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2. Organizational Structure 3
8. Internship 9
12. Discipline 11
1.1 Vision:
Roots Millennium Schools is destined to develop its role as a leading International Montessori /
School / College / University thus supporting a socially inclusive approach to participation in
education. We deliver outstanding academic qualifications.
1.2 Mission:
RMS aims to be committed to bring out the best in a child/student mentally, intellectually,
academically, physically and culturally by developing the attitude skills and knowledge and values
in the students to meet 21st global challenges.
1.3 Values:
1.3.1 Learning to Know:
We deliver education to prepare our students to meet 21st century challenges.
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Roots Millennium Human Resource Policy Guidelines
1.5 Objectives:
The objective of this strategy is to give the direction of HR & Learning Group to ensure that the
institutional objectives are fulfilled. From this perspective HR strategy is directly related with
organizational overall objectives.
• The HR strategy will provide equal opportunities to experienced teachers as well as fresh
graduates.
• By checking shared values and goals which must be aligned with the institutions culture.
• Recruitment structure will be based on test interviews, sample presentation, lecture
delivering or any other creative activity to analyze the suitability of candidates.
• Our recruitment process will make sure to deliberately check the candidate for the
“Teacher-leadership” quality.
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Roots Millennium Human Resource Policy Guidelines
Techniques for All Levels Error Correction That Works: What, How, When And Why Effective
Multi Level: Reading And Speaking Useful Writing Skills: Techniques Dos And Don’ts of Testing
And Evaluation Lesson Planning.
• By Nurture greatness
• By Respect them
• By Challenging them
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Roots Millennium Human Resource Policy Guidelines
DIRECTOR
PRINCIPAL
Fig. 1
3.2 Compliance:
All the management and teachers of school must ensure compliance to the provisions contained in
this policy guidelines in letter and spirit. HR & Learning Group will monitor of these policy
provisions. These rules and policies apply to all employee of school.
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Roots Millennium Human Resource Policy Guidelines
• leave early, except for good reason and with your supervisor’s permission;
• leave your work area during working hours without authorization and for no valid reasons;
4.4 Behavior
In the performance of your duties, and in your working relations with others, observe the basic
rules of courtesy and good behavior. Give due regard to the well-being of others regardless of
position and rank. You may not engage in following things:
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Roots Millennium Human Resource Policy Guidelines
• Give false testimony, or give false information on personnel or other official records;
• Offer or accept gifts or anything of significant value relating to your work
• Betray the University’s trust and confidence;
• Conduct yourself on and off duty in a manner that will embarrass or discredit the
University.
• use your position, or access to University records and other data, to further personal
interests;
• Falsify reports, official records or documents of the School
• The HR strategy will provide equal opportunities to experienced teachers as well as fresh
graduates.
• By checking shared values and goals which must be aligned with the institutions culture.
• Recruitment structure will be based on test interviews, sample presentation, lecture
delivering or any other creative activity to analyze the suitability of candidates.
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Roots Millennium Human Resource Policy Guidelines
• Our recruitment process will make sure to deliberately check the candidate for the
“Teacher-leadership” quality.
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Roots Millennium Human Resource Policy Guidelines
Training and development of the teacher is very necessary to meet contemporary trends of teaching
styles. Training programs includes:
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Chapter 8. Internship
The Primary aim for these internship training programs is to teach contemporary methods of
learning based on latest research approved by research scientist. Seminars and other training
programs, such as training for teacher-leadership skills programs announced on annual basis and
this provide opportunity for fresh graduates to participates in these skill building programs. For
this purpose, applications will be collected from the desired participants who want to take part and
learn knowledgeable skills.
salary of members is distributed at the end of month. Salary and allowances of each employee is
confidential matters. School cannot give any advance to the any staff members as it is bad habit.
In order to disburse salary on time, management ensure that all salary amendment must reach HR
& Learning group at time. The salary of teacher selects based on their specialization and rank in
the school. The salary range of teachers start from (10000 pm to 35000 pm).
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Roots Millennium Human Resource Policy Guidelines
Leave of absence from duty cannot be claimed as a matter and may on application by a teacher of
school, be granted only when satisfactory ground has been showed. All applications of leave or
for extension of leave shall be made in writing and addressed to Principal. Leave ordinarily shall
commence on the date with effect from which it is availed of and terminate on the date preceding
the date of resumption of duty. If a teacher of a school is absent from duty on all the days of a
week on which he/she has been assigned duties, whether such days are consecutive or not, he/she
shall be deemed to be absent from duty for the whole of the week. Every teacher of a college shall
follow a six-day week and shall abide by the pattern of holidays, vacation etc. as may be
determined by the school.
Internal communication may be the single most crucial factor in developing effective teachers.
Schools, realizing this, have implemented practices to communicate valuable information within
their school systems. Our school is promoting open, direct and honest communication among all
the staff members and parents of students. when we talk about internal communication in schools,
it is important that we address the interaction between the school board and the teachers.
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Roots Millennium Human Resource Policy Guidelines
It is vital that the school board keeps a close eye on teacher that are making an extraordinary effort
to enhance students’ education. When board members recognize these teachers, they need to
implement positive reinforcement practices to encourage future innovation. We develop the
employee portal so that students can easily communicate with teachers and take the information
and data through this portal.
It is the responsibility of the Administrative and Non-Administrative staff of the school to ensure
that its climate is one in which order and discipline prevail. All members of staff must consistently
and impartially enforce the rules and code.
No teacher shall be permitted to terminate his or her contract within fifteen (15) days prior to the
first instructional day of the school term at a school to which the teacher is assigned or during the
school term without the consent of the superintendent.
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Roots Millennium Human Resource Policy Guidelines
No superintendent shall be permitted to terminate his or her contract within thirty (30) days prior
to the beginning of the school term.
A teacher shall be permitted to terminate his or her contract at any other time when schools are
not in session by giving two (2) weeks written notice to the employing superintendent. A
superintendent shall be permitted to terminate his or her contract at any other time when schools
are not in session by giving two (2) weeks written notice.
A succession plan is a long-term strategy for identifying and developing both personally and
professionally current potential staff for specific positions. Some note that the purpose is to "build
a bench" as well as identify not only the right person for the right seat on the bus, but the next
person who will sit in that seat.
• To retain top staff by providing them a specific and dedicated growth plan.
• To increase internal staff satisfaction, engagement, and loyalty by involving them in the future
of the organization as well as developing them professionally and personally.
• To ensure you can replace employees with specialized skills, knowledge, abilities, and other
characteristics important to the organization.
• To create a back-up plan in case of a staff emergency--someone leaves quickly due to relocation,
dismissal, or yes, even death.
• To better know your organization's employees and talent gaps before issues arise.
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Roots Millennium Human Resource Policy Guidelines
• Employees should in the first instance try to resolve the issue directly. Where this does not
resolve the issue, the employee should raise them dispute with their Line Manager or Head
Teacher.
• All internal partners will work together to resolve disputes. Head Teachers or Chair of
Governors in receipt of disputes should contact the Human Resources Section for advice.
• Disputes should be dealt with quickly and where there are likely to be delays then all
concerned should be kept informed and given reasons for the delay.
• Methods used to resolve disputes should be flexible and focus on resolution rather than
retribution.
• Employees will be treated fairly, and equality principles will be applied in respect of
handling all disputes and this will be monitored and reviewed.
• Confidentiality will be maintained throughout.
The Board of Governors recognizes that its staff are its most asset and have a right to be treated
with dignity and respect. The Board of Governors is committed to the promotion of a harmonious
and supportive working environment through pro-active and sensitive management and is
committed to treating and investigating all allegations of bullying and harassment with equal
seriousness according to the negotiated procedures and protocols.
Teachers, regardless of their status, are required to undertake their duties in a professional manner,
and to comply with all reasonable instructions. They have an active role to play in the promotion
of harmonious working relationships and are expected to be aware of what constitutes reasonable
and acceptable behavior.
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