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Like in first quarter, we left class at the last bell to go to lunch. Kids would be complaining about we donʻt have enough time to eat and we only got to eat for 2 minutes and I agree we should have like 10 more minutes to eat when we go last bell to lunch.

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Lunch is an important meal for everyone. It provides energy and nutrients to keep the body and brain working efficiently through the afternoon.

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Personally I thing HPK should be able to repair personal devices too. Some families may not be able to afford a repair for personal devices, I think HPK should at least repair devices for a low cost, personal or in school. if not free the first time for personal devices if it was broken on campus

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Currently, it takes too long to report something via hiʻikua. We need a quicker and more private system.

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In some classes we donʻt have comfortable seating like bean bags and other things.

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Not everyone gets snacks sometimes, because some people don't have time to get out there immediately

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Currently, when we are trying to talk to Kumu Shimose(or another kumu) about a problem, she is very busy. If it isnʻt a situation that hurts us physically, we cannot talk to her until a few days so we cannot address or receive advice about the situation. Even though we have others that we can go to, we have to almost create an appointment. According to North Central College, "The practice of conflict resolution involves a number of different methods. Resolving conflict may be done privately through negotiation between parties, or through the use of a neutral third party, such as a counselor or mediator." Here is the link: https://www.northcentralcollege.edu/news/2022/09/13/why-conflict-resolution-important#:~:text=Since%20conflict%20is%20an%20essential,understanding%20and%20control%20emotional%20responses

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Conflict resolution is more than just a single technique for understanding the difference between mediation and arbitration. This complex skill set can lead to a rewarding career. It's more than just navigating difficult conversations. Read on to learn more about what conflict resolution is and why it's important.

Before we can discuss the importance of this practice, we must first address this question: " What is conflict resolution?"

Some of the most common cognitive errors that lead to unproductive or unresolved conflict include:

Conflict resolution techniques commonly used in conflict resolution situations include:

At the heart of every conflict resolution strategy is active listening.

​​​​​​​"I" statements are used to prevent blaming and unfair accusations when arguing. This is because each party may feel like the other has done something, but they cannot prove this to be true. Instead of claiming that the other party acts or feels a certain way, instead, the party will approach their statement by speaking from their own experience.

(and every healthy relationship). Not only does clear and proper communication help resolve personal and professional problems, but it can also prevent similar situations from happening in the future.

Verbal and nonverbal communication

Articulation

Persuasion​​​​​​​

conflict resolution process

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Conflict resolution is an important skill no matter your career path. Read on to learn more about what conflict resolution is and why it's important!

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Currently, the people on the buses that have to go far away like Waimea or Kaʻū can't eat on the bus. Students van get hungry and come home really hungry after a VERY LONG ride.

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We all dont have access to all the resources at recess like the basketballs and footballs

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 We need more ʻŌiwi learning opportunities   

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 We need more ʻŌiwi learning opportunities   

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We dont have alot of good resources for ʻŌiwi learning or ʻŌiwi learning opportunities in kula. More opportunities like hula for grade 6 maybe.

https://www.hawaiipublicschools.org/TeachingAndLearning/StudentLearning/HawaiianEducation/Pages/History-of-the-Hawaiian-Education-program.aspx#:~:text=The%20concern%20that%20the%20Hawaiian,began%20to%20revitalize%20the%20language.

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​​Background

Established in 1840 by King Kamehameha III, the public education system in Hawaiʻi is the oldest educational system west of the Mississippi and the only system established by a sovereign monarch. This could also be considered the first system of Hawaiian education, as the curriculum was delivered through the medium of the Hawaiian language - the Hawaiian language was the main language used in instructing students.

Shortly after this period, the increase of foreign influence in politics and economics (labor) changed Hawaiian education as English eventually became the medium of instruction. After the overthrow of the Hawaiian Kingdom in 1893, teaching and learning through the medium of Hawaiian was banned in 1896. Many Hawaiian elders have told of being punished for speaking Hawaiian at school. Hawaiian language would not be heard in schools for the next four generations.

In the late 1960's and early 1970's, a resurgence in cultural pride and identity led to a significant increase in the interest in and the practice of the Hawaiian culture. A major movement of grassroots support for music, hula and language activities in the community emerged. This renaissance in Hawaiian culture led to community demand for more Hawaiian-oriented courses of study in schools and colleges.

The concern that the Hawaiian language would be lost with the passing of the existing native speakers became a major focus, in view of the belief that understanding of the Hawaiian language is the key to fully understanding the whole culture of the Hawaiian people. Efforts began to revitalize the language.

On the political side, the Office of Hawaiian Affairs was created in the 1978 Constitutional Convention. The State Constitution was amended in 1978 to include Article X, Section 4 which mandated that the State promote "the study of Hawaiian culture, history and language" by providing a Hawaiian education program and using community expertise "as a suitable and essential means in furtherance of Hawaiian education." Furthermore Article XV, Section 4 officially recognizes Hawaiian as an official language of the State. These political changes led to the changes in the educational system.

Development within the Department

Prior to 1980, the curriculum of the Hawaii public school system included certain concepts and practices pertaining to Hawaiian culture and knowledge with information about various historical events, relationships and personages taught over the years. This instruction, however, was limited in that it occurred only at selected grade levels and within specific subject areas.

Since the establishment of the Hawaiian Studies Program in 1980 and the Hawaiian Language Immersion Program in 1986, there has been major effort to incorporate more elements of Hawaiian knowledge (culture, history and language) into the State curriculum systematically and sequentially throughout the content areas and grade levels of our public schools. A timeline follows with highlights of Hawaiian education within HIDOE.

Organizational Timeline: Hawaiian education in HIDOE

Public education system established by King Kamehameha III on Oct. 15

1893

Hawaiian Kingdom overthrown

1896

Hawaiian Language banned as medium of instruction in the public education system

1978

State Constitutional Convention (Hawaiian Education committee)

Article X, Section 4:

"The State shall promote the study of Hawaiian culture, history and language...in the public schools."

"The use of community expertise shall be encouraged as suitable and essential means in the furtherance of the Hawaiian educational program."

1980

Hawaiian Studies Program ( HSP) established within Office of Instructional Support (OIS).

Two components: The Kupuna Component (K-6 grade) and the Secondary Component (focus on Social Studies courses such as, Hawaiian Monarchy (7th grade) and Modern Hawaiian History (grades 9 or 11)

Kupuna servicing K-6 grade schools classified for pay as part-time teacher (PTT)

State Educational Specialist (ESII) for HSP and two state HSP Resource Teacher (RT) positions created

District level HSP RT positions established to support Hawaiian education at the school level and to in-service the kupuna component at the district level

1986

Hawaiian Language Immersion Program ( HLIP) established within OIS

One State HLIP RT position created (placed with World Languages content area)

1992

Ke Au Hou (Initiative to decentralize State office) transferred district level HSP RT positions to the schools

District Superintendents (now Complex Area Superintendents) select lead kupuna at each district as HSP District Coordinators for the Kupuna Component (to replace transferred district HSP RT responsibilities)

1994

State ES II position for HLIP created within OIS

1999

Two State RT positions for HLIP and one State RT position for HSP created within the Office of Accountability and Student Instructional Support (OASIS, formerly OIS)

2000

Office of Hawaiian Education (OHE) established within the Division of Learner, Teacher and School Support (DLTSS, formerly OASIS)

Positions: Administrator (ESIII), two ESII's, Administrator Secretary, 3 State HLIP RTS (funded by HLIP), and 3 State HSP RTs (funded by HSP)

2001

Policy 2104 approved

OHE name change to Hawaiian Studies and Language Programs Section (HSLPS) due to the Department's definition of an "Office" in the organizational structure

2003

Kupuna officially named as cultural personnel resources (CPR)

DLTSS renamed Office of Curriculum Instruction & Student Support (OCISS)

2006

Policy 2105: Hawaiian Language Immersion Program approved

Policy 5101: Hawaiian Language Fluency (re: HLIP) approved

2009

HSLPS name changed to Hawaiian Education Programs Section (HEPS) during reorganization of OCISS (renamed to align with policy 2104)

Pihana na Mamo joined HEPS

Policy 2104 amended

DOE Kahua Teacher Induction Program joined HEPS (MOA with KS; State office RT position placed in HEPS via MOA; MOA closed in 2013)

2014

Policy 2104 and 2105 amended: establishes the Office of Hawaiian Education; HEPS re-organized from OCISS to Office of the Superintendent

2015

Office of Hawaiian Education ​ officially established under the Office of the Superintendent

Director of OHE hired

E-3 Policy (Nā Hopena A'o​) approved by BOE

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Hawaii DOE | History of Hawaiian education

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Established in 1840 by King Kamehameha III, the public education system in Hawaiʻi is the oldest educational system west of the Mississippi and the only system established by a sovereign monarch. This could also be considered the first system of Hawaiian education, as the curriculum was delivered through the medium of the Hawaiian language - the Hawaiian language was the main language used in instructing students.

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Most 7th graders that play football steal our footballs and don't pass to the 6th graders.

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Sometimes people have to look around everywhere just to find a charger area maybe we can put more charging areas around campus

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Currently, the people who are playing basketball are taking over the space in the gym and there is no space for the people who want to play volleyball.

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When we leave the dining hall, we get excused at 12:35. But normally some people finish before 12:35, At 12 :20.

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able to wear different kinds of  foot wear

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able to wear different kinds of  foot wear

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Being able to not wear a back strap because its hard to find at stores.

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Sometimes people will just take other peoples bags or things and just take whatever they want. Especially when people bring money for bradah pops.

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People keep getting volleyballs and basketballs stuck on the roof and there is not enough for more people to play during kūkulu or recces.

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We need safe places for bags so people donʻt steal things in it.

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its not fair when the 7th graders steal our recess equipment because we got it and they just add themselfs and they dont ask to join.

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clearly, we have to wear sweaters with no logo and school colors on them but I think we should change that by wearing sweaters with logos and different colors on them.

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The Library Cafe is closed but I think that it should be open. Maybe sometimes we could make food for the Cafe or donate. We could even have it open in the morning because it gets cold.

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On the Kaʻū bus, we have assigned seats and cannot choose where we can sit which can sometimes make me feel uncomfortable.

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people would take peoples snacks and eat it without asking.

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People beg for money or food after school

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People beg for money or food after school

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They are mad annoying and they beg everyone

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They allowed gimkit again but some people would not study and just play the game.

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Not being able to wear different kinds of bottoms. and different colors of shoes and sandals.

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School dress codes have been a topic of debate between students, parents and administrators for decades. While students have sought out avenues for free expression and individuality through their attire, many schools have instituted these policies in an effort to minimize classroom distractions, reduce emphasis on students' socioeconomic disparities and keep schools safe.

Nearly 20% of public schools in the 2019-2020 school year required students to wear a uniform and 44% enforced a "strict" dress code, according to the National Center for Education Statistics.

Often schools ban items like hooded sweatshirts, baggy coats or jackets and caps, saying these items make it easier for students to hide drugs or weapons, or harder for staff to identify students. Everyday attire like sweatpants, athletic shorts and leggings are also frequently prohibited.

And while the reasons for instituting dress codes often revolve around equity and safety, research shows these policies affect students unequally, with girls and students of color disproportionately facing consequences. In many cases, enforcement makes these students feel less safe, not more.

"I think that the schools where we see the over-policing of dress and the enforcement of dress codes, it's not surprising that those are mostly students of color," says Courtney Mauldin, an assistant professor of educational leadership in the teaching and leadership department at the Syracuse University School of Education. "There's a lot of traditional, antiquated ideas around what it has to look like to do school. And I think people have good intentions, but they're very slow to change when it rubs up against what they've known."

The result of these policies, the report found, is that this subset of students often faces more disciplinary action related to their attire, which in turn causes them to be removed from class more frequently and miss out on more instructional time. The report calls on the U.S. Department of Education to provide resources to school districts to help them make their dress code policies more equitable.

In an email statement to U.S. News, the department said it will evaluate "effective ways to share information with school communities regarding ways to fulfill students' civil rights on this important issue."

Who Do Dress Codes Target?

In 2020, two Black students in Houston were suspended when school administrators determined their hair, which they wore in dreadlocks, did not comply with the school's grooming policy, Houston Public Media reported. Policies on hairstyles are often included in school dress codes.

GAO estimated that 93% of school districts have some kind of dress code or policy, though not all of them are considered "strict." More than 90% of those rules prohibit clothing typically worn by female students: items such as "halter or strapless tops," "skirts or shorts shorter than mid-thigh," and "yoga pants or any type of skin tight attire," the report says. Meanwhile, it found that only 69% of districts were as likely to prohibit male students for wearing similar clothing, like a "muscle shirt."

"There can't be any skin showing," she says. "It's very one-sided and very sexist, to say the least, no matter what. The reasoning that they usually give is so that way you're not distracting anyone."

The GAO report also found that about 60 percent of dress codes require staff members to measure students' bodies and clothing to make sure they comply, which can involve adults touching students, GAO reported. "Consequently, students, particularly girls, may feel less safe at school," the report states.

Financially, dress codes can also be a challenge for low-income families, especially if they're required to buy specific clothes to adhere to a uniform.

However, income disparities are also among the reasons some schools put dress codes in place. Uniform policies can help to disguise "the haves and have-nots," says David Verta, principal at Hammond Central High School in Indiana.

Other policies significantly affect students of minority racial or cultural groups, the report found. For example, more than 80% of districts ban head coverings such as hats, bandanas and scarves, while only about one-third say they allow religious exemptions and "a few" allow for cultural or medical exemptions.

"Are we actually targeting clothing, or is this specific to targeting a student's identity?" Mauldin says. "Because if we're targeting student's identities, then we're sending a message that you don't belong here and you're disrupting the space simply by being, and that's not the message that we want to send to students, especially if schools are supposed to be these places of learning and joy and belonging."

What Student and Parents Can Do

Under federal law, dress codes cannot be explicitly discriminatory. While dress codes may specify acceptable types of attire, they cannot differ "based on students' gender, race, religion or other protected characteristics," according to the American Civil Liberties Union, citing civil rights law and the U.S. Constitution's equal protection guarantee. For example, public schools cannot dictate that male students can't wear a skirt, or female students can't wear a suit and tie, if one is confirmed acceptable for the other.

"Educators are human and we are learning and making changes, but we have to learn from families if there is something we are missing," she says. "We want students to feel comfortable and happy to be in school."

Student voice is key to effecting change and first-hand stories can help, McNeiley says.

One avenue for student advocacy is social media. "Platforms like TikTok and Instagram allow youth to raise awareness around issues in their schools and community," Mauldin says. "This often gets the attention of school and district leaders."

What Schools Can Do

If dress code issues arise in a classroom, educators should handle them discreetly so as not to embarrass a student, says McNeiley, who was previously a middle school counselor. She says doing this goes a long way in building positive relationships with students.

Often teachers are simply following their school's policy so as to do their job. But Mauldin challenges educators to question the status quo and think critically about how their school's dress codes could be problematic. She says administrators should regularly audit their discipline data and see if it reveals any trends of unconscious bias related to race and dress code.

Cardillo says schools and parents should also prioritize educating students at the elementary and middle school levels about boundaries and how to look at their peers respectfully without sexualizing them.

School administrators need to listen to their students and adapt to the changing environment around them, Mauldin says. She notes that formal dress is becoming less a part of work culture than it was years ago, with many jobs offering work from home options.

The new policy, implemented prior to the 2022-2023 academic year, allows students to wear clothing that is comfortable and expresses their self-identified gender. Students can wear religious attire "without fear of discipline or discrimination," it states.

"Some kids were not happy just because they had to figure out what to wear. It was so easy for them just to put on the khaki pants and a polo," says Verta, whose school is in the School City of Hammond district. "But overall, I think our kids are a lot happier now without it."

It's a policy that McNeiley says she's proud of and hopes other districts can use as a model.

"In general, in education, there has to be some kind of common sense," she says. "Because at the end of the day, you have to go back to the students ... (and do) what's best for them."

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Students of color and girls are disproportionately punished for violating these policies.

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let us go on our phones during break. Its our break bro let us do what we want

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I noticed that when I place my bags or instrument on a bench or table, I always come back with all of my stuff either thrown or knocked over and a bag is on the place that my bag was before! This is kind of unsafe too because it knocks my instrument over and I might get in trouble or have to pay some kind of fee for breaking my instrument. After researching, I found an article that states why taking care of someone elseʻs property is important. According to Medium.com, "Property rights are essential to creating a sense of ownership, security, and personal boundaries for people living within communities. Unfortunately, however, individuals sometimes disregard these rights, either unknowingly or intentionally." Here is the link to the website: https://medium.com/@jesteria35/respecting-property-rights-upholding-boundaries-and-fostering-a-culture-of-respect-d262af8d5ebb

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Respecting Property Rights: Upholding Boundaries and Fostering a Culture of Respect

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Property rights are essential to creating a sense of ownership, security, and personal boundaries for people living within communities…

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someone stole my sister's bag and we couldn't get it back and every time I try to talk to someone, I can't bc she's always busy.

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The nails girls are not allowed to wear or have non-neutral colored nails and some girls are not aloud to wear colors like white.

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Some people try steal your things like your food and other stuff

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When we were third lunch, we had to deal with cleaning up and the 8th graders big messes. But recently, iʻve been noticing that we either have to do all the work, or they cut in line even though they are third lunch! In a way, I realized that they kind of complained when we did the same things that they did. According to BetterUp.com, "The running of any business depends on everyone understanding their roles and responsibilities. By understanding their duties, they can perform their assigned tasks efficiently. All members of the team should fulfill their responsibilities to the best of their abilities for teamwork to be effective." Here is the link to the website: https://www.betterup.com/blog/roles-and-responsibilities-why-define-them#:~:text=The%20running%20of%20any%20business,for%20teamwork%20to%20be%20effective.

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Defining roles and responsibilities doesn't just help you find the right person for the job. It also improves employee experience and supports the efficiency of your organization.

Let's take a look at why it's so important for employees to understand their roles and responsibilities.

What are job roles and responsibilities?

Every role has key responsibilities that fit with that position. It's important to understand the meaning of the terms when considering the importance of roles and responsibilities. This will ensure that everyone can perform their job efficiently.

Job responsibilities refer to the duties and tasks of their particular roles. This is sometimes referred to as the job description. Roles, however, refer to a person's position on a team.

The individual roles that make up a team vary depending on the organization or business. Let's take the role of a customer service representative as an example.

The duties and responsibilities of a customer service representative are to:

communicate with customers via phone, email, and social media

respond promptly to customers' complaints and questions

give customers information about products and services

process orders, forms, applications, and requests

maintain a positive and professional attitude toward customers

From a customer service representative to the CEO, each person at an organization plays a role.

The running of any business depends on everyone understanding their roles and responsibilities. By understanding their duties, they can perform their assigned tasks efficiently.

All members of the team should fulfill their responsibilities to the best of their abilities for teamwork to be effective. This is true for both in-person and virtual teams.

To summarize, your role is your job title, and your responsibilities are your job description.

The benefits of defining roles and responsibilities at your organization

Clearly defining roles and responsibilities can help your organization in more ways than one. From boosting operational efficiency to improving your hiring process, let's look at some benefits.

Improve your hiring process and empower staff

It's important that both internal and external candidates understand a role's responsibilities. This way, you can give your entire team and hiring process a boost.

Candidates will have more precise expectations of the role and what success looks like in it. At the same time, your broader team will understand why new hires are on board, reducing friction.

Defining roles and responsibilities also boosts transparency. It gives team members in a new role a clearly defined path from day one.

Waste less of your organization's time and money

With well-defined responsibilities, the organization spends less of its resources ironing out redundancies. It also lessens the likelihood of interpersonal conflict.

It can also help combat the challenges of working from home because remote employees will clearly understand what they are supposed to do.

It's just as important for supervisory and reporting chains to be well-defined. This way, the organization will experience less drain on its human resource management. In turn, this makes operational efficiency less of a lift and more of a natural output for all.

Roles and responsibilities should be defined before hiring or looking internally to fill a role. How can you find the right person for the job? And how can talent find the right opportunity if you can't say what the purpose of the role is?

How do I start defining roles and responsibilities at my organization?

Begin by asking the question: What issue has this position been created to address?

Do you have a product or service? Do you have waiting customers? Do you need to be able to serve your customers efficiently and effectively?

Maybe you need to get more customers and different types of customers. Or maybe you need different types of products.

If yours is a longstanding organization, you may be looking to ensure that you are running a tight ship. It's tempting to just cut and paste existing roles. But it's worthwhile to reconsider whether the issues and needs of the organization have changed.

However, your company might be a new venture. In this case, the initial definition of roles and their key responsibilities within a clear chain of command is an opportunity.

You should invest time upfront to get better clarity on what issues are most important to address. This will help you decide what type of person is most needed.

Naturally, the issues may change every six months. But the effort to define responsibilities will help set expectations. It will also improve the likelihood of success.

The first step is to determine what tasks are necessary to put your product or service into a customer's hands. Also, consider how those tasks are most logically grouped for individual employees' undertakings.

This is the process of deriving and defining roles from responsibilities.

What is a role, and how do you define them in your organization?

There are several different business roles within an organization. And each role is critical to the overall success and operations of the company. Remember that there are no great one-person organizational roles: everyone plays a part.

But before you can assign roles, you need to define them. Here's how to specify your organization's roles:

Understand what work needs to get done

An organizational role is defined by its function within a larger team. This is true whether they are officially part of a team or not. The team is defined by its function within the larger organization.

But to define any role in your organization, first start by analyzing the employee's tasks. These are the tasks that any single employee is responsible for to achieve the organization's end goal. This goal is the service of customers. This is true on both a profit-driven or non-profit basis.

For example, the Acme Widget Company may require the completion of the following tasks to service a customer effectively:

Phone answering

Order processing

Customer relations

Product and delivery complaint response

All of these tasks can logically be provided by a single person undertaking the role of a customer service representative.

Understand how each role fits into your broader team(s)

The list of tasks in the previous section is an example of a set of tasks defining a specific role. Once those tasks are assigned to that organizational role, they then constitute the responsibilities of the role.

Let's consider a member of a customer service team reporting to a customer service manager. In this case, the role of customer service representative exists only within its team structure.

The point of the role is to facilitate communications between the customer and the organization. They also help with inter-departmental communication within the organization itself.

A customer service representative cannot stand alone on a stage and get anything done.

How to assign a role for your organization, team, or next project

Once the role is defined, the challenge lies in properly assigning it to an individual employee or prospect. This is an area where responsibilities drive the decision-making process.

Once the role is defined, the first consideration is what are the personal characteristics required to fulfill it.

Let's return to the customer service representative example above. Some characteristics needed for this role are:

These soft skills are essential for a customer service role. For example, the skill of placating an irate customer shouting over the phone is vital for your customer retention.

Plus, the ability to remain calm and analytical, to refuse to be shaken from problem-solving mode, is useful. This is true whether the employee is dealing with an irate customer or a challenging colleague. This means these skills are also crucial for integrating within the team.

Beyond that, the next point of consideration is the candidate's past experience and resume.

Has the candidate done this sort of job before?

Does the role require an essential hard skill, such as Python 2.7 programming?

Does the candidate have a particular past success that might demonstrate that he or she is a great fit for the role? But maybe past job titles don't seem to indicate a perfect match?

This is often "first screen" material. Hiring managers will want to take it a step further in the interview process. This can be through an external or internal review.

For example, what are the candidate's strengths and weaknesses? This is a stock interview question. But it can be used for more substantive purposes than it often is.

The key point to draw from a candidate is whether there is some aspect to their personality or work habits that is at odds with the overarching professional goal of the position.

For example, a customer service representative shouldn't be:

Thin-skinned

Quick to anger

Defensive

They should be able to regulate their emotions well.

Consider whether the candidate will simply be a good addition to the team. Will they make the team better? This isn't about "fit" so much as whether the person will find challenge and satisfaction working with the team. They should also bring complementary in-demand skills and perspectives the team needs.

For internal candidates, is there a history of unproductive friction with other colleagues? Friction and dissent can be good things. But it depends on the individual's maturity in handling the inevitable disagreements or tensions around alternative perspectives or approaches.

Ask the candidate directly about a time when a teammate proposed an idea or plan that contradicted their own. Listen to their language to draw out whether:

They felt anger or resentment - my idea has to win.

They saw it as an opportunity to work together - what does he see that I don't?

Look for chemistry with existing team members but don't over-index on "fit." This can lead to homogenous teams that underperform.

More generally, does the candidate bring something to the table that the existing team lacks?

Does the candidate fill a gap? Or is there an issue of redundancy of skill-set?

Is the candidate going to be able to persuade other team members they have a solution to a problem as the new kid on the block?

In other words, a candidate's weaknesses and strengths should be drawn out through historical example questioning. This will reveal the answers to some or all of these questions.

A stock question that candidates often ask in interviews is, "What issue has my position been created to address?"

This is a question the organization should already have asked of itself. It should again ask the candidate: "What have you done in the past to address this issue that we have?"

It is also worth noting that roles need not be permanent. A one-time or intermittent project may involve roles assumed by multiple people. Or it might involve multiple roles assumed by a single person.

The analysis remains the same.

It is often useful to utilize a RACI matrix to match tasks with roles and to assign responsibilities.

Personalized development unlocks the potential of the workforce you hire.

How to define a role's responsibilities

Before defining responsibilities, you first need a thorough understanding of your organization's needs. You should also have a clear understanding of the characteristics needed by the right candidate.

The next step in this process is to break down the role's discrete tasks, or responsibilities. This will help you form the role's description.

Job or role descriptions should be specific. They should include the task itself. But they should also include the required parameters of the task and the best way of accomplishing it.

By being explicit, you give candidates a sense of their work scope and how you'll measure performance.

Explain skills and tasks required to fulfill the role successfully

For example, an architectural firm might require interior as well as exterior or structural design. The responsibility section for an "interior design" role might read:

In-house and on-site communications and meetings with clients. Meetings can take place during regular and weekend business hours.

Using AutoCAD, BIM/Revit software. Software is to be used for the design and development of interior finishes, concepts, and themes.

Preparation of construction documents for interiors and architectural components. Prepare presentations for client review and sales.

Development of solutions to technical, design, and fixture delivery problems following established standards and codes.

The tasks outlined above are discrete and exhibit the combination of soft and hard skills required. It gives candidates a clear understanding of their expected day-to-day responsibilities.

A few words on time-framing

Deadlines and time-frames are always important considerations in any responsibility definition as well.

Ensure that the employee taking on the role has a clear understanding of the time considerations involved. They must understand the need to communicate deadline issues to their reporting manager.
Example:

Ensure that all projects are delivered on time, within scope, and within budget.

Strong written and verbal communication skills. Professional confidence to effectively engage and interact with senior and executive management.

Make sure to include reporting structure, if applicable

For internal candidates, it's important to note any reporting requirements. Also include any supervisory responsibilities that may be relevant.

Communicating reporting requirements helps to minimize confusion and friction over chain-of-command issues. It ensures team members are all on the same page from the beginning.

If not assigning the role to an existing employee, the next step is to take all the above information and craft it into a job description.

How to write an effective job description

Here are some best practices that will help you compose effective job descriptions.

1. Format for easy reading

Format job descriptions for easy reading and scanning, and use bullet points whenever possible. Break down responsibilities and qualifications into single lines. This way, candidates can easily scan when the description is posted online.

2. Be specific about required skills or knowledge

Call out any specific software or other required skills for the role. Also, include the specific educational and certificate credentials required. Make sure to mention the necessary experience needed for a candidate to perform this role successfully.

3. Be realistic about potential candidates

It may be tempting to require that all candidates have a Ph.D. in a related discipline. Or that they must have director-level managerial experience at a Fortune 500 company.

But be sure not to "over-qualify" the position. If you do, you run the risk of good candidates not applying for the job due to an over-ambitious job description.

The essential components of a job description and free job description template

To help you craft the perfect job description, we've compiled every essential element you'll need to include. We've also included a definition and example for each element to help you get started.

Once you understand all the necessary components, use the free template below as a starting point for your descriptions.

Job title

This may speak for itself, as in the customer service representative or the interior design examples above.

However, you may be adapting an internal position for an external, public posting. In this case, be sure not to provide a job title that is pure jargon or overly "fluffy" or vague. Make sure that the job title conveys the nature of the job to outside candidates.
Example: Sales Team Project Manager
Description

The description is a one or two-sentence "thesis" of the position. It should capture the essential purpose and function of the role. This is especially useful if the job title itself is on the vague side.
Example: The Sales Team Project Manager will be responsible for the planning, procurement, and end-to-end execution of all projects for our Sales Department.
If the job title is something like "customer service representative," a description may be less necessary. That is unless there is something specifically unique about this job.

Responsibilities

The list of responsibilities is the meat of the job description and should already be drafted. Refine it and bullet it to make it easier to read. Break apart multi-step responsibility descriptions into separate line items that are scannable.
Example:

Assist in the definition of project scope and objectives. Involve all relevant stakeholders and ensure technical feasibility

Ensure resource availability and allocation

Develop a detailed project plan to monitor and track progress

Qualifications required

The qualifications required may not be something that has been considered until this point. What has been committed to paper thus far is what needs to be done and how many people are required to do it.
Example:

BA/BS degree or equivalent work experience

Minimum of five years of related industry experience in highly complex operating environments. Experience must include managing moderately-sized projects from start to finish

You have a proven track record of on-time and high-quality project delivery

Reporting structure (for internal postings)

This section is not relevant to external job postings. However, for a position posted to internal candidates, a lot of trouble further down the line can be avoided. For example, it gives an interested internal employee the advanced opportunity to say, "No way am I going to work for Dave!"

It also ensures applicants have a clear understanding of who they will report to and who will report to them. They can better understand how the role is essential to the broader team's success.
Example: Role reports to the Director of Sales
Location, salary, benefits

Many job postings don't include this information. This is especially true if the position is within an industry in which market rates are well-known. Or if it's an executive position for which compensation will be a point of serious negotiation.

But for external candidates, in particular, salary information can be crucial. Your position may provide excellent employee benefits that other similar positions don't. This way, you can attract better candidates.

For non-executive job-seekers, a posting with no salary or benefit information is easily glossed over and ignored.

The job description template: an example

Job title: Senior Technical Writer

Job description: ACME Documentation Services is a specialist in military documentation publication. We are seeking a creative but analytical problem-solver. They must simply and effectively communicate complex design, manufacturing, and equipment operational workflows.
Responsibilities:

Interview SMEs for manufacturing and operational knowledge-gathering

Function within a project team. Provide services in support of technical manual and courseware development

Create documentation and technical illustrations. Use CAD, Adobe Illustrator, Arbor Text Pro, XML editors, and web-based development applications

Communicate with SMEs, team members, and client representatives. Determine revision requirements and publication approval

Qualifications:

Software proficiency described above

Familiarity with Military Documentation Standards (MIL-STD-40051 and MIL_HDBK-1222C)

Familiarity with TRADOC Regulation 350-70 for training development

Bachelor's degree or equivalent experience 5+ years of Technical Writing

US Citizenship, ability to pass a background check

Location/salary/benefits: This position is located in our Sterling Heights, MI office. We offer a generous vacation and health benefits package. We also offer a retirement matching program, life insurance, and paid holidays. Salary commensurate with experience.

How to use the job description template

A completed job description template such as this is tailored for external positing. If your position is internal, you can include more specific supervisory information. You can also insert more specific salary or grade information.

A copy should be inserted into the personnel file of the employee hired for the role for future appraisal purposes. This is in the case that the question of responsibility allocation arises within the team at a later date.

Put your roles and responsibilities knowledge into practice

Remember, a role is less of a label. It is instead descriptive of what someone does within an organization or project. It defines their relationship with other employees or customers.

A responsibility is a specific task that someone in a job or project role is accountable for. It is what they do on a day-to-day basis.

Organizations that clearly define roles and responsibilities can simplify their hiring processes. It can empower their people to do better and be more focused at work. It also helps boost operational efficiency by reducing confusion and redundancies.

Need help defining the roles and responsibilities at your organization? At BetterUp, we transform performance and growth for people, teams, and organizations where it matters most. Request a demo to find out more.

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Roles and Responsibilities, Why Defining Them Is Important

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Success depends on employees understanding the importance of roles and responsibilities. Learn the difference between them and the benefits of defining them.

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Sometimes it may be difficult to study and things like that when there are loud people yelling.

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right now we are not able to use our phones in the mornings but i think should be allowed

to because what if something goes wrong or we need something because we need to h=get something or we dont know if we are going bus or not maybe.

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pls add more four square

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people always getting me in drama or starting stuff wit me ifykyk.

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people always getting me in drama or starting stuff wit me ifykyk.

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People spread rumors that aren't even true and start drama that I am not even involved in and then try to bring people into it that also I am not involved.

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When busses come late in the morning some kids donʻt have time to eat till break.

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I think we should have the option to have free seating in every classroom because different people have different needs also some people learn best in different areas

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Our bus driver barley lets us talk on the bus which makes us feel like we canʻt talk. Heʻs always yelling at us for talking too much or too loud. He gets mad if we talk over his music which isnʻt loud so it makes us seem loud.

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Sometimes when 6th grades want to grab some play equipment the 7th and 8th graders take away our equipment and when we play with them they make the game hard

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If teachers get to have basically free dress then we should too

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When we had to clean, we had to clean it all, but now, we are asked to take our own plates and clean them.

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Some people (including the ASKMS) are being very rude just because they are ASKMS, like bumping into people and not apologizing, and spiking volleyballs at people and not caring.

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Some people express them selves by how they look.

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My bus diver is always yelling at us for little things and acts very rude to me and the people on my bus. He should be more nice to us and stop yelling for no reason.

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People try scare me because there big and can beat me up

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Sometimes some kids canʻt afford snacks and get jealous or sad and disappointed.

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Sometimes when we get a question wrong we don't get second chances other than summatives but the teachers sometimes don't give second chances

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If teachers get to wear anything we shouldn't have dress code like them.But nothing inappropriate.

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I think that we should take away some of the very harsh restrictions for dress code, like spaghetti straps, or what people are allowed to do with their hair. Some of the dress code rules I understand, and some I think are extremely unnecessary.

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https://www.medicalnewstoday.com › articles

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The main advantage of free bus seating is that it offers more flexibility and convenience for passengers. They can choose to sit in a location that best suits their needs, such as near the front for easy access or near the back for a quieter ride. Additionally, free seating may reduce boarding times and improve passenger flow on the bus.