Fairfax Virginia Alternating Ranking Procedure, also known as the Fairfax Ranking Process, is a method used by the Fairfax County Public Schools (FCS) in Virginia, USA, to assign students to magnet programs and other advanced academic services. This process aims to provide equal opportunities and fair access to all eligible students. The Fairfax Virginia Alternating Ranking Procedure is designed to allocate spots in magnet programs and advanced academic services fairly and transparently. It is primarily used for programs offered at the elementary and middle school levels, including the Advanced Academic Programs (AAP) and the International Baccalaureate (IB) Middle Years Program. Key phrases: Fairfax County Public Schools, magnet programs, advanced academic services, FCS, Virginia, alternating ranking procedure, Fairfax Ranking Process, elementary school, middle school, Advanced Academic Programs (AAP), International Baccalaureate (IB) Middle Years Program. Here is an overview of how the Fairfax Virginia Alternating Ranking Procedure works: 1. Eligibility Determination: — Students must meet certain criteria to be considered eligible for advanced academic services. — Eligibility can be based on various factors, such as performance on standardized tests, teacher recommendations, and other assessment measures. — Different programs may have specific eligibility requirements that must be met. 2. Pool Formation: — Once eligibility is determined, eligible students are placed into a pool of candidates for each program. — The pools are created based on grade level and program choices indicated by students and their parents. 3. Random Selection Process: — For each program, the Fairfax Virginia Alternating Ranking Procedure uses a computer-generated random selection process. — This process ensures that there is no bias or preference given to any student during the initial assignments. 4. Alternating Ranking: — After the random selection process, the Fairfax Ranking Process assigns an initial rank to each student within the pool. — The ranking is determined based on the random selection outcome. — At this stage, students within the pool are ranked from highest to lowest based on their initial assignment. 5. Alternating Cycle: — The Fairfax Virginia Alternating Ranking Procedure utilizes an alternating cycle method to assign students to the available spots. — In each cycle, the top-ranked student from an underrepresented group is selected first. — The alternating cycle continues until all available spots are filled. 6. Waitlist: — Students who are not initially assigned to a program due to limited spots are placed on a waitlist. — As spots become available due to withdrawals or rejections, students on the waitlist are assigned in an order determined by their rank. Types of Fairfax Virginia Alternating Ranking Procedure: 1. Elementary School Programs: — Advanced Academic Programs (AAP): Offers enhanced curriculum in English, math, science, and social studies. — International Baccalaureate Primary Years Program (IB POP): Emphasizes inquiry-based learning and global understanding. 2. Middle School Programs: — International Baccalaureate Middle Years Program (IB MYP): Provides a comprehensive curriculum with an international perspective. — Level IV Advanced Academic Programs (AAP): Offers advanced coursework in English, math, science, and social studies. In conclusion, the Fairfax Virginia Alternating Ranking Procedure is a fair and transparent method used by FCS to assign students to magnet programs and advanced academic services. It ensures equal opportunities for eligible students and employs a rigorous ranking process to allocate available spots. By using this procedure, FCS aims to meet the diverse educational needs of its students and promote academic excellence.
Fairfax Virginia Alternating Ranking Procedure
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A simple method of job evaluation in which jobs are ranked according to an informal assessment of their overall importance to the organization. This method is quick and inexpensive but becomes difficult to sustain as organizations get larger and more complex.
Ranking, also known as forced ranking or stacking is a type of performance evaluation that sorts set percentages of employees into specific categories based on how well they are performing compared with their peers.
Definition (1): Alternation ranking method- Ranking employees from best to worst on a particular trait, choosing highest, then lowest, until all are ranked. It is usually easier to distinguish between the worst and best employees.
4. Alternation Ranking Method: Ranking employees from best to worst on a trait or traits is another method for evaluating employees. Since it is usually easier to distinguish between the worst and best employees than to rank them, an alternation ranking method is most popular.
Alternate ranking is the performance appraisal method for employees where assessor selects the best and worst employees based on certain trait/criterion and ranks them accordingly.
Ranking method is a method of performance appraisal. Ranking method is the oldest and most conventional for of method. In this method all employees are compared on the basis of worth. They are ranked on the basis of best to worst.
Alternation Ranking Method: First, list all subordinates to be rated and then cross out the names of any not known well enough to rank. ADVERTISEMENTS: Then, on a form such as that in Exhibit 2.2, indicate the employee who is the highest on the characteristic being measured and also the one who is the lowest.
Ranking in statistics. In statistics, ranking is the data transformation in which numerical or ordinal values are replaced by their rank when the data are sorted. For example, the numerical data 3.4, 5.1, 2.6, 7.3 are observed, the ranks of these data items would be 2, 3, 1 and 4 respectively.
In this method, one employee is compared to another employee. The end result is an ordering of employees from best to worst. For example, in a group of 'n' employees, performance of employee-1 is compared with performance of 'n-1' employees. Performance of employee-2 is compared with performance of 'n-1' employees.
