Relevant bibliographies by topics / Schools recruitment process

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers

Academic literature on the topic 'Schools recruitment process'

Author: Grafiati
Published: 4 June 2021
Last updated: 9 February 2022

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Journal articles on the topic "Schools recruitment process"

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Dube, Themba. "An Assessment of the Seventh-Day Adventist Church Teacher Recruitment Process on the Achievement of the Church’s goals. A Study of Adventist Schools in Bulawayo." TEXILA INTERNATIONAL JOURNAL OF MANAGEMENT 7, no. 2 (2021): 208–22. http://dx.doi.org/10.21522/tijmg.2015.07.02.art018.

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This paper aimed at unearthing practices driven by the Adventist-Teacher recruitment process in order to determine achievement of the organization’s goals. The study was conducted in Adventist Schools in Bulawayo. The schools have a population of about 218 teachers. The study followed a mixed method of research, where quantitative-descriptive statistics were used to discuss findings. A sample of 106 teachers was chosen using the stratified sampling to respond to a self-administered questionnaire. Simple random was used to choose teachers from within each stratum among the three Secondary and Five Primary Schools. In the schools selected, the teachers’ list was used, and either odd numbers or even numbers were used as respondents. Through purposive sampling, three Secondary and five Primary School heads were chosen to respond to interview questions indicated in this study. It is important to note that teachers and school heads did not agree on issues regarding induction and mentoring. Primary data was collected and analyzed using SPSS. Tables and graphs were used in the presentation and discussion of findings. The study established the link between the Recruitment process- which aims at the integration of faith and learning- and Redemptive practices to be positive at Pearson’s r 0,696. The interaction of the Recruitment process and the cutting-edge practices recorded a Pearson’s r of 0,589. The recruitment process appeared to be operating below the ideal standard. The study revealed a poor teacher induction and mentoring process in the schools studied.
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Hardini, Tri Indri, Sri Setyarini, and Sri Harto. "INDONESIAN LANGUAGE ASSISTANT PROGRAM IN AUSTRALIAN SCHOOLS: RECRUITMENT AND SELECTION PROCESS." Jurnal Cakrawala Pendidikan 38, no. 2 (2019): 330–42. http://dx.doi.org/10.21831/cp.v38i2.25083.

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This research aims to investigate the process of recruitment, selection, and implementation of the Indonesian language assistant program of the Universitas Pendidikan Indonesia (UPI) in Australian schools. The main purpose of this research is to find out the processing stages and to see strengths and weaknesses in each stage of the recruitment and selection process held at UPI. The data were collected through survey questionnaires, in-depth interviews, and documents of the Indonesian language assistants on the implementation of the program. The questionnaires and interviews were directed to the members of recruitment and selection team, alumni, and candidates of the Indonesian language assistants. A descriptive qualitative method was applied to explore and analyze the activities of the language assistants’ candidates and alumni in each of the overall stage processes. The results show that there are some stages of recruitment and selection process, which are then described in a figural process. The recruitment covered the submission of a curriculum vitae completed by relevant administrative documents to qualify for registering the program. The selection process required skills and competences of the candidates in Indonesian language, English, Indonesian and Australian cultural knowledge and skills and self-management. Accordingly, a system development for recruitment and selection process to result in more competent candidates for the Indonesian language assistants is urgently needed to elaborate the whole process in efficient manner.
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AlShehhi, Fatima, and Khadeegha Alzouebi. "The Hiring Process of Principals in Public Schools in the United Arab Emirates: Practices and Policies." International Journal of Education and Literacy Studies 8, no. 1 (2020): 74. http://dx.doi.org/10.7575/aiac.ijels.v.8n.1p.74.

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This study aims to explore the current selection practices of school principals in the Ministry of Education in the United Arab Emirates. The study covers three main objectives: to investigate the current practices and policies regarding the recruitment of school principals in public schools in the UAE; to explore how the Ministry of Education equips school principals for leadership positions; and to survey school principals’ views on recruitment and training and their on-going professional development needs. Currently there are three main stages in the recruitment process: the first stage is to submit an online application, the second stage is the interview, and the third stage is undergoing a probation period as a school principal. A significant finding was that school principals at present are not satisfied with the current recruitment process and see it in need of change. Thus some recommendations made in this study are presented based on the research findings and school principals’ reflections and experiences. School principals felt they would benefit from more specialized training in leadership and management skills, as well as, visits to successful schools both in the United Arab Emirates and overseas. One important recommendation was to develop a new academic diploma focusing on management and leadership skills for school principals, a ‘Principalship Diploma’ which covers the fundamental core content, training and requirements for educational leadership and effective performance. School principals play an imperative role in supporting the school, staff, and student performance, and therefore it is extremely important to create a clear, transparent and effective hiring policies in order to hire the most competent, effective and best performing school principals to lead the educational reform process in the United Arab Emirates.
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Lukluk Isnaini, Rohmatun. "IMPLEMENTASI REKRUTMEN GURU DISD TA’MIRUL ISLAM SURAKARTA (KAJIAN MANAJEMEN SUMBER DAYA MANUSIA DI SD ISLAM)." Jurnal Pendidikan Agama Islam 12, no. 1 (2015): 109–20. http://dx.doi.org/10.14421/jpai.2015.121-08.

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The main objective in the recruitment process in schools is getting human resources or educators (teacher) is appropriate for a particular position so that the person is able to work optimally and can survive in school for a long time. Implementation of recruitment is a very important task, crucial and requires a great responsibility. This is because the quality of human resources that will be used schools rely heavily on recruitment and selection procedures were carried out. Based on interviews and observations made, it can be analyzed that the implementation of teacher recruitment aims to get teachers who are professional and have the best qualifications. Recruitment of new teachers is not held every year since in accordance with the needs of the school if there are vacant positions then held recruiting new teachers to fill positions corresponding field. Before conducting the necessary preparation for the recruitment of new teachers, new teacher recruitment preparation should be done so through the recruitment of school can obtain a good teacher management in order to improve the quality of school-based education.
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Evans, David V., Andrew D. Jopson, C. Holly A. Andrilla, Randall L. Longenecker, and Davis G. Patterson. "Targeted Medical School Admissions: A Strategic Process for Meeting Our Social Mission." Family Medicine 52, no. 7 (2020): 474–82. http://dx.doi.org/10.22454/fammed.2020.470334.

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Background and Objectives: Increased medical school class sizes and new medical schools have not addressed the workforce inadequacies in primary care or underserved settings. While there is substantial evidence that student attributes predict practice specialty and location, little is known about how schools use these factors in admissions processes. We sought to describe admissions strategies to recruit students likely to practice in primary care or underserved settings. Methods: We surveyed admissions personnel at US allopathic and osteopathic medical schools in 2018 about targeted admissions strategies aimed at recruitment and selection of students likely to practice rurally, in urban underserved areas, or in primary care Results: One hundred thirty-three of 185 (71.8%) US medical schools responded. Respondents reported targeted admissions strategies as follows: rural, 69.2%; urban underserved, 67.4%; and primary care, 45.3%. Nearly 90% reported some type of recruitment outreach to 4-year universities, but much less to community colleges. Student characteristics used to identify those likely to practice in targeted areas were largely evidence-based. Strategies to select students varied widely. Conclusions: Most responding US medical schools reported a targeted process to recruit and select students likely to practice in rural, urban underserved, or primary care settings, indicating widespread awareness of workforce challenges. This study also demonstrates varying approaches to and allocation of resources toward admissions targeting, especially the application and interviewing processes. Understanding how schools identify and admit students likely to practice in these fields is a first step in identifying best practices for selective admissions focused on addressing workforce gaps.
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DeWitty, Vernell P., and David A. Byrd. "Recruiting Underrepresented Students for Nursing Schools." Creative Nursing 27, no. 1 (2021): 40–45. http://dx.doi.org/10.1891/crnr-d-20-00069.

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Preparing a richly diverse nursing student population is essential to improving health outcomes for the nation and achieving a robust supply of health-care providers who better reflect the society we serve. As the U.S. population becomes more diverse, cultural competence is necessary among health-care professionals in order to practice with cultural humility. Cultural humility refers to a commitment and active engagement in a lifelong learning process that allows individuals to better meet the complex health-care needs of patients, communities, and colleagues. The design of an effective recruitment strategy should be driven by the mission of the educational institution and aligned to reflect the targeted population of potential students. Recruitment efforts and activities should be designed to improve the ability to attract a diverse population and more firmly establish a continuing pipeline of possible students. This article presents strategies such as building relationships and partnerships with 2-year community colleges with upper division nursing programs, and employing technology solutions to enhance recruitment and admissions of a diverse pool of applicants. Technology solutions can help manage large applicant pools, help staff coordinate a communication campaign so there is frequent contact with prospects, and capture notes throughout the recruitment process that can be utilized in a holistic admission strategy. Recruitment is the first step; to address retention, students must be welcomed into an inclusive learning environment where they can successfully advance, in order to achieve the goal of a more diverse nursing workforce.
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Tasrif, Elfi. "Qualitative analysis of the supervision process and identification of constraints that occur in supervision." COUNS-EDU: The International Journal of Counseling and Education 5, no. 4 (2020): 196. http://dx.doi.org/10.23916/0020200531640.

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The quality of education is largely determined by good school management by supervisors for a better quality of learning, not least in Vocational High Schools. This type of research is qualitative with a case study research design. The main target of this research is supervisors of vocational schools in Padang city. This research is limited to describing qualitatively the supervision process and identifying the constraints that occur in supervision. The data source of this research is from key informants, purposively. Data collection techniques with interview and observation techniques. Data analysis by coding, linking and, interpreting themes. The results of the research are the low professionalism of school supervisors and the low appreciation of the school supervisor profession. The conclusion is that the constraints were basically the result of improper recruitment patterns and were exacerbated by weak control mechanisms.
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Ifeyinwa, O. Ezenwaji. "Assessment of the Process of Recruitment of School Evaluators for Primary Schools in South East, Nigeria." Asian Journal of Humanity, Art and Literature 2, no. 2 (2015): 69. http://dx.doi.org/10.18034/ajhal.v2i2.578.

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Ifeyinwa, O. Ezenwaji. "Assessment of the Process of Recruitment of School Evaluators for Primary Schools in South East, Nigeria." Asian Journal of Humanity, Art and Literature 3, no. 1 (2016): 45–56. http://dx.doi.org/10.18034/ajhal.v3i1.305.

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Inadequate and use of unqualified and untrained personnel in the inspectorate services resulting in poor quality output in the school system has created a gap in teachers’ preparation and update in Nigerian evaluators. Meaningful and quality education can only be achieved with the guide and check of qualified and modern evaluators. The article attempts to find out how criteria for recruitment of evaluators are adhered to and problems the evaluators encounter in their practices as evaluators in South East, Nigeria and proffer solution. A descriptive survey was adopted for the study, two research questions and two null hypotheses, tested at (p<.05) level of significance, were used. Through a multistage procedure, three out of the five states were selected from the south-east zone. 371 head-teachers from public primary schools and 257 evaluators of the inspectorate services were sampled. A 38 items questionnaire titled. Primary school Assessment questionnaire (PSAQ), covering different areas of school evaluation was developed by the researcher to get information from respondents, the head teachers and the evaluators. The finding of the study showed that there is significant difference between the mean rating of evaluators and head teachers with regards to the application of criteria guiding the recruitment of evaluators. The Government should also develop a new programme for the unit.
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Akar, Hanife, and Derya Şen. "Impact of internal migration movements on the schooling process in Turkey: Supervisors’ views." education policy analysis archives 25 (February 20, 2017): 13. http://dx.doi.org/10.14507/epaa.25.2693.

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This study attempted to examine the impact of interregional and urban–rural population movements on schools located in areas subjected to high in-migration and out-migration flows in Turkey based on data collected from primary school supervisors (N=150). A cross-sectional survey design was utilized to examine the most pressing problems confronted in those schools, and possible actions that could be taken by various stakeholders were sought. Overall data suggest that those schools serve mostly disadvantaged populations with poor households. Among the main challenges revealed are lack of adequate school resources and poor facilities, problems caused due to ineffective and untimely implementation of the program, high personnel turnover and recruitment of largely inexperienced and relatively less qualified educational staff, and lower levels of parental involvement in children’s schooling. Accordingly, proposed recommendations focused on measures to eliminate capacity and resource constraints, improve hiring practices, and secure adequate supervision and support for educational staff, meet academic and socio-emotional needs of students and facilitate parental involvement in the education of children.
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Dissertations / Theses on the topic "Schools recruitment process"

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Kelly, Bethany Katherine. "Investigating applicants' perceptions of the recruitment and selection process of headteachers in English secondary schools : looking at headship through a leadership identity lens." Thesis, Open University, 2018. http://oro.open.ac.uk/56762/.

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Recruiting headteachers in the UK continues to be a challenge. The route to headship is often considered a mysterious and arbitrary process. It is challenging for a first time applicant to find ways to convey their leadership potential, through a selection process that has barely changed for over 20 years. This study reviews this process by drawing upon international research on principal appointments (Walker and Kwan, 2012, Blackmore et al., 2006, Browne-Ferrigno, 2003) and compares this with research on different perceptions of headship. This review is considered in light of leadership identity theory (Ibarra, 2003, Lord and Hall, 2005) and asks how this process looks from the perspective of the headship applicant. In what sense does an applicant have an understanding of their own leadership identity and are they confident that this can be communicated when applying for the headteacher role? This research examines the dual aspect of the recruitment and selection of headteachers. I have constructed a conceptual framework to map the pathway that the applicant takes and set this against the recruitment process to follow the applicant's journey through these stages. The research brings together three different investigations; an online questionnaire of headship applicants, a textual analysis of headship recruitment packs, and follow-up semi-structured interviews with applicants, to form a multiple case design. Bringing these parts together, I examine how effective this process is, particularly against an interpretivist perspective of headship. Main findings suggest that certain models of leadership are communicated more effectively to applicants through the recruitment process than others, that the level of support for aspiring headteachers is hit and miss, depending upon their school context, and that the recruitment process would benefit from an integration with the language of leadership identity. Recommendations are made for revisions to initial teacher training as well as headship preparation training. The research will contribute to the field of educational leadership in what will be practical ways, for example, helping future applicants with preparation for senior leadership.
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Carreira, Lígia Jorge. "Formação, recrutamento e selecção no Grupo Lena." Master's thesis, Instituto Superior de Economia e Gestão, 2014. http://hdl.handle.net/10400.5/7720.

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Mestrado em Gestão de Recursos Humanos<br>No âmbito do Mestrado de Gestão de Recursos Humanos, apresenta-se o seguinte relatório de estágio como Trabalho Final de Mestrado, contendo dois grandes objetivos: em primeiro lugar, descrever as atividades desenvolvidas ao longo de três meses, no que diz respeito ao processo de formação, recrutamento e seleção do Grupo Lena (tendo maior enfâse a área da formação) e posteriormente, analisar e refletir sobre essas mesmas atividades com base na revisão bibliográfica. A formação tem vindo a ganhar uma crescente importância ao longo dos últimos anos, devido ao facto do capital humano ser o único meio que pode ser trabalhado e consequentemente, oferecer vantagens competitivas sustentáveis às empresas. A formação pretende assim responder às exigências de um mercado cada vez mais competitivo e em constante mudança, possibilitando o aumento de conhecimentos, técnicas ou atitudes às pessoas que usufruem da mesma. Assim com base nas atividades realizadas no estágio propõe-se a revisão bibliográfica relativa aos fundamentos destes três processos, em que são abordadas definições, contextos e técnicas atualmente praticadas nas empresas, sendo que na segunda parte além da apresentação do Grupo é feita a comparação entre a literatura pesquisada e o processo de formação utilizado no Grupo incluindo as atividades desenvolvidas no estágio. Procura-se também analisar e perceber se o processo de formação que se encontra em vigor no Grupo Lena é o mesmo retratado pelos autores referidos na revisão bibliográfica.<br>In the context of the Master's degree of Human Resource Management, the following report of traineeship is presented as Final Work of the Master's degree, containing two major objectives: firstly, describe the activities developed over three months, with regard to the process of training, recruitment and selection of the Grupo Lena (having greater emphasis to the training area) and secondly, analyse and reflect on these same activities based on literature review. Training has gained an increasing importance over the past few years, due to the fact that human capital is the only mean which can be worked and consequently offer sustainable competitive advantages to companies. This way, training aims to answer the demands of an increasingly competitive constantly changing market and making it possible to increase knowledge, skills or attitudes to people who benefit from the same. Therefore, on the basis of the activities carried out on traineeship, literature review is proposed concerning fundamentals of these three processes, in which definitions, contexts and techniques currently used in companies are covered, and in the second part, besides the presentation of the Group, it is made the comparison between the literature review and the training process used in the Group, including the activities developed during the traineeship. Thus, the aim is to analyse and understand whether the training process which is in force on the Grupo Lena is the same as depicted by the authors mentioned in the literature review.
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Lin, Yu-Hsin. "Principal hiring practices: stories the principals tell." Diss., University of Iowa, 2013. https://ir.uiowa.edu/etd/4677.

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In an era in which school principals' jobs are much more complex and demanding than they were a few decades ago, the increasing challenges of the position have affected principal recruitment and selection efforts by school districts nationwide. Moreover, the rapidly increasing rate of principal retirements has exacerbated the problem of a shortage of qualified candidates for principal positions. As a result, it is important to explore current principals' perspectives on how best to attract and retain qualified prospective applicants during the hiring process. In this case study, 16 principals and associate principals from both public and independent schools in three states described their experiences, their reasons for applying for a principalship, their perspectives on the application process. They also gave advice and recommendations for both administrators of hiring processes and for future applicants. One-on-one qualitative interviews with a pre-established interview protocol were conducted as the sole data collection method. Three primary research questions were investigated: How do school principals perceive the existing principal recruitment processes? How do school principals perceive the processes used by the school districts to select them? To what extent do job descriptions, as currently written, systematically cover the realities of the duties of incumbent principals? From analysis of the interviews, the researcher chose to focus on four main topics that emerged from principals' perspectives on the hiring process: (a) the decision to pursue a principalship and searching for openings, (b) going through the process, (c) personal reactions to the process, and (d) recommendations. These topics were compared and contrasted with relevant research reported in the literature to generate the following four major results of the present study. First, standardized and structured interviews not only helped decision making but also won applicants' trust. Second, hiring processes were generally similar to what previous research suggested. Third, deficiencies in hiring processes that were first identified a number of years ago continue to persist. Finally, whether applicant pools are shrinking appeared to be an open question. These findings contribute to the very limited research that has thus far examined principal hiring practices from the perspectives of school principals, and have allowed suggestions to be made for possible areas of improvement in principal hiring processes.
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Dehaloo, Gunram. "The appointment process of education managers and its consequences for schools." Thesis, 2008. http://hdl.handle.net/10500/2625.

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Dissertation<br>The aim of the study was to investigate the appointment process of education managers and the consequences of this for schools. A literature study was conducted on these two aspects. This was followed by a survey involving 67 educators from three geographically divergent secondary schools in Kwa-Zulu Natal, namely an urban, rural and peri-urban school. The respondents’ views indicate flaws in the current system related to: the minimum requirements for principalship, the shortlisting and interview processes and the role of bias in the selection of candidates. Respondents also believed that insufficient attention was paid to induction and mentorship programmes. The before mentioned impacted negatively on the school’s functionality regarding quality assurance, inter-personal relations, decision-making, parental involvement and learner discipline. These relate to low educator morale. The findings of the study indicate that the current system of educator promotions needs to revised so as to improve best practice in the profession.
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JU, WU FENG, and 吳鳳如. "Service Process Improvement and Design for Military Recruitment on High School Campuses." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/77383987844576482723.

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碩士<br>正修科技大學<br>資訊管理研究所<br>103<br>Abstract The defense of our country is undergoing a transition with two policies of “Enlistment System” and “Pristine Case” being continuously promoted. In the past two years, significant progress has been achieved. “Military Service Law” and “Military Service Law Enforcement Act” have been subsequently amended and passed. Due to the voluntary military manpower shortage at present time, the validation of the Enlistment System had been postponed to the end of 2016. Although the Ministry of National Defense reference to the practices of other countries, established professional recruitment unit, combined private and governmental agencies to widely establish its campaign, the recruitment result and the allocated resources are disproportionate. Based on the observation of my research, MND had put tremendous amount of manpower and resources in recruitment and its related work every year, including organizing seminars in schools, holding various exhibitions and campaigns, and providing students with field trips and opportunities to visit military schools. However, none of these efforts had achieved the desired results. This research interviewed military school applicants of last year and this year in a high school in southern Taiwan. The interview gathered feedbacks and feelings of the interviewees of the military recruitment service and its process. Viewed from design science research methods, we used User Experience Innovative Design (UXID) approach to develop the new military recruitment service process on high school campuses. The improved service process turned out to be able to not only improve students’ understanding with the military schools but also help prospect students more determined with their future school decision. It is believed that the improved service process will be more efficient. Keywords: military recruitment, service science, service design , services process
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YI-HSUAN, WU, and 吳釔萱. "The Study of Discussion The Critical Factor of Student Recruitment in Vocational High School by Using Analytical Hierarchy Process-Take The Private Vocational High School For Example." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/77bamq.

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碩士<br>美和科技大學<br>企業管理系經營管理碩士班<br>106<br>The aim of education is to enlighten the potential talents, provide guidance and cultivate talents which make contributions for our society. The Ministry of Education has actively advocated and made an effort to achieve the goal of the notion of adaptive physical education during the educational reform in Taiwan recent years. However, with a declining birth-rate and an increasing competitors (vocational high schools and colleges come up recently) have been, and will continue to result in, declining enrollments if there are not alternative strategies to confront with the severely situation, and will effect on the business model and school society over the long run. The purpose of the study is to discuss and explore the most competitive and advantageous recruitment strategies to fulfill the sustainable operation of school –employing analytic hierarchy process (AHP) method and the private vocational high school in Pingtung County is as the subject example. In the paper, it indicates that the crucial of recruitments are convenience of traffic, educational hardware and licensing examination which are three major considerable factors. The result provides decision makers with reference to implement recruitment schemes.
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Books on the topic "Schools recruitment process"

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Koehler, Mike. Advising student athletes through the college recruitment process: A complete guide for counselors, coaches, and parents. Prentice Hall, 1996.

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Koehler, Michael D. Advising Student Athletes Through the College Recruitment Process: A Complete Guide for Counselors, Coaches and Parents. Prentice Hall, 1996.

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Koehler, Michael D. Advising Student Athletes Through the College Recruitment Process: A Complete Guide for Counselors, Coaches and Parents. Prentice Hall, 1996.

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Koehler, Michael D. Advising Student Athletes Through the College Recruitment Process: A Complete Guide for Counselors, Coaches and Parents. Prentice Hall, 1995.

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Advising Student Athletes Through the College Recruitment Process: A Complete Guide for Counselors, Coaches and Parents. Prentice Hall, 1995.

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Book chapters on the topic "Schools recruitment process"

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Singh, Amrita. "What Do Business Schools Expect From Aspirants During Recruitment?" In Advances in Educational Marketing, Administration, and Leadership. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-9073-6.ch011.

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This chapter will discuss the practices that business schools need to include/incorporate in their admission process. The contents of this chapter are relevant to business schools admitting students for undergraduate, postgraduate, and/or both programs. In this chapter, the author will elucidate various aspects that need to be considered by decision makers to help them achieve a wholistic outcome post the recruitment drive. Red flag areas which can result in stagnation or rigidity in the selection process and impact the overall quality of a cohort will also be highlighted. For the benefit of the reader the author has segregated the study into four different groups. Some areas may be general and relevant to business schools recruiting for both, undergraduate, and postgraduate studies, other areas may be more specific to a program or level of students.
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"Complete process flowchart." In The School Recruitment Handbook. Routledge, 2004. http://dx.doi.org/10.4324/9780203356593-5.

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"Evaluating your recruitment process." In The School Recruitment Handbook. Routledge, 2004. http://dx.doi.org/10.4324/9780203356593-24.

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"Summary and overview of process." In The School Recruitment Handbook. Routledge, 2004. http://dx.doi.org/10.4324/9780203356593-25.

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Ming-kin, Chu. "Introduction." In The Politics of Higher Education. Hong Kong University Press, 2020. http://dx.doi.org/10.5790/hongkong/9789888528196.003.0001.

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An emperor does not rule a country alone. He needs to recruit officials to assist in governing the realm. The Song founder inherited a civil service examinations system originating in the Sui dynasty (581–618) that rose to prominence in the Tang dynasty (618–907), whose chief purpose became the selection of deserving candidates for public service. Yet the extent to which the examination system could select genuinely capable and morally upright officials was always in question, since it evaluated candidates based primarily on written work, not personal conduct. In reaction, some officials in the Northern Song (960–1127) argued that government schools should play some role in the official recruitment process to better guarantee the moral comportment of students. Fan Zhongyan ...
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Wang, Yao, and Peter Sercombe. "A Tale of the Field." In Overcoming Fieldwork Challenges in Social Science and Higher Education Research. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-5826-3.ch003.

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This chapter discusses a number of fieldwork challenges leading up to and during an ethnographic study undertaken in southwest China. The purpose of this study was to research the circumstances of privately-run migrant schools (PMSs) as forms of educational provision for internal migrant children and the coping strategies that were observed and/or reported to deal with these children. The authors consider the (pre-study) challenge of selecting an appropriate research site, recruitment of willing participants, possible language barriers, and potential issues arising from the role(s) of the researcher and the study population. By explicating the ethnographer's path from fieldwork constraints to potential opportunities, this chapter clarifies the importance of realizing the need for flexibility and adaptability when conducting fieldwork. The chapter is of relevance to current and future ethnographers conducting fieldwork or setting out to conduct fieldwork. Additionally, this chapter provides insight on the unknown eventualities that almost certainly arise during the research process.
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"• Expenditure on preparation for inspection, including notional costs of staff time, will not exceed £x. • The headteacher/bursar/administration officer will report monthly to the finance working party and termly to the governing body on the current state of the budget. Output Targets • The expenditure out-turn will be within 5 per cent of the projected total. • The budget will provide school resources fit for the purpose of delivering the curriculum. • Budget reserves exceeding 5 per cent of the budget will be earmarked for specific and agreed projects. • The budget will contain an element for contingencies of between x and y per cent. • The element of the budget spent on administration will represent between x per cent and y per cent of the total budget. • The cost of recruitment of staff, including notional costs of staff time, will be equivalent to between x per cent and y per cent of the salary attached to the post. • Elements of the headteacher’s and deputy headteacher’s salary will be subject to criteria agreed by the governing body which will be process targets as direct outcomes of their work. Outcome Targets • The school will demonstrate annually to the parents that it provides value for money in all areas of its operation. • The school will display effective and efficient management of its resources. • The headteacher will report to the governing body any short-fall in provision over identified need." In Targets for Tomorrow's Schools. Routledge, 2002. http://dx.doi.org/10.4324/9780203025277-31.

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Johnson, Annette, Cassandra McKay-Jackson, and Giesela Grumbach. "Launching Critical Service Learning: A Quick Guide to Each Phase." In Critical Service Learning Toolkit. Oxford University Press, 2018. http://dx.doi.org/10.1093/oso/9780190858728.003.0013.

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This chapter is as a visual guide for launching a critical service learning (CSL) project with the goal of providing step- by- step implementation instructions. The implementation process may be different, depending on the setting, target population, and level of cognitive ability of the youth. The chapter is divided into five phases: (a) preplanning and screening, (b) skill building, (c) planning, (d) implementing/ action, and (e) evaluating. The content is structured to accommodate 12 group sessions. Each phase provides suggested materials, preparation tips, anticipated outcomes, and a content focus. In addition, two case examples are included, depicting a CSL project in an elementary school and one in a high school. Materials will be determined based on the focus and the marketing and recruitment needs of the project. Possible material may include marketing flyers and referral forms. Other notifications (parent) depend on school policies.
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Conference papers on the topic "Schools recruitment process"

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D'Orazio, Giancarlo, Jiajun Xu, and Sasan Haghani. "Experiential Learning in STEM for a Diverse Student Population at the University of the District of Columbia (UDC) Through the Implementation of the UDC Rover Project." In ASME 2020 International Mechanical Engineering Congress and Exposition. American Society of Mechanical Engineers, 2020. http://dx.doi.org/10.1115/imece2020-24091.

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Abstract In 2018, the University of the District of Columbia (UDC) participated in the NASA Human Exploration Rover Challenge for the first time in the school’s history. An interdisciplinary team of students designed and fabricated a two-person, human-powered rover which competed against 100 other colleges and universities. Based on their success, in 2019 UDC again formed a team to participate in the challenge, improving on the 2018 rover design and performance. This paper reports the process of implementing this experiential learning activity and how this project has contributed to the STEM curriculum at UDC, and recruitment and participation of underrepresented STEM students. Lessons learned from implementing this project is also shared and discussed in this paper.
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Azhary, Muhammad Rifqi, and Dwi Noerjoedianto. "Evaluation of Information and Adolescent Counseling Center Management to Delay Early Marriage in Adolescents in Senior High School 4, Jambi, Indonesia." In The 7th International Conference on Public Health 2020. Masters Program in Public Health, Universitas Sebelas Maret, 2020. http://dx.doi.org/10.26911/the7thicph.04.51.

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ABSTRACT Background: Teenage marriage have historically been associated with a variety of negative outcomes such as lower education levels, higher unemployment rates, worse health, lower wages and higher crime rates. Studies have revealed significant differences in most of the dimensions of marital quality, before and after marital counselling. The purpose of this study was to investigate evaluation of information and adolescent counseling center management to delay early marriage in adolescents. Subjects and Method: This was a qualitative study with a case study approach. The study was conducted at Public Senior High School 4 Jambi, Indonesia, from January to May 2019. 10 key informants were selected for this study. The data were collected by indepth interview and observation. The data were analyzed using source, data, and method triangulations. Results: The implementation of adolescent’s guidance and counseling center services still has room for improvement. There were several factors that lack of optimal results, for example the process of members or educators recruitment and training (input aspects), planning, report and evaluation system (process aspect) and students’ knowledge about health reproduction and adolescent marriage (output aspect). Conclusion: There is a need to improve information and counseling service. Keywords: evaluation, counseling and information center service, adolescents, delayed early marriage Correspondence: Muhammad Rifqi Azhary. Masters Program in Public Health, Universitas Sebelas Maret. Jl. Ir. Sutami 36A, Surakarta 57126, Central Java. Email: rifqiazhary.ra@gmail.com. Mobile: +6285363817339. DOI: https://doi.org/10.26911/the7thicph.04.51
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