Final Exam Overview
Final Exam Part 1: (attached is the template 2 pages)
The first part of the Final Exam requires students to use the CCLE Self-Assessments (attached) and the ULead Disposition Assessment (attached) to inform a “Personal Leadership Development Plan.
Directions for Personal Leadership Development Plans: template and overview (attached)
Final Exam Part 2: (essay for the 2 questions in the end of this document)
The Final Exam activity for this course includes a personal narrative that will describe your leadership development journey. This fully developed personal narrative should be structured in two sections and is available in Tk20.
End of course assignment directions: Engage your mentor in a conversation about their own experience with them using the questions as a guide for your discussion.
1. Which of the performance indicators from this standard are most pervasive or important in your day to day work? Why?
2. Which indicators do you personally find most challenging? Why?
3. What advice do you have for me as an aspiring leader about this performance standard?
GADOE Leadership Assessment Performance Standard 1: (Instructional Leadership) The leader fosters the success of all students by facilitating the development, communication, implementation, and evaluation of a shared vision of teaching and learning that leads to school improvement.
Sample Performance Indicators examples may include, but are not limited to:
• Articulates a vision and works collaboratively with staff, students, parents, and other stakeholders to develop a mission and programs consistent with the district’s strategic plan.
• Analyzes current academic achievement data and instructional strategies to make appropriate educational decisions to improve classroom instruction, increase student achievement, and improve overall school effectiveness.
• Uses student achievement data to determine school effectiveness and directs school staff to actively analyze data for improving results.
• Monitors and evaluates the effectiveness of instructional programs to promote the achievement of academic standards.
• Possesses knowledge of and directs school staff to implement research-based instructional best practices in the classroom.
• Provides leadership for the design and implementation of effective and efficient schedules that maximize instructional time.
• Works collaboratively with staff to identify needs and to design, revise, and monitor instruction to ensure effective delivery of the required curriculum.
• Provides the focus for continued learning of all members of the school community.
Level III is the expected level of performance but many beginning leaders are at Level II.
The leader actively and continually employs innovative and effective leadership strategies that maximize student learning and result in a shared vision of teaching and learning that reflects excellence. (Leaders rated Level IV continually seek ways to serve as role models and collaborative leaders.)
The leader consistently fosters the success of all students by facilitating the development, communication, implementation, and evaluation of a shared vision of teaching and learning that leads to school improvement.
The leader inconsistently fosters the success of students by facilitating the development, communication, implementation, or evaluation of a shared vision of teaching and learning that leads to school improvement.
The leader does not foster the success of all students by facilitating the development, communication, implementation, or evaluation of a shared vision of teaching and learning that leads to school improvement.
GADOE Leadership Assessment Performance Standard 6: (Teacher and Staff Evaluation) The leader fairly and consistently evaluates school personnel in accordance with state and district guidelines and provides them with timely and constructive feedback focused on improved student learning.
Sample Performance Indicators examples may include, but are not limited to:
• Has a thorough understanding of the teacher and staff evaluation systems and understands the important role evaluation plays in teacher development.
• Provides support, resources, and remediation for teachers and staff to improve job performance.
• Documents deficiencies and proficiencies and provides timely formal and informal feedback on strengths and weaknesses.
• Evaluates performance of personnel using multiple sources consistent with district policies and maintains accurate evaluation records.
• Makes recommendations related to promotion and retention consistent with established policies and procedures and with student learning as a primary consideration.
• Involves teachers and staff in designing and implementing Professional Development Plans.
Level III is the expected level of performance although many beginning leaders are at level II.
The leader continually provides teachers and staff with highly effective formative and summative feedback resulting in improved school personnel performance and higher student growth. The leader mentors other leaders in the evaluation process. (Leaders rated Level IV continually seek ways to serve as role models and collaborative leaders.)
The leader consistently and fairly evaluates school personnel in accordance with state and district guidelines and provides them with timely and constructive feedback focused on improved student learning.
The leader fairly evaluates school personnel, but inconsistently follows state and district guidelines. Feedback is not consistent, timely, constructive, or focused on improved student learning.
The leader does not fairly evaluate school personnel or does not follow state or district guidelines. Feedback fails to be either timely, constructive, or focused on improved student learning.
Responses will be scored based on the extent to which they demonstrate understanding and application of the specific standards. Responses should range from 250 – 300 words.
1. As I reflect the content and skills I acquired in EDLE 6312 – Principles of Leadership, what connections do I see between the course and performance indicators for Performance Standard 1 – Instructional Leadership and Performance Standard 6 – Teacher and Staff Evaluation?
2. As I consider becoming an educational leader in the near future, with which aspects of these standards am I likely to excel and struggle? What plan will I implement to ensure I reach proficiency (level III) for these standards?
In September 22, 2002, the administration authorized the Law 147-02 by which the hazard administration, turned into the official crisis legislative Agency accountable for building up the national crisis and correspondence design alongside its controls. As general standards they comply with to ensure, organize, partake, show counteractive action and decentralize administrations. Their essential objective is to avoid or diminish loss of lives and limit property harms of regular citizens and government from cataclysmic events or artificial fiascos. The Dominican Civil Defense, is one the living beings under the umbrella of COE, and additionally the Dominican Red Cross, Energy Conservation Department, Fire Department, Police Department, Dominican Port Authority, Health Department, Environment and Natural Resources Department, Dominican Seismological Institute, National Housing Department, among others, have been perceived as a crisis emergency group of experts and experts neighborhood, national and universally for its work group in the interest of those in require and the group. On account of the Dominican Civil Defense, their labor is made out of 95% of consistent prepared volunteers, an official executive, an officer corps, and departmental directors who, as per their scholastic planning start working for the group and the advantage of the nation. As indicated by Treurniet, Van Buul-Besseling and Wolbers (2012) the group might be characterized as a gathering of individuals living in a similar zone and having a specific qualities in like manner of being a person. Also, in that capacity, they will have a place with various gatherings and groups, sharing their comprehension of a genuine dynamic group work, towards each other. By 2014, the Dominican Republic actualized without precedent for its history the administrations of 911. As one of the new crisis asset administrations focus, its experts in control wanted to instruct enormously the populace about the utilization and advantages of 911. The correspondence procedure was greatly utilized (TV and radio) amid the accompanying two months before the enactment of the 911 framework across the country. Pearson and Mitroff (1993) communicated that there is a need of working together with the group, since it gives a feeling of being part dynamic inside the group. Besides, they clarified that the group can share their desires, surveying their requirements and objectives of the individuals who are requiring help. In the midst of emergency, the learning of working together formally or casually with associations in achieving one objective of assisting someone else turns into a strong conduct (James and Gilliland, 2013). In the Dominican Republic, Center for Emergency and Communication Operations, [COE] would be comparable in its capacity to what FEMA is in the United States. The Dominican Civil Defense is distributed under the umbrella of the COE. This Center would be part fundamental of the Crisis Management Team, CMT and the Crisis Management Plan, CMP. COE arranges consistent trainings with national and global organizations who are likewise managing crises and emergency keeping in mind the end goal to trade encounters and prepare with new procedures. Today, the Dominican Civil Defense has turned out to be one of the establishments of the Government that has extraordinary compared to other correspondence organizes in the nation after the Armed Forces. They have a correspondence framework in the UHF band or ''ultra-high recurrence" as of late introduced, and an armada framework is national in scope, notwithstanding customary telephones. As of now, the Dominican Civil Defense has a radio station, which is the spirit of the organization in emergency and crises that work 24 hours every day and the 365 days of the year (Dominican Civil Defense, 2014). Emergency Theories. Speculations influence a few suppositions with a specific end goal to give a clarification of a given circumstance. A few creators, for example, James and Gilliland (2013) clarifies that the Eclectic Crisis Intervention Theory involves a purposeful and deliberate specifically coordinated substantial ideas and methodologies to help the casualties from various methodologies. This specific hypothesis starts filling in as an errand situated hypothesis, rather than utilizing ideas. A few noteworthy assignments distinguished in this hypothesis are: Recognize components in all frameworks and to coordinate them into an inside reliable entire giving a more exact behavioral information to be clarified. Think about every existent hypothesis, techniques, and norms for assessing and controlling clinical information as per the propelled learning of time and place. The need to relate to no particular hypothesis, with a receptive outlook and persistently explore different avenues regarding those plans and systems that deliver victories. This specific hypothesis incorporates two unavoidable topics. The first of those topic is that individuals and all emergencies are one of a kind and unmistakable, hence can apply to anybody and any sort of culture. Furthermore, all individuals and all emergencies are comparable. Consequently, James and Gilliland (2013) comprehends that these suppositions are viewed as fundamentally unrelated. The mixed approach, as per James and Gilliland (2013) give a chance to various methodologies and speculations, along these lines, it enables the chance of having the capacity to survey the casualty's needs with a specific end goal to apply and design the proper strategies customized to the individual. The advisor, then again, will go out on a limb and will have the eagerness to change a way to deal with another method regardless of whether the first had work. Be that as it may, the Interpersonal hypothesis fundamentally clarifies that individuals can not manage an individual condition of an emergency for long, in the event that they truly trust in themselves and in others. Having certainty, the individual will end up self-completed and defeat the emergency (James and Gilliland, 2013). Crandall, Parnell and Spillan (2014) clarified that the principal objective of the emergency administration group, CMT is to prepare for potential emergencies and deal with those emergencies that in the long run happen. In this manner, it will be viewed in three perspectives, emergency reaction associations and survey their connection between associations. Moral and legitimate difficulties. Crandall, Parnell and Spillan (2014) gave a comprehension of the significance of moral and legitimate duties and difficulties when managing associations and their social obstructions. The moral culture of the associations the greater part of time is being imperfect in light of the exploitative conduct performed by its representatives, and paying little heed to their composed code of morals. For instance, improbable objectives of associations, may lead workers to farfetched basic leadership. In this manner, representatives may feel, that they ought to cause in unscrupulous conduct to get the objective by undermining hierarchical strategies (Crandall, Parnell and Spillan, 2014). Then again, moral gauges are not considered to have legitimate weight just, as indicated by James and Gilliland (2013); despite the fact that these benchmarks issues are centered more around directing codes of behaviors to the calling. Infringement of these codes can and will lead any expert to be rebuke or may lose their permit commanded by the calling's morals board. As per Reyes and Jacobs (2006) clarified that the procedure facilitates and conquer multicultural hindrances and difficulties, for example, dialect, convictions, coordinations, and manageability. Moreover, it might decrease allegations of social heartlessness. A case of this might be think about when as an association does not faith in noteworthy religious occasions, and their representatives must present themselves to work, against their convictions and the association. Associations must create standard moral direct rules, which must execute morals trainings with a specific end goal to feature moral issues and how they may respond to the emergency (Crandall, Parnell and Spillan, 2014). Moral standards may have an immense and shifted recognition, associations and also specialists on call must be put aside their convictions keeping in mind the end goal to reach and help the emergency. Along these lines, empowering adapting practices reliable to the individual's convictions, and traditions enable morals minorities to comprehend the administration and mending process (Reyes and Jacobs, 2006). All through the procedure of emergency administration and the specialists on call, winds up basic to fathom what their part is in this procedure with a specific end goal to give the suitable social help to the association and its faculty in require. By and by, as per Crandall, Parnell and Spillan (2014) there are a few proposals or rules that may better moral culture codes that can enhance radically the guide execution when there are multicultural difficulties or hindrances when overseeing and reacting to emergencies. One of these recommendations may stay away from, when a dishonest conduct is found. For this situation, the association must react instantly to remedy the circumstance and teach the individual in charge of the conduct bring about against the moral rules codes. Another proposal to conquer practices that disregard moral, lawful and multicultural difficulties or boundaries, is contracting a boss, officer or chief of morals. This individual obligations as an officer, boss or executive which would serve in top administration or governing body, who likewise will answer to the most extreme level of the association whether this is an open or private one. This position will advance the moral gauges of the association and also its way of life; guaranteeing the representatives conduct along tending to their worries and needs. In a comparable circumstance, Crandall, Parnell and Spillan (2014) recommended that chiefs, executive or presidents should require to have practical objectives. These objectives are effectively thought out, something else, doubtful objectives supports dishonest choice and in this manner conduct among workers. Along this proposal, top administration or official executives, may give a hotline number and additionally email in which workers have a man or office inside their association that they can trust and to whom they can report deceptive practices or moral infringement keep up its privacy. This particular proposal may help representatives to report any kind of deceptive direct that they or another worker might confront. At long last, moral issues emerged inside associations on account of powerless moral standards or non-existent codes. The scene study of associations and ventures must distinguish and reveal moral shortcomings which are weakness focuses inside the framework. Therefore, the associations and ventures need to elevate thoughts inside to construct an enhanced moral environment. At last, the associations and businesses in their learning stages may advance enhancing the moral execution all through the encounters of particular emergency occasions. Depiction of a model to prepare advocates for an emergency. In November, 2014, Dominican Republic, felt out of the blue a psychological oppressor bomb assault in the capital city trolley. As it was normal responses of perplexity among the regular folks was watched, at the same time, security and police were additionally befuddled and frightened. This occasion couldn't be going on in this heaven island. There were two casualties one female that her copies were direct and was send home, and the other male casualty, was showered with some kind quickening agent and he was seriously scorched, and did not make it. Police Department assumed control over a day to figure out what kind of assault was it, until the point that they built up without no questions that it was a fear based oppressor bomb. The Police Department just imparted to the dependable individual to surrender himself since he was gotten in the surveillance camera; or else to avoid himself of what might happened on the off chance that they go out in his pursuit. Two days after the individual in charge of the demise of the non military personnel chose to surrender himself and was instantly lawfully handled and condemned. He never gave a truly reason of why he did the demonstration. He got a sentence of 30 years in prison, without the likelihood of parole. As per White, Mazerolle, Porter and Chalk (2014) clarified that grasping the viability of counter-psychological oppression endeavors requires an applied structure for its intercession. The Australian National Counter-Terrorism Plan (NCTP) demonstrated that the structure builds up four classifications of mediations: Legislative and Administrative, Prevention and Preparedness, Response and Recovery. These four classes utilize a hypothetical diverse component to have a response in example of fear based oppressor action. Today, conclusively, the Dominican Republic need to prepare their people on call and specialist if there should arise an occurrence of another psychological militant assault before the second leaves a most noticeably bad result. Aversion and readiness is a key in sparing more lives, including the individuals who arrive first to react the assault. The emergency administration design ought to be assess no less than twice a year acclimating to the conceivable changes in the earth and the level of learning of those straightforwardly associated with helping the casualties and the regular folks that likewise should be prepared as they prepare anybody in the event that there is a fire. Who would it be a good idea for them to called? What would it be advisable for them to do? Would it be a good idea for them to run, resist the urge to panic, or cover up? Preparing turns into a noteworthy issue during the time spent readiness to survive. Specialists ought to have the capacity to get ready regular folks. Reference American Red Cross (2014). Recovered on December 24, 2014, from http://www.redcross.org/locate your-neighborhood part. Báez, A. and Valverde-Podestá, A. (2001). Review of the Dominican Red Cross Emergency and Relief Operations: Following Hurricane Georges. The Internet Journal of Rescue and Disaster Medicine, 3(1). Crandall, W., Parnell, J. A. and Spillan, J. E. (2010). Emergency administration: Leading in the new system scene. (Second Edition). Thousand Oaks, CA: SAGE Publications, Inc. Place for Disease Control and Prevention, [CDC]. (2014). Place for Disease Control and Prevention. CDC all day, every day Savings Lives, Protecting People. Recovered from http://www.cdc.gov/chikungunya/ Dominican Civil Defense. (2014). Recovered from: http://www.defensacivil.gov.do/ Dominican Red Cross (2014). Recovered on December 24, 2014, from http://www.caribbeanredcross.org/index.php/national-social orders/dominican-republic Crisis Operation Center, (COE). (2014). Recovered from: http://www.coe.gob.do/index.php?option=com_content&view=section&layout=blog&id=2&Itemid=42 James, R. K. and Gilliland, B. E. (2013). Emergency mediation procedures (seventh Edition). Belmont, CA: Brooks/Cole, Cenegage Learning. Kozlowski, C. (2010). Emergency Management. 110(1): 1-2. London, UK. http://www.catlin.com Pearson, C. M. and Mitroff, I.I. (1993). From emergency inclined to emergency arranged: A structure for emergency administration. Institute Manage Perspective, 7(1): 48-59. doi: 10.5465/AME.1993.9409142058 Reyes, G. and Jacobs, G. (2006). Handbook of universal calamity brain research. Volume 2. Connecticut, USA: Praeger Publishers. Treurniet, W., Van Buul-Besseling, K. and Wolbers, J. (2012). Joint effort mindfulness - a need in emergency reaction coordination. Procedures of the ninth International ISCRAM Conference. Vancouver, Canada. http://www.iscramlive.org/ISCRAM2012/procedures/248.pdf White, G., Mazerolle, L., Porter, M. D. and Chalk, P. (2014). Demonstrating the adequacy of counter-fear based oppression intercessions. Australian Institute of Criminology. Patterns and issues in wrongdoing and criminal equity.>GET ANSWER