This qualitative study examined and analyzed mentoring relationships from the personal perspectives and experiences of nine African American women in higher level educational administration leadership positions that have been mentored during their career and who currently hold or have held higher level educational administration leadership positions. The study shed light and brought forth corroboration of previous studies which highlighted that it is often difficult for African American women to attain and retain higher level educational administration leadership positions and the necessity for support systems, namely mentoring relationships. Respondents provided valuable information, evidence, and insight that may be useful in selecting, supporting, retaining, and promoting other African American women into leadership positions. African American women who seek higher level leadership positions in educational administration often face insurmountable barriers, according to the research respondents. These barriers can be attributed to stereotypes related to race, age, and gender. The responses of study participants are supported by the research literature which describes how women, in general, tend to give up their quest for leadership positions when they feel overwhelmed and unsupported while attempting to navigate through the obvious and hidden barriers (Grove & Montgomery, 2001; Malone, 2001). The data from this study shed light on the fact that African American women interested in higher level educational administration leadership positions need access to support systems that contribute to their job success and satisfaction. The respondents reported that engaging in mentoring relationships helped them bridge the gap between theory and practice. Additionally, they stated that more than one mentor, bringing varied perspectives to the mentee, was needed to help address job-related challenges. The respondents further reported that mentoring relationships are beneficial to both the mentor and mentee and emphasized that the mentoring relationships should be open and both the mentor and mentee should be approachable. In summation, even with its imperfections and inconsistencies, respondents noted that the mentoring process continues to be one of the best ways to provide a lasting influence on the attitudes, knowledge, expertise, and professionalism of African American women who are seeking to attain or retain higher level educational administration leadership positions.

Faculty in higher education overtly teach content and skills to their students in their courses. However, faculty teach and demonstrate a tacit curriculum in their interactions with their students as well. This study examined how faculty believe they articulate and personally demonstrate these tacit goals and objectives to their students. This study examined the interview responses of ten female university English instructors. The faculty were questioned regarding the values, moral principles, ethical standards, and academic goals that they believe they demonstrate and enforce among their students. In addition, faculty were asked if they believed if the elements changed over time as faculty gained teaching experience or if they changed according to the students' academic rank. As the data from this study was coded, a grounded theory of the tacit curriculum in higher education emerged. This grounded theory can best be seen as a developmental model through which female English Department faculty progress as they gain classroom teaching experience. Faculty in this study progressed through three stages in their development as teachers; Show-Off Lecturer, Audience Respecter, and Mentor/Teacher, and developed a tacit curriculum as they gained teaching experience. These stages correspond with movement from novice to expert status in teaching. The presence of this developmental model lends credence to the phenomenological model of human learning developed by Hubert and Stuart Dreyfus and supports Polanyi's concepts of the personal and tacit dimensions of human knowing. This responses in this study indicate that as faculty develop teaching skill, they also develop tacit moral aims to their teaching. It is unclear if the development of these moral aims are deferred until tenure is obtained or if the process of their development just takes about the same time as the tenure process. In addition, while there is no way to exclude all other influencing factors in the faculty member's lives, the data in this study suggests that experience is central in the development of the faculty's tacit moral curriculum.

The purpose of this descriptive study was to uncover the reasons why qualified African American administrators in California were not pursuing or ascending to a superintendency. Four questions served as the basis for the research. Using the Superintendent-Level Administrator Review Instrument (SLARI), a three-part questionnaire developed by the researcher, data were gathered from African American superintendent-level administrators in California who held the title of deputy superintendent, associate superintendent, assistant superintendent or executive director. Part I of the questionnaire asked demographic information of each respondent. Part II asked for the respondent's level of interest in the superintendency. Part III asked the respondent to use a Likert scale to indicate how 46 items had impacted his/her decision regarding a superintendency. Qualitative data was also collected by using 17 semistructured interview questions. The SLARI data were analyzed to determine the level of influence of each item. Interview transcripts were analyzed using content analysis and generalized as findings. The findings indicate there are at least 20 variables which have contributed to why more African American superintendent-level administrators are not pursuing or ascending to a superintendency. Some of the variables included lack of mentoring and networking, lack of community support, gender bias towards African American females, racism, lack of bilingual skills, perception of being incompetent, lack of trust, negative media pressure, low salary, headhunters' unfamiliarity with superintendent-level administrators, general lack of experience, negative impact of politics, lack of business skills, poor writing skills, lack of family support, and lack of self-confidence. The findings also indicate that negative actions of boards of education have significantly contributed to the respondents' decision to not pursue a superintendency. Respondents offered several skills, knowledge and strategies they needed to assist them in obtaining a superintendency. The researcher also identified four processes which will help increase the number of African American superintendents including strategic recruitment efforts, ongoing professional development opportunities in school business management and finance, mentoring and networking. Finally, eight recommendations are offered to help increase the number of African American superintendents in California.

Objective . The purpose of this study was to determine if the leadership behavioral practices of female and male high school principals were similar or different. Methodology . The Leadership Practices Inventory - Individual Contributor (LPI-IC) form was sent to a random sample of 300 (100 females and 200 males) of the 898 public high school principals in California. The response rate was 45 percent (N = 123; 79 males and 44 females). The typical principal had served six years, with an average of 13 years as a teacher. Key findings . While female principals generally reported higher scores than their male counterparts on the five leadership practices, there were no statistically significant differences between the two groups on Challenging, Enabling, and Encouraging. On both Inspiring and Modeling, the scores of female principals were higher than those of male principals. Number of years as a principal was not correlated with any of the five leadership practices; and the same was true for number of schools as a high school principal. Challenging and Inspiring were significantly correlated with number of years as a teacher.

The purpose of this research is to understand the California Beginning Teacher Support and Assessment Program through the eyes of school principals. This study described how principals perceive: (a) the use of Standards of Quality and Effectiveness for Beginning Teacher Support and Assessment Programs , (b) the barriers to supporting the program, and (c) the effects of the induction program on students, experienced teachers, and school culture. A survey was developed from elements in Standards of Quality and Effectiveness for Beginning Teacher Support and Assessment Programs . Survey data were collected and organized to accurately reflect principals' experiences. Narrative comments to four open-ended questions were analyzed, and common themes were identified. The findings of this study indicate that principals hold the Beginning Teachers Support and Assessment Program in high regard. This study provides details about how principals perceive the communication and confidentiality within the program, the role of the principal, and the role of the support and assessment activities for new teachers. Principals also reported that the program has a positive impact on students, school culture, and experienced teachers. This study provides insights into the operation of a Beginning Teacher Support and Assessment Program. These insights provide a beginning for informed discussions that will lead to a greater understanding of the role of principals in the induction programs for new teachers.

Increasing pressure on schools to continually increase levels of academic performance has caused valuable career/technical education programs to be sacrificed. These programs are important as they not only help keep students engaged in school, but train them for the workforce, at a time when the United States is facing a serious skilled-worker crisis. This study examined the perceptions of business professionals as advisory members and their role and motivation for participation on ROC/P advisory committees in San Joaquin County. It also examined ROC/P educator perceptions about business professionals' role and motivation for participation on ROC/P advisory committees. Responses of both groups were analyzed as they related to eight specific research questions. The study group consisted of 59 business partners and 39 ROC/P educators from various industry advisory groups. Each participant completed a 20 item survey especially designed for this study. Participants also responded to several demographic-type questions. The results of both groups were analyzed and compared. Although there was a tendency toward agreement on most of the survey items between the business professionals and educators' responses, the results showed that there is still a need for better understanding and communication between education and business. Advisory committees are a mechanism by which education and business can come together to address issues of mutual concern, such as modifying curriculum to meet industry needs. Business professionals are not in full agreement that their recommendations are truly incorporated into the curriculum. This study recommends that educators focus more on assisting business professionals in understanding their role as advisory committee members, to communicate more clearly regarding recommended curriculum changes, and to increase the opportunities for mutually beneficial sharing.

The threat of school violence plagues high school campuses nationwide. To thwart violent student behavior and create a safe school environment, schools often utilize punitive disciplinary practices. These practices, often referred to as zero-tolerance policies, essentially transform schools into law enforcement models focused on punishment and the exclusion of students from the educational setting. Conversely, restorative justice practices, specifically Circles, provide students with an opportunity to resolve conflicts through dialoguing, problem-solving, building relationships and reflecting on their behavior. Used in conjunction with traditional disciplinary practices, Circles can provide schools with an additional tool to teach appropriate behavior. Currently, there is limited research examining the impact of the Circle process on student behavior and school climate relative to student discipline. The purpose of this study was to examine the use of restorative justice practices, specifically Circles to address behavioral infractions among high school students. The findings of this study add to the current literature surrounding school disciplinary theory and practice and provide school administrators with another option for addressing student behavior. A qualitative case study approach was utilized to examine the impact of Circles at one high school. Thirteen participants were interviewed during a week long visit to West Valley High School (identified by pseudonym). Interviews responses were transcribed, analyzed and coded into themes representing the experiences of the participants in the Circle process. The data for this study revealed the following research findings: (a) the school employed a restorative approach to discipline which included the use of Circles as a complement to traditional disciplinary procedures, (b) the Circle process at WVHS led to the elimination of further behavioral infractions among Circle participants, (c) the Circle process provided students with increased opportunities for conflict resolution and learning, (d) the Circle process provided a forum for students' to discuss personal issues unrelated to the original conflict, and (e) the Circle process had a positive impact on student behavior and the participants' perception of school climate relative to student discipline.

The growing English learner student population in California faces the daunting challenge of both meeting the academic expectations of school curriculum while also learning to speak, write, read, and understand a new language. Often it is the task of school administrators to choose, plan, implement, and maintain instructional programs that best meet the needs of all students. Dual Immersion is an instructional bilingual model that has been used to address the learning and teaching needs of students who do not speak English. The purpose of this study was to describe the role of elementary school administrators and the obstacles encountered while implementing and maintaining Dual Immersion programs in California. Two research questions were addressed: 1. What is the elementary school administrator's role in the process of implementing and maintaining a Dual Immersion Program? 2. What are the obstacles encountered by elementary school administrators in the process of implementing and maintaining a Dual Immersion Program? A non-experimental, descriptive research design was used to analyze the survey results. Eighty surveys were sent to elementary school administrators. Twenty respondents' answers were used in the data analysis. Three personal interviews were also conducted to more fully understand the skills, tasks, and obstacles to successfully implement and maintain a Dual Immersion. The results of the data analysis in this study revealed that elementary school administrators need: 1. To ensure that teachers analyze student data and make curriculum decisions that affect the academic performance of students in a Dual Immersion program; 2. To ensure that teachers understand the outcomes and expectations of the program. 3. To encourage teachers to use data analysis to accommodate the instructional needs of all the students in the program. 4. To ensure that new staff members to the program found support and guidance 5. To support program policy to encourage accountability. The conclusions of this study confirmed the importance of comprehending the goals and methodology of Dual Immersion programs, parent involvement and support, and the need for administrators who active participation in their leadership and managing roles.

This study investigated the perceptions undergraduate students of color held of their experiences while attending a private, predominately white, institution and the impact that perception had on their sense of belonging and academic experiences. This two-phase, sequential mixed methods study obtained statistical, quantitative results from a sample of students of color and then followed up with a few individuals to probe and explore those results in more depth. In the quantitative portion, the concept of stigma vulnerability was explored utilizing the Prejudice Perception Assessment Scale . A non-experimental correlational design was utilized to ascertain which variables were predictive of students' stigma vulnerability and whether differences in stigma vulnerability existed between Asian, African American, and Latino groups once gender, major, semesters on campus, and home community diversity were accounted for. In the qualitative segment, phenomenology was used to investigate student perceptions through focus group discussion. Unstructured focus group discussions were employed to investigate perceptions of the college experience between students who scored higher and lower on the PPAS. The quantitative results of the study indicated that none of the variables hypothesized to be predictive of stigma vulnerability were found to be statistically significant. However, the qualitative findings revealed interesting similarities in perception between students with higher and lower PPAS scores. The focus group interviews revealed the following themes: Stigma/Tokenism, Racism, Inequitable Treatment, White Student Insensitivity, Privilege, Competency Testing, Nature of Diversity, Insignificance of Diversity, and Uncomfortable Climate. By examining how students of color perceived the campus environment, including perceptions of social interactions, educators can begin to take progressive and proactive action toward building an inclusive environment that models meaningful diversity. Suggestions for future research and implications for practice are discussed.

The intent of this study was to provide a summative evaluation of the educational program at Arizona Boys Ranch. A survey was distributed to teachers and educational administrators, program documents were obtained, interviews were held with those surveyed, and observations took place throughout 1997. The major areas studied were curriculum, student assessment, educational locale, personnel patterns, student characteristics, and community/agency partnerships. The educational program states that it is part of a blend with the overall philosophy of Arizona Boys Ranch, where individual treatment, behavior modification, independent living skills, basic counseling, work ethic, service to the community, restitution, and transition are additional areas of focus. However, a composite of the data indicated a trend of the educational program's use of a traditional curriculum, traditional student assessment strategies, and traditional teacher evaluation methods.