Anastasia Lobareva,

Director of HR Department, Distribution Management System

In this article you will read:

What is the art of managing staff training

4 levels of corporate staff training

Step by step corporate training program

Personnel training management is to help capable employees climb the corporate ladder. It is no secret that, if desired, any sales consultant, improving knowledge and skills, quickly achieves professional growth in the horizontal plane, but not career. Hence the eternal problem of finding “where is better” and staff turnover. Rossita 1, where I worked, found a way out of this situation and relied on the development of an internal reserve. And today, about 98% of the directors of retail outlets are ex-consultants. Practice has shown that such leaders achieve better results than third-party managers, and also have a high level of loyalty.

It is clear that the vertical career growth of a sales manager in a single company is practically impossible without training, without corporate employee training and improving professional skills. That is why Rossita has developed a four-level corporate training program for employees, from an intern to a store manager. Let's take a look at this rather simple technique.

Level 1. Trainee: starting system of training

The purpose of training. Ensuring quality induction from the first working day until the end of the probationary period.

Working mechanism. The store manager appoints a curator for new employees from among experienced colleagues. The main task of the curator, who helps in managing the employee's training, is to acquaint the newcomer with the values ​​of the company, technologies for sales and production of shoes, and work standards. The trainee also has duties: he keeps a workbook and studies information from the folder of the sales assistant.

Trainee workbook. In fact, this is a diary with a special program of tasks for every day. For example, on the first day - to learn the features of the corporate culture, on the second day - to learn about the warranty period for the goods, to study the types and technologies of footwear production. In addition, a representative of the personnel service conducts theoretical classes on sales skills, during which the trainee receives grades and, under the strict guidance of the curator, fixes and monitors the dynamics of his own development.

Folder of the sales assistant. Contains materials (drawing) that a new employee needs to study, and serves as an addition to the workbook.

Certification. The first stage of training ends three months after the trainee starts working in the company (this is the end of the probationary period), and at the end of the training, the attestation commission (shop director, curator) examines the trainee.

In the Rossita company, examination papers were drawn up according to a certain scheme. The first question, as a rule, was related to the mechanics and standards of sales, for example, how to win over a buyer. The second - with the mission and values ​​of the company. And the third - with the types of shoes, brands and production technology.

In addition to the theoretical part, the certification process evaluates the results of the newcomer's work - net sales.

An intern who has successfully passed the certification becomes a sales consultant of the second category and a full member of the team. You can celebrate reaching a new level with a corporate tea party, where colleagues will congratulate the new employee.

Level 2. Second category consultant: supportive education system

Target. Strengthening and development of already acquired knowledge and skills.

Working mechanism. The system of supportive education includes three stages - "Morning excursion", training hour and prolonged training.

"Morning Tour". It is held daily 15 minutes before the opening of the point - this is a meeting of sales consultants. The store director or HR manager draws up a weekly "excursion" plan, and the organizer and host of the mini-planning is, as a rule, the curator of newcomers. Topics change daily - for example, getting to know the company's immediate plans or working on bugs (especially relevant after the "mystery shopper" assessment, if sellers showed poor results for some reason).

In addition, if necessary, the curator, together with the employees, works out the falling stages. For this, a question-answer form or an imitation of the sales process can be used, in this way consultants improve the skill of persuading the buyer.

Training hour. Once a week, the director of the retail outlet holds an hour-long meeting, which can rather be classified as training. The subject of discussion may be the technology of selling a new brand or errors that have not been worked out in the process of daily meetings and topical issues. For example, how to determine the need of the buyer and choose the appropriate pair of shoes (it may be that the buyer first insists on high heels, and then chooses comfortable shoes). This kind of work on mistakes also requires the use of a playful form.

Extended training. This is an intensive training event, which once a season (half a year) is conducted by the training manager of the parent company - an employee of the personnel management department. As a rule, the lesson lasts four hours and is devoted to one of the stages of sales technology. Training training is developed in strict accordance with the needs, tasks and problems of the store or branch.

Level 3. First category consultant: advanced training system

The purpose of training. Professional development of sales consultants, career growth.

Working mechanism. Any employee of the second category is allowed to be certified for the first category. As a rule, this happens no earlier than six months later. At the initiative of the seller, the store manager generates a presentation sheet in which the consultant's activities for the last three months are evaluated in points: sales results, characteristics of working with the cashier, discipline. If the indicators are satisfactory, then the employee is admitted to certification.

Practice shows that from sellers of the second category, about 5% of managers reach this level. This must be taken into account when managing employee training.

Certification. Case tasks are added to the standard tickets used for certification for the second category. The certification process is divided into blocks. I will give an example from the "Merchandising" block: two photo reports of calculations from different stores are presented, the examinee must find errors and argue the answer. After successful certification, the employee becomes a sales assistant of the first category and receives an increase in salary. It is important to note that at this stage the system of supportive education is preserved.

Level 4. Store manager: system of managerial knowledge and skills

Target. Formation of a reserve of managers, development of new skills for staff, assistance to line employees in career and professional development.

Working mechanism. Those wishing to get into the school of management "Reserve" send applications for participation in the competition. In the second half of 2012, 10 out of 70 sellers of the first category applied for training.

Candidate evaluation and start of training. The selection interview of an applicant manager includes self-presentation, setting goals and solving a number of business cases (Table 1). Based on the results of this tour, the heads of departments and employees of the personnel service make a decision on the further development of an employee. At this stage, it is necessary to carefully analyze each candidate. There are situations when, during the selection process, a manager's propensity for individual work is revealed.

• Training of company personnel: how to evaluate the effectiveness of training

Managerial tasks in a retail outlet with a large staff of employees are unlikely to be within his power. However, if we are not talking about a large store with a staff of ten people or more, but about a small salon, the skills and knowledge of such an “individualist” can be quite in demand.

After the groups are formed, the learning process begins, most often via online conferences once a week. The material is divided into information blocks (Table 2).

Certification. The certification procedure, in addition to the theoretical part - intermediate exams and tests - includes case testing. For example, "Explain to a new sales floor employee his tasks in five minutes." The results are recorded in a special accounting table, and at the end of the training (six to nine months, depending on the complexity of the program), the last exam is held. The preparation period ends with a large corporate event, in which all employees are required to participate.

Directors' evaluation. The development of managers continues after they take office. For this, a special tool has been developed - a competency profile. The assessment is based on indicators of the manifestation of basic skills and knowledge. They are divided into modules, each of which contains a number of positive and negative characteristics - there are about 200 of them for all modules (Table 3).

The personnel officer calculates the pros and cons and determines the final result: subtracts negative ones from positive ratings, divides the resulting number by the number of positive ratings, and multiplies the resulting value by 100%. Thus, the candidate is assigned a degree of development of competencies (Table 4). As a rule, the level of competence of directors is always above 5%.

Depending on the result, the manager continues training in individual or complex (group sessions with other directors) skills and competencies development programs with the support of more experienced employees.

Anastasia Lobareva Graduated from the Kamchatka State Fishing Fleet Academy (Department of Economics) in 1998. He has been working in the field of HR for 15 years, as a HR director since 2005 (in various companies). Completed a number of professional trainings. With the company since 2013.

"Distributor Management System"- the official distributor of the international company Procter & Gamble. On the market since 1994. Represented in the Urals and Siberia, branches operate in 17 regions of Russia. Staff - more than 1300 employees.

Organization of an internship system for salespeople to quickly achieve sales targets

At the end of the page - get a useful GIFT from Aleksandrov S.A. -

6 days are the 2 most important stages of the internship.

The webinar is over, you can purchase the recording!
12-th of September
from 10:00 to 13:15 Moscow time

You need this course if you want to learn how organize an internship system in such a way as to bring the Interns to the planned sales figures in 1 month.

The webinar will be useful for managers of retail furniture companies:

Owners;
directors of salons and retail chains;
store administrators;
leaders of training centers.

The main problems in the withdrawal of interns for training:
trainees “break out” from school after 2-3 days
trainees finish their studies and go to other companies
you understand that the intern is not suitable for you, you taught in vain and spent time and money of the company on him

Additional problems when an intern moves to the rank of a salesperson:
trainees become salespeople but never meet sales targets
we see that there is a loss of sales, but it is difficult / fearful to fire a new seller, since it is not a fact that you will find a better one
the new seller is "forced out" by the old team. At the same time, this often happens with promising newcomers.

These problems have not been solved for YEARS in the furniture industry. Interns enter a full-fledged work cycle only after 3 months, and even then not always. Often you have to “tinker” with them additionally without a guarantee of results.
And so after a whole year, you still have to fire.
A sophisticated system of motivation: scholarships, bonuses, increased salaries, honor boards - do not solve the problem.
Attempts to teach, introduce mentoring - also do not help. Very often, an initially active newcomer turns into a “watchman” seller of an outlet.

Why is this happening?!

Research* Alexandrov S.A. showed that the sequence of stages of training, evaluation of interns at the entrance is incorrectly built, which leads to large losses in sales and money of the company as a whole.
That is, when they begin to teach a beginner a product, collections, workflow, software, and then move on to sales techniques, they teach the trainees to “sit and teach”, and not to actively work with the buyer.

It is necessary to put at the forefront - the ability to communicate with any visitor to a furniture store. It is also an aptitude test.

The result of the study was the development of the correct internship system, which is divided into 3 clear stages with their own goals and results.

* The studies were carried out for 5 years

Stage 1 Internship (1 day)

Target:
Weed out unsuitable Interns for work in the Company (not everything is immediately clear during the interview).
To motivate promising Interns to work in the Company (to avoid early disruption from training).
Prepare the Trainee to work as a promoter in the presence of the Mentor (we check by “battle” in working with visitors).


Result of stage 1:
Dismissal of unsuitable Interns
Intern who successfully passed 1 day
Interns who continue their internship, at the end of 1 day, conclude a Contract or Student

Stage 2 Internship (5 days)

Target:
Obtain new knowledge and skills necessary to make successful sales and work with a client (studying the top 5 assortment, document flow), and improve your own communication skills with clients.
Conclusion for certification to make a decision on the transfer to the 3rd stage of the internship and work in the company.

We'll tell you more in the webinar. We will give a plan for daily training at the 2nd stage.

Result:
If the Intern passes the Certification - work at the TT until the end of the day and go to the 3rd stage of the Internship (final immersion in the profession).
If the Intern does not pass the Attestation - dismissal (we do not waste time and money on those who are not suitable for work).

Stage 3 Internship (2+2 weeks)

Target: promote the Intern to the position of the seller of the 1st category with the corresponding planned indicators

We'll tell you more in the webinar. We will give a plan for daily training at the 3rd stage.

Result:
Trainee prepared for independent work with customers and effective sales (implementation of the minimum sales plan).
Registration of an Intern under the Labor Code of the Russian Federation.

WHAT YOU GET FROM PARTICIPATION IN THE WEBINAR:

1. Understand how to quickly bring the Intern to work mode.

2. Learn how to effectively education and evaluation personnel during the Internship.

3. Learn all about the successful induction of an Intern through Mentoring.

4. Get:
detailed Internship Program, consisting of 3 stages

Intern's workbook

Full package of documents that will help you in working with Interns:
- Certification sheet

- Checklist "Competitors"

AS A RESULT OF THE WEBINAR:

Within 17 working days, you will be able to prepare an Intern to work at a point of sale as a full-fledged sales assistant.

PARTICIPATION OPTIONS - CHOOSE THE CONVENIENT FOR YOU!

Participation option No. 1	Participation option number 2	Participation option No. 3
LISTEN AND SEE	+ RECRUITMENT COURSE (4 webinars with practical tasks, every Tuesday from September 19, from 10.00 to 12.00)	RECORD A WEBINAR ON INTERNSHIP + RECRUITMENT COURSE + ALL COURSES OF THE SCHOOL OF THE HEAD OF A FURNITURE COMPANY (6 courses)
Webinar recording The documents: - Internship program; - Intern's workbook - Certification sheet - Photograph of the Intern's working day - Daily assessment of the activities of the Intern during the Internship - Form for collecting developments - Checklist "Competitors" - Checklist "Self-examination of the trainee" - Sales consultant competency profile	Webinar recording The documents: - Internship program; - Intern's workbook A complete package of documents that will help you in working with Interns: - Certification sheet - Photograph of the Intern's working day - Daily assessment of the activities of the Intern during the Internship - Form for collecting developments - Checklist "Competitors" - Checklist "Self-examination of the trainee" - Sales consultant competency profile + Participation in the online course "Effective practices for recruiting and evaluating productive staff" Duration - 8 hours.	Webinar recording The documents: - Internship program; - Intern's workbook A complete package of documents that will help you in working with Interns: - Certification sheet - Photograph of the Intern's working day - Daily assessment of the activities of the Intern during the Internship - Form for collecting developments - Checklist "Competitors" - Checklist "Self-examination of the trainee" - Sales consultant competency profile + Participation in the remote course "Effective practices for recruiting and evaluating productive staff" The course includes 4 webinars: every Tuesday starting September 19th. Duration - 8 hours. On the course, you will gain knowledge on how to properly approach the preparation of vacancies for various positions in retail, how to choose sources of information placement to attract a flow of candidates. Get a system for evaluating candidates at an interview). + Participation in the School of the head of a furniture company 6 courses that are included in LSR: 1. How to make your store sell using merchandising laws 2. We create and implement 3 standards of work with customers that provide 80% of sales 3. How to manage a furniture company team and achieve results 4. How to develop a pay system that increases sales 5. Good practices for recruiting and evaluating productive staff 6. How to survive and develop companies that make or sell furniture to order /
5 900 rub.	9 900 rub. Important!	29 000 rub. Important! The price includes connection 2 employees from the company. But you can connect more - 1500 rubles. for each next one. Come to the course with the whole team of leaders!
	Pay in 1 click! Click on the PAY button and choose a convenient payment method. All payment systems, including payment by bank transfer.	Pay in 1 click! Click on the PAY button and choose a convenient payment method. All payment systems, including payment by bank transfer.

WHO WILL LEAD THE WEBINAR

Sergei Alexandrovich Alexandrov

Founder and Gen. director of the International Furniture Recruitment Center “Secrets of sales in the furniture market. 5 steps to build sales in wholesale and retail” "18 main questions that concern the furniture business for the last 10 years" “Preparation of sales stars on the stream. Just about learning to sell furniture” "Instructions on how to become an ace of furniture sales"
Developed a methodology for furniture sales, sales standards for furniture groups (buildings, kitchens, upholstered furniture), a personnel certification program, CRM for furniture retail. Conducted more than 700 seminars, webinars, trainings and conferences.

Natalia Valentinovna Vodianova

Business coach, coach More than 10 years of work experience in personnel training, including 5 years of work in the furniture industry. Over the past 5 years, she has worked as a business coach in the federal retail chain of the Angstrem company, involved in training, development and assessment of personnel. My students are sales consultants, managers, directors of both Russia and neighboring countries (Kazakhstan, Kyrgyzstan, Minsk, Ukraine). Conducted more than 300 trainings, webinars. Trained more than 5,000 employees of furniture companies. She won the All-Russian competition for the training of Sberbank personnel. About 1000 people were trained in 2.5 months.

Get a GIFT from Aleksandrov S.A.
"6 Day Furniture Sales Consultant Internship Plan"

6 days are the 2 most important stages of the internship

Enter name, email , phone number, company name.

We will send you free of charge a very detailed plan and a new concept of trainee training which will allow you to quickly understand:
which of them will be a good seller,
who to invest in and who to fire,
how to correctly and quickly bring to the implementation of the sales plan.

Personnel selection. Internship and adaptation programs

How to grow the "ideal" salesperson? In my experience, you need to be careful when selecting future employees, attach a mentor to them from the first day of work, train and adapt, teach corporate culture and quality customer service. Our salespeople honed their skills at trainings, demonstrated their acquired knowledge and skills at certifications. Of course, we supported them, developed their professional level, motivated and stimulated them, and promoted them up the career ladder.

I have always been very attentive to the selection of sellers, and if there was an opportunity, I was present at the interviews.

At Evgeny Chichvarkin's master class, I heard his evaluation parameters when selecting sellers. He considers benevolence to be the most important quality, everything else can be taught. If mom and dad didn’t teach to be kind, courteous, polite and brought up badly, it’s impossible to fix it. Also at the interview, he always asked: “What do you want to achieve, achieve in life?” If a person could not clearly answer this question, he became uninteresting. Every employee should have a goal and a desire to grow.

To select the right staff, we have compiled a list of parameters and requirements for the ideal sales candidate for the recruiting manager.

Sales Candidate Profile:

Age: at least 22 years old, socially mature;

Appearance: pleasant, discreet make-up, well-groomed hands;

Speech: competent, clear diction, medium tone of voice;

Personal qualities: sociability, goodwill, non-conflict, honesty, observation, learning ability, stress resistance;

Business qualities and motivation: attentiveness, good memory, arithmetic abilities, desire to grow and develop;

Experience and place of work.

At the preliminary interview, the candidate fills out a questionnaire with 30 questions. We are interested in everything about sales applicants, including what books they like, what they are fond of, where and who they see themselves in five years. By the way, when asked about their favorite book, 50% of respondents answered “The Master and Margarita” by Mikhail Bulgakov, although in a subsequent conversation they could not always characterize the main characters of the book and what they like about them. It's funny.

Then future sellers answer case questions, projection questions. For example, to check how honest a person is, the following story is told: the seller took money from the cash register for medicines for the child and asked the shift worker not to tell anyone about it. He promised to return the money to the cashier the next morning. We look at the solution of the case and the reaction of the sales candidate.

To test arithmetic abilities, simple mathematical examples are given, how much 85 plus 15 will be. It seems to be elementary, but someone answers 115, someone 90, someone is generally lost and cannot figure it out.

To test the ability to learn and artistry, it is proposed to learn a quatrain in one minute and expressively recite it. Not everyone successfully coped with this simple task.

To check the vocabulary, they were asked to name ten synonyms for the word "beautiful".

At Magic Gold, after the initial selection, our recruiter proposed candidates for the position of a salesperson for consideration by the store director. The manager's task is to evaluate the candidate's appearance, experience and professional skills, suitability for work with us. At the same time, the director was guided by the interview plan, and having made a positive decision, he sent the candidate to the personnel department to apply for a job.

After completing all the documents, concluding an employment contract and an agreement on liability, the candidate becomes an intern and is sent to the store. It is very important to surround the trainee with attention and care in the first days of work. There were cases when, after working two days in the store, the girls came to the office to pick up documents. They could not always clearly answer the question “What did not like, what did not suit.” Once the girl answered: “I got the impression that I am not needed, I interfere with everyone. They gave me documents and told me to sit down and read. Questions were answered reluctantly. After that, it was decided to describe all the stages of a newcomer entering the position and conduct a mentorship training for store directors.

System for assessing the quality of educational services

Workbook for students of trainee practice

MBOU "Secondary school No. 53 with in-depth study of individual subjects"

14.04.2016

classes

Topic and type of lesson

(initials and surname of the teacher)

Aud.

14.04.2016

9.00-9.10

Welcome speech of the director of the school Galkina Yu.G.

Modern school in the context of the implementation of the Federal State Educational Standard

Conference hall

9.10- 9.30

Acquaintance. Explain phrase

Goal setting.

Task: filling in the table "The purpose of my visit to the internship" Maslova E.A.

9.30-10.50

School education quality assessment system: development, priorities

Maslova E.A.

10.50-11.20

Master Class:

Traces of presentation (psychological game), teacher-psychologist Shagina S.A.

Assignment: examination of the lesson on the technological map

11.20-12.20

Educational (upbringing) results assessment system

Ushkevich Yu.V.

12.20 – 12..30

Discussion of expert sheets

12.30-13.00

dinner

1st floor, dining room

13.00-14.30

Protection of own programs

Conference hall

14.30-14.45

Reflection. open microphone

Guest book

Conference hall

Acquaintance

Choose a piece of paper and explain the phrase ...

2. Task for goal setting

1. Rank in order of importance your motives for studying this topic:

The requirement of the founder, employer

Awareness of objective necessity

Desire to keep up with peers

Striving for personal professional improvement

The need to take courses and increase the number of hours for certification

2. Determine the initial level of your competence in solving professional problems:

Information Competence

Communication competence (ability to work on a PC, with e-mail, Internet tools)

__________________________________________________________________

(1- most significant, 5- insignificant)

3. What organizational forms do you consider effective (underline the optimal one for you)?

webinar,

internship,

distance learning

self-education

(1- most significant, 5- insignificant)

4. What forms of final certification of the internship do you consider acceptable:

Test

Portfolio

A resource created during the internship that you can use

Project Protection

Presentation of a single project created by the group

5. Formulate a question that you would like to receive an answer to during the internship

_______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Thank you for your cooperation!

Task 3. Highlight the key words in the concept of "Quality education" (Article 2, paragraph 29 of the Federal Law-273 " On education in the Russian Federation” )

“... the quality of education is a comprehensive characteristic of educational activities and training of a student, expressing the degree of their compliance with federal state educational standards, educational standards, federal state requirements and (or) the needs of an individual or legal entity in whose interests educational activities are carried out, including the degree of achievement planned results of the educational program…”

The number of semantic parts in this text

What are the features of KO:

1.1. What (entity)

1.2. involves (process)

1.3. represents (system)

1.4. subjects…

Quality assessment - who, where, how?

Task 4. Answer the questions posed during the speech.

1. What part of the regulatory framework for the quality of education do you require? Why?

2. What are the characteristics of knowledge, skills, values, experience and competence (result quality: student's educational result, teacher's professional result)?

3. How is the goal setting of the process implemented (educational program, quality assessment, innovation, lifelong learning institutions, etc.)? Define the structure and rank according to the significance of the grading system for you?

5. Task. Study the assessment system of MBOU secondary school No. 53 and create your own SOKO model for your educational organization.

Help the listener.

sc 53 ucoz. en- MBOU secondary school No. 53 Barnaul, "Innovation project", SOKO

Task 6. Read the Regulations on the Quality Laboratory of MBOU Secondary School No. 53 and make changes to its content based on the requirements of Federal Law-273 on its participation in the assessment of the quality of education.

Help the listener.

sc 53 ucoz . en - MBOU secondary school No. 53 Barnaul, "Innovation project", SOKO

POSITION

about the quality laboratory MBOU secondary school No. 53

1. General Provisions

1.1. The quality laboratory (hereinafter referred to as the LC) is a representative collegial body acting in the field of planning and coordinating work on the formation and development of a quality system in the OO.

1.2. The regulation on the LC was developed on the basis of:

Federal Law "On Education in the Russian Federation" No. 273-FZ of December 29, 2012;

National Doctrine of Education in the Russian Federation until 2025 No. 751 dated 04.10.2000;

State Program "Development of Education" for 2013-2020. No. 2148-r dated 11/22/2012;

order of the Ministry of Labor of Russia "Improving the efficiency and quality of services in the field of social services for the population" No. 650 of December 29, 2012;

Law of the Altai Territory "On Education in the Altai Territory" No. 56-ЗС of 09/04/2013;

Strategies for the socio-economic development of the Altai Territory until 2025 No. 86-ЗС dated November 21, 2012;

State program of the Altai Territory "Development of education and youth policy in the Altai Territory for 2014-2020" No. 670 dated 12/20/2013.

2. Goals and objectives

2.1. The purpose of the LC activity is the implementation of a quality policy that ensures the training of students in accordance with the requirements of the Federal State Educational Standard.

2.2. The main tasks of the LC are:

formation of a draft policy and strategy in the field of quality of an educational organization;

development of a plan for the creation and implementation of a quality system in an educational organization;

dissemination of the quality policy within the TOE and in the external environment;

determination of the procedure for carrying out activities of an intra-institutional audit of the quality of education and employees of an educational organization in the planned activities;

consideration of criteria and indicators to determine the effectiveness of the functioning of the education quality management system;

assessing the effectiveness of the functioning of the education quality management system;

development of proposals for the choice of a quality system model and presentation to top management;

analysis of the causes of deviations and inconsistencies, development of corrective and preventive actions for the appearance of inappropriate results in the training of students;

development of proposals for planning, organization, resource provision and maintenance and development of the processes of an educational organization at a level that ensures the fulfillment of the requirements of the Federal State Educational Standard, as well as its continuous improvement;

participation in the organization and conduct of internal and external monitoring of the conditions and state of the educational process in order to timely identify trends, as well as inconsistencies in the quality of student training;

development of proposals for the participation of NGOs in quality competitions.

3. Composition and structure of the quality laboratory (LC)

3.1. The composition of the LC is determined in accordance with a set of measures for the formation and development of a quality management system in the OO and the features of each stage of this process.

3.2. The composition of the LC is formed from among the most authoritative and qualified teaching staff and employees of the educational organization, approved by order of the head of the educational organization.

3.3. The chairman of the LC is approved by order of the director of the educational organization.

3.4. The secretary of the LC is elected from its composition at a meeting for a period of an academic year.

3.4. Meetings of the LC on quality are held as needed, but at least once every six months.

4. Organization of activities

4.1. The LC carries out work according to the plan drawn up for the year and approved by the chairman of the body.

4.2. Decisions are taken by a majority of votes of the members of the LC with the participation of at least 2/3 of its membership in the voting. The organization of the work of the LC (preparation of the meetings of the LC and bringing its decisions to the attention of interested parties, control over the execution of decisions) is carried out by the deputy chairman of the LC.

4.3. The minutes of the LC are kept by the chairman of the body.

4.4. The LC regularly (at least once a year), represented by the chairman, reports on its work to the public association at the final pedagogical council (August).

5. Rights and responsibility of the LC

5.1. LC has the right:

5.1.1. Submit for discussion proposals in the field of formation of a quality system of education.

5.1.2. Request and receive information in accordance with the regulations defined by the selected quality system model.

5.1.3. Review and discuss the regulatory framework, tools and make recommendations to management on their approval and use.

5.1.6. Make proposals to management on sending employees for training to improve their skills in the field of quality systems in educational and methodological and scientific centers.

5.1.7. To give proposals for holding conferences and seminars on quality issues.

5.2. LC is responsible

5.2.1. The scope of responsibility of the members of the body is determined by these Regulations.

5.2.2. Members of the LC timely analyze the results and develop solutions that help eliminate the identified shortcomings in quality assurance in all areas of the educational organization.

5.2.3. The LC is responsible for a competent analysis of the compliance of the quality system being formed with the requirements

6. Documentation of the quality laboratory

6.1. Quality quide

6.2. Regulations on the LC

6.3. Work plan of the LC for the academic year

6.4. LC report for the academic year

6.5. Corrective and preventive action plan

6.6. Work plan of the group of auditors of internal audits

6.7 Internal audit report

6.8. Meeting minutes

6.9. Documented Procedures

Task 6. Analyze the summary table of diagnostic materials of the level of formation of educational results (ELD, MLD) for compliance with your needs.

Help the listener!

Formation of universal educational activities in basic school: from action to thought. Task system: teacher's guide /

(A. G. Asmolov, G. V. Burmenskaya, I. A. Volodarskaya and others); ed. A. G. Asmolova. – M.: Enlightenment, 2010. – 159 p.

Personal universal actions

disciplines

Group work of students.

Quest "Moral Sense"

11-15 l.

Formation of orientation to the moral and ethical content of actions and events.

Humanities

disciplines

Group work followed by joint class discussion

Quest "Code of Morals"

11-15 l.

Discussing and developing a code of moral standards that should guide students in the classroom when communicating with classmates.

Humanities

disciplines

Individual and group work.

Communicative universal learning activities

(A.E. Padalko, 1985)

11-15 l.

Formation of the ability to work with metaphors (the ability to understand the figurative meaning of expressions, to understand and build turns of speech based on hidden assimilation, figurative convergence of words).

Literature

Group 4-5 hours

The task "Composing words from elements according to the rule" (A.E. Padalko, 1985)

11-15 l.

Formation of the ability to build words from individual elements (according to certain rules), the formation of the ability to identify and compare strategies for solving a problem.

Literature

Group 4-5 hours

"The Missing Letter" (A.E. Padalko, 1985)

11-15 l

Formation of the ability to identify and compare strategies for solving a problem.

Literature

Group 4-5 hours

Task "Robinson and Ayrton"

11-15 l

Formation of the ability to evaluate facts, events, phenomena and processes using different criteria, to identify cause-and-effect relationships.

Literature

Group 4-5 hours

Empirical Research Mission

14-15l.

Formation of the ability to conduct empirical research.

Literature

Group 4-5 hours

Task "Favorite programs"

13-15l.

Formation of the ability to conduct empirical research on the example of studying the favorite television programs of students in a class (group)

Literature, etc.

Group 4-5 hours

The task "The choice of transport"

11-15 l

Formation of the ability to carry out empirical research.

Geography, etc.

Group 4-5 hours

Quest "Inhabitants of your house"

12-13 l

Formation of the ability to carry out empirical research on the example of collecting information about the tenants inhabiting your house.

Geography

Group 4-5 hours

Quest "Fairy-tale heroes"

14-15 l.

Formations to conduct a theoretical study on the material of the analysis of fairy-tale characters.

Literature

Group 4-5 hours

Task "Dialogue with the text"

(G.G. Granik, O.V. Soboleva, 1998)

11-12 l.

Formation of the ability to perceive the text as a single semantic whole based on mastering the technique of "dialogue with the text"

Assignment "Learning to ask questions"

11-12 l.

Formation of the ability to ask questions to a literary text.

Literature

Work in pairs and groups.

Task "Titling the text"

11-15 l.

Formation of the ability to perceive the text as a single semantic whole and highlight the main idea, the semantic core of the text.

Humanities and natural sciences

Work individual and in groups

Task "Proverbs"

11-15 l.

Formation of the ability to understand the meaning of proverbs based on adequate perception of figurative meaning and metaphor.

Literature, history

Group work.

Task "Epigraph"

11-15 l.

Development of the ability to highlight the concept (main idea) of a literary work with the help of an epigraph.

Literature

Work individual and in groups

Task "Composing a fairy tale"

11-14 l.

The development of the reader's imagination on the basis of mastering the technique of composing an original text, the formation of interest in reading and the book, mastering the technique of anticipation.

Literature

Group work.

Task "Understanding scientific text"

12-15 l.

Development of the ability to structure a scientific (cognitive) text and draw up a short summary.

Humanities and natural sciences

Work individual and in groups

The task "Techniques for comprehending the test in introductory reading"

14-15 l.

Mastering the methods of comprehending the text, including the methods of posing a question and searching for an answer to it, posing a question-assumption, anticipating a presentation plan, anticipating content, receiving (mentally returning to an earlier read).

Humanities and natural sciences

Work individual and in groups

Task "Putting questions to the text"

14-15 l.

Mastering the technique of posing questions to the text and drawing up a plan.

Humanities and natural sciences

Work individual and in groups

Tasks for mastering the methods of logical memorization of information extracted from texts

12-15 l

Mastering the techniques of logical memorization of information extracted from texts.

Humanities and natural sciences

Work individual and in groups

Regulatory universal learning activities

7. Complete the Internship Satisfaction Questionnaire

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