Recruiting and Retaining Employees

While there are some differences between what men and women look for in an employer and a job, the majority of recruiters feel that they are not worth dwelling upon.  A slightly higher number of women (90%) than men (84%) place a priority on work-life balance, though both genders rank this as their number one career goal.  Both genders (79% female, 80% male) want an intelletually challenging job, but 73% of males (compared with 60% of females) hope to become leaders in their organizations.  Male or female, financial rewards no longer crack the top five employee motivators:

 1. Customer orientation (desire to make customers happy)
 2. Achievement (desire to work in a goal-oriented and challenging work environment)
 3. Inspiration (desire to inspire others through one's work)
 4. Identity & Purpose (desire to work in an organization that is in line with one's values)
 5. Fun & Enjoyment (desire to work in a corporate culture that is inherently entertaining)

Long Service & Welcome Back Ceremony

On Friday, September 14th, the staff of BGRD No. 18 enjoyed the morning recognizing both its long service individuals and its new staff members.  To complete that component of the morning, the "Black Gold House Band", featuring Superintendent Dr. Yanitski, treated the group to an amazing rendition of Stevie Ray Vaughan's "The House Is Rockin'".  Finally, Dr. Gordon Neufeld, a Vancouver-based developmental psychologist with over 40 years of experience with children and youth and those responsible for them, spoke to the group about the "Six Roots of Attachment".  It's all about receiving and protecting a child's heart.  If we are mindful of tending these six roots for all the years our children need our guidance and understanding, they have the best chance of truly growing up.

 

Substitute Teachers: Professional Replacements - Integration into the School System Monograph

The Alberta Teachers' Association has published this document providing useful information regarding substitute teachers on a variety of subjects: contract status, certification, collective agreements, school board policies, and duties of a substitute teacher.  The monograph contains valuable information for classroom teachers, principals, and substitute teachers.  It may be found online at http://www.teachers.ab.ca/SiteCollectionDocuments/ATA/Publications/Professional-Development/MON-4%20Substitute%20Teachers%20Professional%20Replacements.pdf

                                                  

ECS Teachers Participate In P.D.

Our ECS teachers spent Friday, September 7th, at Central Office collaborating, sharing craft knowledge, and participating in topical sessions.  They are an amazing group of people; our early years students are in great hands.

 

 

HumanaCare - Employee & Family Assistance Programs

                                                         Welcome to HumanaCare
 

HumanaCare delivers individual work-life balance for personal and business success through its first-rate Employee and Family Assistance Programs and other Employee Wellness Services.

HumanaCare personalizes a continuum of care, for the employee or family member, to deal with issues of addictions, conflict, depression, stress, or major life events.

http://www.humanacare.com/

                                                                           

Administrators Complete Professional Growth Plans, Too.

PROFESSIONAL GROWTH PLANS

Both teachers and principals/assistant principals complete professional growth plans.  Professional growth means the career-long learning process whereby a teacher/administrator annually develops and implements a plan to achieve professional learning objectives or goals that are consistent with the "Teaching Quality Standard" or the "Principal Quality Practice Guidelines" (PQPG - this document's name may be chanaging to the "Alberta Professional Competencies For School Leaders".   

Growth plans must be submitted to the principal (for teachers/assistant principals) or to the associate superintendent (for principals) by September 30th of each school year.  Plans should reflect goals of the individual based on an assessment of his/her learning needs, they should show a demonstrable relationship to the TQS or PQPG, and should take into consideration the education plans of the school, the school division, and the government.

The Alberta Teachers' Association has an excellent tutorial for teachers on its website: http://www.teachers.ab.ca/For%20Members/Professional%20Development/Professional%20Growth%20Plans/Pages/Index.aspx  and administrators will find the PQPG and templates on the BGRD Intranet at
http://www.blackgold.ca/index.php/staff/other-bgrs-links/  remember, the intranet is a password protected site.