For this exercise, you will reflect on what you have learned throughout this course and describe how you have mastered each of the course objectives using the Culminating Reflection Chart.
This is an overview
W1
As we begin our study of Leading in HR and Finance, we will concentrate on the area of budgets and finance first and then move into teacher recruitment, staff development, performance evaluation, and more. When possible, we will tie the two together in our discussions.
In as much as we study the need for adequate funding along with all the influences that come to bear on funding, we will hopefully gain insight into how to plan and maintain a budget in these unpredictable times. When we study revenue sources, I am sure you will be able to draw from your own early days in teacher education when we all learned how education is funded, in addition to what you have learned in your current position.
We will start our study of finance by looking at funding struggles nationally and then move to the state levels budget process. In subsequent weeks, we will learn about funding at the local level.
Week 2
Education literature is full of analyses and opinions on equitable, adequate funding, which is a challenge across the nation. Litigation has occurred about the underfunding of resources as well as facilities. Disparities regarding per-pupil funding exist within individual states, some with wide ranges from one school district to the next. Court cases related to inadequate funding have been both successful and unsuccessful and can take many years for the public to witness results.
This week, we will examine lawsuits and recommendations to equalize funding, starting as early as 1968. In addition to adequate funding, we will study North Carolina public school finance statistics over a period of years, generating an analysis of the data that includes trends, patterns, etc.
Week 3
Education literature is full of analyses and opinions on equitable, adequate funding, which is a challenge across the nation. Litigation has occurred about the underfunding of resources as well as facilities. Disparities regarding per-pupil funding exist within individual states, some with wide ranges from one school district to the next. Court cases related to inadequate funding have been both successful and unsuccessful and can take many years for the public to witness results.
This week, we will examine lawsuits and recommendations to equalize funding, starting as early as 1968. In addition to adequate funding, we will study North Carolina public school finance statistics over a period of years, generating an analysis of the data that includes trends, patterns, etc.
Week 5
The chapters in our textbook will give us some understanding of the process of selecting staff. While every district has its own specific process, most have the basic parts outlined in the reading. Where states have strong unions, the process differs slightly, since the union may be at the table to be part of how the staff is hired.
Selection, of course, is a direct outgrowth of the recruitment program. Selection criteria vary, but there are some commonalities in the way school districts select teachers and staff. With the onset of technology, we have seen application forms move from paper to online. Most districts now will review only online applications. As we discuss the selection of staff, we will learn that in some school districts the school principal plays a large part in this process; in other districts, the principal has little influence.
Week 7
New teacher induction is a multiyear introduction to the school/school district, curriculum, testing, classroom management, and legal aspects, just to name a few. As a support program, one of the most important goals is to retain teachers. Harry and Rosemary Wong are nationally known induction and mentoring experts; their guidelines form the basis for many induction programs.
Various surveys indicate that teachers leave the profession due to the lack of administrative support; however, stellar, effective induction programs can offset teacher turnover. Administrators are inundated with tasks and responsibilities on a regular basis; nevertheless, their involvement in new teacher induction is critical
Week 8
Recruitment
Teacher recruitment has become more challenging for schools and school districts largely due to a decrease in students majoring in education. Why are fewer students considering education as a viable profession? Low pay? Lack of respect by students, parents, and citizens? Extra time put into the job after regular school hours? Classrooms with students having more emotional, learning, and physical challenges? You can easily add to the list Some schools and school districts face even more challenges s
