Authentic Assessment

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Description of CCSSO

Council of Chief State School Officers (CCSSO): national organization that brings together all the principal education leaders.

Creates a better public education system Ensures that every child in each state gets

the same level of quality in education. Ensures that all public schools meet the

education standards.http://myhomeworkhelpers.com/

To achieve above objectives, CCSSO does: standardsassessment and accountabilitymembership servicesinnovation lab networkeducation data and Information

Technology legislation and advocacyeducation workforce.

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Develop robust and comprehensive state information systems

Reliable and secure information design. Mandate of developing state aptitude and

practical resources

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Key Goal

Provide better education systems for children in public school systems,

Hiring and endorsing self-driven, self-determined, and greatly experienced workforces.

Reveres the work and performance of its employees.

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Challenges

Creating innovating solutionsTechnical and financial supportImproving the council processes Engages a big workforce in its operations. Requires more funding.

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Core Competencies

Content, the learner and learning, instructional practice, and professional responsibility.

Acquire deep and flexible understanding of their content areas,

Instructional practice and effective educational training.

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The Current Total Rewards Philosophy and its Three Categories of Offerings

A reward is a compensation, which an employee receives based on his/her service.

May contain direct currencies and other converting forms

CCSSO offers various monetary rewards and non-monetary awards.

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Offers the base pay or salaryDeserving employees gain an increment of

his or her payRetirement and the 401k plan. Quarterly and annual bonusesCreating a friendly working environmentGood health subsidyFlextime and telecommunicatingFlex spending account

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Certification bonus policyExternal web accessMaternity and paternity leave. Health insurance, Short and long term disability. Paid time off Travel Transportation allowance.

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Workforce Segmentation

Based on employee needsBased on observable traits is the least

effective. Based on criteria like high performers or

skilled employees.

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The Current Requisite Competencies

Hiring of personnel is taken seriously Only highly qualified and self-driven

individuals hired. Evaluates and examines individuals

eligible for promotion. Highly qualified employees in terms of

skills are promoted to the next level.

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Changes to the Total Rewards Program

Must be drafted carefully to reduce excessive rewarding or extensive spending.

Non-monetary rewardsTravel and transport allowanceRedefining the total rewards program can

improve quality and employee performance.

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Many risks involved when the new changes contained in the total rewards program are not implemented.

New program acts as the revitalization program.

Organization will be risking its financial status,

Consolidation of such rewards will open up chances of introducing new rewards programs.

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‘Metrics’ for Assessing the Total Rewards Package

Metrics are referred to as measures or main function signs.

Can encompass quantitative and qualitative measures.

Metrics will involve a number of employees who have access to total rewards online.

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Timeline

Implementation process will take at least five months

Right team will be assembledTaking of inventories of everythingAssessment and ranking of each program

involved Changes will start being implemented

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