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Mobiliteitscentrum voor onderwijspersoneel in Zeeland

Rechten: Alle rechten voorbehouden

Mobiliteitscentrum voor onderwijspersoneel in Zeeland

Rechten: Alle rechten voorbehouden

Samenvatting

Actors and triggers
In the province of Zeeland, current demografic trends more and more result in a decreasing number of pupils attending primary and secondary schools. Schools are expected to employ teachers in such a way that ensuing compulsory lay-offs are prevented. Mobility of teachers through flexible employment conditions initiated by school boards, and consequent placement of teachers by a mobility centre, initiated by, and working closely with the participating school boards, offers the best option to reach this goal.
Reynaertcollege in Hulst ordered closer research into the factors that define a successful mobility centre that focuses on flexible and effective employment of the teacher pool of the participating schools for secondary education in Zeeland.
Defining the problem: what to aim for
Beneficiaries should not only be participating school boards and teachers, but secondary education in Zeeland as a whole, and with that, the vitality of the province of Zeeland as a geographical region where education and employment are strong economic indicators.
An apparent hazard is thus turned into a benefit for all parties involved, as a sufficient number of highly qualified and experienced teachers will continue to be available for participating secondary education schools in Zeeland.
The method of research
First, through source research, methods of cooperation aimed at establishing mobility centres, as well as methods of running currently operating mobility centres serving schools for secondary education in The Netherlands will be presented.
The next step will be to carry out qualitative research into the secondary education school environment in Zeeland, aimed at finding and presenting as comprehensibly as possible, the views, needs, ideas, hurdles, and pointers, that are currently held by school board administrators, acting directors of existing mobility centres, and professional managers that assist schools in matters concerning merger and bilateral cooperation.
The outcome
Research along the two angles of approach defined above shows that secondary education schools participating in a mobility centre, favour a model that guarantees preservation of specific identity and autonomy of parties.
It also became apparent that three pre-emptive conditions must be met:
participating parties should commit to a vision on mobility for their employees, mobility will have to be stimulated, and schools should commit to a longer-term view on strategic personnel management.
Conclusions and recommendations
Initially, the most important conclusion is that a federation offers the best opportunity for participating schools to retain their legal status as employers and their specific identities and independence. At a later stage, a wider range of services, such as coaching, career planning, and in situ training courses could be offered.
Participating school boards should retain their full legal status as employers.
From these primary criteria, a second set of less important but not to be overlooked recommendations can be derived.
Finally, a modus operandi with the Zeeuwse Opleiding School needs to be defined, but, here too, further research is needed.

Toon meer
OrganisatieHZ University of Applied Sciences
OpleidingHuman Resource Management
InstituutAcademie voor Economie & Management
PartnersReynaertcollege, Hulst
Gepubliceerd in
Datum2012-08-29
TypeBachelorscriptie
TaalNederlands

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