Doctor of Philosophy / Department of Educational Leadership / Charles R. Oaklief / This ex post facto research was conducted using parametric and non-parametric analysis to determine if the mass retirement of community college presidents between 2001 and 2007 had precipitated a diminution in educational qualifications, a reduction in pre-presidential community college experience, or a change in presidential career paths of first time community college presidents by era (before and after 2001). Seven hundred eighty-five currently serving presidents of comprehensive community colleges were surveyed. The overall return rate of the survey was 53.25%: the useable return rate was 49.30%. Parametric (independent samples t-test) and non-parametric (Mann-Whitney and chi square) tests were used to determine if there were significant differences in educational qualifications, pre-presidential community college experience, and presidential career paths of first time community college presidents by era (before and after 2001). The study found: - A diminution of the educational qualifications after 2001 with fewer presidents holding doctorates at the time of their first presidential appointments compared to presidents appointed before 2001; - A significant increase in pre-presidential community college experience of presidents appointed after 2001 at the time of their first presidential appointments compared to presidents appointed before 2001; - A significant difference in presidential career paths by era. Specifically, presidents appointed after 2001 were significantly less likely to have entered the community college system from K12 or from non-educational management positions. Presidents appointed after 2001 were also significantly less likely to have served as a community college Chief Academic Officer and significantly more likely to have served as a community college Primary Academic Officer, Chief Students Affairs Officer, or Vice President.

The pursuit of this study was to examine perspectives of select community college presidents and vice presidents for academic affairs regarding leadership attributes that were currently observed as being practiced by mid-level managers. The study also summarized these leaders' perceptions of the leadership attributes mid-level managers will need to possess to assume senior administrative positions, particularly the presidency, that will guide the institutions into the future. Based on an extensive review of literature, a list of 41 leadership attributes was established. The Community College Leadership Attribute Survey (CCLAS) was designed by the researcher and a pilot study was conducted. Sixty-five national community college presidents, 60 national community college vice presidents for academic affairs, 14 Tennessee community college presidents and 14 community college vice presidents for academic affairs were contacted to participate in the study. One hundred and seven usable surveys were received, for a response rate of 70%. The study found that there was a statistically significant difference in the leadership attributes presidents and vice presidents for academic affairs currently observed as being practiced and those attributes that would be needed in the future. The gap was measured between currently observed and future importance attributes, and levels of importance were listed. The study took into consideration independent variables such as gender, geographic location, years of experience in current position and years of experience in higher education. The study also examined the perceptions of those presidents and vice presidents who had work experience in the private sector before moving to higher education. Recommendations for future study included the implementation of a leadership program to help ensure that organizational leaders will have the skills needed to lead and facilitate the many changes and challenges community colleges are facing in the future. Other recommendations included institutions lending greater attention to professional development activities, and studies that would allow administrative leaders to identify and define additional leadership attributes.