Introduction
After careful review of my personal growth plan, one of the areas that I felt need to master to become an effective leader, is the supervision of non-instructional personnel. Supervision of non-instructional personnel is as critical and valuable as instructional personnel to an educational leader. Qualified, effective, and efficient non-instructional staff play a key role in sustaining positive school climate. The National Center on Safe Supportive Learning Environments also reiterates that the school support staff play an important role in fostering a positive and trusting relationship with students. The non-instructional personnel model positive behavior to students and support staff on many occasions.
Process
As an intern, …show more content…
G, has been working at Palmetto School for the past five years as an attendance clerk and receptionist. She also looks after student Truancy and incident management. Ms. G enjoys her job as she mostly get to see students, parents, and school personnel around her all the time. Her biggest challenge is the software updates in the Power Teacher and other job related areas. Ms. G’s primary evaluator is the principal. Ms. G says that she has a yearly formal evaluation. Evaluation will be both formal and informal. The administrator will discuss the strengths, shortcomings, and possible solutions during conference. She feels that these evaluations are helpful and are done consistently. The principal and the school district will provide need based professional trainings on a timely basis. Ms. G also opines that these professional developments do keep her up to date and ahead of the game in her …show more content…
E, the assistant principal, has been working at this school for more than ten years. He worked as a teacher in the same school and currently he is working as an Assistant Principal. Mr. E’s duties include but not limited to looking after student discipline, staff duty monitoring, and any other assignment entrusted by the school principal. For the question about the importance of evaluation of non-instructional personnel, Mr. E responds that evaluation of non-instructional personnel is as critical as that of the instructional staff. As we have Elliott evaluation rubric for teachers, we have forms and scales prescribed by the district. Furthermore, as an administrator we follow the rubrics in evaluating our staff fairly and consistently. Mr. E also adds that each job requires a different specific set of qualities. An attendance clerk should be receptive and keep accurate records, where as a custodian should be someone who really cares about cleaning. The district personnel plan and provide the employees need based professional developments on continuous basis and in a timely manner. Mr. E is certainly positive that these professional development programs provide an opportunity for our employees to improve their skills and capacities which in turn will benefit our
After careful review of my personal growth plan, one of the areas that I felt need to master to become an effective leader, is the supervision of non-instructional personnel. Supervision of non-instructional personnel is as critical and valuable as instructional personnel to an educational leader. Qualified, effective, and efficient non-instructional staff play a key role in sustaining positive school climate. The National Center on Safe Supportive Learning Environments also reiterates that the school support staff play an important role in fostering a positive and trusting relationship with students. The non-instructional personnel model positive behavior to students and support staff on many occasions.
Process
As an intern, …show more content…
G, has been working at Palmetto School for the past five years as an attendance clerk and receptionist. She also looks after student Truancy and incident management. Ms. G enjoys her job as she mostly get to see students, parents, and school personnel around her all the time. Her biggest challenge is the software updates in the Power Teacher and other job related areas. Ms. G’s primary evaluator is the principal. Ms. G says that she has a yearly formal evaluation. Evaluation will be both formal and informal. The administrator will discuss the strengths, shortcomings, and possible solutions during conference. She feels that these evaluations are helpful and are done consistently. The principal and the school district will provide need based professional trainings on a timely basis. Ms. G also opines that these professional developments do keep her up to date and ahead of the game in her …show more content…
E, the assistant principal, has been working at this school for more than ten years. He worked as a teacher in the same school and currently he is working as an Assistant Principal. Mr. E’s duties include but not limited to looking after student discipline, staff duty monitoring, and any other assignment entrusted by the school principal. For the question about the importance of evaluation of non-instructional personnel, Mr. E responds that evaluation of non-instructional personnel is as critical as that of the instructional staff. As we have Elliott evaluation rubric for teachers, we have forms and scales prescribed by the district. Furthermore, as an administrator we follow the rubrics in evaluating our staff fairly and consistently. Mr. E also adds that each job requires a different specific set of qualities. An attendance clerk should be receptive and keep accurate records, where as a custodian should be someone who really cares about cleaning. The district personnel plan and provide the employees need based professional developments on continuous basis and in a timely manner. Mr. E is certainly positive that these professional development programs provide an opportunity for our employees to improve their skills and capacities which in turn will benefit our