Role of personnel administrators in K-12 schools

Role of Personnel Administrator in K-12 School

Role of the K-12 School Administrator

The purpose of this paper is to provide a description of the role of school administrator in creating an empowering organizational culture within a K-12 school district.

The role of school administrator is one that requires both dedication and focus. There are competencies that have been set down for the administrator in schools, specifically the K-12 school district. One of the most important abilities is the ability to communicate not only with school staff and faculty but also with others in the district for many purposes and for current as well as future staffing needs of the school.

Data Management

The administrator is responsible for a large base of data that is gathered for the purpose of keeping an overview of staffing needs within the school. Data driven instruction as well as administration in schools has moved from what is considered ideal to "a way of life in many districts." Furthermore, the administrator should be prepared to be the writer of policies and regulations with an understanding of the systems as well as the codification utilized in the school. A good understanding of basic law is needed for the reading and interpretation of legal opinion, statutes, as well as court decisions in relation to contracts and employment issues and conditions.

II. Staffing Competencies:

The administrator should be able to identify primary sources of qualified applicants, as well as developing a screening process that they will utilize in the process of hiring. Effective counseling techniques are a must for the administrator as well as the ability to recognize the competencies and talents of staff and associates and the ability to utilize the staff and associates effectively thereby accomplishing more with the added abilities.

Overall Knowledge of Staff and Faculty:

The competent administrator should be able to identify the knowledge, competencies as well as abilities required for any given position within the school. Further, the administrator should keep abreast of all new developments and updates of techniques and materials needed by new and continuing personnel to assist them in excelling in their position. The administrator will be able to provide support and encouragement in conjunction with the continued use of self-assessment and goal setting of productive techniques in change. The administrator should have the knowledge and ability in developing programs that enhance the opportunity for advancing for employees within the school