Day-care workers must take the opportunity and responsibility for the day they are no longer responsible for the childcare program. This part of the responsibility lies in the design and implementation of a personnel training training program that directs the staff to their own leadership role.
It's a simple and inexpensive way to help every employee know about the role and responsibilities of their job in the child care center. Knowing each task is like acquiring business. It is difficult to understand the problems of an assistant teacher if you have never been or have never heard of any particular concerns.
The organizer's regular meeting time with staff provides a great tool to help staff develop critical skills that can serve as observers, listeners, and organize ideas for staff. In general, the director maintains the leading role. It sets the agenda, keeps the session, and knows when to steer the conversation. He is responsible.
But what if the crew members got a chance for the director? After all, they sit on these meetings every week, so it's easy to be. Some staff also welcome the opportunity to improve the sessions.
So the deputy director, really an employee who can be a senior teacher, assistant teacher, office worker or custodian, will need help in the basic organization of such a meeting. Here are some things the director may suggest.
first Decide when and where the seat is held. The simplest sounds, but the assistant director will soon find out that they do not like everyone. And now the decision has to be made: who should and what would it mean if I changed a staff member? What kind of signal does it give to other staff?
2nd How long should the seat be? How long can it be? If there is a discussion during a meeting, there may be automatic restrictions. However, if the meeting is after school or at a weekend, then how long does it take.
3rd Is the seat obligatory? If the meeting is mandatory, why? The staff would like to know the benefits of a mandatory meeting and it will not be enough to say "it's compulsory because I said." Egypt "has to comply with a decree." The Deputy Director must help staff understand their personal benefits to make this meeting a positive event.
4th What to do if any clinical steps are taken when an employee does not attend a compulsory session? Or vice versa, if they do not come what happens to me?
5th What will be on the agenda? Does the Deputy Director only establish the agenda of the meeting, or does the Deputy Director request a request from the staff? How will the Director keep the agenda requests that are inadequate?
6th How will the Deputy Director direct the meeting? Is there a way to curb absenteeism and silence? What does it mean to listen to the meeting? Is there a statement, whether in words or in deeds, of the deputy director, that privacy is expected and respected at the meetings?
7th What kind of information support can the Assistant Director receive after the meeting that the Deputy Director actually attends a professional learning experience?
When intraday executives can be opened to allow employees to arrange organizer meetings, much information can be shared.
First, the Assistant Director will know how much planning is to create a meeting and how difficult it is to work with people sometimes. He also begins to perceive whether he is a good career manager.
Second, the director is able to see another employee in an employee. Sometimes the director needs to help an employee to look at their own opportunities. This commitment to professional growth makes fun and exciting work.
Source by sbobet