The UK government is investing approximately £21.9 billion in the refurbishment or rebuilding of all secondary schools by 2021 under the Building Schools for the Future programme. One of the requirements of the scheme is student participation; however, little guidance is offered as to the form this participation should take. This paper will describe and evaluate the methods adopted by one secondary school to engage students in the design process. The approaches include a 'Design your School' conference, the utilisation of the Personal, Social and Health Education curriculum and accessing student voice through school councils. The research was conducted as part of an Arts and Humanities Research Council-funded project 'Realising participatory design with children and young people: a case study of design and refurbishment in schools'.

is an organization that achieves financial and non-financial results that are exceedingly better that those of its peer group over a period of time of five years or more, by focusing in a disciplined way on that which really matters to the organization (Dr. De Waal, HPO Center). The high performance organization framework is a conceptual and scientifically validated structure that managers can use to focus on in order to improve organizational performance and make it sustainable. The HPO Framework is not a set of instructions that can be followed blindly. It is a framework that has to be translated by managers to their specific organizational situation in their current time, by designing a specific variant of the framework fit for their organization (Dr. De Waal, HPO Center).Many academic and management publications in the area of high performance and excellence were studied in order to be able to build the HPO Framework. Subsequent statistical analysis of the collected data showed that there are 35 characteristics that have a direct positive relation with competitive performance. These characteristics always appear in five groups, the so-called HPO factors. When an organization scores higher on these five HPO Factors than its peer group, then it performs financially and non-financially also better than the peer group (Dr. De Waal, HPO Center).The HPO Framework consists of five factors of high performance, with each factor consisting of several underlying HPO characteristics. These are the five factors; Quality of Management, Openness and Action Orientation, Long-Term Orientation, Continuous Improvement and Renewal and Quality of Employees.On the other hand the definition of academic achievement can vary, it depends on the indicators used to measure it. There are various indicators used to measure and show academic achievement, mostly indicators can be considered from the test or examination results of a student (Spinath & Birgit, 2012). Students' academic achievement represents performance outcomes that shows the level a student or person has attained to his/her specific goals that were the

This study examined the community participation in constituency development catalyst fund in Bahi District Council, Dodoma Region of Tanzania. The area was chosen because of low participation nature in community development programs among community members. The study used a descriptive design and employed the quantitative approach. A sample of 76 community stakeholders was selected out of the 94 study population through the simple random sampling technique. A structured questionnaire was used to collect information from respondents and the following mean scores interpretation scale was used: 3.50-4.00= very high participation, 2.50-3.49 = high participation, 1.50-2.49= low participation and 1.00-1.49 = very low participation. After analysis, the study concluded that the community highly participated in the Constituency Development Catalyst Fund (CDCF) programs. Due to such desirable results, it is recommended that the government should encourage community participation to continue for effective results to be maintained. Furthermore, the parliament should take all necessary steps to make sure that the Constituency Development Catalyst Fund’s (CDCF) Act of 2009 is amended by including provisions which show clearly how the community should participate in CDCF projects in various aspects as initiation, implementation and control. This will further enhance the community development.

The purpose of this study was to examine the influence of Motivation Factors on Service Delivery at Chamwino District Council Headquarters office. An explanatory study design was employed to collect data from the sample of 10 out of the population of 16 personnel. The sample was comprised of heads of departments and other leaders. To ensure validity and reliability, the instruments were pretested to four individuals and the responses from pretesting were used to adjust the final version of the tools. Analysis of data was done through the thematic analysis approach. It is concluded that salaries play the major role in motivating employees to work harder and delivery quality services. Secondly, allowances are a good motivational factor because they make employees feel they are being valued by respective organizations, hence they work hard in delivering quality service. Working conditions play a substantial role in service delivery because employees need to work in comfortable, healthy and safe environments. Finally, career development is very crucial as it helps to update employees’ skills, capabilities and competencies, supporting employees to deliver quality services that meet the needs of the clients. The study recommends that the PO-RALG should review the salary and incentive policy and increase salaries for employees as a way of motivating them to work harder. Secondly, leaders and managers in LGAs should ensure provision of sufficient allowances to employees so as to improve service delivery. Furthermore, the PO-RALG should improve the work environment in LGAs so as employees can work comfortably and deliver better services.