This diversification imposes significant challenges to human resource managers of the company. Nonetheless, there are certain HRM approaches that are generally applied to different areas of Google. For instance, in human resource planning, Google’s HR managers focus on the effective use of forecast information to minimize the surplus or shortage of employees, and to establish a balance between the supply and demand for qualified employees.
In this time of violence and gangs, Erin Gruwell was able to change education forever and save many kids lives. During this time education was changing and it wasn 't for the better, kids were dying on the streets due to gun violence and because of the gangs they were involved in. Luckily, Erin Gruwell was able to implement teaching tactics for integrated schools that are even used today. Her tactics included, rewriting curriculum, treating students as creator of knowledge, creating classroom community, and teaching self realization.
Introduction Employees are crucial to any business, and so it is extremely important for an organisation to have a great understanding to the recruitment and selection process. This process is used to make sure the right candidate is chosen for the job. The aim of the research is to create a better understand of the recruitment and selection process and what takes organisation to recruit new employees. The recruitment and selection process has so many different elements to think about, and this essay reflects on how the organisation searches for possible candidates to recruit. Recruitment and selection process is dealt with mostly the human resource (HR) department, although in many organisations it is common for other heads of department to be involved in the process to make sure that technical considerations are assessed during recruitment and selection so that no faults are made.
P2) Explain the Strengths and weaknesses of different approaches to Recruitment and Selection Recruitment and Selection Recruitment can be defined as searching for and obtaining a pool of potential candidates with the desired knowledge, skills and experience to allow an organisation to select the most appropriate people to fill job vacancies against defined position descriptions and specifications. (Ref-Green, Paul C. Building Robust Competencies: Linking Human Resource Systems to Organizational Strategies. Jossey-Bass, 1999.) External recruitment brings new blood, new face to the organization.