The education world has been transforming since the mid-1990s as technology came to play larger roles in the lives of us all. Learning happens from watching videos, reading articles, searching and sorting through results, playing games—and all of these learning activities can take place virtually any where. Mobile smart devices have helped change the way we manage and intercept information. For the better part of our days, we’re receiving and transmitting messages almost subconsciously; we’re always learning.
Using harsh chemicals around children, especially young children, can be harmful to their health. But you don’t have to run to the local organic store or shop online for organic solutions. Your Facilities Manager can mix her own cleaning solutions with items you most likely already have stored in your school’s closets.
Letting someone go is never an easy task. Employees may become violent, defensive, or extremely emotional. If you have a strong working relationship with the person you must terminate, it can be difficult for you. As emotionally complicated as firing someone is, it can also quickly become a legal disaster if not handled properly.
There has been considerable discussion and debate in private school board rooms, administrative offices, and faculty lounges in recent years regarding “merit pay” (also known as “pay for performance”). While this type of pay arrangement is common in virtually every environment outside of schools, it is still a relatively novel concept in the private-independent school world. Today, we’d like to take a look at issues of motivation, fairness, and retention with respect to merit pay systems.
As the first signs of Spring appear in many parts of the country, thoughts turn to the reawakening Earth, planting of fields and flowers, and all things that speak to growth. With this as our theme, we want to share with you a story—based on true events, as they say—that sheds some light on the need to “prepare the ground” when launching any significant change event.