Internship Report

Allied School Ayesha Campus Tarnol

Submitted By :
Talha Bin Saeed (01-122151-014)
talhasaeed17@gmail.com
Date of Submission: 20-2-2017

Supervisior:
Director Muhammad Sameer Arshad
0346-5006254

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 Executive Summary

What does actually meant by Internship? It refers to go and work in some organization for the
sake of experience, knowledge and training before he or she goes to market for job.

Internship experience is very important and helpful before anyone goes looking for a job.
Employers want those people who have experience. And Internship is the opportunity to go to
job with experience. It gives students the opportunity to grow, academically and personally.
When anyone initially starts out he is going to be doing the menial repetitive task that every new
person had to do. However this is not necessarily negative as it teaches the person responsibility
at the smallest level.
I have also been asked to submit report on the working experience with the organization,
an internship experience, which I did in Allied School, which is backed by most reputed name
Punjab Group Of Colleges/ The Punjab Group in Pakistan. Allied school has a foundation of
almost 15 years in Pakistan, with a network of over 450 plus campuses in 112 cities across
Pakistan. I did six week internship in the Allied school Ayesha Campus, Tarnol which started in
July 2016.
As an internee, I really enjoy working there; the staff of the campus was very cooperative
whenever I need their help. My designation there was concerned to HR/ Admin officer in Allied
School Ayesha Campus.
Allied schools offers moderate package of salary and benefits to its employees. Management is
trying to regulate a system for promotions. It has both contract as well as regular employees as it
beliefs on the use of strangeness for the cross fertilization of ideas. Allied schools hire faculty by
setting down a panel. Applicants have to deal with that panel. Past records, Experience and final
interview matters a lot. That panel is responsible for selecting and recruiting the right people
from the market. Allied schools are proud of their highly professional, transparent and objective
approach in its recruitment and selection processes. After applying the eligibility criteria, a series
of selection procedures are applied before hiring employees. Normally the candidates go through
the process of test, group discussion and interview. The Interview is conducted by a team of
internal as well as external Professionals of the related area. Sophisticated recruitment and
selection tools are also sometimes applied.
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Training of teachers is responsibility of the school. So Punjab Group arranged annual or
semiannual training workshops for teachers on regular basis. All trainings including foundation
courses (compulsory for all), specialized trainings that include subject wise trainings and
behavioral trainings are coordinated and processed through this. These training programs
coordinate and arranges for employees to be sent on the training as identified by the management
of the school and according to the eligibility and requirement of the employees.

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Table of Contents
Internship Report............................................................................................................. 1
Executive Summary.......................................................................................................... 2
Company Overview.......................................................................................................... 5
Aims of Allied school:................................................................................................... 6
Objectives and Tasks of Allied School................................................................................ 7
Companies & Projects:................................................................................................... 7
Position and Description of Duties........................................................................................ 8
Job Description............................................................................................................ 8
PERFORMANCE MANAGEMENT.................................................................................9
ALLIED SCHOOL PERFORMANCE CYCLE:..............................................................10
SETTING PERFORMANCE STANDARDS AND EXPECTATIONS:......................................11
a) EXECUTIVE, ADMINISTRATIVE AND OFFICE STAFF:............................................11
b) PERFORMANCE STANDARDS FOR TEACHING STAFF:..........................................12
c) Evaluation of students:........................................................................................... 12
EMPLOYEE COMPENSATION AND BENEFITS:................................................................12
CRITICAL ANALYSIS:.................................................................................................. 16
Recommendations:......................................................................................................... 19
Conclusion:.................................................................................................................. 20
Annexure.................................................................................................................. 21

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 Company Overview

Since its inception in 1985,with the 550+ campuses. Allied school has always been a market
leader in nontraditional businesses. Where other Pakistani business groups are mostly in
traditional manufacturing industry such as textiles, cement and sugar, Allied schools forges its
own way, exploring new markets and setting its own precedent. Its forte is in the services sector
and infrastructure industry.

At a time when the education sector was just opening up to private enterprise, Allied school was
the pioneer in setting up private schools and is now the market leader. Its educational network is
the largest network of its kind anywhere in the Pakistan. It caters to children from Pre School
through to A level (High School), and also runs tertiary educational institutes.

The University of Central Punjab imparts Liberal Arts and science education at both graduate
and postgraduate levels. The Punjab Group also runs the largest transport network in the country;
owns and operates one of Pakistans leading IT departments; is in the process of setting up
Pakistans first wind farm power station; and is poised to expand into the burgeoning floriculture
business.

Allied schools, the largest privately owned education system of its kind in the Pakistan.
Established in November 1985 as the star Montessori Academy for toddlers, Allied schools has
since grown into a large network of private schools, institutes, and universities, imparting
distinctive and meaningful education to the students from pre-school to post-graduation.

Through close links with leading UK universities, Allied also helps provide professional
education and training to more than 6,000 staff members, enabling them to improve their
classroom practice as well as obtain certificates, diplomas and degrees that have global
recognition.

From its humble beginnings over 32 years ago, Allied school today is much more than just a
school. Through distinctly independent divisions, it caters to the education and training needs of
a diverse group of individuals of varying age, socio-economic background, and ethnicity.

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Equipped with the understanding and experience of three decades of school management,
educational product development, teacher training, and curriculum development, Allied has in
recent years started to move out of its home territory and has embarked upon an ambitious
program of establishing private schools in cities throughout Pakistan is one testimony to this
journey of globalization.

In 2013 a revised settlement was reached in response to several factors, including the
imperative for schools to generate their own management accounts and information, including a
desire for greater independence and restrictions on the sharing of information between
competitors. Under the new agreement, the Martyr's Memorial Trust retains all of it's rights and
each of the school's autonomy is guaranteed provided they adhere to the foundational religious
principles. Commitments to collaboration and exchange of best practice between the Allied
Schools have been made and the role of Allied Schools Agency is now purely one of oversight.
Allied Schools has become the fastest growing Educational Networks in Pakistan. Within 4 years
Allied School now has 550+ plus Campuses in more than 225 Cities across Pakistan. All these
school campuses together have more than 135,000 students on rolls.

The purpose of Allied Schools is to prepare students with promise to enhance their intellectual,
physical, social, emotional, spiritual, and artistic growth so that they may realize their power
for good as citizens of Pakistan.

Aims of Allied school:

Allied Schools aim to give children an all-round education offering:

A caring environment with a strong academic foundation

An exclusive focus on the individual child
A balance between local and global standards with modern approaches
Service to children, parents and the nation
Giving awareness about new technologies and modern world
Enhancing abilities of children so they can move on with success and dignity

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Objectives and Tasks of Allied School

Provide quality education

Complaints handling
Training to teachers and CROs
To supervise, maintain and support the organizations campuses and their relationship
management.
Manage the operations of their Campuses.
Handle the issues of kids and parents related to their children
Working under the management of Punjab Group of Colleges

Companies & Projects:

ALLIED SCHOOLS.
PUNJAB GROUP OF COLLEGES
UNIVERCITY OF CENTRAL PUNJAB
TOWER TECHNOLOGIES
DUNIA NEWS
MUHAMMAD ALI JINNAH UNIVERCITY (CUST)

Position and Description of Duties

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I worked in Allied School system as a HR /Admin Officer for period of 6 weeks. In the period I
performed the following duties and tasks.

Preparation of JDs
Performance Management of teachers and staff
Compensation and benefits

Job Description

A job description is a list that a person might use for general tasks, or functions,
and responsibilities of a position. It may often include to whom the position reports,
specifications such as the qualifications or skills needed by the person in the job, and
a salary range. Job descriptions are usually narrative, but some may instead comprise a simple
list of competencies; for instance, strategic human resource planning methodologies may be used
to develop a competency architecture for an organization, from which job descriptions are built
as a shortlist of competencies.

A job description is usually developed by conducting a job analysis, which includes examining
the tasks and sequences of tasks necessary to perform the job. The analysis considers the areas
of knowledge and skills needed for the job. A job usually includes several roles. According to
Hall, the job description might be broadened to form a person specification or may be known as
"Terms Of Reference". The person/job specification can be presented as a stand-alone document,
but in practice it is usually included within the job description. A job description is often used
in recruitment.

A job description may include relationships with other people in the organization: Supervisory
level, managerial requirements, and relationships with other colleagues.

A job description need not be limited to explaining the current situation, or work that is currently
expected; it may also set out goals for what might be achieved in the future.

A business owner can use a good job description not only as a valuable aid in the job-recruiting
process, but also as an outline for reporting relationships and working conditions. A well-crafted
job description can also be used for:

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 Performance management. You can use it to set measurable performance goals based
on duties in the job description, and then coach your employees to meet these goals as needed.

Training and employee development. You can use your employee job descriptions,
along with descriptions of possible job promotions, as incentives for employees to pursue
classes, seminars and other career development activities.

Compensation. Job descriptions can be helpful in developing a standardized

compensation program with minimums and maximums for each position.

Recognition and rewards. You can use the descriptions as a baseline for performance,
and as a tool to encourage employee performance "above and beyond" the job description in
order to receive recognition and rewards.

Discipline. If you need to, you can use the job description to illustrate that an employee
isn't adequately performing job functions.

Return-to-work programs. You can prepare for light or modified duty options to allow
for a smoother transition from a workers' compensation injury or leave.

Limitations

Prescriptive job descriptions may be seen as a hindrance in certain circumstances:

Job descriptions may not be suitable for some senior managers as they should have the
freedom to take the initiative and find fruitful new directions;

Job descriptions may be too inflexible in a rapidly changing organization, for instance in
an area subject to rapid technological change;

Other changes in job content may lead to the job description being out of date;

The process that an organization uses to create job descriptions may not be optimal.

PERFORMANCE MANAGEMENT

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As the intern I had to make sure that the teachers and other staff members are having a desired
performance level which will ensure that they are able to achieve the overall organizational goal.
If any of the Staff is lacking in performance than I had to recommend the causes and what the
gap is. I had to make certain interventions to up their performance and meet the criteria set by the
Allied school. The Interventions include training programs and reward system or any other
motivational programs.

Performance management refers to the ongoing process of setting goals, self-assessment,

manager assessment, coaching, development planning, and evaluation. A key aspect of
performance management is performance measurement. Clear and concise measures are required
in order to properly define the desired goals in performance management. Most performance
management systems fail to achieve the desired goals because goal measurement is not
specific enough, poorly communicated or because results cannot be measured effectively.

Employee performance management works best when work is planned and goals are consistent .
Allied schools plans and sets goals for performance management that creates rewards for good
performance, and consequences for poor performance. In this way the employee feels the
consequences of work performance, whether good or bad. Performance management gives
feedback to employees on consistent basis than the average annual basis.

By this the employees ability to exceed or failure to meet goals may be monitored. This provides
the employee the opportunity to receive rewards or to make behavior changes sooner if
performance is not up to par.

ALLIED SCHOOL PERFORMANCE CYCLE:

Figure taken from the book:

Organizational goal setting Strategy Performance Management:
Identify expected performance levels
Measure individual performance;
Provide feedback on individual performance
Reward based on performance Employee Performance Management
Transfers
Promotion

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 Pay rises
Termination Organizational Results:
Goals met or not met

SETTING PERFORMANCE STANDARDS AND EXPECTATIONS:

Performance standards are different for executive, administrative and office

staff and teaching staff.

a) EXECUTIVE, ADMINISTRATIVE AND OFFICE STAFF:

i) JOB KNOWLEDGE:

It includes the methods techniques, skills and contents that are related to job related matters.

ii) COMMUNICATION AND INTERPERSONAL SKILLS:

It includes the verbal and nonverbal communicational skills, body language and gestures while
speaking to others.

iii) DEPENDABILITY:

What is the response when a difficult situation comes? Is he dependent on others or take
independent decisions. How he responds to changing situations.

iv) TEAM SPIRIT:

How well he can manage his team. Does he has team spirit to achieve overall common objective.

v) COMPUTER LITERACY:

It includes sufficient knowledge to carry out tasks on computer using related softwares. This is
not compulsory for executive and for office staff.

vi) PLANNING AND ORGANIZING:

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It includes how well an individual can plan organize and monitor the tasks assigned to him.

vii) PROBLEM SOLVING AND DECISION MAKING SKILLS:

It includes how well an individual can use analytical and diagnostics approach for problem
solving and making timely decision.

b) PERFORMANCE STANDARDS FOR TEACHING STAFF:

The communicational skills, dependability, problem solving and decision making skills are the
same for teaching staff also but with a little difference.

i) JOB KNOWLEDGE:

The teacher must have subject knowledge, and excellent techniques of teaching. And he/she must
be aware of his responsibilities.

ii) CONCEPTUAL SKILLS:

He/she must have strong grip on his subject while teaching and can conduct class presentations
effectively.

c) Evaluation of students:

Students at Allied are evaluated through following ways:

Class assessment Class participation Weekly/chapter based assessment

Worksheets Monthly assessments and sessional assessments

Oral quizzes Board quizzes

Class discussions Behavior of student

EMPLOYEE COMPENSATION AND BENEFITS:

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Compensation rewards people for performing organizational work through pay, incentives, and
benefits. Employers must develop and refine their basic wage and salary systems. Rewards can
be both intrinsic and extrinsic. Intrinsic rewards often include praise for completing a project or
meeting some performance objectives. Extrinsic rewards are tangible, having the form of both
monetary and nonmonetary rewards. Tangible components of a compensation program are
provided by the employer such as Base pay is the most common forms of direct compensation.
Indirect compensation commonly consists of employee benefits.

Following types of employees compensation and benefit are provided by The Allied schools
for his employees.
BASIC PAY:

All the employees are given basic pay and it is included in direct compensation, either the
organization is earning profit or not this is given to all employees according to their designations.
Basic pay is provided to employees according to their level and as established pay scales.

INSURANCE (MEDICAL):
The insurance company recommended is NJI. The employee becomes insured when he/she
becomes a permanent employee. Following persons are insured with according to the policy:

a) Permanent employees of Allied schools and their dependents (spouse and childrens)

b)Divorced / widow daughter dependent on the employee without any age limit.

All hospitals run by armed forces of Pakistan, government and semi government hospitals are
included in the list of approved hospitals of NJI Company.

INSURANCE COVERAGE ITEMS:

Hospitalized:

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An insured person is registered as a bed patient in a hospital on the advice of a qualified doctor
requiring almost 24 hours hospital admission. Nails, eyes, hair, teeths are not included in this
policy. Other than these, all parts of the body are included in this insurance; either the employee
is internally injured or externally injured.

All expenses are beard by the employee until he is registered on the bed. From registration till
discharge all expenses are beard by the NJI. The expense limit for the employee family is up to
25000. The employee is reimbursed by the NJI by showing the hospital bills.

TRAVEL POLICY:

Employees as well as officers travel to different cities to attend meetings, training, refresher
courses, and any other assignments or picnic tours. For this a policy has been created which
provides railway / air / bus tickets and hotel expenses according to the designations of the
employees.

GROUP INSURANCE:
Allied schools has made a group insurance policy for employees; the range of this policy varies
from designation to designation.

HOUSE ALLOWANCE:
House allowance is included in the salary of the employee which is almost 33% of salary.

PROMOTIONS:
The promotions of the employees depend on the performance of his work, experience, skills and
education.

HOLIDAYS:

a) ANNUAL LEAVES:

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Annual leaves for the administrative staff and office staff are 20, while there are no annual leaves
for the junior staff.

b) CASUAL LEAVE:
There are 15 casual leaves for the administrative staff, 10 casual leaves for the office staff and
junior staff.

c) SICK LEAVES:

There are 10 sick leaves for all administrative, office and junior staff.

d) OTHER HOLIDAYS:

Summer vocation holidays are only for the teacher which normally start after the final exams that
are held in may till august. During these holidays they receive full salary.

Normally each Saturday is off for the females except school heads. While for male alternative
Saturday is off; which means that one Saturday is working while the other is off.
Females are given maternity leaves of 42 days but they can avail these leaves 2 to 3 times only
not more than that.

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 CRITICAL ANALYSIS:

During my stay in Allied school, I found it as among one of the leading schools in Pakistan. As
an internee, I enjoy working there. Allied has a very cooperative staff .I worked there in very
congenial and supportive environment. The staff over there is always being ready to guide about
school and its system. According to its financial statements it is on a way to progress. It offers
very good package of salary and benefits to its employees. Management is trying to regulate a
system for promotions. It has both contract as well as regular employees as it beliefs on the use
of strangeness for the cross fertilization of ideas. It has unlimited offers for its employees in the
areas of economic and personal behavioral development.
Hr Officer and Principal is responsible for attracting, selecting and recruiting the right people
from the market. Allied is proud of its highly professional, transparent and objective approach in
its recruitment and selection processes

Allied schools have a big business volume. They are providing Quality education in the public
sector. The head office where I have done my internship has an Organized and efficient system.

But the number of turnover of employees is high. The working system of organization is based
on MIS. All the work is done through proper channel. The working staff is very cooperative with
the new trainees and encourages them to work with them.

Allied schools are one of the largest private sector school organizations in the world. With vast
and growing network, they at Allied schools are always on the lookout for skilled and capable
people willing to take on a challenge.
Allied schools offers competitive employee packages and has a vibrant and dynamic working
environment. There are a variety of job opportunities at different levels available in organization
in two specific areas: academics and corporate.

The overall analysis is indicating that the companys progress has mainly attained through
dedication of employees. The effectiveness of its management, their willingness to take

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advantage of opportunities and face challenges of changing requirement of well-educated and
confident children on the society, this all contributes to the very much improved and sound
position of company. This is really appreciable for the devotion and hard work of all the
employees of the company.

ALLIED SCHOOL system is constantly planning for its staffing requirements, for this the HR
department follow a complete selection process and gather resumes and then they start their
selection and recruitment process following by interviews in which interviewee is compared with
the set standard of HR and then they follow the steps of selecting the candidates.

After selecting a person they give training to the person as per requirement and then the newly
hired employee starts his work. After completion of probation period manager of the
concern department forward a performance report to the HR department and regional director to
suggested increment for him and after successful completion of probation period employee gets
confirmation letter.

ALLIED SCHOOL system conducts training sessions to enhance the abilities of its employee.
They conduct training need assessment programs and arrange training programs as per
requirement.

In ALLIED SCHOOL system annual increments are based on employee performance. Regional
director reviews the performance of all employees and compare standards with the actual
performance.

ALLIED SCHOOL system is providing compensations and benefits to it employees on the basis
of their designations. Employees at different designations are enjoying different compensations
and benefits but basic benefits that include medical, holidays and educational allowance are
almost same for all employees. ALLIED SCHOOL system career management opportunity is
common for teachers. Every month 5 to 10 transfers and separations are very common. ALLIED
SCHOOL is trying to control this situation because students studies get affected by this.

Few other issues that needed to be addressed by this campus for ensuring to be best among the
competitors.

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1. Management is not gaining an improved understanding of the influence of business
strategy on human resources and of human resource activity on business strategy.
2. People are not planned and used more effectively and efficiently.
3. Employees are not satisfied with the quality of work life.
4. The employees are underpaid which may cause dissatisfaction with regard to the
responsibilities assigned and the salary received for those jobs.

5. The staff is not employed according to the specific needs of the campuses.

6. Employees are unsatisfied due to the salary package and they are less motivated.
7. Employees are over loaded they have to work more than three hours after their duty times.

8. Right man at the right place at the right time is not adopting by the HR authority.

9. In case of Promotion of the employees, efficiency & competence is ignored and only the
seniority is considered.

10. Now a day allied school is firing its employees. They have round about fired more than five
hundred employees in the last four months. Due to this reason there is different
environment in campuses, the employees are very tense and feels a bit depressed in these
days.
11. Employees at Allied are working there from many years and they are not still used to the new
software and techniques in computer field symbols. Though they have their own staff college
where they teach employees on various related issues, but in mine point of view thats not
enough for them. Sometimes that Staff of Allied which is not well educated according to the
given assignment, are posted at most important assignment

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 Recommendations:

1. The salary should be given according to the capability of the employee. There should be
extra incentives given to the workers who serve the bank for overtime period.
2. Management should distribute work equally among different employees. Some of the
employees are overburdened while some sections are overstaffed.
3. Due to lower in salary most of the talented staff leave the job, which are The assets of the
company take the knowledge among with themselves, so equal opportunity should be given
to each worker according to its work performance
4. Most of the employees are sticking to one seat only, with the result that they become master
of one particular job and lose their grip on other operation. In my opinion each employee
should have regular job change.
5. There are some employees untrained which decreases the efficiency of the campus. All the
employees should well train.
6. The interference of head office should be minimized as it decreases the working efficiency of
the employee as well as the bank.
7. The environment of the offices should be comfortable so that the parents and staff must feel
comfort.
8. Promotion should be given to competent persons on merit basis.
9. Every year some of the employees should be sent for training to workshops.
10. The school should bring forward the new talent as fresh knowledge and education is
considered very important to increase the efficiency and production.
11. Keeping in view the hard work by the staff members at all levels of management, staff should
be given bonus and increment every year.
12. I observed that many campuses of Allied schools are overcrowded. Less people can work
which extra people perform. Number of adjustment of these extra employees.

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 Conclusion:

Allied truly values its staff and the vital role they play in successful running of the school. HR
initiatives and strategy is aimed at competitive employee compensation, training need assessment
and succession planning. Training has been given priority based on industry dynamics and
changing customer needs. Technological innovations, new ways of teaching, and a diverse
workforce have increased the need for organization to re-examine how their training practices
contribute to learning. In this report, I discussed a systematic and disciplined approach including
need assessment, design of learning environment. After completing the report, I am in a better
position to know exactly not only the functioning of school but also the computer usage in our
life and how our knowledge can be conveyed to new generation. It was very nice to learn that to
make the whole organization achieve its utmost goals; it makes sure that practical knowledge is
given to at every level. They not only provide basic training but also take care of the minor
details that make sure that every work is done in an adequate manner. I would like to conclude
this report by saying that in this whole process I have learned, that being a computer teacher
means not only looking at the big picture but rather taking care of the minor details that make the
overall picture stronger, and this is exactly what Allied School aims to do.
In the light of my internship I was able to apply theoretical knowledge. The formation of JDs
help me apply my knowledge that I gained through my subject of job analysis and design. HR
subjects helped to create a good performance evaluation system and helped me in the process of
providing solution to the causes of performance gap.

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 Annexure

The following are some of the JD's I made and teacher appraisal form:

TEACHER PERFORMANCE APPRAISAL FORM

Date: ___________________________
Teachers name : ___________________________
Class handled : ___________________________
Subject specialization: ___________________________
Subject handled: ___________________________
Rating Key: 4 Very good
3 Good
2 Average
1 Below average
0 Unsatisfactory

Teachers skill/attribute Rating

1 Communicational clarity
2 Listing of clear, realistic objectives attainable by children
3 Chalkboard work
4 Teacher pupil interaction that makes the lesson concept interesting to children
Appropriate eliciting strategies (such as brainstorming, group discussion and
5 pupil initiated
questioning) based on pupils' experiences
6 Usage of whole class demos with teaching aids
7 Use of group activities (with clear expectations)
8 Explanation of lesson concepts by using contextually relevant and concrete
teaching learning

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 materials (If this is not possible, use of multimedia teaching aids)
Review of lesson concept using an effective Q A session (teacher initiated, pupil
9 initiated or
both)
1
Maintenance of Classroom discipline
0
1
Effective preparation and implementation of schemes Of Work *
1
1
Effective preparation and implementation of Lesson plan *
2
1
Marking of Class work (with teacher explanation)
3
1
Marking of Home work (with teacher explanation)
4
1
Remedial work
5
1
Maintaining wall display of pupils' work
6
1
Gender equity in all classroom processes
7
1
Being sensitive to pupils' cognitive and emotional needs
8
1
Maintenance of mark registers: Promptness, correctness and neatness
9
2
40 minute time management (Segmentation)
0
Total score: ______
[* These can be filled in the light of both classroom processes and the
respective documents].

Strong points about the teacher

:
Issues that require improvement:

Suggestions for improvement:

Date:

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Signature of Academic Supervisor/Mentor:

Signature of Principal/Deputy Principal with his comments/suggestions:

Signature of HR Officer

Teachers feedback and signature:

Job Descriptions
Principal
Reports to Superintendent
Supervises all school personnel, directly and/or indirectly
Purpose: To serve as the chief administrator of a school in developing and implementing
policies, programs, curriculum activities, and budgets in a manner that promotes the educational
development of each student and the professional development of each staff member.
General Planning: conceptualizes the broad goals of the school and plans accordingly to
ensure that procedures and schedules are implemented to carry out the total school program.
General Coordination: ensures that the school program is compatible with the legal, financial
and organizational structure of the school system. The principal defines the responsibilities and
accountability of staff members and develops plans for interpreting the school program to the

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community.
Enhancement of Personnel Skills: provides activities which facilitate the professional growth
of the school staff and enhance the quality of the instructional program.
School Objectives: identifies the annual objectives for the instructional, extracurricular, and
athletic programs of the school.
Curriculum Objectives: ensures that instructional objectives for a given subject and/or
classroom are developed, and involves the faculty and others in the development of specific
curricular objectives to meet the needs of the school program. The principal provides
opportunities for staff participation in the school program.
Establishes Formal Work Relationships: evaluates student progress in the instructional
program by means that include the maintaining of up-to-date student data. The principal
supervises and appraises the performance of the school staff.
Facilitates Organizational Efficiency: maintains inter-school system communication and
seeks assistance from central office staff to improve performance. The principal maintains good
relationships with students, staff, and parents. The principal complies with established lines of
authority.
New Staff and Students: orients and assists new staff and new students and provides
opportunities for their input in the school program.
Community: encourages the use of community resources, cooperates with the community in
the use of school facilities, interprets the school program for the community, and maintains
communication with community members.
Supplies and Equipment: manages, directs, and maintains records on the materials, supplies
and equipment which are necessary to carry out the daily school routine. The principal involves
the staff in determining priorities for instructional purposes.
Services: organizes, oversee, and provides support to the various services, supplies, material,
and equipment provided to carry out the school program. The principal makes use of community
resources.

Assistant Principal
Reports to Principal
Supervises those assigned by Principal

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 Purpose: The assistant principal serves as a member of the administrative team to develop and
implement the total school program.
Pre-Class Organization: assists to implement student orientation and registration activities.
Planning the School Program: assists in the development and establishing of the school
goals and objectives and the planning of the schools instructional program.
Implementing the School Program: assists to provide direction to staff in implementing
goals and objectives and interacts and meets with staff to assist in their development.
Evaluation and Remediation of the School Program: assists in the evaluation of the school
program and of staff and assists to initiate needed improvements.
Involving the Staff in Budget Allocations: involves the staff in setting budget priorities.
Keeping Professionally Competent: acts to upgrade own professional knowledge and skills.
Coordinating Budgets and Schedules: assists in the preparation and management of
budgets and schedules and in the coordination and implementation of the co-curricular program.
Handling Disciplinary Procedures: assists to define and disseminate information about
school disciplinary policies and procedures to parents, students, staff and community.
Coordinating and Communicating the Schools Formal Structure: communicates and
carries out established policies, delegates and accepts responsibility for completion of tasks and
communicates program goals, objectives and policies to the community.
Coordinating School Services and Resources: assists in supervising and maintaining
auxiliary services and uses community resources to supplement the school program.
Facilitating Organizational Efficiency: promotes and maintains open communications,
positive student attitudes, respects dignity, worth of staff, students, and complies with
established lines of authority.
Assisting in Record Keeping: assists in completion of records and reports and in the
supervision and inventory of necessary supplies, textbooks, equipment and materials.

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