Approaches to leading for equality Sample Clauses

Approaches to leading for equality. Synthesising the literature of leading for equality, there are three major approaches that leaders may adopt. The approaches were first highlighted by Xxxxxx (1995) and have since been developed by others (Xxxxx & Xxxxxxx, 2003; Xxxxxxx, 1998):  Redistribution: ensuring that available resources are reshaped to enable those who have less physical or social capital, or have greater need, receive sufficient additional help to enable them to make choices and be enabled to take part in society in ways that they value.  Recognition: recognising difference, insisting on respect for different values and cultures, ensuring that those likely to encounter negative responses or discrimination are particularly supported.  Participation: ensuring that children are equipped to take their place as citizens, to have a voice, to challenge societal assumptions and practice, the better to shape the future. The three approaches outlined above are not mutually exclusive. Together they translate to an agenda for action. There are many examples from throughout the world of school leaders taking action related to redistribution, recognition and participation. For example, in England, the Office for Standards in Education, Children's Services and Skills (2012) documents a range of redistribution actions in schools, including using additional funding provided by the government to give one-to-one tuition and small group teaching to learners who need extra help. Xxxx (2006) describes a range of recognition actions for leaders in UK schools to achieve greater recognition of the lives and needs of Muslim students in the UK. Flecha (2011: 8) writes of participation work with migrants and Romani children in Spain which provided 'the tools both to transform injustice and to gain access to socio-economic benefits'.
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Related to Approaches to leading for equality

  • Criteria for Evaluation Criteria for employee performance review shall be made available to the employee before the start of the evaluation period and shall remain unchanged during the evaluation period unless the employee is made aware of the changes.

  • Responsibility for Equipment City shall not be responsible for any damage to persons or property as a result of the use, misuse or failure of any equipment used by Contractor, or by any of its employees, even though such equipment be furnished, rented or loaned to Contractor by City.

  • PROCEDURES FOR EVALUATION A. The evaluations of school year employees covered by this agreement shall be completed no later than May 30 of each school year for 9-month employees and by June 30 for 10/12-month employees. The evaluation shall be reviewed with the employee, with a copy given to the employee at the conclusion of the review. An employee may present written comments, which shall be attached to the written evaluation document. The evaluator and employee shall sign the evaluation document. The employee’s signature does not constitute approval or disapproval, but only that the evaluation has been reviewed with the employee.

  • Credit for Experience A. Newly employed teachers will receive the equivalent year's credit for each year of experience. The experience granted will be equal to the FTE experience for each year worked. This credit will be granted if, in the judgment of the Superintendent, the teaching experience has been appropriate to the position which has been offered. For example, teaching experience at the secondary level may not be appropriate if the applicant is being considered for an elementary position. Placement on the salary schedule beginning with the 2017-18 contract year will be accomplished in the following manner:

  • Planning for Future Years (a) Advance Notice. The Funder will give at least 60 Days’ Notice to the HSP of the date by which a Planning Submission, approved by the HSP’s governing body, must be submitted to the Funder.

  • Log Reviews All systems processing and/or storing PHI COUNTY discloses to 11 CONTRACTOR or CONTRACTOR creates, receives, maintains, or transmits on behalf of COUNTY 12 must have a routine procedure in place to review system logs for unauthorized access.

  • Feedback and Complaints 34.1. The primary responsibility for receiving feedback and investigating complaints promptly and thoroughly in respect of the Services shall rest with the Contractor. The Contractor shall have procedures in place, which are acceptable to the ESFA, to gather and act upon feedback and complaints from Learners and/or their representatives and employers and the wider community.

  • Annual Evaluation The Partnership will be evaluated on an annual basis through the use of the Strategic Partnership Annual Evaluation Format as specified in Appendix C of OSHA Instruction CSP 00-00-000, OSHA Strategic Partnership Program for Worker Safety and Health. Xxxxxxxxx & Xxxxxx will be responsible for gathering required participant data to evaluate and track the overall results and success of the Partnership. This data will be shared with OSHA. OSHA will be responsible for writing and submitting the annual evaluation.

  • Annual Evaluations The purpose of the annual evaluation is to assess and communicate the nature and extent of an employee's performance of assigned duties consistent with the criteria specified below in this Policy. Except for those employees who have received notice of non-reappointment pursuant to the BOT- UFF Policy on Non- reappointment, every employee shall be evaluated at least once annually. Personnel decisions shall take such annual evaluations into account, provided that such decisions need not be based solely on written faculty performance evaluations.

  • Responsibility for Evaluation Within each school the Principal will be responsible for the evaluation of employees assigned to that school. Evaluation will be made by the Principal or a qualified administrator. An employee assigned to more than one school will be evaluated by the Principal of the school in which the employee is assigned for the greater amount of time, with input provided by the Principal of the other school. Any Principal or person charged with the responsibility of evaluation of employees may involve other staff and students in the process if acceptable to the certificated teacher being evaluated.

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