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.

No abstract available. / Thesis (M.Ed.)-University of Durban-Westville, 1975.

The purpose of this study was to examine the availability, credentials, and qualifications of nutrition providers for Division IA intercollegiate athletic programs that have competitive women's gymnastics, women's swimming and women's cross country, or a combination of two of these sports. It was also the purpose of the study to identify if relationships exists between demographic factors and 1). The employer of the nutrition provider, 2) the title of the nutrition provider and 3) the availability of nutrition education.Surveys were sent to 161 Division IA Athletic Directors. The institutions selected in the study have competitive women's gymnastics, women's swimming and women's cross country, or a combination of tow of these sports. The National Directory of College Athletics was used for selection of the universities participating in this study. A 69% return rate was achieved and all surveys were deemed useable. / Department of Family and Consumer Sciences

There is no abstract available for this dissertation. / Department of Educational Leadership

The aim of the study was to investigate why it was deemed necessary to train and localise the public and private sectors by the Swaziland government. The efforts began shortly before Swaziland attained independence in 1968. Many of the initiative to localisation started in pre-colonial Swaziland in 1966 leading to independence. The study also examined the drawbacks to training and localisation and how these were overcome. Swaziland inherited and was strongly dependent upon a strongly entrenched cadre of top-level public service and private administrators who were expatriates. The study also examined how far localisation has gone to date.

The problem of this study was an investigation of the functions of school attorneys in selected Texas public schools and the methods by which they were selected, as perceived by the school superintendents. The purposes of this study were to determine the extent to which Texas public school districts utilized school attorneys, the procedures used by school districts in employing school attorneys, the functions of school attorneys, and the ideal relationship between the school attorney and the school district.

The purpose of this study was to determine whether College of Education graduates who sought and secured employment as teachers differed on the academic variables of grade point average, student teaching evaluation, and professional recommendations from those who were not successful at securing such employment. A comprehensive review of related literature was conducted, focusing on three aspects of the employment situation: (1) teacher supply and demand, (2) the selection process, and (3) the role played by academic criteria in the selection process. A study was conducted in which students who were successful in finding teaching positions were compared with those who were not successful, on the academic variables of grade point average, student teaching evaluation, and professional recommendations. Demographic data were also collected and analyzed. The subjects were sixty-three randomly selected students from the May 19 80 graduating class of the College of Education, North Texas State University, Denton, Texas. For purposes of statistical analysis, the students were divided into the following three groups: Group A (those who successfully sought employment as teachers), Group B (those who sought such employment but were not successful), and Group C (those who did not seek employment as teachers).

The study employed 206 entry-level, retail sales associates working for a large telecommunications company across 70 store sites. The purpose of the study was to discriminate successful performers from those with little sales potential via a valid, fair, and practical selection procedure. The experimental test set consisted of the General Ability Battery, Sales Attitude Checklist, Wonderlic Personnel Test, SRA Verbal Form, School and College Ability Test Verbal, SPA Arithmetic Index, and SRA Reading Index. Supervisory ratings and percent revenue data were used as measures of sales performance. Based on the multiple regression results, the SPA Reading Index and SRA Verbal Form were chosen to compose the final selection system for the retail sales position.

The purpose of this study was to investigate the relationship between TeacherInsight™ (TI) scores and student performance as measured by student academic change scores on the Texas Assessment of Knowledge and Skills (TAKS) test. School district administrators, particularly district personnel administrators, are continually faced with the task of screening and hiring potential teacher applicants who are expected to influence student achievement outcomes directly. Efforts to make the screening, selection, and hiring process more efficient and effective have led to the use of certain teacher prescreening selection instruments that provide a research-based assessment of teachers’ affective attributes, which purportedly predicts teacher effectiveness. This study addressed this concern using a teacher screening and selection tool, the TI, design by the Gallup Organization. According to the Gallup Organization, the TI is a predictor of teacher affective attributes or talents. The state of Texas uses a student evaluation process called the TAKS to measure student academic gains in certain subject areas. This study examined the relationship between the TI and teacher effectiveness as measured by student academic TAKS change scores in mathematics in fourth and fifth grade. I used data obtained from a single school district in north central Texas. The specific targeted population consisted of 874 students enrolled in mathematics and 44 fourth- and fifth-grade teachers hired over a 3-year period (20082011). I applied a quantitative causal-comparative research design. Descriptive statistics for all variables were presented and bivariate relationships between continuous variables were examined. A two-level linear regression model was used to predict student performance on state-mandated assessments using teachers’ TI scores while controlling for relevant covariates. The statistical significance level throughout the study was set at α = .05. A major finding of this study revealed that teachers’ TI scores were not significant predictors of student achievement in the final model (p = .351). Moreover, the final model did not have significant predictive power when compared to the null model. The findings suggest that other factors not recorded in this dataset may influence student academic performance. Only student gender was a significant predictor of TAKS scores. However, the effect size indicated that student gender accounted for less than 1% of the variance in student achievement (R2 = .003). The findings of this study indicate that the TI alone should not be used as the sole instrument in predicting the quality and potential influence a teacher candidate will have on student performance on state-mandated assessments, and the selected school district should consider re-evaluating its use of the screening instrument for selecting teachers. Recommendations based on the results of the study are discussed and areas for future research are provided.

The human resources department of a financial institution implemented a multi-component intervention to replace a paper-based hiring system. Organization-wide impacts included changes in the background check operations. To support changes, training was conducted and procedure manuals distributed. Turn time for background checks decreased, but a combination of factors may be responsible. Other metrics are either inconclusive or suggest a confounding variable, yet quality of work did not suffer was maintained. Desired system use was achieved, accompanied by improvements in time-to-fill, voluntary turnover, and quality of applicants. Considerations for analysis and challenges faced are discussed, along with suggestions for further clarification and improvements.