A STUDY OF THE COMPETENCY OF SECONDARY SCHOOL DIRECTORS UNDER THE JURISDICTION OF PHNOM PENH MUNICIPAL DEPARTMENT OF EDUCATION, YOUTH AND SPORT, THE KINGDOM OF CAMBODIA

Abstract

The objectives of this study were 1) to study competency dimensions and sub-dimensions of secondary school directors, 2) to determine the present and desirable competency levels of secondary school directors, and 3) to develop guidelines for the competency development of secondary school directors under the jurisdiction of Phnom Penh Municipal Department of Education, Youth and Sport. The sample population was 66 secondary public schools under the jurisdiction of Phnom Penh Municipal Department of Education, Youth and Sport that included 436 respondents, consisting of 66 school directors and 370 teachers using stratified random sampling. Research instruments used in this study were questionnaires and a semi-structured interview. Quantitative data were analyzed using descriptive statistics: frequency, percentage, mean, standard deviation, and modified priority needs index (PNImodified). Qualitative data were analyzed using content analysis. The findings were as follows: 1) There were 7 competency dimensions including policy ad direction, instructional and achievement, managing change and innovation, resource and operation, people and relationship, morality, values, and ethics of leadership, and language and 31 sub-dimensions. 2) Competency levels of secondary school directors were rated high, in overall, for both present and desirable perspectives. Amongst 7 competency dimensions and 31 competencies, 6 competency dimensions and 15 competencies highly needed to be developed. These included language, resource and operation, policy and direction, managing change and innovation, instructional and achievement, and people and relationship. 3) Guidelines for the competency development of secondary school directors under the jurisdiction of Phnom Penh Municipal Department of Education, Youth and Sport included competency development methods, guidelines for each competency dimension, and issues to be solved. The competency development methods were training, self-study, and career development and the issues to be solved included the salary level, conflict of interest, and political influence.