Assessment of Needs and Capacity of District Office Professional Staff

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CATEGO RIES STAFFING CONDITIONS OF SERVICE Table 16: Comments from Leadership & Management AN ANALYSIS OF ISSUES AND GAPS IN SCHOOL OPERATIONS LEADERSHIP & MANAGEMENT ISSUES & PERCEPTIONS FROM THE ISSUES AND PERCEPTIONS FROM THE SCHOOL DISTRICT OFFICE • Staffing Provision • Shortage of staff • Lack of Human Resources • Due to lack of personnel, drawing of time table creates a problem • Caretakers to all schools so as to manage our infrastructure • Staff shortages absenteeism • Organizational structure must be visible in the principals office • More administrative staff & teachers needed at schools • Shortage of administrative staff both at school & district office • Great shortage of teachers • We are understaffed, Files were distributed with this information • Provision of human resources • Ensuring that the correct staff & committees are in place • Permanent employment of educators • Provision of trained staff • Lack of human resources • Lack of human resources and trained staff • Increase in school post establishment by province • Appointment of new personnel constitution of standard school • Stop redeployment & advertise posts. Do away with Peter Morkel Model for post distribution, supply furniture • Employment of more staff at least each class must have an educator • Uncertain about conditions of Service • Conditions of Service of Temporary educators • Changes from department (redeployment) demotivate & demoralize 45 • Critical shortage of DCES's, Deputy - Directors and Assistant Director • Subject heads in schools non - existent or inadequate. • Appointment of principals be on merit & not on popularity and politics
CATEGO RIES ROLES & RESPONSIBILITIES AN ANALYSIS OF ISSUES AND GAPS IN SCHOOL OPERATIONS LEADERSHIP & MANAGEMENT ISSUES & PERCEPTIONS FROM THE ISSUES AND PERCEPTIONS FROM THE SCHOOL DISTRICT OFFICE • Levels of accountability / responsibility • Proper guidance with job description of different stakeholders • Guidance on appropriate job descriptions • Uncertainty in the case of principal & non cooperation of staff • SMT lacks monitoring skills • Manage yourself first effectively • Educators attendance • Lead by example • Low morale on educators, management not motivated by the Department • SMT's are run by certain people • Mutual management • Irresponsible educators. Union interference • Transparency • No clear job description • Resistance to change • H.O.D not clear about their roles & responsibilities • Ensuring that responsibilities are effectively undertaken - principles authority lacks - DEO is needed to help • Managing structures not functioning well • Code of conduct for teachers and learners not observed • Ensuring that responsibilities are effectively undertaken • Effectively delegating responsibilities • Clarifying & allocating responsibilities to staff • Fair distribution on job descriptions • Supervision to ensure that responsibilities are effectively undertaken • Overlapping job descriptions without clear delegation • Clarifying and allocation responsibilities to staff • Effectively delegating responsibilities • Committees are there but without policies • Committees are there but unfunctional • Refuse to perform duties delegated to them having many cross questions 46 • Non acceptance of authority • No clear and defined responsibilities • Lack of decisive leadership in schools • Co-ordinate creativity of all staff • SMT's are dysfunctional • Reluctance to take decision in all levels
Page 1 and 2: Province of the EASTERN CAPE DEPART
Page 4: TABLE OF CONTENTS LIST OF TABLES
Page 7 and 8: Table 43: Training Options : Budget
Page 10 and 11: 1. INTRODUCTION BACKGROUND The Depa
Page 12 and 13: 7. To provide an opportunity for di
Page 14 and 15: d) Capacity in Budget & Finance Man
Page 16 and 17: o) Capacity in Organizational Devel
Page 18 and 19: 2. THE CONTEXT OF PROFESSIONAL DEVE
Page 20 and 21: Fragmentation of Responsibilities i
Page 22 and 23: 3. STAFFING PROFILES This section o
Page 24 and 25: JOB TITLE OR POSITION Table 2: Job
Page 26 and 27: The data presented in Table 9 summa
Page 28 and 29: DISTRICT Grahamstown King William
Page 30 and 31: Table 7: Overall Qualification by C
Page 32 and 33: DISTRICT District Not Available A2
Page 34 and 35: # District 1 Bizana 2 Butterworth 3
Page 36 and 37: 4. ROLES & RESPONSIBILITIES OF STAF
Page 38 and 39: The comments are insightful. They r
Page 40 and 41: CATEGORIES DISCIPLINE ASSESSMENT AN
Page 42 and 43: CATEGORIES CAPACITY BUILDING ROLES
Page 44 and 45: CATEGORIES FINANCIAL MANAGEMENT CAP
Page 48 and 49: CATEGO RIES PLANNING AN ANALYSIS OF
Page 50 and 51: CATEGO RIES AN ANALYSIS OF ISSUES A
Page 52 and 53: CATEGO RIES SERVICE DELIVERY AN ANA
Page 54 and 55: CATEGO RIES CURRICULUM AN ANALYSIS
Page 56 and 57: Table 18: Comments from Community I
Page 58 and 59: CATEGORIES POLICY PROCEDURES AND PR
Page 60 and 61: CATEGORIES LEARNER TEACHER SUPPORT
Page 62 and 63: CATEGORIES POLICY FINANCIAL RECORDS
Page 64 and 65: PERSONAL DEVELOPMENT ROLES & RESPON
Page 66 and 67: CATEGORIES CURRICULUM COMMUNICATION
Page 68 and 69: CATEGORIES COMMUNIC ATION STAFF CAP
Page 70 and 71: Table 24: Gaps & Issues in the Supp
Page 72 and 73: COMPONENT OF WHOLENESS IN SCHOOL OP
Page 74 and 75: 5. A FRAMEWORK OF RESPONSIBILITIES
Page 76 and 77: AREA OF CAPACITY FOR UNDERTAKING RE
Page 78 and 79: JOB REQUIREMENTS • Provide effect
Page 80 and 81: JOB REQUIREMENTS • Assist princip
Page 82 and 83: JOB REQUIREMENTS • Support initia
Page 84 and 85: AREA OF FOCUS • Assist principal
Page 86 and 87: 5b. LEADERSHIP AND MANAGEMENT DEVEL
Page 88 and 89: Table 32: Capacity: Leadership & Ma
Page 90 and 91: 5c. PLANNING INTERVENTIONS JOB REQU
Page 92 and 93: Table 38: Self Assessment by Staff
Page 94 and 95: When one examines job requirements
Page 96 and 97:
JOB REQUIREMENTS • Assist schools
Page 98 and 99:
Table 43: Training Options: Budget
Page 100 and 101:
Table 46: Job Requirements by Staff
Page 102 and 103:
JOB REQUIREMENTS • Monitor, evalu
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JOB REQUIREMENTS • Able to integr
Page 106 and 107:
Training Options Table 53 and Table
Page 108 and 109:
Table 54: Job Requirements: Program
Page 110 and 111:
Personal Capacity As noted in Table
Page 112 and 113:
Table 59: Training Options by Staff
Page 114 and 115:
JOB REQUIREMENTS • Understands De
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experiential, and participants shou
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Table 65: Job Requirements by Staff
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• Customer Care Training Options
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JOB REQUIREMENTS • Create and mon
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5k. CAPACITY TO COMMUNICATE Communi
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� Liaising with stakeholders insi
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JOB REQUIREMENTS • Communicate bo
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OPTIONS FOR TRAINING • Effective
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6. PRIORITY AREAS FOR TRAINING The
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CATEGORIES DISCIPLINE ASSESSMENT AN
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AREA OF ANALYSIS OF JOB REQUIREMENT
Page 138 and 139:
CORE CONTENT MANAGEMENT & LEADERSHI
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INFORMATION AND COMMUNICATION TECHN
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MANAGEMENT AND LEADERSHIP Values &
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COMMUNICATION AND INTERPERSONAL SKI
Page 146 and 147:
Pre-Course Processes Figure 4. Stru
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7. PROGRAMMING IMPLICATIONS FOR THE
Page 150 and 151:
terms of physical space, but also i
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Mobilization Strategy The Institute
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8. CONCLUSION AND RECOMMENDATIONS T
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APPENDIX 1 NEEDS & CAPACITY ASSESSM
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APPENDIX 3 COURSES FOR CONSIDERATIO
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BACKGROUND, PURPOSE AND STRUCTURE O
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In sum, the questionnaire seeks to
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7. Job related Problems and Challen
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TITLE CORE JOB CONTENT REQUIREMENTS
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TITLE BUDGET AND FINANCE MANAGEMENT
Page 175 and 176:
TITLE CLIENT ORIENTATION, CUSTOMER
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TITLE PEOPLE MANAGEMENT &EMPOWERMEN
Page 179 and 180:
ADDITIONAL EDUCATION AND TRAINING C
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SELF ASSESSMENT OF PERSONAL CAPACIT
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Page 185 and 186:
Page 187 and 188:
Page 189 and 190:
Page 191 and 192:
Page 193 and 194:
RELATIONAL NETWORK OR THE INDIVIDUA
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Training Options • Managing Chang
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EXPLORING OPTIONS FOR TRAINING cont
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Most Convenient Period of Training
Page 201 and 202:
What percentage of time on a monthl
Page 203 and 204:
DEPARTMENT OF EDUCATION Province of
Page 205 and 206:
BACKGROUND INTRODUCTION The Departm
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APPROACH 1. Use of a whole school e
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Res ou rce Manage ment Physical Spa
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AWARENESS OF THE CONTEXT ENVIRONMEN
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SCHOOL GOVERNANCE 11
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CHALLENGES & ISSUES IN TERMS OF GOV
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EFFECTIVE LEADERSHIP AND MANAGEMENT
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SCHOOL ADMINISTRATION 17
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EFFECTIVE SCHOOL ADMINISTRATION CHA
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MANAGEMENT OF SCHOOL RESOURCES : FI
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MANAGEMENT OF SCHOOL RESOURCES : HU
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MANAGEMENT OF SCHOOL RESOURCES : PH
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LEARNER WELFARE 27
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CHALLENGES & ISSUES MANAGING LEARNE
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MANAGING EDUCATOR WELFARE CRITICAL
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CURRICULUM MANAGEMENT 33
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CHALLENGES & ISSUES CURRICULUM MANA
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COMMUNITY INVOLVEMENT CRITICAL ACTI
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QUALITY ASSURANCE 39
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CHALLENGES & ISSUES QUALITY ASSURAN
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COURSES FOR CONSIDERATION IN CAPACI
Page 247 and 248:
CURRICULUM MANAGEMENT • Implement
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