The problem with which this study is concerned is that of identifying, validating, and ranking a set of computer competencies for school administrators. A set of thirty five proposed computer competencies for school administrators was prepared and submitted for validation to a panel composed of ten members. These ten panel members judged the competencies and suggested additional competencies that they felt should be added to the list of proposed competencies. These additional competencies were also validated by this panel. A final list of forty-two validated competencies was established and submitted to a panel composed of thirty-one members for the purpose of determining the importance the panel members attached to each competency.

No description available.

The accountability movement in education has lead to performance based evaluations for teachers, principals, and district superintendents (Hanson, 1985). Although central office administrators serve a critical leadership role in the school system (Wimpleberg, 1987), little research has focused on this group of administrators. To be effective, an evaluation system must be supported by the total environment of the organization; without use of evaluation at the highest level of the school system, acceptance of its use at lower levels will be impeded (Bolton, 1980). The purpose of this study was to examine board policies and administrative procedures used to evaluate the "superintendent's cabinet"--central office administrators who report directly to and are evaluated by the superintendent. Specifically, the study addressed 1) board policies and administrative procedures currently used, 2) differences among districts, and 3) procedures considered desirable in evaluation of the cabinet. The population consisted of the 139 school districts that were members of either Mid-Urban Superintendents Association or National Federation of Urban-Suburban School Districts. Policies and procedures were examined via responses to a census questionnaire and through analysis of documents. Data were analyzed using descriptive statistics, cross tabulations, and chi-square tests. Formal evaluation of central office administrators was mandated by the state or specified in board policy in more than two-thirds of the districts. The average superintendent's cabinet consisted of 7 members. Evaluation occurred annually, was used for multiple purposes, and was obtained through various methods. Few differences occurred among districts related to size of the district. Currently used procedures were rated as most desirable by the superintendents. / Ed. D.

The problem of this study is to evaluate the work of the primary supervisor of Tarrant County. The major emphasis has been the development of evaluative criteria from a review of literature in the field of democratic philosophy and modern psychology of education as the principles found in each apply to supervision.

Interest in this study was evoked by concern over the small percentage of women employed as school administrators. Despite recent legislation, this situation has not changed markedly. This study was needed to determine the current status, attitudes, and concerns of women certified as administrators in Texas with those of the superintendents of Texas public school districts? and to compare the differences of the two concerning this situation. It was concluded that not only did a larger percentage of the women prefer to be employed as elementary school administrators, but also the superintendents felt they would be more likely to be employed at that level. It was further concluded that a majority of the superintendents were likely to give women substantial consideration for employment as elementary school administrators, but were unlikely to hire them as chief administrators of their secondary schools. Many of the women also perceived that Texas school districts are still "in effect" participating in sexually discriminatory hiring practices whether or not the superintendents are aware of the situation. The attitudes of the women and the superintendents very clearly differed concerning opportunities available for female administrators in Texas.

This study is directed to the establishment of some principles to serve as guides for public school administrators and college authorities in conducting off-campus student-teaching programs.

The purpose of this study was to determine if a significant relationship exists between teachers' and administrators' global perspective and their receptivity to the inclusion of elements of global education in the curriculum.

This study was concerned with analyzing selected Texas school administrators in an attempt to locate intrapersonal patterns of (1) values, (2) leadership traits, (3) personality traits, (4) critical thinking ability, (5) perception, and authoritarianism. A second aspect was correlating these profiles with each other. The study had a threefold purpose. The first was to perform a detailed analysis of school administrators to determine selected intrapersonal patterns. The second was to determine possible relationships between these selected profiles. The third was to generate plausible hypotheses for testing the intrapersonal patterns found and for determining the magnitude of any existing relationships. The case studies revealed the uniqueness of each participant in this study. With the possible exception of one individual, certain weaknesses were evident in each of the participants. Canonical correlation and the Pearson correlation of D matrices determined that a relationship existed between many of the profiles. Eight hypotheses were presented at the close of the study as guides for additional research. The results of this study indicated that further research was justified in these particular areas. The results of this study indicated that intrapersonal patterns existed within school administrators and that these patterns or profiles are related. However, the determination of the magnitude of these relationships was left to additional research.

The study's primary purpose was, through the recorded observations of a Regional Education Officer (REO) working in Catholic primary schools over eighteen months, to draw out implications for local and central administrators for the maintenance and improvement of the schools' quality. Of particular interest was the question that since the schools were Catholic schools, would or should this make any significant difference to these implications. A secondary purpose of the study was the clarification and articulation for myself of what the main elements of the REO role might best be in practice. Analysis of diary entries and relevant Catholic Education Office documents was based on the writer's fundamental assumption that the merits of educational administrative decisions and actions should be judged in relation to the benefit these are to teachers and their students. The main conclusions of the study were: i) that the recognition by administrators of the special qualities of the personal and interpersonal relationships existing in schools would assist administrators in maintaining and developing the schools' quality; ii) that the religious faith aspect of the ideals of a Catholic school adds a deeper dimension to the special qualities of the personal and interpersonal relationships which are common to schools; iii) that such are the demands by staffs of schools for support and assistance, that the only ones who can realistically meet the bulk of such demands are staffs themselves, supporting and assisting each other through some form of regular collegial system; iv) that schools are more non-rational than rational organizations, and hence an emphasis on bureaucratic administrative processes will be detrimental to schools' effectiveness.

This study researched three major areas of the school Principalship within the Australian Capital Territory government school system. The three major areas of research concern related to school Principalship were: 1. Changes in the role and responsibilities of the Principal 2. Skills Principals require to perform effectively within the role and responsibility. 3. How the education department may best facilitate and support effective performance of its Principals. An outline of the history of administrative and organisational restructuring within the A.C.T. government education system during the past two decades has been presented to provide the context of the study. A review of the literature also contributed to the contextual understanding of the study by examining specific issues and understandings within the literature. The specific issues and understandings related to: context and the role of the Principal concept of the role of the Principal instructional leadership and the role of the Principal administrative and organisational devolution and the role of the Principal The research methodology used to examine the issues central to this study is qualitative or descriptive in nature, reflecting a phenomenological perspective. The data was collected through personal interviews conducted with senior administrators of the A.C.T. government school system and written questionnaires completed by Principals of the A.C.T. government school system. The data comprises the perceptions, ideas and beliefs of the two defined groups targeted in the study. The analysis of responses presented the major findings regarding the perceptions, ideas and beliefs of the Principals and senior administrators of the A.C.T. government school system relating to the key research areas of this study. The major findings show that the role of the school Principal has changed, with Principals requiring a broader array of skills to effectively meet the challenges of the new role. The major findings discuss how the education department may best facilitate and support effective performance in the Principalship. The conclusions of the study discuss how changes to the role of the Principal have increased the Principal's workload, with Principals now required to utilise a broader scope of often new skills to effectively perform their changed role and responsibilities. The Principal respondents and senior administrator respondents suggest best ways that the education department may facilitate and support effective performance of the Principalship. It was also suggested that the amount of professional development and training was inadequate to facilitate the performance of effective Principalship. Respondents indicated that incentives such as sabbatical leave for Principals be facilitated by the education department to ensure Principals' professional renewal. Finally, the implications of the conclusions of the study address the ways in which the education department may best assist Principals to acquire the necessary new skills to effectively perform their changed role. The implications of the conclusions of the study also address the ways in which the education department may best facilitate and support Principals' professional renewal. The implications of the conclusions of the study state that the responsibility for Principals' professional development and renewal should be a shared responsibility between the school Principal and the education department.