By Dr Philip SA Cummins, Peter J Crawley
Within the Head of division e-book we think of and supply transparent information on all points of operating and constructing a division, from the position itself and its obligations, to strategic making plans and employees administration - the place specific emphasis is accessible to employees assessment as built through CIRCLE round our 5 tuition development domains..
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Example text
One of the most common misconceptions about the role is that it is the duty of the HOD to complete all administrative tasks alone. This can include the creation of all curriculum and assessment items. It can mean that s/he is the only one to generate innovative ideas for the department. This is sometimes a perspective thrust upon the HOD by his/her sense of duty and belief that s/he is expected to complete all administrative roles because s/he has been given a responsibility allowance of time and money.
The position is about providing leadership to the department and this implies that all in the department will contribute to the departmental success. Clear expectations All in the department need to be clear about their role in making the department a success. New members of the department will need to be inducted into the school and department. This should not be an accident. Research shows that many young teachers leave the profession because they feel unsupported in the delivery of curriculum.
Any staff member excluded from departmental development is going to feel isolated from the department. Those most commonly excluded are young staff and long serving senior staff still teaching within a department. The exclusion of young staff This enables them to be free to consider the issues that confront those in the early years of their professionalism. This largely misplaced good intent can leave new professionals uncertain about how they are part of the larger departmental team. Leaving the profession because of isolation from other staff is common.
