Management Competence and Performance of Secondary School Administrators

AUTHOR(S)

Ma. Rodessa Z. Aquino

ABSTRACT

This study determined the level of managerial competence of secondary school administrators (SSA) in four areas, namely: 1) Strategic Thinking and Innovation, 2) Instructional Leadership, 3) Personal Excellence, and 4) Managerial Leadership. Ninety (90) SSA were selected randomly across the strata using school category which are Mega-, Large-, Medium-, and Smallcategory schools in Pangasinan Division II, DepEd, Region I. To triangulate or crosscheck the responses of the respondent-SSA, one stakeholder for every SSA was randomly selected to provide qualitative information on the management of the SSA concerned. It investigated the respondent-SSA profile variables, determined the mean differences of the levels of managerial competence, and determined whether or not there are significant relationships between the levels of managerial competence of the SSA and the profile variables. The salient findings indicate that the SSA are female dominated, experienced, well-qualified, and relatively young in service as secondary school administrators. The variables, civil status, number of relevant in-service trainings attended, and school category differentiated the levels of managerial competence among the SSA. The variable, school category was found to be significantly related to the levels of managerial competence of the respondent-SSA. Qualitative data were gathered from the respondent-stakeholders regarding their observation on the management of their respective SSA and were analyzed topically.
The grand overall level of managerial competence of the respondent-SSA is equivalent to “Competence,” in transmuted rating. Although, it was only in the area of Strategic Thinking and Innovation where the respondent-SSA obtained an overall weighted mean (OWM) equivalent to “Competent,” and that all the other OWM in the other three areas are equivalent to “Very Competent,” the grand overall weighted mean (GOWM) which was used to measure the overall managerial competence of the respondent-SSA was equivalent to “Competent.” This finding corresponded with the qualitative observation and comments of the respondent-stakeholders. It is strongly recommended that an Incentive Program in the form of a scholarship grant be formulated, developed and implemented to help the deserving SSA to finish their Master’s degree of Doctor’s degree, whichever applies. Further, it is highly recommended that in-service trainings for these SSA should be focused on Strategic Thinking and Innovation to upgrade the managerial competence of the SSA along this area. Furthermore, other studies be conducted using more independent variables and on a wider scope under the auspices of accredited graduate institutions in the area.