The study examined the challenges faced by the selection committees during the selection process and recommendation for appointment of teachers, especially to promotional posts in rural schools. From oral discussions with my colleagues and community members, it has become clear that rural schools face many challenges. Some of the problems arise from the nature and manner in which the selection committee is composed.
The results of the study suggested that there are also underlying factors which influenced the selection process.
- Background and purpose of the study
- Statement of purpose
- Rationale
- The scope of the study
- Critical research questions
- Theoretical and Conceptual Frameworks
- Significance of the study
- Organisation of the study
The ignorance and incompetence of some members of the selection committee resulted in power-hungry candidates or teachers' unions raising a dispute. I also alluded to the fact that careless errors arise because some members of the selection committee do not have the necessary expertise. What are the challenges faced by the members of the selection committee in carrying out their duties during the selection process.
The department officials with understanding and insight of the actual practice during the selection process.
Review of international literature
After the selection process has been completed, the selection committee of the school makes a recommendation for the appointment of the chosen candidate to the Local Education Authority (LOA). The selection committee is composed of the various stakeholders of the School Governing Body such as the principal of the school, the parents, teacher representatives, co-opted members including the teachers union representatives. Gips and Bredson (1984) cited in Pillay (2005, p.21) asked parents' views in New York about whether they approved of the SBL's choice of principal.
There is also a tendency to focus mostly on the selection and appointment of principals and vice-principals, as a result there is little information about the selection.
South African Literature
- Legal framework
- Composition and functions of the School Governing Body
- The selection committee and its functions
- The management of the selection process
- The recruitment process
- Shortlisting
- The interview process
- Ratification by the School Governing Body
This means that there is an urgent need for the training of the entire selection committee in order to be thoroughly prepared for the management of the selection process. It is equally important that the competent members of the selection committee should select the most suitable individual. In rural schools, representatives of the Directorate of Education must always be present during the selection process.
At the end of each interview, each member of the selection committee must complete an assessment for each candidate.
Conclusion
Research questions
Research approach
Research design
- Purposive sampling
- The sample
Research instruments/methods
- Semi-structured interviews
- Preliminary interviews
- The actual interviews
- Conclusion
The role of the selection committee during the selection process
Challenges in the selection process
- Favouritism, subjectivity and biasness 59
- Impact of Post Provisional Norm/Model (PPN/M)
- Example of PPN/M- School Y
- Selection and scoring criteria
- Lack of expertise
- Manipulation of members
- Manipulation by professional selectors
- Manipulation by the teacher unions
These responses show that some members of the selection committee are aware of such bad practices. These responses suggest that some members of the selection committee are either threatened or unaware of the union representative's role during the selection process. This implies that it is this kind of uneasy atmosphere from the members of the selection committee that the teacher union representatives exploit during the selection process.
Therefore, bias, nepotism and subjectivity become the order of the day during the selection process (Gounden, 2000). This means that the selection process is therefore a formality since some members of the selection committee knew in advance the candidate they wanted. The most common problem that selection committee members face in performing their duties during the selection process is lack of expertise.
Manipulation refers to the skillful or underhanded manner in which some members of the selection committee handle or influence the selection process. It is important to note that during the interviews, the manipulation by members of the selection committee manifested itself in two ways. Regarding the same question, a co-opted member stated that manipulation by some members of the selection committee is common during the selection process.
Some members of the selection committee misinterpret this constant interference from teachers' union representatives. The majority of respondents cited manipulation as a major challenge facing selection committees during the selection process.
How to overcome the challenges?
- Lack of expertise due to illiteracy and inadequate training
- Favouritism, subjectivity, biasness and manipulation
There was an overwhelming consensus among participants that constant and ongoing training should be provided to selection committee members. This indicates that the type of training some members of the selection committee receive is inadequate. There were also suggestions from some participants that a team of professionals should conduct the selection process across the KwaZulu-Natal province.
For example, in situations where certain candidates are favored for the position, some members of the selection committee would manipulate the selection process and become biased and subjective in evaluating candidates. There are people who like to manipulate others within the committee, you will notice that there is no agreement among the members of the selection committee. Other members of the selection committee would fit into these camps according to their feelings.
During the selection process there is internal strife between these camps and it becomes a matter of 'survival of the fittest'. When there is a deviation from policy, they usually step in and eventually take control of the selection process. Moreover, the interviews showed that the PPN/M has an impact on the selection process.
It goes without saying that some members of the selection committee, for obvious reasons, hold back such tendencies and do not reveal their intentions in advance. Although the teachers' union representatives are trying hard to eradicate such tendencies by questioning some of the decisions made in the selection process.
Conclusion
This may stem from the perception that some principals will use the selection process as a reward for the best performing educators in their schools. It is important to note that there was a general consensus among the participants that it becomes absolutely difficult to detect elements of favoritism, subjectivity and bias during the selection process. It seems that some selection committees are not looking for a qualified candidate or a person who will contribute positively to the development of schools.
These trends are a gross violation of the democratic principles that promote transparency, consistency and honesty among the members of the selection committee, and such activities do not promote the principles of democracy as proclaimed by SASA. Furthermore, the school in question may be denied the opportunity to find a suitably qualified candidate, who will of course be chosen on the basis of merit.
Introduction
Summary
- The challenges
The findings of the study revealed that due to lack of education among some parents in rural communities, very few parents become actively involved in the selection process. Similarly, the representatives of the teachers' unions are said to take advantage of the poorly trained selection committee and manipulate the selection process in favor of their members. What is striking is that during the selection process, some members of the selection committee appeared to be unfamiliar with the laws governing the selection process.
The laws governing the selection process clearly outline the role each member of the selection committee must play during the selection process. In the same documents, the correct procedures to be followed during the selection process are clearly spelled out. The study revealed that some chairpersons of the selection committees are not well versed in the intricacies governing the selection process.
On the other hand, some parents are either passively involved or excluded from the selection process. It is interesting to note that the presence of the teachers' union representatives brought another dimension during the selection process. This kind of intervention is interpreted by some members of the selection committee as unnecessary.
Moreover, some members of the selection committee were threatened and saw this continued intervention by the teachers' union representatives as a form of aggression. The research shows that the smooth running of the selection process is sometimes hampered by a number of challenges.
Recommendations
Since the study revealed that there was a lack of active participation of parents during the selection process, it is therefore imperative to mention that capacity building workshops, especially of parents, should be conducted in a language that is easier for most beneficiaries. of these workshops to understand. In the case of KZN, the IsiZulu language should be used during the training sessions so that most parents can understand what is required of them during the selection process. Principals, educators, elected members, parents as well as teachers' union representatives must be equipped with the necessary skills required during the selection process.
These selectors should be made aware that any deviation from the policy governing the selection process is tantamount to an allegation of misconduct. Therefore, it is very important to warn selectors that any decision taken during the selection process must be within the parameters of the legislation governing the selection process. Selection committee members must understand that the selection process is a collective and coordinated decision-making process.
It is within the legislation that teachers' union representatives intervene where there is a deviation from policy regarding the selection process. Subject advisors should also be allowed to sit on the selection committees to provide guidance on the subjects' requirements. Principals should stop acting as resource persons and become ordinary members of the selection committees.
The impact of PPN/M during the selection process should be seriously considered. The DoE should decide that new appointments to a school will not affect the PPN/M at least for the first three years after appointment. In addition, other instruments should be introduced to assess candidates during the selection process, such as written reports, role plays.
Conclusion
An investigation into the selection and appointment of educators in the position of the Head of Department, a thesis submitted for the degree of Master of Education. Teacher attitudes toward parent involvement in the selection process for the appointment of teachers to school-based promotion positions, a dissertation submitted for the degree of Master of Education. Current process for the selection of the principals, a thesis submitted for the degree of Master of Education.
Are there any issues beyond your control that arise during the selection process. As Chair of the Selection Committee, what is your role during the selection process. What shortcomings does the selection committee have that affect its role in selecting and appointing teachers.
What strategies/action plans should the Selection Committee use to address the issues. What are the powers of the selection committee in selecting and appointing educators. What strategies or action plans should be made by the selection committee to deal with these problems.
What procedures are followed as a member of the selection committee to select the most suitable candidate. What are the inadequacies that the selection committees have that affect their role of selecting and appointing educators.
Appendix 1- interview guide for the principal-resource person
Appendix 2- interview guide for the chairperson
Appendix 3- interview guide for the teacher union
Appendix 3- interview guide for the other members
Appendix 4- letter requesting permission to conduct interviews
Appendix 5- letter granting permission to conduct interviews
Appendix 6- ethical clearance
