The problem of this study was to examine the selection process used in the appointment of high school principals in the forty-eight large-city school districts of the nation. The purposes of this study were (1) to examine how principals of high schools in large-city districts are selected, and (2) to determine the criteria considered important in the selection process. In order to conduct this investigation a questionnaire was developed. The questionnaire was validated by a twelve-member panel composed of eleven public school administrators and a former United States Commissioner of Education. Significant findings which tend to be supported by the data are: 1. Human relations skills were considered as being most important in selecting principals. 2. Superintendents placed little value on the personal traits of candidates. 3. Instructional skills ranked third in importance. 4. The selection process depended heavily on biographical data and the use of the interview. 5. Teaching experience and a master's degree are essential. 6. Assistant superintendents are involved in the selection process more often than any other group, but superintendents are most influential in the selection process. 7. School facilities, pupils, and parents are seldom involved in the selection process, and when involved, their influence is minimal. 8. Very little use is made of rating scales and standardized tests. 9. In the selection process six items were identified as being very important and five items were identified as being of little value. 10. The instrument was able to isolate five categories that are present in the selection process, and fourteen items were identified as being the underlying factors in these five categories.

The purposes of this investigation were to 1) determine to what extent nontraditional external doctorates will be recognized for employment and promotion in school systems accredited by Southern Association of Colleges and Schools; 2) determine to what extent nontraditional external doctorates will be recognized for initial employment and promotion in junior/community colleges accredited by Southern Association of Colleges and Schools; 3) determine to what extent nontraditional external doctorates will be recognized for initial employment and promotion in baccalaureate granting colleges and universities accredited by Southern Association of Colleges and Schools; 4) determine which degree and institutional factors concerning the nontraditional external doctorate are not accepted in a) school systems b) junior/community colleges c) baccalaureate granting colleges and universities; 5) determine which degree and institutional factors concerning the n on traditional external doctorate are acceptable in a) school systems b) junior/community colleges c) baccalaureate granting colleges and universities. The major conclusions were that the traditional doctoral degree still has strong advantages and that the institutional and program characteristics of the degree granting institution were very important. Many chief administrators are still undecided concerning the external doctoral degree. Chief administrators appear to be receptive to changes in traditional doctorate programs.

Expansion of Medicaid and private health insurance coverage through passage of the Affordable Care Act of 2010 was expected to increase primary care access and reduce emergency department (ED) use by reducing financial burden and improving affordability of care. The aim of this study was to examine the differences in utilization patterns that exist among the Medicaid population that participated in an optimal level of care (OLC) intervention inclusive of appointments scheduled to primary care providers. Using the integrated behavior model as a theoretical framework, the key research question focused on determining if there was a difference in ED use among Medicaid individuals who scheduled follow-up appointments compared to those that did not schedule follow-up appointments. The sample population consisted of 176 Medicaid enrollees who presented to the ED for treatment of nonurgent conditions and participated in an OLC intervention from June 2016 to July 2017. The results showed that there were no differences in ED utilization between the population that had scheduled appointments compared to the population that did not have scheduled appointments. A bivariate analysis on demographic variables also showed no differences in ED utilization among the variables. The social change implications of this study are that the practice of scheduling appointments with primary care providers does not reduce or affect ED utilization in the Medicaid population. This study contributes to positive social change through the findings that reducing ED utilization requires more than follow-up appointment scheduling with primary care providers. Further studies are warranted to understand the potential barriers and factors that affect ED utilization.

Academics and lay persons alike freely acknowledge that principals exert enormous influence over the creation, maintenance and enhancement of the learning environment in schools. They recognise that a turbulent educational world presents principals with multiple challenges in sustaining the conditions necessary for student achievement, and that some principals are more successful in this endeavour than others. This small-scale qualitative study uses a semi-structured interview process to gather data from five Chairpersons of Boards of Trustees who have appointed a principal within the preceding twelve months. The study discusses the professional capabilities that theoretical and empirical research suggests distinguish highly effective principals from capable performers. It adopts a bipartite approach to the literature, examining both academic understandings and the degree to which available official publications inform the thinking of Boards of Trustees prior to embarking on the principal appointment process. The study then explores the extent to which these understandings influence the decision-making of five Boards of Trustees in appointing a new principal. Research findings reveal a dichotomy between the theory underpinning concepts of highly effective principals and the practice of Boards of Trustees in appointing a principal. Largely unaware of the academic literature and inadequately informed by official publications, Boards of Trustees adopt a problematic generic recruitment and selection process. Uncritical acceptance of the professional knowledge and standing of external consultants and misplaced trust in the advice they proffer leads Boards to proceed on a questionable perceptual basis. Secure in the knowledge that they have obtained the educational expertise they freely acknowledge they lack, Boards are further exposed to prevailing market discourses and internal prejudices which undermine their ability to identify and appoint a principal who possesses the capabilities necessary to exercise highly effective, contextually specific leadership. This study suggests that the autonomy of Boards of Trustees in their role as employer be sustained but supported through the mandatory appointment of an appropriately qualified advisor and that the involvement of existing advisors be further scrutinized.

<p>The monitoring and supervision of local government is usually done by central governments. However in some countries like South Africa where there three spheres of government the provincial executive is charged with the supervision of the local sphere of government. In Zimbabwe the monitoring and supervision of local government is done by the central government through the relevant Minister. This study will look at the appointment of a caretaker to act as council in terms of section 80 of the UCA. Although a similar provision exists in section 158 of the RDCA, it is section 80 that has been vigorously applied by the Minister in recent times and which has caused an outcry from urban local authorities.</p>

Leadership appointment during mergers has a logical and established precedent when there is a clear target and acquirer. However, in the extraordinary case of Merger Of Equals (MOEs) – where this is relative equal ownership, board representation, earnings contribution etc - this process is much less defined and can often have serious consequences on the merger, both in closing negotiations as well as post-merger performance. Intuition assumes the better performing CEO should and will be appointed. In practice, however, that is often not the case. It is arguable that performance can be defined through objective means (financially & operationally), yet CEO appointment usually is resolved through political negotiations and financial concessions. Building upon previous studies of mergers and employing public information and reported financial data in multivariate statistical analyses, this study examines two research questions pertinent to MOE leadership appointment. First – is prior performance of merger CEOs a significant predictor for leadership selection in MOEs, and second - what metrics of past performance by merger CEOs, if any, are significantly correlated with short-term financial and operational success of the merged company? Determining whether or not a relationship exists between past performance and leadership selection, as well as post-merger success can have significant influence on the leadership appointment process for Mergers of Equals.

<p>Instability in the administration of municipalities is a particularly serious problem in the Western Cape because of its large number of coalition councils. Coalitions have led to<br /> frequent changes in local governance and to constant changes in political and administrative leadership. Due to the fluidity in local government, the politics of the day have become synonymous with back-stabbing, secret agreements and arrangements between politicians and political parties wishing to align themselves in such a way as to gain control of the councils.1 A municipality is required by the Constitution2 to structure and manage its administration and budgets, budgeting and planning processes so as to give priority to the basic needs of the community and to promote the social and economic development of the community.3 Legislation further prescribes that &ldquo / a municipality must within its administrative and financial capacity establish and organize its administration in a manner that would enable the municipality to establish clear relationships, facilitate coordination, cooperation and communication between (i) its political structures and political office bearers and its administration / (ii) its political structures, political office bearers and administration and the local community&rdquo / .4 It may therefore be argued that a municipality subscribing to the abovementioned prescripts should be functioning effectively. However, in practice continuous administrative and political instability adversely impacts on a municipality‟s capacity to provide service delivery to the community. The 2006 local government elections resulted in only four out of 30 municipalities in the Western Cape having a single party with more than 50% of the seats (outright majority). The remaining 26 municipalities were governed by coalitions of two or more parties. In 2001, Parliament introduced floor-crossing legislation which allowed Members of Parliament, Members of Provincial Legislatures and local government councillors to change their political party (or form a new party) and retains their seats when they did so.5 As a result of the 2007 floor-crossing legislation, the number of municipalities with an outright majority increased to 7. Power changes continued to occur even after the 2007 floor-crossing as a result of by-election outcomes or new internal coalition arrangements. Coalition government in the Western Cape remains a reality following the 18 May 2011 local government elections: the Democratic Alliance won 12 municipalities outright, the African National Congress won 1, and in 12 municipalities there was no outright winner. Of the 12 last-mentioned municipalities, 7 municipalities produced hung municipalities, i.e. Bitou, Witzenberg, Laingsburg, Hessequa, Theewaterskloof, Matzikama and Prince Albert.</p>

The Employment Protection Act (1982:80) provides provisions regarding priority of re-employment. A few cases where these provisions have been subject to examination, have been discussed thoroughly in SOU 2014:55. In these cases the Labour Court has identified the question whether the provisions regarding priority of re-employment can be subject to circumvention in an illegal manner. The Labour Court has stated that it would be incompatible with the sense of justice if the provisions could be circumvented to the detriment of employees entitled to priority of re-employment. However, the Labour Court stated that certain conditions have to be imposed for the assessment. After analysis of the conditions, it is established that they are deemed to cause major difficulties for employees, why it is held that the purpose and the function of the conditions are not achieved. The purpose of the essay is therefore to investigate whether the application of the conditions imposed by the Labour Court, need to undergo modifications to meet the underlying purpose of the creation of the conditions. By reason of the difficulty with the conditions, the essay provides three different amendments in which two of the amendments are ascertained to not contribute to such an improvement that they should actually be applied. The third amendment implies that the burden of proof to some degree is reversed from the employee to the employer, whereby the difficulties following the second condition are limited. To preserve the balance between the interests of both parties the standard of proof is modified for the employer. Except from the fact that the underlying purpose of the provisions can be met with this modification, the amendment also ensures that the procedural premises conform to what generally is considered valid. Additionally, the rules regain their effectiveness and predictability. / I LAS finns bestämmelser om arbetstagares företrädesrätt till återanställning. Ett antal rättsfall där dessa företrädesrättsregler varit föremål för prövning har i SOU 2014:55 diskuterats närmare. I dessa rättsfall har ifrågasatts om företrädesrättsreglerna kan kringgås av arbetsgivare på ett sätt som kan anses lagstridigt. Arbetsdomstolen har i dessa rättsfall slagit fast att det onekligen skulle vara oförenligt med rättskänslan om företrädesrättsreglerna kan kringgås till skada för företrädesberättigade arbetstagare. Arbetsdomstolen har emellertid fastställt att det måste uppställas bestämda krav för att sådant kringgående ska vara för handen, varför ett antal förutsättningar uppställts. Efter analyser av dessa förutsättningar konstateras att de ger upphov till stora svårigheter för arbetstagare, varför det i uppsatsen konstateras att förutsättningarnas syfte och funktion inte uppfylls. Det huvudsakligen syftet med uppsatsen är därför att undersöka huruvida rättstillämpningen på området behöver genomgå förändring för att uppnå det bakomliggande syftet till förutsättningarnas uppkomst. I uppsatsen utarbetas med anledning av problematiken med gällande förutsättningar tre olika förslag till ändring av gällande rättsläge. Två av dessa konstateras emellertid inte ge upphov till sådan förbättring att de bör tillämpas. Det tredje ändringsförslaget innebär emellertid att viss bevisbörda flyttas från arbetstagaren till arbetsgivaren, varigenom svårigheterna med den andra förutsättningen begränsas. För att i största mån upprätthålla balansen mellan båda parters intressen justeras också beviskraven för arbetsgivare, vilket utöver att syftet med reglerna uppnås också resulterar i att de processrättsliga utgångspunkterna överensstämmer med vad som generellt torde vara gällande. Därutöver återfår också reglerna deras effektivitet och förutsebarhet.

Thesis (MTech. degree in Education.)--Tshwane University of Technology, 2011. / The process of appointment procedures was shifted to the school governing bodies following the changes made to the education system since 1994, after the country's first democratic elections. Decisions made by the school governing bodies about whom to recommend to the Regional Director for appointment, have been questioned. The schools, known for producing good results in the past, started showing declining results when new principals who were recommended by the school governing bodies, were appointed. Arguments about how effective school governing bodies are as Human Resource officers at schools have necessitated this study, particularly the appointment procedures in the Mount Fletcher District in the Eastern Cape Province.

published_or_final_version / Public Administration / Master / Master of Social Sciences