The end of the Education National Key Results Area ( NKRA ) is to better pupil results and provide quality instruction for all pupils across Malaysia. By looking globally at the best acting schools, four indispensable countries have been identified. They are:
the demand to guarantee every kid succeeds ;
the demand to keep schools accountable for alterations in pupil results ;
the demand to put in great leaders for every school ; and
the demand to pull and develop top instructors.
Research confirms that a assortment of inducements for the assorted phases of instructors ' callings should be in topographic point. A World Bank rating corroborates the value of inducements towards bettering instructor quality ( Vegas & A ; Umansky 2005 ) .
There are assorted types of instructor inducements including fiscal, working conditions and instructional support ( Kemmerer, 2007 ) .
Fiscal inducements include pecuniary, in-kind support, benefits and fillips. Instructional Support, on the other manus, includes points such as proviso of back uping stuffs, ongoing professional development and calling chances. Finally, inducements related to working conditions consist of things such as category wellness and safety conditions and proviso of equal interruptions.
Teachers by and large do non come in the profession for fiscal benefits so inducements must non merely expression at fiscal compensation but other countries that motivate and inspire good pattern. These wagess can include satisfaction from high pupil accomplishment, acknowledgment, influence, larning new accomplishments, and personal growing ( Tomlinson, 2000 ; Odden 2000b ) . School staff should hold the chance for a calling way where excellence is rewarded with a assortment of inducements that tap into both their intrinsic and extrinsic motive.
Merely a few states have formalized a robust systems of performance-related wage in any sector ( Organisation for Economic Co-operation and Development, 2006 ) and even fewer in the instruction sector. Tucker and Sclaifani ( 2006 ) indicate that in order for public presentation related wage to be effectual three thoughts must come into drama. First, we must be able to mensurate the end product linked to the public presentation whether at the person or squad degree. Second, the end products from persons or squads must better the overall organizational end products. Last, that the wages can be delivered in a mode that takes advantage of its likely incentive value for prospective receivers.
Many inquiry if it is possible, in administrations such as schools, which are extremely complex to develop just rating systems linked to public presentation wage. Other concerns are that coaction among instructors will endure and that incentives linked to capable countries or exam consequences will contract the course of study ( Tucker and Sclaifani, 2006 ) .
There are a assortment of different public presentation theoretical accounts. Fiscal wagess given based on pupil public presentation and lesson observations is called merit-pay ( McCollum, 2001 ) . Odden ( 2000 ) describes cognition and skill-based compensation as increased wage given to those who receive extra makings which is assumed to better instructors ' abilities. School-based compensation, involves group-based fiscal wagess normally based on pupil public presentation ( Odden and Kelley, 2002 ) .
A set of criterions for teacher public presentation and measuring tools is cardinal to being able to reasonably reward staff for their public presentation. Merit wage given to instructors separately has proved to be unpopular in schools making competition and extinguishing the indispensable squad work and coaction needed to construct excellence in school ( Odden, 2000 ) . Incentive payments to full staff in schools have many times produced improved pupil accomplishment. This is most likely because of the demand to work together, back up new or weaker instructors and to promote instructors who do non better to travel to a different profession. Odden ( 2000 ) besides believes the sum of the fillip is of import and recommends 5-8 % of one-year wage as a wages for making marks. Figure 1 from Woessman ( 2010 ) below shows the consequences of a survey of assorted states demoing in general where wage for public presentation has been implemented reading, authorship, and math tonss have by and large been higher.
Merit-pay theoretical accounts were criticised for unfavorably altering coaction between instructors. Performance-based wages systems, research now argues, can increase collegiality by honoring co- operation between instructors ( Solomon and Podgursky, 2001 ; Cohn, 1996 ) , through group-based wage wagess ( Mohrman, Mohrman, and Odden, 1996 ; McCollum, 2001 ) . Several oppositions of performance-based wagess postulate there is grounds of better/more collegiality when group public presentation wagess are used ( See, for illustration, Firestone and Pennell, 1993 ) .
Many studies conclude that intrinsic wagess are really of import to instructors ( Firestone and Pennell, 1993 ) . Firestone and Pennell ( 1993 ) argue that rating can sabotage the intrinsic wagess for instructors, as the `` feedback in the signifier of public presentation rating undermines intrinsic motive, even when the rating is positive '' ( accent in original ) nevertheless a significant organic structure of literature argues performance-based wages systems are an betterment on the efficiency of salary graduated tables
Odden and Kelly 's research confirms that wage for public presentation strategies and other inducements for instructors and principals can hold positive effects on pupil accomplishment. These methods are most effectual when they are accompanied by professional development plans, the support of school leading, accurate and dependable coverage of pupil accomplishment, and strong feedback mechanisms.5
Odden and many others argue that the single-salary agenda can non take instruction to the degrees of productiveness presently needed. Lazear 's analysis of the effectivity of output-based wage suggests that performance-based mechanisms can be effectual if they are carefully designed and tied to allow metrics.40
Many of the earlier programmes tended to concentrate on single public presentation, in peculiar virtue wage ( Richardson, 1999 ) , with recent arguments more likely to see group-based wages programmes, or cognition and accomplishment based wagess ( Odden, 2000a ; Odden and Kelley, 2002 ) .
A 2004 OECD study on teacher quality found that the job of instructor deficits is permeant throughout OECD states and that the deficiency of quality instructors is holding a negative impact on pupil larning. Across-the-board salary accommodations, targeted inducements and alternate employment steps are typical attacks that most states adopt to relieve instructor deficits, but that policies must turn to other critical facets such as `` working conditions, professionalism, flexibleness, occupation security, instruction demands and occupation satisfaction from working with pupils.
Must be replaced with a system that connects parts to compensation in meaningful ways and that could be embraced by employers and instructors likewise
Two-thirdss of OECD states have implemented performance-related salary systems in their public sectors, but few have used them in instruction. It is still true that few states have formalized a robust system of performance-related wage in any sector.
When be aftering for an inducement plan the undermentioned chart is helpful to see effects both desirable and unwanted.
Incentives
Intentional or Unintentional design
Desired Impact
Undesired impact
For illustration:
Incentives
Intentional design
Job security linked to prove tonss
Desired Impact
Improved instruction and better acquisition
Undesired impact
Teaching to the trial ; dropping of low acting pupils
Incentives
Unintentional design
Strong brotherhoods make it hard to fire instructors
Desired Impact
Good instructors feel more confident and secure in their occupations and hence Teach well
Undesired impact
Bad instructors can remain indefinitely
Most of the inducements researched have been negotiated and employed without programs for strict rating. The bulk of articles cited in international documents are studies instead than ratings that attempt to link results to the performance-related system in topographic point.
Current Incentives in the Malayan Education System
Action Research Projects: some enterprises have been conducted in this country throughout the state, but the enterprises are non monitored consistently, so findings are non reported efficiently.A
Advanced surveies:
There are three manners for instructors and principals to prosecute in advanced surveies:
1 ) A they receive full wage, with no scholarships ( to cover tuition etc, they will hold to pay on their ain )
2 ) A they receive half wage, with scholarship given to cover tuition etc
3 ) A if they receive direct scholarship offers from any organisation/institution, they will hold to inquire permission from the relevant Ministry of Education section for blessing. These are decided on a individual footing
Scholarships are merely for public universities in Malaya
Ministry of Education has a distant acquisition degree plan from the local universities for the instructors and Head Teachers of the rural primary schools.
Three organic structures sponsor these ; the public service section, the instructor instruction division and sometimes-individual MOE establishments like the School Leadership Institute
Teachers in rural or interior schools receive a pecuniary inducement runing from RM700-RM1500 on top of their wage and life or lodging allowances.
Resettlement allowances: Teachers receive an allowance when they receive a transportation from one school to another, from one to town to another or from one province to another province. Travel agreements are besides provided to the instructors and their households to travel to their new topographic point of work. An agent appointed by the MOE to direct them over to their new topographic point of work will manage their properties.
All civil retainers besides enjoy free medical intervention from the govt. infirmaries they besides can use for loans to purchase a computing machine, a auto and even a house.
The Government Transformation Programme ( GTP ) Roadmap states that HPS will have inducements, which include an one-year allotment of RM700, 000 per school, every bit good as RM1, 000 and RM700 for school caputs, instructors and non-academic staff in secondary and primary schools, severally. The schools besides enjoy greater liberty in decision-making and let high-achieving pupils to progress faster through the system.
National, State and District Awards
Many awards are available for instructor
Khazanah Incentives for School Staff
Incentive
Research Summary
Desired/Undesired
Rating for Trust School Initiative
Financial ( comprises of Monetary, In sort, Benefits and Bonuses )
Monetary
New instructor get downing fillip
Name: Secondary Deficit Capable Scheme
Description: Up to ?5000 paid to persons in last twelvemonth of survey to fall in the instruction force after graduation
Dates:1985 to show.
State: UK, Wales
Effective at pulling but non retaining new instructors
Name: Golden Hello
Description: ?2500-5000 for come ining and successfully finishing the initiation stage in secondary topics
Dates: 2002 to show
State: United kingdom
Evaluation: Effective at pulling but non retaining new instructors
Desired: Qualified campaigners are available to learn in schools
Undesired: Peoples are attracted merely for fiscal intents but so go forth the calling one time other higher paid options are available
Salary graduated tables
Description: Higher compensation in the early old ages in order to promote instructors to come in the field
Dates: varies
States: Australia, Denmark, England, Finland,
Description: Higher salary additions mid-career instructors to retain them
Dates: varies
States ; Austria, Japan, and Portugal
Description: Wagess experienced instructors with largest additions
Dates: varies
States: Greece, Hungary, and New Zealand
Name: n/a
Description: Across the board wage rises promote the best people to remain
Dates: 1990
State: Chile
Evaluation: a World Bank study notes that instructors ' experience has non been found to be an of import forecaster of pupil accomplishment in the major empirical surveies ( World Bank 1997, 97 )
Desired: Teachers feel valued and execute good
Undesired: Good instructors leave the profession due to fiscal grounds
Project engagement wage
Name: Accelerated Teaching Program ( Unicef )
Description-all instructor receive fillip inducement each three months
Dates: 1998-2007
State: Liberia
Evaluation: This plan has issues with payments to instructors but otherwise was judged to better buy-in and results for pupils
Desired: Teachers feel valued and 'buy in ' to new enterprises
Undesired: Teachers feel overwhelmed with the alteration procedure and leave stations
Extra allowance for distant locations/low acting schools ( hardship allowance )
Description: Teachers receive salary addendums to learn in deficit or rural countries
Purpose: Ensure instructors are available for all kids
State: Canada/Chile/Ireland/Australia/Malaysia
Desired: Qualified campaigners are willing to learn in hard areas/circumstances
Undesired:
Materials Allowance
Description: Materials allowances given to all schools at start of reform undertaking to purchase resources that enhance the acquisition environment
Purpose: To advance bargain in to project and heighten instruction and acquisition environment
Dates:2006-present
State: UAE
Evaluation: Effective in making a learning civilization
Desired: Schools feel empowered and have the tools they need to better their schools
Undesired: Schools spend money on resources that do non better pupil outcomes e.g. ornaments
Travel Allowance
Description: Teachers given train base on ballss to acquire to work
Purpose: Part of the benefits
Dates: ongoing
State: Japan
Canada, Australia, Europe- Moving costs to initial occupation arrangement for most arrangements in rural countries or challenging schools
Desired: Teachers are more willing to work in locations farther from place base ensuing in a supply of instructors available
Undesired: Teachers take allowance but have high degrees of absence
In Kind Support
Awards
Name: NationalTeachingExcellenceAward
Descriptionprovidesawardsfor50teachersthatwerenominatedattheschoollevelandmadeitthroughthenationalqualificationstothe rewardlevel
Name: School based Award
Description: Awards at the school degree with discretional financess made available by the authorities
Purpose: To honor first-class instructors
Dates:
State: Denmark, Netherlands
Desired: Recognition of Good work leads to more good work and sharing of good pattern
Undesired: Some co-workers feel covetous or angry and do less
Free or subsidised lodging
Description: free adjustments in its distant countries
Purpose: To promote staff to populate in distant countries
Dates:
State: Danmark
Desired: Qualified campaigners are willing to learn in distant countries
Undesired: Poor quality instructors are attracted to schools that need the most support
Free or subsidized nutrient
Description: Free or subsidized nutrient to staff
State: European states
Desired: Qualified campaigners are willing to learn in distant countries
Undesired: Poor quality instructors are attracted to schools that need the most support
Plots of land
Description: Plots of land given to staff
Purpose: Encouragement to make a place base in rural countries
Dates:
State: Africa
Desired: Qualified campaigners are willing to learn in distant countries
Undesired: Poor quality instructors are attracted to schools that need the most support
Low involvement loans
Description:
Purpose:
Dates:
State: Demark, Greece-Preferential rates for mortgages at the discretion of the local school governments
Desired: Teachers feel more financially unafraid and there are more able to concentrate on be aftering first-class lessons
Undesired: Teachers take loans but there is no betterment in learning
Scholarships for ain kids
Description:
Purpose:
Dates:
State: Worldwide: Most international schools provide free topographic points for staff kids
Desired: Teachers who bring their ain kids to a school want the best for their kid and work harder
Undesired: Teachers kids get particular intervention
Free points: e.g. books, laptops etc
Description:
Purpose:
Dates:
State: Denmark-teachers who agree to learn in distant countries are eligible a place personal computing machine, and entree to wholesale shopping
Desired:
Undesired:
Benefits
Paid
Description:
Purpose:
Dates:
State: Australia- to remain in distant countries, excess one-year leave of 5-8 yearss
Desired:
Undesired:
Unpaid leave
Description:
Purpose:
Dates:
State: Canada-allows instructors to take unpaid leave for household events, holidaies etc
Desired:
Undesired:
Sabbatical
Description:
Purpose:
Dates:
State: Australia-all caputs eligible for sabbatical every 5 old ages. Paid at 80 % for 4 old ages to enable this at no cost
Desired:
Undesired:
Recognition towards a publicity
Description: Recognition towards a hereafter publicity for learning in disputing or distant countries
Purpose:
Dates:
State: Korea, China
Desired:
Undesired
Sick leave
Description:
Purpose:
Dates:
State:
Desired:
Undesired:
Pregnancy Leave
Description:
Purpose:
Dates:
State:
Desired:
Undesired:
Health insurance
Description:
Purpose:
Dates:
State: Europe-countries include wellness benefits over and above the usual societal services accorded to all citizens
Desired:
Undesired:
Pension
Description:
Purpose:
Dates:
State:
Desired:
Undesired:
Additional Paid Work
Description: teachersarepaid $ 20.00perdayforeach studentteacherundertheirdirectionbi-weekly.
Dates:
State: Nanavut Canada
Desired:
Undesired:
Life insurance
Description:
Purpose:
Dates:
State:
Desired:
Undesired:
Creche
Description:
Purpose:
Dates:
State:
Desired:
Undesired:
Bonuss
Whole school public presentation based wage linked to exam consequences or KPI marks
Name: NationalPerformanceEvaluationSystem
Description: Schools are grouped by social-economic conditions, and so the top 25 per centum within each group are rewarded for their public presentation
Purpose:
Dates:
State: Chile
Evaluation: Increased the tonss in the province test by between four and 18 points ; effects were greater among those schools with more favorable external conditions.
Date: c2004
State: Israel
Evaluation: ledtoimprovedteachingmethods, increasedafter-schooltutoring, andbetterresponsivenesstostudents'needsonthepartofteachers
ProfessionalCompensationSystemforTeachers
1999-2003
Denver, USA
Evaluation: Evidencefromthepilotprogramstronglysuggestedthatthepayforperformanceprogramwas a '' catalystforchangethatbenefitsallstudentsandteachers. '' 34
Studenttestscores weresignificantlyhigherforelementaryandmiddleschoolstudentsinclassroomswithteachers whohadbeeninthepilotfortwoormoreyears
Desired: Schools pull together as a whole squad to better pupil results
Desired: Student Accomplishment additions
Undesired: Teachers teach to the trial, ignore low executing pupils or darnel to demo advancement
Undesired: Freerider'problem ; someteacherswhoarenotcontributingtotheoutcomesofstudentsarerewardedbecauseof others'action
Undesired: Could honor `` wealth '' instead than public presentation, disproportionately honoring instructors at high-performing schools chiefly for the natural stuffs they are handed - i.e. , better pupils.
Undesired: Teachers focus on certain topics to the disregard of other topics.
Individual public presentation based wage
Name: Teacher Excellence Incentive
Description: $ 200 million fund, for one-year fillips of up to $ 2,500 to honor `` effectual '' schoolroom instructors employed by territories that agreed to fit the province money
Purpose:
Dates:
State: Texas, USA
Description: Pay based on run intoing instructor criterions
Dates: 2003-present
State: Suomi
Name ;
Description: Excess wage for instructors who increased GSCE consequences
Dates:
State: United kingdom
Evaluation: foundthatthestudentsscoredonaveragehalfaGCSEpointmorethanequivalentpupilstaught
Bythesameteachersbeforethesystemwasputinplace.
Description:
Purpose:
Dates:
State: Colorado, USA Evidence strongly suggests that the wage for public presentation plan was a `` accelerator for alteration that benefits all pupils and instructors.
Description:
Purpose:
Dates:
State: Israel-study found that wage for public presentation enterprises had a positive impact on pupil accomplishment -led to improved instruction methods, increased after-school tutoring, and better reactivity to pupils ' demands.
Desired: persons who are making outstanding work are recognised
Undesired: Promotes competition non coaction among instructors
Bonus wage for excess activities
Description:
Purpose:
Dates:
State: USA- extra wage stipends for duty for an activity after school, such as yearbook or athleticss but the supervising of pupils between categories
Desired:
Undesired:
No absence Bonus
Description:
Purpose:
Dates:
State: India-ThePublicReport onBasicEducation ( PROBE ) convincinglyshowedthatone-thirdofthehead teacherswereabsent in India on a given twenty-four hours
Africa-
Desired:
Undesired:
Physical Environment
Description: Improvement inthe physical installations
Purpose:
Dates:
State: India-was a factor that influenced motivationlevels. Cleanliness, conveyance, furniture, imbibing H2O and lavatories ( for adult females instructors ) - the list was reasonably long
Desired:
Undesired:
Grants for schoolroom or school undertaking
Description:
Purpose:
Dates:
State: UK-ASTA can use for a grant to better a specific facet of a school
Desired:
Undesired:
Bonus for rural schools
Description:
Purpose:
Dates:
State: Australia-
Desired:
Undesired:
Instructional Support
Ongoing Professional Development
Payment towards a Qualification
Name: ProComp
Description: Evaluates and compensate instructors based on a figure of factors, including grades and professional development units obtained
Purpose:
Dates:
State: :Denver, USA
Evaluation: At least 100 surveies in the past decennary have documented that extremely skilled, extremely effectual instructors help pupils larn more
Desired:
Undesired:
In service Training Courses
Name: Teacher Empowerment -a plan sponsored by the United Nations Children s Fund ( UNICEF ) .
Description: better the school environment by tapping into school-level resources, administrative support and to hike instructors ' morale, self-esteem that, in bend, boosts pupil registration and attending.
Purpose:
Dates:
State: India
Name: Joyful Learning
Description: involves child-centred activities and promotes active acquisition patterns by actuating kids and instructors to wish acquisition, and instructors to follow active acquisition activities in the schoolroom.
Desired:
Undesired:
Accredited CPD
Description:
Purpose:
Dates:
State:
Desired:
Undesired:
Time off for University classs
Description:
Purpose:
Dates:
State:
Desired:
Undesired:
Coaching and Mentoring support
Description:
Purpose:
Dates:
State:
Desired:
Undesired:
Book Clubs
Description:
Purpose:
Dates:
State:
Desired:
Undesired:
Career Development
Promotion
Description:
Purpose:
Dates:
State:
Desired:
Undesired:
Excellent teachers/Lead instructors
Name: Advanced Skills Teacher/SpecialistClassroomTeacherfor SecondarySchools
Description: Promotion without go forthing the school for an disposal station. Teachers spend 20 % of clip assisting instructors in other schools /NZ $ 6,500supplement
Purpose: To maintain first-class instructors in schools ; portion good pattern
Dates: / 2006 pilot
State: UK/New Zealand
Name: Pedagogical Excellence Award
Description: Award granted after requires base on balls in a written appraisal of pedagogical and content cognition and entry a portfolio.
Purpose: To honor first-class instructors
Dates: 2002 to show
State: Chile
Desired:
Undesired:
Materials
Guide books for instructional intents
Description:
Purpose:
Dates:
State:
Desired:
Undesired:
Textbooks and other stuffs
Description:
Purpose:
Dates:
State:
Desired:
Undesired:
Resources
Description:
Purpose:
Dates:
State:
Desired:
Undesired:
Working Conditionss
Class Size
Description:
Purpose:
Dates:
State:
Planing Time
Description:
Purpose:
Dates:
State:
Health and safety
Description:
Purpose: high absenteeism is traced to hapless motive and working conditions )
Dates:
State:
Comfort
Description:
Purpose:
Dates:
State:
Praise/Recognition
Description:
Purpose:
Dates:
State:
Teaching aides/assistants
Description:
Purpose:
Dates:
State:
Adequate interruptions
Description:
Purpose:
Dates:
State:
Administration Support
Description:
Purpose:
Dates:
State:
Khazanah Incentives for School Staff: A Proposal of Bespoke Options
The plan provides increases in compensation based on increased cognition and accomplishments, professional rating, willingness to make full hard-to-staff places or learn in hard-to-serve schools, and making specified pupil growing aims, including public presentation on the province tests, and other inducements related to school- broad distinguished public presentation.
Tiing additions in teacher compensation to student achievement appears to supply inducements
To instructors to look actively for ways to better their public presentation that might hold been available before the inducements were offered, and that their involvement in actively taking advantage of such op- chances increases.
Evaluation These methods are most effectual when they are accompanied by professional development plans, the support of school leading, accurate and dependable coverage of pupil accomplishment, and strong feedback mechanisms.3
A list of proposals suited for Trust schools can be found below. There is a assortment of options included with each so that costs can be reduced or increased as needed by Khazanah to guarantee maximal impact. Incentives should be discussed in focal point groups with selected school staff in both rural and non-rural schools to guarantee school staff voice has been heard with relation to inducements.
Start up- research shows change direction requires motive
Whole School Based-research shows whole school based inducements create coaction and concerted acquisition
Lateral Awards-evidence show competition between schools is healthy
Individual Rewards-each individual is motivated otherwise. Some people who have gone beyond the call of responsibility deserve to be recognised and rewarded. Equally long as competition is non within a school, there should be no negative impact
Abstraction: Teachers at the start of the undertaking need motivation and incentive to 'buy-in ' to a new manner of working which necessarily will be harder and take more clip and attempt but should ensue in greater occupation satisfaction and better consequences for kids in the long tally. In order to get down to inquire instructors to prosecute the followers options are suggested:
Phase: Undertaking Start-up
Name: Khazanah School Tool Kit
Targeted at: Whole school staff
Consequences in: occupation satisfaction ; pride ; buy-in
Detailss: A branded 'tool box ' given to each new Trust school staff member complied with basic equipment ( stage or occupation specific ) and personalised to the school/subject demands
For illustration, art stuffs, pens, whiteboard markers, spines, documents... could include laptops and other points to better engineering
Forms to bespeak for immediate support from a Khazanah Emergency Fund for little points with set bounds per point and per school ( e.g. up to 100 ringgit per point and up to 1000 ringgit per term ) that will impact instantly
Khazanah Teacher Portfolio-a branded portfolio designed for instructors and caput instructors to maintain their grounds base in an orderly manner in order to consequence some of the alterations to learning and larning that are required
Materials: Welcome missive, Khazanah branded items- e.g. chapeau, notepad, write ( All staff )
Principals above plus laptop ;
Teachers besides kit for the category with markers, pens, spines, art stuffs ; ( to document
grounds )
Schools-digital camera to document grounds x 3 ;
Approximate cost: Laptops x 10 ; Cameras x30 ;
Evaluation:
Phase: Start -up
Name: Khazanah School Environment Grant
Targeted at: Whole school
Consequences in: better larning environments ;
Detailss:
Materials: Cash ; Guidance brochure
Approximate cost:
Evaluation:
Abstraction: Teachers in trust schools will be encouraged to work at a degree above the current Ministry criterions. In order to actuate instructors to travel frontward and to give acknowledgment an Award will be bestowed on those teachers/head instructors who meet the Trust school criterions. All teachers/head instructors should take for this award about all instructors should have this award in due class
Phase: Ongoing
Name: Khazanah Teacher, Master Teacher Awards ; Principal/Master Principal Awards
Targeted at: All learning staff
Consequences in: Recognition, pride, a valuable making,
Detailss: Extra elements added to Performance Standards to draw a bead on towards being a Khazanah teacher/master teacher/Principal or Maestro Principal
Document brochure will be provided with full inside informations of application procedure with signifiers and illustration
Annual Regional Khazanah Award ceremonial where awards are bestowed
Each teacher/principal who meets the criterions receives a certification and pin to be worn at school
A pick of wages includes:
For Teachers:
Two-day external Professional Development class
Write up in the Khazanah Trust newssheet
A transcript of a book on Best Practices in learning
Cash wages
For Master instructors:
Laptop
Payment towards a Masters Unit
Attendance at a Regional conference
Speaker at Khazanah Leadership conference
For Principal:
Laptop
Malaysia Study visit to Best Practice schools in state ( one hebdomad )
Payment towards Masters Unit
Attendance at a Regional conference
For Master Principals
Option of paid sabbatical after 7 old ages
International Study visit ( one hebdomad )
Payment towards two units of a Masters/PhD
Speaker at Khazanah Principal 's conference
Materials: Detailed manual including application signifiers ; pins, CPD
Approximate cost:
Evaluation:
Phase:
Name: Khazanah Excellent Practice Research Scholarships
Targeted at
Consequences in: Local cognition, acknowledgment, new accomplishments
Detailss: Teacher links with a local university -contacts would necessitate to be negotiated with Khazanah /Nord Anglia
University provides basic information on research in this country
Cover may be needed for instructors categories
Teacher implements or observes a alteration in schoolroom with support from university
Forms, preparation and processs will be created to back up this procedure
Research to be published on Khazanah Trust schools Portal or newssheets
Small grants possibly available up to 1000 ringgit for instructors research demands
The Research Office reviews all proposals for eligibility. Those petitions that qualify are given to the Research Council for competitory reappraisal and rating. The Research Council will supply a prioritized list of recommendations for support to the Vice President for Research, based on the quality of the proposals as reflected in the reappraisal standard. The Vice President for Research will do award determinations based on recommendations and available financess.
The Research Office reviews all proposals for eligibility. Those petitions that qualify are given to the Research Council for competitory reappraisal and rating. The Research Council will supply a prioritized list of recommendations for support to the Vice President for Research, based on the quality of the proposals as reflected in the reappraisal standard. The Vice President for Research will do award determinations based on recommendations and available financess.
Fundss from the General Research Fund ( GRF ) are awarded to faculty for research that is non otherwise supported by organized or directed plans. The purpose of the GRF is to enable module to transport out scholarly, originative work that should take to the chase of other support beginnings, or advance the development of scholarly activities. Undertakings funded through the GRF could include: pilot research, exigency support, emerging research chances, new research field or new research field for research worker, developing research research labs, or centrally-shared research resources.
Materials: Support for university grants ; hard currency
Approximate cost: 20,000 $ US
Evaluation:
Abstraction: Cover is an issue uncovered during the baselining procedure. In other states, we have found similar issues. Making a system that rewards instructors for screen could incentivise instructors to take categories.
Phase:
Name: Khazanah Cover Teacher Points System
Targeted at
Consequences in: safe and unafraid environment for pupils
Detailss: A screen timetable is produced for each school
Teacher receive points for each screen lesson done
Documents and processs will be provided for this procedure
At terminal of month or terminal of term instructors choose from the list below based on points
Ten cover lessons: Flash thrust and educational book
20 cover lessons: Voucher to purchase supplies
30 cover lessons: Sponsorship to travel to a Conference
Materials: flash thrusts ; books ; verifiers ; conference fees
Approximate cost:
Evaluation:
Khazanah Academic Targets Award
Creates: whole school buy-in, teamwork, improved consequences
Each school receives specific annually marks based on informations from baselining visits
Schools have progress meetings with Cluster Managers each one-fourth to discourse betterments towards marks
Schools that meet marks receive:
Schools that meet over 60 % of marks: Grant for 5000 ringgit towards one of the undermentioned enterprises: school library, ICT integrating, betterment of school environment or another justifiable enterprise in the school
Schools that meet over 80 % of marks: Grant for 10000 ringgit towards one of the undermentioned enterprises: school library, ICT integrating, betterment of school environment or another justifiable enterprise in the school
Schools that meet all marks: Grant for 25000 ringgit towards one of the undermentioned enterprises: school library, ICT integrating, betterment of school environment or another justifiable enterprise in the school
In add-on: all staff receive certifications, school trophy, award ceremonial ; acknowledgment in Khazanah newssheets etc.
Khazanah Education Conference
Creates: Professional duty
Each school is to lend to the presentations by electing a staff member to run a workshop demoing good pattern from their school
Each Principal presents a journey through the alterations in their ain school
Conference inside informations to be planned and organized by Nord Anglia ( e.g. Heartss and heads )
International talker
Travel costs to conference
Besides leading conference for School Principals
Khazanah School Grant Awards
Creates: enterprise to better countries of the school
Each school may use for up to 2 grants per academic twelvemonth
Grants will be to a maximal sum
Booklet and application processs and procedure, rating to be provided
Grants can be for any enterprise that is likely to better pupil accomplishment and/or wellbeing
Every school has the chance of being selected to have a grant
Lateral Awards-Across Trust school inducements
Abstraction: A scope of awards to advance competition and inducement across the trust schools is needed. For each proposal accepted a Booklet will be designed with the standards, application procedure and grounds base needed.
Most Improved school
Most Improved instructor
Best Leader Award
Khazanah Most Improved Trust School Award
Best Community Involvement
Best Parental Support plans
Most supportive school -supporting others within the Trust
Advanced Khazanah School Award
Abstraction: This is a extremely esteemed award given merely to schools that are outstanding and still go oning to better and a theoretical account for others. As the trust schools grow in figure in each twelvemonth, these schools will be used to see, portion good pattern and lead others. Pride and acknowledgment in the community and the Trust school group are the wages for this accomplishment.
For Principals:
Salary Scale Adjustments
Creates: equity and equality in working conditions ; retaining of staff
Principals wages reviewed in each school and exceed up wages provided bespoke to schools to guarantee that principal is on a higher graduated table than other staff ; in little schools, principals can make higher wage graduated tables and they are non limited to Ministry graduated tables
