Implementing A School Wide Change

Implementing change among all organizations is necessary to achieve success; within the health care industry change is constant and it is the role of management teams to assess, plan, implement and evaluate change to ensure satisfaction. Considering this among the other aspects of running a successful organization it is essential to ensure that there is minimal resistance and familiarity to change. Demands of the consumers and staff as well as regulations are continuously changing. The responsibility of managers is to successfully lead these inevitable changes.

Every school and business must have policies and procedures in place. A school's policies and procedures are adopted from laws passed by the Government. These are in place to ensure the school is run correctly, and that staff, pupils, and any other individuals involved with the school are protected and meeting expectations and guidelines. There are usually a large number of policies in place within a school. These can include policies such as Child Protection, Health and Safety, Fire Safety, Confidentiality, Anti-Bullying, Teaching and Learning, Homework, and many more. These policies and procedures are relevant to staff, pupils and parents. These policies must be updated regularly, and some of the content revised, in order to keep them

For that reason, the principal and school administrators will be visible and visiting classrooms, making rounds, and attending and participating in community events. The school leaders will use their voice to be advocates for the needs of the students, parents, faculty, and staff of HSHS and to showcase everyone’s accomplishments.

The purpose of SBDM is to give the stakeholders of a school more autonomy in all the decisions that are vital for a school to function properly. SBDM is based on the premise that “the most effective decisions are made by those who will actually implement the decisions” (TEA, 2010, p.1). The idea is that the people who are directly involved on a campus have a better gage as to what the deficiencies are and how they can most effectively and efficiently be solved better than individuals who are not on that campus, such as central office personnel. SBDM “is a process of decentralization and deregulation in which the school becomes the primary unit of management” (Aiken, et al, 1995). By implementing a SBDM committee, schools are able to build a collection of spokespersons to represent all stakeholders, and collectively, the committee can brainstorm, discuss,

Roles: Higher administration at the district level will develop strategic priorities to ensure success of the plan each year. Building administration, teachers and staff will implement plans at the building

Strategies that are in place are teachers and administration walk-through with feedback for growth. The school also provides support for teachers whose performance was

In today’s American society, the school or institution you attend(ed) can greatly influence how someone can make judgements of you. In fact, for some employers, they believe they can derive enough conclusions, solely based on what institution you have attended, to decide if they want to hire you or not. Cathy Davidson, author of “Project Classroom Makeover,” discusses about institutions who teach through standardization and how it implies a “one size fits all” idea. She also discusses democratization, which revolves around each student’s abilities and skills and using them together in a team like manner. Karen Ho, author of “Biographies of Hegemony,” discusses about certain institutions that lay certain expectations out for students in certain prestigious universities/institutions and have control over many of these prestigious universities. Based on both essays, we can see

The role of the central office in the Response to Intervention (RTI) change initiative at Florence Middle School (FMS) began when the superintendent requested the school board approve the positions of the middle school interventionists in the district. Prior to the 2014-2015 school year, two high schools and the three middle schools in the district requested interventionists in anticipation of the new accountability model from the Mississippi Department of Education (MDE). The new accountability model calculated a school’s academic performance according to students’ growth on state assessments from one year to the next. Therefore, in 2013-2014, the schools requested interventionists be added to their faculties to better meet the needs of struggling students with significant learning gaps. The school board was unable to approve this request because the district’s budget could not afford the expense of the positions.

One thing that is a for certain in education is changes will take place. Education mirrors the world we live in, and that is, change is inevitable. However, this process is not always accepted by the entire staff of a school and may be found burdensome to others. As a teacher leader, when certain changes in the school take place regarding a rule, the entire staff needs to come together to ensure the rule is being implemented and enforced. One such change that is happening at my school is the once a week mandatory meeting of all PLC teams. The decision to implement mandatory PLC meetings did not go over well with all teachers. When a school makes a rule or policy change, there are parts of the organization, such as the political, human resource, and cultural perspective that feel the effect.

My role in contributing to an outstanding educational program would be one of support. As the principal I would be supportive of teachers by encouraging innovation and planing activities that would enhance learning that extends beyond the classroom. As principal, I would also foster leadership and collaboration among staff. I would be supportive of students and families. It is important for families to know that school staff is there for their children and have their best interests at heart. I would be supportive of our PTSO and work to further develop community support and involvement. Furthermore, as principal I would support the development of the whole child. From academics to social/emotional development from athletics to the arts, middle

Process for Developing Policy: Rough draft written by the principal that will then be reviewed by a committee made up of principal, teachers (1 representing each grade level), students, and

Administrators and teachers must work together to develop the PLC plan addressing the needs of their students. This means administrators need to trust teachers and allow them to work in a way that is autonomous from leadership. Delegating more responsibilities to staff was a way of creating a more knowledgeable community that could cope with the diversity of demands created by schools moving from being relatively simple organizations to highly complex ones. It was also recognized as in accord with the rhetoric of distributed leadership recommended as a strategy for school improvement and raising pupil attainment (Bolam et al. 2005, Webb, et al.

And a plan of action needs to be drawn up to indicate the responsibilities of each participant in the intervention process. The school principal must then report the case or incident to the Department of Education’s district office.

Systemic change is a recurrent process in which the influence of change on all parts and their relationships to one another are taken into contemplation. Systematic change allows for change on the policy, technology, education, and information levels, it goes beyond thinking about individuals and single problems. Change is an important part of progress and systematic change is a huge undertaking for a school, even any business. People are resistant to change, they like being comfortable, but sometimes being comfortable is not being effective. This week while discussing change, an article stood out; the author wrote “…comprehensive school reform will succeed only if it’s predicated on a sustained, cooperative, and trusting relationship among parents, school and district staff, and the school board governing the system” (Usdan, 2010, pp.9). In many ways this is true, systematic change is such a large amount of change, people that are not supportive of the change can ultimately cause it to fail. In some cases, one person’s lack of interest in the change can cause a successful school to

As an educational leader, I have encountered several new and existing school policies. I never thought deeply about the various processes and the stakeholders involved in policy formulation and implementation. This semester I am engaged in the course Managing Educational Policy as School Leaders (EDLM 6005). This is Semester III, 2016/2017. My course coordinator is Dr. Timar Stephenson. Dr Stephenson was my course coordinator once before and was very helpful whenever I needed clarification or when I had a difficulty. I am thrilled to embrace the new ideas and learning opportunities embedded in this course since it teaches issues which I experience at work. Dr Stephenson, during his introduction reminded his entire class that success in this course would only be realized through hard work, dedication, and commitment. Therefore, it is imperative that I have the right attitude as I navigate this course. The course involves seven weeks of intense work. I am pleased to have a wonderful group facilitator by the name of Rhonda Joseph who has already given us a BBC to explain the requirements of the course and our first two modules.