Compare the results of the pre-assessment(attached) to the results of the summative assessment(attached) such as, the class as a whole, a student who demonstrated growth, and a student who did not demonstrate growth.
Q: Improve the instructional effectiveness from the below passage by describing a formative assessment…
A: The degree to which a program, technique, or instructional strategy accomplishes the desired…
Q: What is the Greenwashing pracrice in business?
A: The greenwashing practice in business is when a company or an organization tries to make itself look…
Q: I need a report written from the question below with the grade criteria from the picture of LO2. I…
A: HRM stands for human resource management. It represents a key aspect or approach to managing the…
Q: Read the scenario below and answer ALL questions that follow Taking advantage of all the expertise…
A: In today's rapidly evolving financial landscape, the need for effective knowledge management systems…
Q: The comic book convention was held in ____ The baseball car collection was in ____ The coin…
A: Some cities do perform various activities in order to keep the city busy and members of the place…
Q: You are required to select an organization of your choice (possibly the organization where you have…
A: Instead of selecting particular organization , here i will try to give a generalized answer. Every…
Q: What are the differences in athletic administration between interscholastic and recreational sport…
A: Note: As per bartleby guidelines in case multiple questions are asked by the students then the…
Q: What is the definition of commutativeness of the disjunction?
A: The commutativity of the disjunction, often denoted by "∨," is a property in Boolean algebra and…
Q: Joseph and Krystal are part of your social group. They joined Missile’s Financial Services together…
A: Effective planning is a fundamental element of successful management and organizational achievement.…
Q: critically analyze and discuss the myriad factors that frequently shape an organization's…
A: A business organization refers to a structured entity or enterprise established to engage in…
Q: How does pollution violate consumers’ negative right? A. They are paying for the product with their…
A: Pollution refers to the introduction of contaminants or substances into the environment that cause…
Q: Elaborate on the fundamental guiding principles that define a sound motivational system within an…
A: Motivation can be defined as a purposeful managerial procedure that provides employees with…
Q: Joseph and Krystal are part of your social group. They joined Missile's Financial Services together…
A: Communication is the most common way of sending data, thoughts, considerations, or sentiments…
Q: propose the major steps that the organization would follow in implementing a sales and operations…
A: Sales and Operations Planning (S&OP) process is a pivotal strategy for organizations seeking to…
Q: Q1: In five stages of industry life cycle, using an example to briefly explain characteristics of…
A: Note: “Since you have posted multiple questions, we will provide the solution only for the first…
Q: Companies, both foreign and domestic, also abet the government’s efforts. Virtually all Net outfits…
A: China's well-known and extremely complex internet traffic censorship and control system is called…
Q: Source Available at: http://panmore.com/walmart-inventory-management [Accessed 18 July 2022]…
A: Please note that we are not allowed to provide any references.Making forecasts or estimations about…
Q: How does the employees feedback from surveys contribute to changes in leadership and management…
A: Leadership:Leadership is the capacity and ability to direct, persuade, and impact people or…
Q: Vision Tool Parameters Temperature and humidity of clean room Correct update to the equipment Why…
A: In any organization, continuous improvement is a fundamental driver of success. The ability to…
Q: Porter’s Five Forces can be used by managers to understand the influence of a firms micro…
A: Porter’s Five Forces is a model that identifies and analyzes five competitive forces that shape…
Q: The company with sales turnover in excess of R12 billion a year, 17 000 employees and 550 stores…
A: The Blake and Mouton Leadership Grid, also known as the Managerial Grid, is a leadership model that…
Q: What are some additional benefits that hospitality workers get, that people in other industries…
A: Organizations consist of several employees who work together to achieve organizational goals. It is…
Q: 1000 x 677 The organization chart above corresponds to which organizational structure? O Matrix…
A: Organizational structure characterizes the game plan of jobs, obligations, revealing connections,…
Q: Discuss why verbal and written communication is important to project success, and describe several…
A: “Since you have asked multiple questions, we will solve the first question for you. If you want any…
Q: following have been identified as potential barriers to interprofessional questioning of decisions?…
A: It's important for the healthcare professionals from different specialties to question each other's…
Q: Explain, How can an employee induction program's effectiveness be maximized through strategic…
A: An induction program, also commonly referred to as an onboarding program, is an organized and…
Q: State and briefly explain three types of standards and their behavioural implications.
A: Standards are established guidelines or benchmarks that are set to ensure consistency, quality, and…
Q: Describe the principles of IT project management, including methodologies like Agile, Waterfall, and…
A: Information Technology (IT) project management is a critical discipline that involves planning,…
Q: PRODUCTIVITY GAINS AT WHIRLPOOL Workers and management at Whirlpool Appliance’s Benton Harbor plant…
A: The case of Whirlpool's Benton Harbor plant in Michigan exemplifies how a company can achieve…
Q: page In which areas of an organisation's value chain can important business sustainability risks or…
A: A value chain is a complete framework that illustrates the sequence of actions and processes that…
Q: Provide a detailed overview of the data collection techniques used in job analysis
A: Job analysis is critical in human resource management (HRM). It comprises collecting and analyzing…
Q: Do you consider yourself to be a good writer? Explain why.
A: A good writer is someone who can communicate their ideas effectively and engage their readers. They…
Q: Discuss, the profound importance of implementing organizational development initiatives, as defined…
A: The effectiveness and overall well-being of an organization are critical for its success and…
Q: From the Research Topic and questions kindly provide a draft for a proposed seminar presentation as…
A: The study component known as research is involved with the development of fresh information in any…
Q: Read the following articles along with this week’s lecture and the associated chapters: The Role of…
A: Creativity and adaptability are essential skills for success in today's rapidly changing world.…
Q: What tools or platforms can organizations use to enhance cross-functional collaboration among their…
A: In today's rapidly evolving business landscape, effective collaboration among cross-functional teams…
Q: A company has $500 million in total assets, $10 million in notes payable, and $45.6 million in…
A: In the realm of corporate finance, understanding a company's financial structure is crucial for…
Q: (1) During the recent CoVid-19 pandemic, some employers mandated that all employees must be…
A: The COVID-19 pandemic presented an unprecedented challenge to employers, requiring them to balance…
Q: Explain any dangers of poorly implementing such a system. Evaluate the potential effect of such a…
A: ANS 1.Dangers of poorly implementing a performance management system in a state civil serviceReduced…
Q: Entrepreneurship is “high-risk but also can be high reward.” Comment.
A: The process of starting, growing, and running a company or endeavor with the intention of making…
Q: Limits encountered by companies during the implementation of balanced scorecards
A: The technique and method of guiding a business organization forward through the constantly changing…
Q: peer reviewed sources for the question
A: Miami, Florida, stands as a vibrant and diverse city on the southeastern coast of the United States,…
Q: Consider yourself a Marketing Manager. Explain how you would develop an effective marketing strategy…
A: As a Marketing Manager tasked with promoting a Credit Card product, it's crucial to develop an…
Q: Explain at least five functional areas of your business. Include in your explanation a TASK that…
A: In the context of an organization or business, functional areas refer to separate divisions or…
Q: Decide on your chosen HR scenario, ensure that your pitch includes: Introduction, including your…
A: The unfair or unfavorable treatment of individuals or groups based on specific traits or qualities…
Q: "________ identifies costs associated with using a product or service, including ongoing management…
A: In the world of business and economics, understanding the true cost of an investment or asset goes…
Q: Please provide reference for vroom 1964
A: Note: Providing references/citations is against our Q&A guidelines. Therefore, providing answers…
Q: That Boston Consulting Group (BCG) is a great place to work - all about strategy consulting. They…
A: BCG matrix refers to a tool that can assist in portfolio analysis and is mainly introduced for…
Q: Glass Lewis is a major American proxy advisory services company. The primary service Glass Lewis…
A: Glass Lewis, a well-known American proxy advisory services firm, is critical in offering research…
Q: Describe a conflict management strategy you would use to maintain a safe and productive learning…
A: The question revolves around the challenging scenario in an educational setting where a student…
Compare the results of the pre-assessment(attached) to the results of the summative assessment(attached) such as, the class as a whole, a student who demonstrated growth, and a student who did not demonstrate growth.
Step by step
Solved in 3 steps
- Cousins Jeri Lynn De Bose, Tish Hoover, and Josephine (Joey) Parks looked forward to meeting up during the Christmas holidays to compare notes on the results of midyear teacher evaluations. All were public school teachers in districts scattered over the state. In the pressured search for new levels of teacher accountability demanded by legislators, the state department of education joined 16 other States in implementing a new teacher evaluation system. The goal is to hold teachers account-able for student learning progress in the classroom. Under the guidance of the National Council for Teacher Quality, criteria varies by State, but in most cases, 40 percent of each teacher's accountability score would be based on the principal's evaluation and ranking based on personal observation, 30 percent would be based on personal observation by a master teacher from outside the district, and the Other 30 percent would be based on student test score gains. The state department of education would set a performance goal each school district, and the principal would set a performance goal for each teacher. In preparation, the State conducted intensive training sessions for principals and designated master teachers who would conduct the evaluations based on four class observations per teacher Officials used standardized achievement tests to derive value-added scores that measure student learning over the year. Teacher ratings were 1-5, with I am being the lowest and 5 representing near perfection. The publication of the first year's evaluations stirred interest and controversy, particularly among teachers who worried about the possible long-term effects on job retention and tenure. Now, with the first-year evaluations in hand, the three cousins pored over their experiences. The three represented different types of school systems within the state. Jeri Lynn worked for a metropolitan system in the state capital. The system included many low-income students whose first language was nor English, and several schools within the system were teetering on the brink of State takeover if improvement in student scores didn't materialize this school year. Tish worked in a county System dominated by upper-income residents, and Joey taught in the rural community in which all three grew up. The rural community had high unemployment, and a low percentage of graduates went on to college. As a result, the cousins came to the table with differing teaching experiences. "The numbers are all over the place," Jeri Lynn remarked as she studied the pages. "The whole system is flawed, and they need to make changes," Joey said. "It's too subjective. The principal and master teacher observations are subjective because there are personal factors that affect a true outcome." "Yeah, look at the numbers from your upper-income district," Jeri Lynn said to Tish. "How can 60 percent of the teachers score 5s?' Tish chuckled. "Yeah, lucky us. Our schools are overflowing with children from wealthy families. These are the kids who will apply to Ivy League schools. I can tell you that the principals are going to avoid confrontation on all fronts. No principal is going to give any indication that their students are receiving an education that's less than perfect, and that means cramming the rankings with 5s. They claim a higher level of motivation for students, and thus the selection of an elite team of educators. So with those pressures, I don't think we get personal feedback that is accurate." "At the other end of the spectrum, we have my rural district," Joey said. "The big problem is that the principals know everyone and have longstanding relationships with everyone in the county, so I think scores are based on personal history. We could almost predict who would get high or low scores before the observations. For principals, it can go back as far as 'his daddy and my daddy hated each other in high school, and now I get to evaluate his daughter "I think that in many cases, principals feel pressure to align scores with state expectations. The stare expected my district to have high scores and expected rural schools such as yours to be lower," Tish said. "But isn't that partially offset by lower goals for the rural school distracts responded Joey. "The key to the accountability system is the principal in each school," Jeri Lynn suggested. "With several of the schools in Metro teetering on the edge of state takeover by the end of the year, we had lots of strict principals who wanted to hold our feet to the fire with lower scores." "I thought the whole idea was to provide the teachers With feedback so that we would know the areas where we need improvement," Tish said. "The principals were supposed to conduct two observations in the fall and two more in the spring," Jeri Lynn said. think that's asking too much of them when they already have so much on their plates. I think a lot of them are skimping on their visits. know I only had one observation last semester, and I'm sure Mr. Talley just faked the second set of numbers. The master teachers make only two observations a year, which may be more objective but counts for less." "I'm wondering, too, how a principal measure performance in a course area outside his area of expertise, such as math," Joey said. "If the guy has a phobia about math, anything the teacher says or does is going to 100k brilliant-thus a 5." Tish and Jeri Lynn looked at each other and laughed. "Maybe we picked the wrong subjects," Tish said. "My question is one of perception," Jeri Lynn said. "A large percentage of my students are ELL. That affects their scores. How do you measure a 3 in my situation against a 5 for Tish? At the end of the school year, little Carlos is thrilled that his reading in English has improved, but there`s no Big Bang here. a slow steady improvement that may not actually show up in big strides for a couple of years: "So, the question is how do they create a system that is fair?" Tish asked. "And accurate," added Jeri Lynn. How might the state control the accuracy of principals who are conducting teacher evaluations? Explain.Cousins Jeri Lynn DeBose, Tish Hoover, and Josephine (Joey) Parks looked forward to meeting up during the Christmas holidays to compare notes on the results of midyear teacher evaluations. All were public school teachers in districts scattered over the state. In the pressured search for new levels of teacher accountability demanded by legislators, the state department of education joined 16 other States in implementing a new teacher evaluation system. The goal is to hold teachers account-able for student learning progress in the classroom. Under the guidance of the National Council for Teacher Quality, criteria varies by State, but in most cases, 40 percent of each teacher's accountability score would be based on the principal's evaluation and ranking based on personal observation, 30 percent would be based on personal observation by a master teacher from outside the district, and the Other 30 percent would be based on student test score gains. The state department of education would set a performance goal each school district, and the principal would set a performance goal for each teacher. In preparation, the State conducted intensive training sessions for principals and designated master teachers who would conduct the evaluations based on four class observations per teacher. Officials used standardized achievement tests to derive value-added scores that measure student learning over the year. Teacher ratings were 1-5, with I am being the lowest and 5 representing near perfection. The publication of the first year's evaluations stirred interest and controversy, particularly among teachers who worried about the possible long-term effects on job retention and tenure. Now, with the first-year evaluations in hand, the three cousins pored over their experiences. The three represented different types of school systems within the state. Jeri Lynn worked for a metropolitan system in the state capital. The system included many low-income students whose first language was nor English, and several schools within the system were teetering on the brink of State takeover if improvement in student scores didn't materialize this school year. Tish worked in a county System dominated by upper-income residents, and Joey taught in the rural community in which all three grew up. The rural community had high unemployment, and a low percentage of graduates went on to college. As a result, the cousins came to the table with differing teaching experiences. "The numbers are all over the place," Jeri Lynn remarked as she studied the pages. "The whole system is flawed, and they need to make changes," Joey said. " It's too subjective. The principal and master teacher observations are subjective because there are personal factors that affect a true outcome." "Yeah, look at the numbers from your upper-income district," Jeri Lynn said to Tish. " How can 60 percent of the teachers score 5s?" Tish chuckled. "Yeah, lucky us. Our schools are overflowing with children from wealthy families. These are the kids who will apply to Ivy League schools. I can tell you that the principals are going to avoid confrontation on all fronts. No principal is going to give any indication that their students are receiving an education that's less than perfect, and that means cramming the rankings with 5s. They claim a higher level of motivation for students, and thus the selection of an elite team of educators. So with those pressures, I don't think we get personal feedback that IS accurate." "At the other end of the spectrum, we have my rural district," Joey said. "The big problem is that the principals know everyone and have longstanding relationships with everyone in the county, so I think scores are based on personal history. We could almost predict who would get high or low scores before the observations. For principals, it can go back as far as 'his daddy and my daddy hated each other in high school, and now I get to evaluate his daughter." "I think that in many cases, principals feel pressure to align scores with state expectations. The stare expected my district to have high scores and expected rural schools such as yours to be lower," Tish said. "But isn't that partially offset by lower goals for the rural school distracts responded Joey. "The key to the accountability system is the principal in each school," Jeri Lynn suggested. "With several of the schools in Metro teetering on the edge of state takeover by the end of the year, we had lots of strict principals who wanted to hold our feet to the fire with lower scores." "I thought the whole idea was to provide the teachers With feedback so that we would know the areas where we need improvement," Tish said. "The principals were supposed to conduct two observations in the fall and two more in the spring," Jeri Lynn said. think that's asking too much of them when they already have so much on their plates. I think a lot of them are skimping on their visits. know I only had one observation last semester, and I'm sure Mr. Talley just faked the second set of numbers. The master teachers make only two observations a year, which may be more objective but counts for less." "I'm wondering, too, how a principal measure performance in a course area outside his area of expertise, such as math," Joey said. "If the guy has a phobia about math, anything the teacher says or does is going to 100k brilliant—thus a 5." Tish and Jeri Lynn looked at each other and laughed. Maybe we picked the wrong subjects," Tish said. "My question is one of perception," Jeri Lynn said. "A large percentage of my students are ELL. That affects their scores. How do you measure a 3 in my situation against a 5 for Tish? At the end of the school year, little Carlos is thrilled that his reading in English has improved, but there's no Big Bang here. a slow steady improvement that may not actually show up in big strides for a couple of years." "So, the question is how do they create a system that is fair?" Tish asked. "And accurate," added Jeri Lynn. Is a 1-5 grading System by principals and master teachers a valuable part of a feedback control system for teachers? Why?Cousins Jeri Lynn DeBose, Tish Hoover, and Josephine (Joey) Parks looked forward to meeting up during the Christmas holidays to compare notes on the results of midyear teacher evaluations. All were public school teachers in districts scattered over the state. In the pressured search for new levels of teacher accountability demanded by legislators, the state department of education joined 16 other States in implementing a new teacher evaluation system. The goal is to hold teachers account-able for student learning progress in the classroom. Under the guidance of the National Council for Teacher Quality, criteria varies by State, but in most cases, 40 percent of each teacher's accountability score would be based on the principal's evaluation and ranking based on personal observation, 30 percent would be based on personal observation by a master teacher from outside the district, and the Other 30 percent would be based on student test score gains. The state department of education would set a performance goal each school district, and the principal would set a performance goal for each teacher. In preparation, the State conducted intensive training sessions for principals and designated master teachers who would conduct the evaluations based on four class observations per teacher. Officials used standardized achievement tests to derive value-added scores that measure student learning over the year. Teacher ratings were I —5, with I am being the lowest and 5 representing near perfection. The publication of the first year's evaluations stirred interest and controversy, particularly among teachers who worried about the possible long-term effects on job retention and tenure. Now, with the first-year evaluations in hand, the three cousins pored over their experiences. The three represented different types of school systems within the state. Jeri Lynn worked for a metropolitan system in the state capital. The system included many low-income students whose first language was nor English, and several schools within the system were teetering on the brink of State takeover if improvement in student scores didn't materialize this school year. Tish worked in a county System dominated by upper-income residents, and Joey taught in the rural community in which all three grew up. The rural community had high unemployment, and a low percentage of graduates went on to college. As a result, the cousins came to the table with differing teaching experiences. "The numbers are all over the place," Jeri Lynn remarked as she studied the pages. "The whole system is flawed, and they need to make changes," Joey said. " It's too subjective. The principal and master teacher observations are subjective because there are personal factors that affect a true outcome." "Yeah, look at the numbers from your upper-income district," Jeri Lynn said to Tish. "How can 60 percent of the teachers score 5s?" Tish chuckled. "Yeah, lucky us. Our schools are overflowing with children from wealthy families. These are the kids who will apply to Ivy League schools. I can tell you that the principals are going to avoid confrontation on all fronts. No principal is going to give any indication that their students are receiving an education that's less than perfect, and that means cramming the rankings with 5s. They claim a higher level of motivation for students, and thus the selection of an elite team of educators. So with those pressures, I don't think we get personal feedback that IS accurate." "At the other end of the spectrum, we have my rural district," Joey said. "The big problem is that the principals know everyone and have longstanding relationships with everyone in the county, so I think scores are based on personal history. We could almost predict who would get high or low scores before the observations. For principals, it can go back as far as his daddy and my daddy hated each other in high school, and now I get to evaluate his daughter "I think that in many cases, principals feel pressure to align scores with state expectations. The stare expected my district to have high scores and expected rural schools such as yours to be lower," Tish said. "But isn't that partially offset by lower goals for the rural school distracts responded Joey. "The key to the accountability system is the principal in each school," Jeri Lynn suggested. "With several of the schools in Metro teetering on the edge of state takeover by the end of the year, we had lots of strict principals who wanted to hold our feet to the fire with lower scores." "l thought the whole idea was to provide the teachers With feedback so that we would know the areas where we need improvement," Tish said. "The principals were supposed to conduct two observations in the fall and two more in the spring," Jeri Lynn said. think that's asking too much of them when they already have so much on their plates. I think a lot of them are skimping on their visits. know I only had one observation last semester, and I'm sure Mr. Talley just faked the second set of numbers. The master teachers make only two observations a year, which may be more objective but counts for less." "I'm wondering, too, how a principal measure performance in a course area outside his area of expertise, such as math," Joey said. "If the guy has a phobia about math, anything the teacher says or does is going to 100k brilliant—thus a 5." Tish and Jeri Lynn looked at each other and laughed. Maybe we picked the wrong subjects," Tish said. "My question is one of perception," Jeri Lynn said. "A large percentage of my students are ELL. That affects their scores. How do you measure a 3 in my situation against a 5 for Tish? At the end of the school year, little Carlos is thrilled that his reading in English has improved, but there's no Big Bang here. a slow steady improvement that may not actually show up in big strides for a couple of years: "So, the question is how do they create a system that is fair?" Tish asked. "And accurate," added Jeri Lynn. What do you see as the major strengths and flaws in the feedback control system used in the schools in this scenario? What changes do you recommend to overcome the flaws?
- Describe the scorecard claims.Cose 27: Housekeeping Guest Satafaction Scores 81 Case 27 Housekeeping Guest Satisfaction Scores Case Type: Head Case Main Subjects: Motivation, Rewards • Shakia Andrews, Executive Housekerper Who's Who: hakia was desperate. The guest satisfaction scores for the Housekeeping department have Sbeen extremely low for the past year. Though the Housekeeping management has been in place for several years, nearly all of the guestroom attendants have been employed by the Royal Hotel for less than two years. Shakia was ot sure what had caused the perceived level of service and cleanliness to suffer. 1. Why are the guest servine scores for the Housekeeping department usually low? 2 Housekeeping managers often valize that probably the hardest part of their job is to moti- vate their staff. Explain. 3. Where should Shakia begin to raise the guest satisfactions scores? 4. To maintain the comnitment of housekeepers, identify creative intrinsic' and extrinsic rewards Notes Intrinsie rewards are…XYZ Rural Bank implemented its initial attempts to manage the performances of its 150 employees. XYZ Rural Bank has 10 branches all over Zamboanga Peninsula and each branch is supervised by a branch manager and has 10-15 employees working directly under his supervision. In its initial implementation of its own performance management system, its HR department sent a Performance Appraisal (PA) Template that all branch managers need to fill out. PA tool includes the following aspects of the employees performances:• Attendance (lates, absences, undertime etc)• Successful collection done (for Account Officers, Loan Officers, Credit Investigators)• Loans processed (For Account Officers and Loan Officers) Every July and January, all branch managers should submit the filled-out PA templates to HR for recording and consolidation. One week before the deadline for such PA template to be submitted to HR, the branch managers fill out the templates themselves based on their own observations. These…
- A restaurant manager tracks complaints from the diner satisfaction cards that are turned in at each table. The data collected from the past week's diners appear in the following table. Complaint Frequency Food taste 27 Food temperature 9 Order mistake 5 Slow service 19 Table/utensils dirty 47 Too expensive 9 Using a classic Pareto analysis, what top categories comprise 80% of the total complaints? Part 2 A. Food taste, Food temperature, Order mistake, Slow service, Too expensive B. Table/utensils dirty, Food taste, Slow service C. Table/utensils dirty D. Food taste, Food temperature, Order mistake, Slow service, Table/utensils dirtyConsider the ways in which the concepts of Human Centered Design (HCD) influence the practice of User Experience Design (UXD) and the role of formative assessment in reinforcing HCD principles throughout the UXD process.Evaluation of Etihad Airways Organization Statutes on TQM Factors:
- What are some reliability strengths of questionnaires?Develop a cause-and-effect (fishbone) diagram to address everything that impacts your grade in this course. How much is under your control?Identify one the QSEN RN competencies. Develop a plan for improving your knowledge, skills, and attitude (KSA) for the competency during this course.