Experience the momentum.. A very special thanks to the EPIC 5. Class of 2. 01. 5- 2. Steering Group. Randy Ramcharan - Chair. Indatatech. Wayne Terry - Past EPIC Chair. Jeanie Murphy University of Phoenix. EPIC 1. 0 Scholar. Alumni may also be a resource for the steering committee and participate in assisting new scholars. EPIC scholars must make a nine month commitment beginning in September and ending in June, with a one month recess in December. The EPIC leadership development class is participant driven and requires preparation time before class days. As an interactive learning process, scholars are expected to devote time and hard work to achieve personal success. EPIC = Round- table discussions, speakers, tours, externships, group term projects, team building, lunch book club and discussions, experience, education, partnerships, and relationships. The Alamo City Chamber of Commerce, in its efforts to continually assist in the growth and development of its members, and to attract professionals, and other community leaders that live and work in Bexar County and nearby surrounding counties, the Chamber offers an exciting and comprehensive Leadership program, the Entrepreneurial and Professional Institute Connection (EPIC). EPIC is dedicated to building a network of community leaders who will utilize their diverse talents, skills and unique perspectives to address community- wide challenges, identify viable alternatives, and help solve today’s and tomorrow’s problems facing a growing San Antonio, and surrounding communities. EPIC Scholars may expect to form bonds with fellow- scholars that will last a lifetime and to have fun learning during each class session. ENTREPRENEURIAL AND PROFESSIONAL INSTITUTE CONNECTION (EPIC.
The EPIC Leadership Development Program Evaluation Report. Research Brief, New Leaders for New Schools (NJ1), 2. Sep. New Leaders for New Schools created the Effective Practice Incentive Community (EPIC) initiative in 2. EPIC identifies school leaders and teachers whose students are making significant achievement gains and financially rewards these educators in exchange for sharing and documenting the practices that have contributed to the gains. Since 2. 00. 6, New Leaders has awarded over $1. EPIC partner districts and charter schools and led them in a rigorous examination of their practices, culminating in the publication of video cases and practice profiles on the online EPIC Knowledge System. In 2. 00. 9, New Leaders introduced the EPIC Leadership Development Model as a way to make these practices more widely available. Every year in organizations globally there are billions of dollars spent on developing leaders. Learn about one leadership development program epic fail. Evaluation findings show that the EPIC Leadership Development Model, piloted in three very different settings, had a positive impact on leadership practice and set in motion changes related to improved teaching and learning. EPIC PROGRAM FEATURES. Alumni may also be a resource for the steering committee and participate in assisting new scholars. EPIC scholars must make a. EPIC is dedicated to building a network of community leaders who. Leveraging the rich resources of the Knowledge System, which now contains more than 2. EPIC consortium a job- embedded professional learning experience through which they use the examples of others to examine their own beliefs and practices and lead their faculty and staff in meaningful change. During the 2. 01. New Leaders contracted with Rockman et al, an independent research firm, to evaluate pilots of the EPIC Leadership Development Model in one charter management organization and two urban school districts: Friendship Public Charter Schools in Washington, DC (Friendship), Memphis City Schools (MCS), and District of Columbia Public Schools (DCPS). Each pilot program featured the model's core components- -in- person sessions led by highly skilled facilitators who guide participants through a curriculum built on Knowledge System content; action- planning and applied learning assignments that help participants put EPIC tools and strategies to work in their own schools; videotaping of participants' practice; and consulting calls that support learning between sessions. The pilots allowed EPIC to design and test a set of technology- enriched components, including personal practice videos and online forums and consultancies, which gave participants further opportunities to examine, share, and strengthen their leadership practices. The EPIC Model tailors session content to local needs, defined through an initial needs assessment, ongoing dialogue, and alignment with each partner's human capital management strategies. The Friendship pilot targeted principals and their work with leadership teams and focused on norming definitions of effective practice and strengthening observation and evaluation systems. In MCS, the focus was on building assistant principals' strategies and practices for leading data teams. In DCPS, EPIC worked with assistant principals on building skills to lead a team through a midyear change initiative. Both the MCS and DCPS programs were designed for assistant principals identified by the districts as having potential for principalship. This report summarizes the findings from the evaluation, which examined the EPIC Model's effectiveness and evolution over three iterations based on emerging local needs, and its impact on leadership practice. Evaluators collaborated with EPIC to design uniform instruments for use across sites, including session feedback forms, self- assessment surveys, and postsession and site- visit interview protocols. As part of the formative study, evaluators gathered feedback from participants on the effectiveness of EPIC's core components and factors that affected implementation. As ongoing evaluation continues to inform the evolution of the EPIC Leadership Development Model, research shows that the combination of its use of innovative technology and rich base of leadership knowledge leads to observable and meaningful improvements in participants' leadership practices. New Leaders for New Schools created the Effective Practice Incentive Community (EPIC) initiative in 2006 to learn from educators driving achievement gains in high-need urban schools. EPIC identifies school leaders and teachers.The Expanding Prosperity Impact Collaborative (EPIC) is an initiative of the Aspen Institute Financial Security Program. EPIC investigates economic forces that severely impact the financial security of American. Roo, Harrigan, Project Manager, Epic Systems, Inc. Roo Harrigan was raised. New Leaders Council is a 501 (c) (3) public charity dedicated to educating a new generation of leaders and to providing those leaders with the. Case studies and profiles from award-winning charter schools will be posted on the EPIC website. The EPIC program operates in partnership with a consortium of charter and public schools. EPIC Adds Gerrad Newton to CNCDA Auto Dealer Specialty Program in Sacramento, California Press Release: EPIC Insurance Brokers and Consultants – 44 minutes ago. Available from: New Leaders. West 2. 6th Street Second Floor, New York, NY 1. Tel: 6. 46- 7. 92- 1. Web site: http: //www.
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