Writing Assignment #3

Efficient Administration of Adult Intellect Program
[Name]
[Institution Affiliation]
[Date]

Administrator roles and responsibilities
The role of Adult Intellect administrator is carried out in a learning institution for adults. The school’s clientele’s primary goal is to acquire labor market relevant experience. This experience can be divided into technical skills that are field-specific and social skills that every worker of the institution will require. The chief role of the administrator is, therefore, to ensure that knowledge is disseminated to the learners effectively. To achieve this, the administrator must make sure that all the employees coordinated effectively to ensure a good transition from one department to the other. As already expressed in previous discussions, there is a grave crisis of fragmentation among the departments with the engineering team assuming a superior complex that prevents effective operations with the social sciences department. (Gailbraith et.al, 1997) The initial objective of the administrator is to manage the staffing crisis. This is accomplished by taking the role of the leader in the organization. In most cases, individuals learn more effectively through imitation. The leadership technique of the administrator will, therefore, affect the functionality of other leaders significantly. This is because the personal philosophy of the manager determines the institution’s philosophy and mission. The second role is to communicate this philosophy clearly to both students and staff members.

The theory will also help the administrator to perform other roles at the organization which include setting the goals and objectives for the employees and students, organizing and structuring of the program, overseeing the staffing activities, writing up the budget, marketing the organization and eventually evaluating the efficacy of the facility to determine if it is meeting its aspirations. (Bolman & Deal, 2013) Since the institution is moderately sized, these functions will not be carried by the administrator singly but through departmental heads that are laterally managed and influenced by the administrator.
Staff selection and supervision
The process of vetting staff begins with the evaluation of the responsibilities available at the institution. The first categories of functions are the administrative duties. The administrator will require a CEO who can perform oversight functions in the institutions. Other administrative staff includes an accountant who will be in charge of all the cash flows, a human resource manager who will coordinate all staffing responsibilities and an IT manager who will be in charge of both student and staff databases. These members of the staff will be employed by merit. The institution will, therefore, put out advertisements for the available posts, take in applications, vet the applications, call successful applicants in for an interview and choose the most qualifies candidates. The matrices for qualifications will be drawn from an academic background, professional experience, and personal accomplishments. Henceforth, the staffing will be carried out with the engagement of the Human Resource department. Second from the administrative staff is the teaching staff. As an adult education institution, this is the most critical staff. Its direct interactions with the clientele will determine the efficacy of the project by a significant margin. (Kellaghan et.al, 2000) The group will also be employed by merit with matrices and procedure for vetting drawn from similar classes as the administrative staff. The next category of employees will be the support staff which includes individuals such as the cook, grounds people, guards and the receptionist. The task of hiring them will entirely be delegated to the Human resource manager who will develop criteria to employ them. Selecting a qualified team is the first act of managing te staff. The teams will be supervised through various departmental heads especially in the teaching department where numerous varied departments exist. The role of the administrator will be guiding the guiding the heads directly to ensure that organizational philosophy is transmitted to the bottom levels of the chain.
Professional development plan
While an individual may be qualified for employment, it is possible for some qualities to become redundant as time progresses. For this reason, it is paramount that one keeps self-evaluating to ensure that they are growing with the organization. (Bolman & Deal, 2013) This will be achieved through regular participation personal advancement programs. Individually, there will be a mental evaluation, physical fitness exercises, and constant revision of the program’s mission statement to ensure that the goals are adhered to. Self-organization in the day to day activities will also be emphasized as a mark that ensures the personal goals are met efficiently. (Bolman & Deal, 2013)
Apart from the personal measures, it is also important to advance oneself through externally provided programs. I will, therefore, attend conferences and seminars organized by renowned human resource companies. These seminars are especially important in duration’s when an institution is stagnating, and there are inadequate ideas to propel it forward. Through brainstorming with other administrators, there is a chance for new ideas to emerge that can be used unlock some hidden potential. (Gailbraith et.al, 1997)
It is not necessary however to wait for conferences to develop one’s potential. Benchmarking with other professionals in the same field can always offer an immense amount of wealth to the individual. One of the strategies that will be used to keep abreast with developments in the industry is keeping in touch with experts in the field for referencing wherever there is an overwhelming crisis.
Personal educational efforts also help one in research and therefore ensuring that the administrator stays in touch with current issues. The academic endeavors will be achieved through journal writing, electronic reading, and research and participating in discourses and forums concerning arising issues in the field.
Marketing and public relations plan
The marketing for Adult Intellect targets students who have just concluded tertiary level of education as well as those who have been in the labor market for a short while and would like to streamline their skills to fit with more precision into specific job segments. Marketing is therefore geared towards demonstrating the significance of this streamlining to the target group. (Gailbraith et.al, 1997) This group is going to be enticed to exchange money for the quality skills and education to be obtained at the Adult Intellect institutions. There will be six stages culminating in a marketing plan
Stage 1
This will be internal to the organization. It will involve a precise definition of the mission and vision. This is vital because it determines what the marketing team will communicate to potential clients when encouraging them to join the institution.
Stage 2
The second stage will outline the particular dynamics of the marketing activity. The specific target is to admit as many students as possible. The individuals involved must, therefore, deliver information in such a way that it attracts sufficient interest. Information about the institution must be packaged in the best form to avoid arbitrary interpretations.
Stage 3
In the third step, the hindrances to the marketing objective will be evaluated. This includes challenges such as proximity of the school, cultural attitude towards adult education as well as socio-economic factors that reduce the ability to consider additional education. These problems will be accompanied by a definite plan for mitigation.
Stage 4
In stage four, the target market will be divided into various groups concerning expected reaction form group towards the program. These groups will be approached through different techniques to increase their chance of accepting the offer.
Stage 5
In stage three, the three marketing strategies will be discussed. These are the undifferentiated marketing, concentrated marketing, and differentiated markets. The differentiated marketing will be more efficient for this since the program is multifaceted with numerous departments.
Stage 6
Stage six involves pricing. This is important in because the price that will be marketed to the clients will be the actual data used in real administration and therefore an accurate quotation is one of the best ways of establishing trust with the clientele.
Marketing tools to be sued will include social media, interpersonal advertisements and radio and televised campaigns.
Budgetary and financial plan
Proper management of an institution is essential for its sustenance. It prevents employee dissent by ensuring there are paid in time and with correspondence to their work and qualifications. It also enables the provision of quality services to the client. It entails a clear recording of the institution’s source of income and the exact manner in which the revenue is spent. Budgeting will ensure that the following programs are coordinated efficiently even in the absence of the administrator. The planning of the programs will be coordinated efficiently since all the materials, and their source will be quoted in the budget. (Gailbraith et.al, 1997) The delegation will be easier as the individual has an already clearly guiding tool that can be used for the management of the institution. Other operations that can be performed efficiently are the coordination, control and evaluation review. A program budgeting, as opposed to a line budgeting procedure, involves listing each sample of projected source of income and expenditure. Below is a sample a budget and financial plan using program budget formulation format.
Column1 Column2 Column3
Income $
School Fee 1200000
Donations Company x 40000
company y 360000
Government subsidies 257000
Total income 1857000
Expenditure Salaries 1280000
Marketing company B 20000
Company E 23000
Stationary 50000
teaching aids 30000
Total Expenditure 1403000
Balance Carried Forward 454000
Program assessment/ evaluation plan
Evaluation is essential for the proper management of a program. The only way that an administration can ensure there is forward progression is through relentless determination of whether the task in on the right course. (Gailbraith et.al, 1997) The only way that the organization can ensure that it is charting a continuous path is by comparing the achievements of the objectives that were laid down at the beginning to see that a particular level of coherence is achieved.
In the formative stage, the administrator will use various forms of data collection. These methods will include surveys from students on the quality of services offered and perceived relevance on the labor market and future careers. Particular segments will also investigate the relationship with various implementers to evaluate the efficacy of the staff. The formative stage will also gather data on placement areas of former students to access the level of application of knowledge acquired from the institution and professional environments. (Gailbraith et.al, 1997)
In the summative stage, the gathered information will be evaluated by the administrator and an external source to gauge the efficacy of the program. The standard seven steps will be taken to ensure that a complete evaluation is reached. These include:
clearly identifying an outlining the purpose of the evaluation. In this case, it is to evaluate the efficacy of adult training in enhancing efficiency in latter placement positions.
Deciding who the evaluation will be essential to and therefore deciding who would respond to survey. In this stakeholders who are mainly the students.
Choose a team to conduct the survey. The questionnaires will be distributed by clerical staff at various departments while contracted experts will interview respondent sin various institutions where past students are placed.
The decision of what to be evaluated will be reached. In this case, it is essentially the relevance of the course content and aptness of delivery.
The criteria to be sued will be benchmarking against set standards of evaluation.
The methods to be used will be interviews and filling of questionnaire surveys.
The results will be analyzed externally to eliminate bias. It will be used by administrators to make future decisions. Particular positive aspects will be sued in future marketing strategies.

References
Bolman, L. G., & Deal, T. E. (2013). Reframing organizations. Artistry, choice, and leadership (4th ed.). San Francisco, CA: John Wiley & Sons, Inc.
Gailbraith, M.W., Sisco, B.R., & Guglielmino, L.M. (1997). Administering successful programs for adults: Promoting excellence in adult, community, and continuing education. Malabar, FL: Krieger Publishing Company.
Kellaghan, T., Madaus, G. F., Stufflebeam, D. L., & NetLibrary, Inc. (2000). Evaluation models: Viewpoints on educational and human services evaluation. Boston: Kluwer Academic.