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1 FINANCING THE SCHOOL PROGRAM |
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1 | (34) |
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A PHILOSOPHY AND BELIEF SYSTEM |
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3 | (11) |
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RESOURCES AVAILABLE TO THE PRINCIPAL |
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10 | (4) |
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TYPES AND SOURCES OF FINANCIAL RESOURCES |
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14 | (4) |
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LOCAL AND NON-LOCAL FUNDS |
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14 | (2) |
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16 | (1) |
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16 | (1) |
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SCHOOL BUSINESS PARTNERSHIPS FUNDS |
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16 | (1) |
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17 | (1) |
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17 | (1) |
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FORCES IMPACTING ON THE ALLOCATION OF FUNDS TO THE SCHOOL |
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18 | (3) |
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FORCES IMPACTING THE UTILIZATION OF FINANCIAL RESOURCES |
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21 | (8) |
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21 | (2) |
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EMPLOYEE AGREEMENTS OR CONTRACTS |
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23 | (1) |
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23 | (1) |
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STATE AND FEDERAL STATUTE |
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24 | (1) |
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ORGANIZATIONAL RESTRICTIONS |
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24 | (1) |
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MISSIONS, GOALS, AND OBJECTIVES OF THE SCHOOL AND/OR DISTRICT |
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25 | (4) |
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29 | (1) |
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30 | (1) |
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31 | (1) |
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32 | (3) |
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2 DETERMINING NEEDS, BUDGETS, AND THE ALLOCATION OF FINANCIAL RESOURCES |
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35 | (36) |
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ASSESSING CONDITIONS, DETERMINING NEEDS, AND IDENTIFYING RESOURCES |
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36 | (9) |
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INCORPORATING FINANCIAL RESOURCE NEEDS INTO THE SCHOOL IMPROVEMENT PLAN |
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45 | (19) |
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64 | (4) |
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68 | (1) |
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69 | (1) |
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69 | (2) |
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3 MANAGING AND CONTROLLING THE USE OF FINANCIAL RESOURCES |
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71 | (22) |
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MANAGING FINANCIAL RESOURES |
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73 | (7) |
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73 | (1) |
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74 | (1) |
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THE SCHOOL IMPROVEMENT PLAN AND BUDGET DEVELOPMENT |
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75 | (5) |
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MONITORING THE USE OF FINANCIAL RESOURCES |
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80 | (8) |
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PROCEDURES FOR MONITORING |
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80 | (2) |
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82 | (3) |
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EVALUATING THE MANAGEMENT OF FINANCIAL RESOURCES |
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85 | (1) |
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EVALUATION OF FINANCIAL RESOURCE UTILIZATION |
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85 | (3) |
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88 | (2) |
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90 | (1) |
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91 | (1) |
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91 | (2) |
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4 THE ALLOCATION OF HUMAN RESOURCES: STAFFING FOR EDUCATIONA PURPOSES |
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93 | (38) |
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STAFFING THE SCHOOL FOR EDUCATIONAL PURPOSES |
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94 | (12) |
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94 | (1) |
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AN OPERATIONAL PROCEDURAL MODEL FOR PLANNING |
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95 | (1) |
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FORECASTING PERSONNEL NEEDS |
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96 | (3) |
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POSITION ANALYSIS AND POSITION DESCRIPTIONS |
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99 | (1) |
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CONTENTS OF A POSITION ANALYSIS |
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99 | (7) |
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RECRUITMENT OF HUMAN RESOURCES |
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106 | (11) |
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AN OPERATIONAL MODEL FOR THE RECRUITMENT PROCESS |
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107 | (4) |
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THE EMPLOYMENT APPLICATION--DATA GATHERING DURING THE RECRUITMENT PROCESS |
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111 | (1) |
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PROFESSIONAL PHILOSOPHY AND PERSONAL DEVELOPMENT INFORMATION |
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111 | (3) |
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THE RECRUITMENT INTERVIEW |
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114 | (1) |
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THE EVALUATION OF APPLICANTS--PAPER SCREENING |
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114 | (3) |
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117 | (1) |
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OPERATIONS MODEL FOR PERSONNEL SELECTION |
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117 | (11) |
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121 | (1) |
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122 | (1) |
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TALENT ATTRACTION AND SELECTION SYSTEM INTERVIEW |
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122 | (2) |
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124 | (1) |
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124 | (1) |
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125 | (1) |
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THE INTERVIEW REPORT FROM |
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125 | (3) |
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128 | (1) |
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129 | (1) |
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129 | (1) |
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130 | (1) |
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5 THE ALLOCATION OF HUMAN RESOURCES: EFFECTIVE STAFF UTILIZATION |
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131 | |
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THE STAFF ORIENTATION PROCESS |
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132 | (8) |
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STAFF ORIENTATION DEFINED |
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132 | (1) |
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PURPOSES OF STAFF ORIENTATION |
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133 | (1) |
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GUIDING PRINCIPLES FOR ORIENTATION PRACTICES |
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134 | (1) |
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ORIENTATION PROCESS OPERATIONAL MODEL |
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135 | (2) |
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PROBLEMS OF BEGINNING TEACHERS |
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137 | (3) |
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THE ASSIGNMENT OF PERSONNEL |
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140 | (8) |
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RESPONSIBILITIES OF THE SCHOOL PRINCIPAL |
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140 | (6) |
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ASSESSMENT OF SCHOOL CLIMATE |
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146 | (2) |
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HOW SCHOOL CLIMATE CAN BE IMPROVED |
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148 | (6) |
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154 | (1) |
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HUMAN RESOURCES ALLOCATION AND TEACHER LOAD |
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154 | (11) |
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STRATEGIES FOR DETERMINING THE LOAD OF TEACHERS IN THE SCHOOL |
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155 | (1) |
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FORMULAS FOR TEACHER LOAD MEASUREMENT |
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155 | (3) |
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PLANNING AND ORGANIZING AN EFFECTIVE PROGRAM OF STAFF DEVELOPMENT |
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158 | (1) |
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A SUCCESSFUL STAFF DEVELOPMENT PROGRAM |
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158 | (2) |
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TRENDS IN PROFESSIONAL STAFF DEVELOPMENT |
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160 | (1) |
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STAFF DEVELOPMENT OPERATIONAL MODEL |
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160 | (5) |
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165 | (2) |
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167 | (1) |
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168 | (1) |
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169 | |
