ELT Management

 1. Evaluate your team! -  Carry out a mini survey to find out what your workforce looks like now. Is it diverse? How could you make it more diverse? 2. Offer training -  Many people are unaware of the details relating to equality, diversity, and inclusion, welcome the chance to learn more. This is especially important in terms of “unconscious bias”, where we tend to favour people who are very much like ourselves. You could invite in an expert to talk to your staff. 3. Celebrate holidays -  Why not have an international calendar, based on the nationalities or cultures of your staff and students, and organise an event for different special days. You can also encourage people to bring appropriate food and music. 4. Leadership must come from the top - Make sure that initiatives to promote equality, diversity, and inclusion are taken by senior management, not only employees.  5. Anonymous feedback - Give your staff a questionnaire about various equality, diversit...

 Tips for the interviewer: Make it comfortable for the candidate. Prepare the room. Make sure it is private and that there are no interruptions – be especially careful about phones. At the start of the meeting, explain clearly how the interview will work.  Prepare your questions in advance. To make the process fair, most of the questions should be the same for each candidate. You will only use different questions when exploring the detail of their CV or experience.  Use open questions to find out as much as you can about the candidate. ‘How’ and ‘What’ questions are often best. These encourage the candidate to explain what they are like, their motives and how they approach their work. Typically, interviewers ask the candidate's job history and what they have learned from previous jobs, what their strengths are and how they deal with challenges. Additionally, ask questions about specific skills relating to previous experience . These questions may relate to specific...

 In a detailed job advertisement, it’s important to describe the job and the kind of person you are looking for.  The Job Description describes the job, ideally in one sentence, lists the main duties and responsibilities, and also describes the scope of the job: this can include the resources, equipment and budget. The Person Specification is a profile of the personal skills, knowledge, qualifications, and experiences you’ll be looking for amongst applicants.

Grievances can be complaints made by employees about two areas: about their employer’s or a colleague’s behaviour, or about the conditions of their work. Employee grievances need to be handled sensitively, and should follow a procedure which staff and management know about: Ask the teacher to put the grievance into writing.  Look into the matter, to check the facts, and to find out any background information  Report back to the teacher, to admit there is a problem, or clarify the situation, explaining what it is as it is. Then decide if any further action needs to be taken (at this point, you may offer the teacher help to solve the problem). Check with the teacher that they feel the grievance can now be considered resolved. Record in writing that it has been resolved, and/or that action has been taken to resolve it. Make sure that both you and the teacher sign this. If, however, the issue is considered not resolved, consider arranging a meeting with the director of the institu...

 1. S ituation : Describe the situation or the problem. 2. T ask : Outline what the requirements / expectations are. 3. A ction : Describe what actually happened. 4. R esults:  Consider how the action impacted on the project or on other people.

“ Appraisal ” is the regular evaluation and discussion in individual meetings of how well individual employees are performing.  The main point of the appraisal procedure is that it is, among other things, an opportunity for teachers to sit down with their manager to review their relationship and role, especially in terms of how they have contributed and are contributing to the aims and work of the institution, and how the institution has supported them in their work as well as their professional and career development. Identifying and agreeing development needs with teachers... Also, it is essential for managers to quickly identify any serious problems with performance or with conduct. Another advantage of appraisal meetings is that they enable managers to get to know and understand teachers better at an individual level.  Source: Rossner LEM_ Language Course Management , eh.7, p.90 Objectives should be SMART: Specific, Measurable, Achievable, Relevant and Time-based.  A...